Thread: Suspended - Did not Reveal Allegations - Found out through third party have evidence

Hi, this is my first forum post.

I am really hoping someone can help me.

I have been employed part time for around 9 years by a retailer, during my university years and have remained there since I obtained full-time employment as I loved the shop, people and customers. I have been a supervisor for the last six years, working around 15 hrs a wk on average for the last three years since obtaining my current full time position.

I have, for the last few years gave "special" discount to staff members instead of the proper percentages we are meant to give off each type of item. This is a culture which is widespread throughout the shop, and I am not the only other supervisor to do this. In fact, I do it for other supervisors as well and they do the same for me on occasions.

On Monday 8 June there was a problem with a till from the weekend and the store manager (a by the book guy, company man, loves fiddling for himself but not for others to do it) realised there was problems with some of the sales on the till as a few transactions were suspicious.

To cut a longer story short I came in then on my normal night (Thursday) and was immediately questioned by the shops 2 managers about till procedures. After I answered all their questions legitimately they told me that they had evidence that I had not carried out these procedures to the level I am expected to. I was then suspended and escorted out of the building.

I received a letter asking me to return for another meeting on Tuesday (yesterday), which I have adjourned until tmrw. This letter did not detail any allegations against me and also does not even say I am suspended! It just asks me in for a further meeting. I also was not given the opportunity to look at, check and verify, or sign the notes that were taken at the first investigatory meeting and still have no reasons for the suspension.

From what I have found out from employment law they should have detailed the allegations against me in writing so that they can investigate these and only these allegations as they have suspicion for these allegations only. They also should have confirmed these reasons for my suspension.

Yesterday they called in 3 staff members that I did discount for during the last 3 wks, which is the maximum distance their cameras records onto the hard drive. They called the staff in under false pretences by pretending they were really really short staffed and needed help to cover shifts. Only one has could actually go in, and when he did they dragged him straight to the office and showed him footage of me doing a staff discount for him. They asked how much I charged and when he said he couldn't remember they produced a till receipt from off the computer and said he was only charged £3 (he should have been charged around £7-8). He denied everything and they suspended him until Thursday also. He says he's going to resign anyway as he too has a main job.

I am not looking for any money off them, back pay or holiday pay (although it is pretty substantial) or anything else. I basically just don’t want any police action or anything further as I do not want to lose my main job. Does anyone have any ideas about if they have a case to take this further? But from research I feel they have they not followed statutory procedures? I am planning in handing in my resignation tmrw morning before the hearing in the evening stating that due to the behaviour of the company the Irrevocable breach of mutual trust and confidence between them and I is untenable and the emotional distress I have suffered without any firm allegations has caused me to visit my GP.

I never knew a website like this existed and I am going to share some of my expertise on the other forums on here now as I have worked in the insolvency field for almost 4 years and have experience in all areas. If anyone could help me I would be most grateful as I am suffering form this.

Many Thanks

Immeadiatly lodge a grievance and accuse store managers who knew it went on and fax to head office. Also as they have not written to you send a letter detailing that you feel you have technically been unfairly dismissed. Until the grievance has been investigated they cannot do anything else. The grievance investigation must be carried out by an independant person not connected with the branch however there are exceptions wher very small companies are concerned.