18 months.

sit tight, see what they say, and come back when you have the exact wording of the outcome

I wouldn't assume you're doomed just yet...as they say, prepare for the worst, but hope for the best.

There is a possibility that they realise themselves that the internet policy has been consistently applied, and that may be a factor in any decision that they make. In that case, the only problem that you have is deciding whether you want to continue working there if you believe that you have been unfairly singled out.

I received an email from work yesterday inviting me in to reconvene the meeting on Monday. I'm seeking legal advice today. Is it fair t ask for an extra day before the meeting? Say, to request that the meeting is on Tuesday because I require legal advice etc?

Sure. One day is not much notice especially as it's not investigatory but disciplinary? so you night be wanting to organise a companion etc

Excellent, thank you.

They provided additional statements in the email too. I think they may work in my favour - should I wish to appeal - and I would like some time to have my whole case looked at.

Hi

Just to clarify due to the short notice given of a reconvened meeting you have every Right to ask for it to be postponed for one day to seek legal advice and as per your right to be accompanied by either a Work Colleague or Union Representative to arrange this at such short notice is impossible and you would like to request a postponed of the reconvened meet for One Extra Day.

Thank you.

They replied and it has been rearranged from this afternoon to tomorrow morning. Not much extra time (6 working hours), but extra time none the less.

Because I am convinced the meeting will just be them informing me I have been dismissed, can anyone offer any advice or their experience of what to expect at this type of meeting? I'm thinking that it's best for me to say little, get the result and then inform them that I am appealing and that I will submit my appeal in writing along with the grounds. Is that correct?

So, I have been dismissed for GM for using offensive, derogatory language on a social media site, and that has broken down trust and confidence and made me unsupportable as a staff member.

I don't think any of the other staff have been investigated, or at least no one is facing (has yet faced) a sanction even close to mine. I am going to appeal unfair dismissal on the grounds that it is a unfair sanction? and not consistent with other disciplinary actions.

Does that sound correct / right? Or have I got my wording wrong?

Hello again. I'm sorry to hear that.

I expect the guys will be along with thoughts for you about this. Did they say you could appeal the decision? Don't quote me though, I may have got that wrong, wait for an expert.

HB

Hi HB,

Yes I can appeal, though I didn't get the chance to say that in the meeting. I was told they will send their decision in writing, I will have 5 days to appeal and that's it.

Hi all,

Some of you may be aware of my circumstances as posted on my original thread.

I have received the official dismissal letter (for GM - using abusive/derogatory comments on social media, that they included offensive language, that the tone was unacceptable etc) today and I would like to appeal.

My grounds for appeal are that I have been given an unfair sanction.

• My account was in no way linked to the company, colleagues, nor was my name used on the account.
   
  
• I have evidence of other staff members, who were clearly linked to the company, who had also made posts that could be seen as bringing the company into disrepute. I presented these images at the disciplinary. I was advised these would be investigated - despite the fact that I would have expected these to already have been investigated as my account was allegedly found at the same times as theirs.
  

I have never had any form of disciplinary prior to this, or any complaint made against me, it was accepted that I was remorseful, I did everything they asked of me, they stated that the disciplinary must remain private and confidential, that no other staff were aware, yet they state that trust and confidence has broken down between myself and staff members. No other staff member has faced a disciplinary, been suspended, despite the staff I brought evidence of being in roles directly linked to social media - hence my grounds for appeal.

During the hearing the MD accepted that I believed my account was anonymous and that there was no malicious intent, that I was misguided and did not intend to embarrass the company/colleagues and that I was unaware of the polices - also that there is no social media policy, only a communication policy and nowhere does it state that staff will be monitored. Though these are all things that have not been noted in the meeting minutes.

I do not agree with the notes that were taken at the meeting. I have mentioned this at every meeting - and been advised that my comments will be noted etc but that the minutes/notes are not verbatim. In some parts the way in which the notes have been recorded take what was said out of context and in other parts of what was said have been completely left out. Theres nothing I can do about that, is there?

It was also mentioned at the final meeting, that a meeting I had before christmas with HR was 'unofficial' and that certain things I have stated since day 1 were not discussed.

Also, the invite to the final meeting did not state that I could be accompanied. I asked for extra time (was given an extra 6 working hours) to seek further legal advice. When asked at the meeting if I was aware that I could be accompanied, I stated that it wasn't in the last invite so no I wasn't aware, it only stated it in the previous letter and that I hadn't had time to get anyone to accompany me or seek the further advice I required.

This is not detailed in the notes. It states that I agree I was aware and I am ok to proceed.

I don't expect to win the appeal. Not at all. They don't want me back, I know this. But I feel like I have been singled out and that the notes don't represent what was said.

I feel like I'm banging my head against a brick wall. Ultimately I can't imagine ever going back, but I would like GM removed from my record.

Should I just give up?

Hello again.

I've merged your threads to help the people trying to advise you. Please keep to one thread about the GM issue.

HB

Hi. I hadn't had any responses for a while so thought it might help me. Sorry about that.

Hi. I hadn't had any responses for a while so thought it might help me. Sorry about that.

I can't say for sure, but speaking for myself, a new thread title makes no difference. I look for the threads at the top of the forum. And as I said, looking back for someone's previous posts can be an inconvenience.

But I would be interested to know what other forum regulars think.

HB

Hello,

I have received a date for my appeal. It's on Monday and I have been told I need to confirm my attendance and details of anyone (colleague, union rep) accompanying me by tomorrow. The letter also states that I should provide them with any documents I plan to use in the appeal and that they will only consider information as stated in my grounds for appeal. They were that I felt the sanction was outside the reasonable responses available and that the decision was unfair, based on precedent - basically that other colleagues have done similar and not been disciplined, or at least, certainly not sacked.

I have a couple of questions:

• Would it be unreasonable for me to ask for the appeal to be held at a slightly later date? I want to have enough time to be fully prepared and I have appointments with employment agencies on that day.
  
• Also: do I have to send them my evidence/documents in advance? My evidence has really already been sent, as this is the same stuff I used at disciplinary, but that I feel they did not really acknowledge. I also read after my disciplinary that I did not *have* to provide my evidence before the disciplinary, although I did.
  

Thanks.

Update!

I appealed, CA offered and accepted. The best outcome under the circumstances.

Thank you for your help.