Notice of disciplinary hearing required?
Discussion
My son has been told verbally this evening that he has to attend a disciplinary hearing tomorrow afternnoon(his crime - we assume - is planning to move to another company with better pay and working conditions - although in a call centre environment "better working conditions" is a bit of a joke!)
Anyway, it was my understanding that he had to receive written notice of such a hearing - am I correct?
Anyway, it was my understanding that he had to receive written notice of such a hearing - am I correct?
If he hasn't been there a year he needs to be careful.
My boss called me up a few weeks ago, no prior warning at all, bare in mind the last I heard from them they were happy, I'd passed my 6 month probation etc, and said they weren't happy and were putting me on a 6 month fixed contract but wouldn't tell me why. Then later that day he bought down a written warning, which had not been mentioned at all at any point and I hadn't been given ANY verbal warnings, let alone the 3 he stated to have given in the letter.
That then got written off as it had been done illegally, then the next day I was in, my boss sacked me. He wouldn't tell me why he'd sacked me and just kept saying that because I hadn't been there a year they're not obliged to give any reasons. This was all a month before my years anniversary at the company.
My boss called me up a few weeks ago, no prior warning at all, bare in mind the last I heard from them they were happy, I'd passed my 6 month probation etc, and said they weren't happy and were putting me on a 6 month fixed contract but wouldn't tell me why. Then later that day he bought down a written warning, which had not been mentioned at all at any point and I hadn't been given ANY verbal warnings, let alone the 3 he stated to have given in the letter.
That then got written off as it had been done illegally, then the next day I was in, my boss sacked me. He wouldn't tell me why he'd sacked me and just kept saying that because I hadn't been there a year they're not obliged to give any reasons. This was all a month before my years anniversary at the company.
matchmaker said:
My son has been told verbally this evening that he has to attend a disciplinary hearing tomorrow afternnoon(his crime - we assume - is planning to move to another company with better pay and working conditions - although in a call centre environment "better working conditions" is a bit of a joke!)
Anyway, it was my understanding that he had to receive written notice of such a hearing - am I correct?
It should be in writing, and although there doesn't really need to be much notice for an initial meeting (assuming they're going to investigate properly) he does have to have enough time to ask a colleague (or union rep) to come into the meeting with him. That's the basis I used to delay the initial meetings for me. Anyway, it was my understanding that he had to receive written notice of such a hearing - am I correct?
If he is worried at all about being kicked out then I'd suggest he clears his work PC before the meeting, forwarding anything relevant to the disciplinary to a personal address, just in case it's needed later on.
davepoth said:
matchmaker said:
My son has been told verbally this evening that he has to attend a disciplinary hearing tomorrow afternnoon(his crime - we assume - is planning to move to another company with better pay and working conditions - although in a call centre environment "better working conditions" is a bit of a joke!)
Anyway, it was my understanding that he had to receive written notice of such a hearing - am I correct?
It should be in writing, and although there doesn't really need to be much notice for an initial meeting (assuming they're going to investigate properly) he does have to have enough time to ask a colleague (or union rep) to come into the meeting with him. That's the basis I used to delay the initial meetings for me. Anyway, it was my understanding that he had to receive written notice of such a hearing - am I correct?
If he is worried at all about being kicked out then I'd suggest he clears his work PC before the meeting, forwarding anything relevant to the disciplinary to a personal address, just in case it's needed later on.
1) At least 24 hours notice (preferably 48) must be given by letter.
2) The reason for the hearing and any evidence must be stated or included with that letter.
3) A copy of the company disciplinary process must also be included.
4) The person does have the right to bring a colleague or union rep (as stated above)
It may be an investigation meeting into an issue the employer may have. In which case none of the above applies as it is only a 'chit-chat'. However minutes of the meeting and any evidence must be given to the employee after the meeting.
As an aside, we have started recording all our disciplinary hearings, as an employer we need to get signed consent from all parties before doing so. I'm not sure how it would work if the employee stated at the start that they wanted to record it, but might be worth considering.
He should keep as much information and evidenace as possible, although be careful suggesting that he email to a personal email account as that could be classed as breaching company data confidentiality, which in itself could be a disciplinary issue. If there is a company IT policy it should state in that, plus may mention use of USB flash devices.
Good luck.
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