Is the employer correct?
Discussion
I work for a large company, whose "mother" company is a blue chip kind of company.
I work in purchasing as do 290 others.
A collegue was awarding a contract as per Euro rules, but made an error. He did not notice that 1 supplier had ammended the T&Cs until AFTER award letters had been sent. No action was taken-our company had to accept the ammended Ts&Cs and nothing more was said to the employee.
However, a girl has just done the same thing (its a pretty easy mistake to make when there are thousands of pages involved).
She has been given a final written warning. Can she appeal on the basis that the guy had no disciplinary action taken at all, yet made the same mistake.
FWIW, neither have any other blemishes on their record and have both worked for the comapny for over 3 years.
Thanks
I work in purchasing as do 290 others.
A collegue was awarding a contract as per Euro rules, but made an error. He did not notice that 1 supplier had ammended the T&Cs until AFTER award letters had been sent. No action was taken-our company had to accept the ammended Ts&Cs and nothing more was said to the employee.
However, a girl has just done the same thing (its a pretty easy mistake to make when there are thousands of pages involved).
She has been given a final written warning. Can she appeal on the basis that the guy had no disciplinary action taken at all, yet made the same mistake.
FWIW, neither have any other blemishes on their record and have both worked for the comapny for over 3 years.
Thanks
Assuming that management didn't say anything to the workforce after the first incident (along the lines of "the last one was a mistake and is in the past, but it absolutely cannot happen again" type of thing) then it does seem slightly unfair - how far apart were the events?
However at the end of the day the more important thing is that the punishment fits the crime; so perhaps their most recent decision is fair. However perhaps the girl should be looking at raising greivance into how the initial incident was handled and why the punishments are so different; especially as the outcomes of these incidents seem so public. It's almost as if she's been made an example of.
However at the end of the day the more important thing is that the punishment fits the crime; so perhaps their most recent decision is fair. However perhaps the girl should be looking at raising greivance into how the initial incident was handled and why the punishments are so different; especially as the outcomes of these incidents seem so public. It's almost as if she's been made an example of.
So let me get this right. Guy makes mistake, Mgt don't find out, no action taken. Girl makes mistake, Mgt know and discipline.
On the balance of probability if Mgt had found out about the guy he would have had the same punishment surely. Hardly comparing apples with apples is it, and therefore not strictly unfair?
On the balance of probability if Mgt had found out about the guy he would have had the same punishment surely. Hardly comparing apples with apples is it, and therefore not strictly unfair?
anonymous said:
[redacted]
Not necessarily. It depends on a whole host of factors. For example the seriousness of the mistake, the impact on the Company, the past performance of the relevant employees etc.We should also be wary of the "Office grapevine". Unless the OP works in HR what he believes may have happened might not be what actually happened.
No offence OP but if I had a Pound for every employee "unfair treatment" grievance I'd have about £7.
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