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Hi
Last week i was asked to speak to my Operations Director regarding an allegation of gross misconduct. I was then verbally suspended by my Line Manager on full pay. An email was sent out to all company employees confirming i was suspended and why - although I have not seen a copy of it (a kind employee confirmed the fact to me). I do not contest the Gross Misconduct, but it condoned by my line manager, and 90% of employees do the same thing on a daily basis which I can prove - therefore I feel i am being used as a scapegoat with inconsistent attitudes to misconduct being carried which management are aware of.
I have been requested to attend a Disciplinary Hearing tomorrow (Thursday 28th) at 4.00. The meeting request and letter where sent by the Operations Director at 4.15pm Tuesday 26th via email with a PDF unsigned letter from the Managing Director. The allegation is regarding my conduct and states "Should the allegations be found to be true and in the absence of any justifiable mitigating circumstances your actions would be deemed to represent a serious dereliction of your duties, a breach of the Company regulations, actions which would potentially damage the reputation of the Company and would have also sought to have breached the trust and confidence between yourself and the Company." The unsigned letter confirms that the Managing Director will conduct the Hearing, and the Operations Director will be taking notes. No evidence has been provided. Originally I was told by the Operations Director that once the investigation was carried out, he would be chairing the Hearing with another named employee taking Notes.
My concern is that I cannot attend a meeting tomorrow without Evidence being presented to me, and time to prepare my defence (inconsistent as known and condoned by management). Is it possible to attend the meeting, and confirm to the Managing Director that I want to adjourn as they have not provided me with any evidence to consider and time to prepare (5 working days), or let them proceed, which indicates to me the decision has already been made and they are keen to rush it through. By letting them doing that, does that give me stronger grounds to claim at a EAT once the appeals process has been exhausted. Eg do I let them hang themselves, or point out the shortcoming on the hope we can come to a settlement.
Kind regards
Last week i was asked to speak to my Operations Director regarding an allegation of gross misconduct. I was then verbally suspended by my Line Manager on full pay. An email was sent out to all company employees confirming i was suspended and why - although I have not seen a copy of it (a kind employee confirmed the fact to me). I do not contest the Gross Misconduct, but it condoned by my line manager, and 90% of employees do the same thing on a daily basis which I can prove - therefore I feel i am being used as a scapegoat with inconsistent attitudes to misconduct being carried which management are aware of.
I have been requested to attend a Disciplinary Hearing tomorrow (Thursday 28th) at 4.00. The meeting request and letter where sent by the Operations Director at 4.15pm Tuesday 26th via email with a PDF unsigned letter from the Managing Director. The allegation is regarding my conduct and states "Should the allegations be found to be true and in the absence of any justifiable mitigating circumstances your actions would be deemed to represent a serious dereliction of your duties, a breach of the Company regulations, actions which would potentially damage the reputation of the Company and would have also sought to have breached the trust and confidence between yourself and the Company." The unsigned letter confirms that the Managing Director will conduct the Hearing, and the Operations Director will be taking notes. No evidence has been provided. Originally I was told by the Operations Director that once the investigation was carried out, he would be chairing the Hearing with another named employee taking Notes.
My concern is that I cannot attend a meeting tomorrow without Evidence being presented to me, and time to prepare my defence (inconsistent as known and condoned by management). Is it possible to attend the meeting, and confirm to the Managing Director that I want to adjourn as they have not provided me with any evidence to consider and time to prepare (5 working days), or let them proceed, which indicates to me the decision has already been made and they are keen to rush it through. By letting them doing that, does that give me stronger grounds to claim at a EAT once the appeals process has been exhausted. Eg do I let them hang themselves, or point out the shortcoming on the hope we can come to a settlement.
Kind regards
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