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Hi
My manager was doing things outside the rules and we were told to let higher management know or do the whistle blowing on an anonymous website. I chose to speak to my manager as his wife was pregnant and I chose to be honest with him. However, he carried on and I reported the matter to the director who told me it was a misunderstanding and said I should speak to my manager. This ended up with an extremely strained relationship between my manager and I, but I realised that nothing would happen to him as he is their no.1 salesman.
Our building got broken into a few months later and I was suspended for not keeping the building safe. One of our shutters was stuck open and this left the basement unsecure but all the other doors were locked. The thieves forced the door open, so I can't see how I can be responsible. During the hearing I was shown emails from my manager to the director asking to discipline me as I was badmouthing him behind his back. My bad but this was out of frustration, his wrongdoings caused me hours of work to fix his mistakes. However, the disciplinary for this never happened and instead they must have thought the break in would be the perfect excuse to let me go.
I want to appeal the decision to the suspension (final written warning) for the following reasons:
- they failed to provide documents I requested before the hearing
- the building was secure, bar the basement, the police report should confirm the thieves were professional and forced the doors open
- they claim I failed to escalate but we were waiting for repairs and we were told it would take two weeks (I did escalate the approval for the purchase order to the director and my manager so they knew there was an issue with the shutters) - they claim I should have requested a security guard but I was never told I could do that
- the shutters are often an issue and last year no disciplinary action was taken against the staff that were working there for leaving it open for days when there was a fault (before I joined this location)
- they threw in a side fire door that got broken into a week before the break in and that I should have checked daily (even if we checked daily, it happened at 5pm so I don't think this would have prevented the crime) and temporary repairs were done that evening and completely fixed the next day
- dismissing the fact that my manager wanted to take disciplinary action before the break in following the whistle blowing
I spoke to a few lawyers who think I have a case for constructive dismissal, should it get there.
Furthermore, during the investigation into the first hearing, they claim they found more allegations of breaches against me and I am further suspended for that now. I have an investigatory meeting first then the hearing to defend myself, further strengthening my belief that they want me out no matter what.
Any thoughts on whether the appeal will stand?
Thanks for reading and Many thanks
Stella
My manager was doing things outside the rules and we were told to let higher management know or do the whistle blowing on an anonymous website. I chose to speak to my manager as his wife was pregnant and I chose to be honest with him. However, he carried on and I reported the matter to the director who told me it was a misunderstanding and said I should speak to my manager. This ended up with an extremely strained relationship between my manager and I, but I realised that nothing would happen to him as he is their no.1 salesman.
Our building got broken into a few months later and I was suspended for not keeping the building safe. One of our shutters was stuck open and this left the basement unsecure but all the other doors were locked. The thieves forced the door open, so I can't see how I can be responsible. During the hearing I was shown emails from my manager to the director asking to discipline me as I was badmouthing him behind his back. My bad but this was out of frustration, his wrongdoings caused me hours of work to fix his mistakes. However, the disciplinary for this never happened and instead they must have thought the break in would be the perfect excuse to let me go.
I want to appeal the decision to the suspension (final written warning) for the following reasons:
- they failed to provide documents I requested before the hearing
- the building was secure, bar the basement, the police report should confirm the thieves were professional and forced the doors open
- they claim I failed to escalate but we were waiting for repairs and we were told it would take two weeks (I did escalate the approval for the purchase order to the director and my manager so they knew there was an issue with the shutters) - they claim I should have requested a security guard but I was never told I could do that
- the shutters are often an issue and last year no disciplinary action was taken against the staff that were working there for leaving it open for days when there was a fault (before I joined this location)
- they threw in a side fire door that got broken into a week before the break in and that I should have checked daily (even if we checked daily, it happened at 5pm so I don't think this would have prevented the crime) and temporary repairs were done that evening and completely fixed the next day
- dismissing the fact that my manager wanted to take disciplinary action before the break in following the whistle blowing
I spoke to a few lawyers who think I have a case for constructive dismissal, should it get there.
Furthermore, during the investigation into the first hearing, they claim they found more allegations of breaches against me and I am further suspended for that now. I have an investigatory meeting first then the hearing to defend myself, further strengthening my belief that they want me out no matter what.
Any thoughts on whether the appeal will stand?
Thanks for reading and Many thanks
Stella
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