Advice on Dismissal & Next Steps

[wattsyeya]

I have been recently "summary dismissed" from my most recent employer. The reasons for this were because I had "breached cash control policy." However, I have never received any formal training other than to "sign this cash policy sheet." I had gone behind the counter and had served myself off-duty; but I had spoken to my manager before this, and she just handed me her till key without saying anything to me. Furthermore, the Manager that held the investigation was a manager that I had put a grievance in against in November 2013. He has made comments to me regarding my sexual orientation and although I do not have dates, I do have staff witnesses. During my disciplinary hearing I was told “I’m not going to keep you long, it’s not good news. In fact it’s the worse news. It’s summary dismissal. You’ll receive a letter and that’ll have details about appealing. Do you have any questions?” This was on Wednesday last week. I am yet to receive my outcome letter and I want to appeal. Have I necessarily done something that serious - given that I haven't had any on-the-job training and the manager just gave me her till key (which she admitted to in her own and another member of staffs witness statement.) Can I have some advice please in terms of if this is the wrong outcome or what should I say in my appeal?

It may be worth noting I am also waiting for a further grievance hearing on 5th February 2014.


Many Thanks,

wattsyeya

[NorthernRam]

Re: Advice on Dismissal & Next Steps

I am not experienced to answer but if you can give the duration of how long you were employed and do you have a contract of employment, that will give people an idea of what your rights may be.
If that helps

[wattsyeya]

Re: Advice on Dismissal & Next Steps

I was employed for 6 months. I started in July 2013. And I do have a contract of employment.

[teaboy2]

Re: Advice on Dismissal & Next Steps

2 years employment is required to qualify for Employment Tribunal.

However they have failed to follow correct procedure regarding disciplinary. I.e. The disciplinary and the prior investigation should have been unbiased. For a manager whom you had previously issued a grievance against to carry out the investigation of disciplinary hearing is a conflict of interest.

I would personally write your letter of appeal pointing out the above and reminding them of the current on going (i assume its on going since you have a further hearing on 5th Febuary?) grievance against the manager and reason for the grievance. Whilst also pointing out that it is the employers duty to ensure all staff are trained in such procedures, and as you have not been trained and were not informed otherwise, that you did not knowingly commit any wrong doing.

You may likely have been dismissed at the manager in questions discretion, purely as an act of revenge against you, as a direct result or you enforcing your rights not to be sexually discriminated against. Which would then amount to automatic unfair dismissal.

You may also which to contact ACAS as well for more support and information.

Also have you received your last pay package, were all your wages paid in full? Were your accrued holidays paid to you as well?