Aaaw thank you! Yep definitely . Now just need his payday to come along so we can do some major Christmas shopping! Hope you enjoy some quality time with your hubby while you can . Cheers and *ching ching* to CAG!

You were right to be optimistic... he 'just' got a written warning . I know a written warning's still not particularly great on his record but compared to what could have happened it's a relieving result . Thank you so much rebel for the statement idea. I genuinely think that helped him on the day of his disciplinary, even if not with the decision but in helping him focus his thoughts and get them down on paper so thanks again!

Hiya, sorry just to give a quick update. My husband still hasn't heard anything, but received an email this morning - ironically - to say that he'll find out the outcome between 12:30 and 3pm. We're thinking it's because they're letting everyone know that there's such a big time frame involved.

Thank goodness! Sorry I didn't have any advice to offer but I'd been keeping a watch to see how your hubby got on and delighted he's still being kept on! You must be so relieved! I hope my hubby gets the same kind of good news this week - currently awaiting the outcome of his disciplinary hearing.

Thanks . I hope so!

Sorry must have cross posted with you! Yeah definitely not debating that at all, he should have read it before passing it on (he definitely wouldn't have if he did). What I am confused by though is the fact that they've then brought this policy out after the event and got everyone to sign it, and are then using it to enforce disciplinary action? It just sounds not right to me at all now. Additionally if they were going to say "they should have known better anyway", why would they adjourn this other girls disciplinary after her bringing this matter up? They had the most senior of HR people there, as well as the senior manager for the entire area so they should have known to argue that point surely? Sorry just finding it all rather confusing and worrying!

Thanks rebel and monkeychicken. I definitely agree with you now rebel that something doesn't add up with all this. I hope the fact that someone else facing the same disciplinary action has pointed this anomaly out, then everyone might benefit as a result.

Nope nothing like that at all was asked at the disciplinary at all to be honest, even though he was fully expecting it. He just said it was more a matter of, "are you aware of the company's internet/email policy, of which you have a signed copy of (dated August 2009!)?". He said that he was and then handed over his statement that reiterated that it was out of character for him and that if he had more time he would have read the email and discarded it, and then just apologised for it and said it would never EVER happen again. They said they had noticed when going through his email activity that he only ever sent work related emails so agreed that it was out of character. Then it ended with them saying he'd be notified of the decision within a few days. I don't really know what to take from it.

There has still been no decision yet but my husband has phoned me with some new information that has come to light. A girl from another team had her disciplinary this morning. She took all the disciplinary procedure notes home with her, as well as the copy of the internet/email policy that she had signed. Her dad pointed out to her that the policy was dated August 2009 and this said incident occurred in July. He encouraged her to challenge that at the meeting and ask them to provide a copy of an earlier signed policy, if there was one. She and my husband don't believe they have signed one before. They've both went through their signed contracts and this is also not mentioned in there. Her meeting ended up being adjourned as a result of this. I know it's entirely besides the point and it's just a loophole because both admit that they forwarded on the email, but what would the position be if there is not a signed copy of the policy, i.e. stating that they would comply with it?

My husband did the statement as you suggested and he mentioned that the manager and HR rep there seemed quite impressed by it. Unfortunately he won't find out the outcome for another few days but he was told that there would be 1 of 4 outcomes: 1. No action taken 2. A written warning 3. A final warning 4. Dismissal He'll be told either face to face or via a letter so fingers crossed it's one of the first 2, or at an absolute worse, the 3rd.

Congratulations you deserve it after all the stress they put you through. Well done for sticking to your guns girl!

This bank did get rid of a few people a few months back, but they met their quota through voluntary redundancies. This original email was back in July but they monitored her emails for 3 months as a result. It now seems that they're going back through all the inappropriate ones and finding out if any of the people that received them forwarded them on. My husband found out today that there a further 2 people who have a hearing today as well as someone tomorrow. A colleague of his, who is currently on holiday, mentioned to him last night that he thinks he'll be facing the same thing when he comes back because he forwarded on this original email too. I don't know if in the grand scheme of things they'll dismiss 6 people (including the original girl), or whether they'll just give them all final warnings? Having read through this email/internet policy it does state can "normally lead to dismissal but can just be a final warning". I'm just trying to fathom out what he could do so that he only gets the latter. I like the statement idea though thanks, I'll mention that one to him. The hearing's not until 3pm so he would have time.

Hi there, I'm seeking some advice for my husband who faces a disciplinary hearing today in his work in relation to gross misconduct. He has worked for this well known bank for 5 years now and has an unblemished record. I would even go as far to say that he is extremely well thought of. Ok the background of the hearing is this: back in July a colleague of my husband's sent on a forwarded email that contained some rather inappropriate content and this person had already been warned about their email use and had been warned that she was going to be monitored as a result. Anyhow, my husband, without even reading the email, pressed Control and F (to forward) and sent it onto my email address (used by us both) and to his 2 best friends. Then just 3 weeks ago, the girl that originally received the email and forwarded it on was informed that she was facing disciplinary action. After a hearing she was suspended indefinitely until a full investigation could be carried out. It appears that as part of this investigation they checked who received this email and who forwarded it on. My husband was called into a meeting just last Thursday for a "fact finding" exercise, where he was asked about the email. He admitted that he forwarded it (obviously since they knew that anyway!) but was honestly not aware of the content (he didn't even know the content until he checked it after this girl was suspended). He's really really upset by it and thinks he's messed everything up for us - me, him and our 17 month old daughter - and doesn't know what to do. I'm currently unemployed due to redundancy (ironically made redundant in July) so that would put us in a very precarious financial situation. Could anyone provide any advice as to what he could do so that he wouldn't be sacked? Or is that even a possibility? Many thanks in advance. Oh and the company do have a clear internet/emails policy.