Disciplinary advice
Discussion
I work in a call centre environment and our performance is monitored by our calls being audited. I've had a s
tty few months and as a result my audit scores have been quite poor. I was given a written warning yesterday pending a final written warning.
My concern is that the next step will be based on calls yet to be audited but that were made prior to the meeting yesterday, I am concerned that there is nothing I can do to alter the outcome of these audits as they are already "in the system" as such, should I be given a chance to change things after a written warning? I always thought a written warning was an opportunity for you to change but that seems not to be the case in this instance.
Any advice appreciated.
Thank you
tty few months and as a result my audit scores have been quite poor. I was given a written warning yesterday pending a final written warning.My concern is that the next step will be based on calls yet to be audited but that were made prior to the meeting yesterday, I am concerned that there is nothing I can do to alter the outcome of these audits as they are already "in the system" as such, should I be given a chance to change things after a written warning? I always thought a written warning was an opportunity for you to change but that seems not to be the case in this instance.
Any advice appreciated.
Thank you
Edited by eybic on Friday 28th January 08:48
2 sMoKiN bArReLs said:
Ain't the best approach to step up to the plate, rather than worry about the technicalities. If they want you out they'll find a way whatever.
I think you're missing the point.Effectively, they've said to him "your performance hasn't been good enough, and if it doesn't improve last week, then you'll be fired".
I would be staggered if they can move from final written warning to dismissal based on the quality of work performed by the OP prior to the final written warning being issued.
OP - Have you asked your HR department what the basis of your assessment will be? There's no point getting hung up on this if they turn round and say "you'll be assessed on the next 2 weeks of calls", or whatever.
eybic said:
Mr performance hasn't been great. My point is that a warning in my mind is just that i.e this is what will happen if you don't sort it out. I don't have chance to sort it out though.
You are right about the warning. I guess if you get to the next stage that will be your arguement. As you say, it's a kangaroo court if you don't get a chance to mend after having the error pointed out. If you've been there over a year a tribunal would take a dim view of such an approach by an employer. but that's all after the event. (assuming you want to stay)You've had a written warning for poor performance and now should have the opportunity to sort things out. I can't see how they can audit calls that are dated prior to the written warning and then use this against you. If so, sounds like a potential case for unfair dismissal if they show you the door.
My advice if you want to keep your job is to 'step up to the plate' as someone else has suggested.
My advice if you want to keep your job is to 'step up to the plate' as someone else has suggested.
Thanks for the advice guys.
I will see what happens if it escalates then raise the point if necessary. It may be that the calls will be ok but wanted to make sure of my position before I raise it with them. The letter clearly states that the next step is pending audits for Januarys calls and of course the meeting was on the 27th so 99.9% will have already been done.
I'm not trying to shaft them, I like the job and want to sort it out.
I will see what happens if it escalates then raise the point if necessary. It may be that the calls will be ok but wanted to make sure of my position before I raise it with them. The letter clearly states that the next step is pending audits for Januarys calls and of course the meeting was on the 27th so 99.9% will have already been done.
I'm not trying to shaft them, I like the job and want to sort it out.
OP, you should be given, on receipt of a first written warning, an adequate amount of time to amend your work/results to the level your employer expects. Generally acceptable timescales that have been viewed as suitable by previous employment tribunals is anywhere from 8-12 weeks. Anything less between written and final written warnings can and will be judged as constructive dismissal by an ET should that route arise.
If your disciplinary procedure escalates to the final written warning level within the above timescale, I would politely but firmly point out to your line manager/HR department how close they are to crossing the line.
Also, have you been offered the opportunity of additional training/coaching to assist your service level and raise your performance? A responsible employer has the right to point out fault, but they also have the requirement to aid the employee in rectifying the issue.
If your disciplinary procedure escalates to the final written warning level within the above timescale, I would politely but firmly point out to your line manager/HR department how close they are to crossing the line.
Also, have you been offered the opportunity of additional training/coaching to assist your service level and raise your performance? A responsible employer has the right to point out fault, but they also have the requirement to aid the employee in rectifying the issue.
fergywales said:
Also, have you been offered the opportunity of additional training/coaching to assist your service level and raise your performance? A responsible employer has the right to point out fault, but they also have the requirement to aid the employee in rectifying the issue.
Yep, I was about to reply with this - the "new" 3 step disciplinary issue wasn't about making it harder to sack someone so much as trying to help employer and employee so that performance improves and both parties are happy. If they just wrote "pull your finger out or you'll be sacked" then there could be a case for a tribunal. Gassing Station | Jobs & Employment Matters | Top of Page | What's New | My Stuff