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After 20 years of exemplary service for my company, 10 as manager, i received a letter of concern from my next level up of management.
The letter was concerning an incident which the manager assumed happened but did not.
No investigation was completed and I was not asked about the alleged incident.
I immediately appealed this letter of concern which would stay on my permanent record.
After two weeks I was finally called in for my appeal meeting.
Before it started I was given a stack of e mails between myself and various other managers detailing problems over the last few months. Some were my fault and others were clearly not mine but I was involved.
My argument against the letter of concern was that it had not been investigated at all and was based on false assumptions by the manager concerned.
The manager concerned in the last two years has been involved in five disciplinary incidents three of which have been overthrown in appeal.
My appeal was overseen by the director of operations who i have worked under for 20 years.
He discussed the e mails that were provided to me before the meeting and then agreed that the letter of concern I had received was baseless.
He said he should throw it out. However he also said that I should probably have received one for other mistakes which were brought up in the e mails.
He gave me the choice of accepting the letter of concern he admitted he should throw out or be given a worse one I should have received before. One I would have again appealed.
My question is, is this OK? I can't help feeling there is something wrong here.
The letter was concerning an incident which the manager assumed happened but did not.
No investigation was completed and I was not asked about the alleged incident.
I immediately appealed this letter of concern which would stay on my permanent record.
After two weeks I was finally called in for my appeal meeting.
Before it started I was given a stack of e mails between myself and various other managers detailing problems over the last few months. Some were my fault and others were clearly not mine but I was involved.
My argument against the letter of concern was that it had not been investigated at all and was based on false assumptions by the manager concerned.
The manager concerned in the last two years has been involved in five disciplinary incidents three of which have been overthrown in appeal.
My appeal was overseen by the director of operations who i have worked under for 20 years.
He discussed the e mails that were provided to me before the meeting and then agreed that the letter of concern I had received was baseless.
He said he should throw it out. However he also said that I should probably have received one for other mistakes which were brought up in the e mails.
He gave me the choice of accepting the letter of concern he admitted he should throw out or be given a worse one I should have received before. One I would have again appealed.
My question is, is this OK? I can't help feeling there is something wrong here.
