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Complaint leading to disciplinary


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Morning all

 

They’ve offered to let me see all the cctv at a convenient time so booking that in for the next lot of shifts I’ll be on

My rep has seen the cctv already and said the report done on it is a very one track view of it and agrees colleague 2 is more than visible and should have been asked for a witness statement

 

Colleague 2 had a panicky supervisor come and approach her yesterday whilst on a course on behalf of the investigating shift manager saying they need a statement ASAP, the union had to step in and say not while on her training course but looks like I’ll definitely be able to get her input and help back up my story

 

I’ve had a chat with my rep this morning and my hearing is now scheduled for 21st December after my shift!

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Just a little update, I’ve not had chance to book in seeing cctv yet as I’ve been off until today and not back in until Sunday now but it’s arranged for the hearing date with my rep regardless

 

Apparently the investigation has been reopened and Colleague 2 has been approached numerous times now to do a statement and she asked for a rep on each occasion and one wasn’t available so she now has an appointment on the 15th and the HR team have said they will ensure I receive a copy of whatever she provides with adequate time to review it before the hearing so as soon as I have this and feedback from my rep I’ll come back and update again

 

One question I have now is the hearing is scheduled to begin in the last hour of my shift and set for 2 hours which would take me an hour over, also colleague 2 if she attends, is this a fair request for the HR dept to make? I’m not overly fussed as I want the whole situation dealt with properly and put to bed now but doesn’t seem fair to assume people can just give up time (mainly from colleague 2’s position)

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Thank you for your reply

 

I had a chat with my rep and the original hearing was scheduled for the middle of my shift and they had allowed 15 mins each way travelling time between terminals plus the half hour before with my rep to go over everything making up the 2 hours so I’ll get the same time before hand now but this doesn’t reflect on my roster as it was already issued but has been changed appropriately

 

I’ve yet to go over this with my rep but in mitigation to put forward in the meeting I have the following

 

Lack of colleague 2 statement who was present throughout the incident, this would confirm what was actually said

No formal notes of the complaint, just he said she said from 3rd parties

Lack of an investigation meeting which would have allowed more detail from myself, colleague 2 and my account from cctv

Verbal abuse from passenger not dealt with in line with company policy

No manager assigned to my crew to deal with incident immediately

Our line manager actively encourages us to deal with situations ourself

Atmosphere and anymosity between me and colleague 1 affecting her statement

Supervisiors ‘rough account’ written 4 hours later

I was only asked to write a rough account, no rep offered or private place to do this or explained it was to be used in investigation with no further from me

 

I’ve got a perfect record, all my quarterly reviews are in good and outstanding categories, I’ve had numerous positive file notes, positive feedback and can provide more evidence of going above and beyond for people almost daily

 

I’ve also got an issue with my knees and feet I’m awaiting on corrective surgery for and my partner has pointed out I can be a bit short sometimes due to being in pain from this although I don’t think this affected me here I could have possibly handled the situation differently and may have been a bit quick to say she couldn’t fly for being abusive

 

I’d be grateful if anyone has any thoughts on what I’ve written or could provide some further advice, I’ve got 9 days now before my hearing so just want to feel prepared and ready

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Telling someone that they might be denied entry to the airport, especially a secure area (airside) when they are abusive is absolutely right and it is the truth.

In fact every so often some stripey VIP make the news for their bad behaviour, so it is safe to assume that many more non VIP are kicked out of the airport when they become abusive.

 

When all of this is over remember this lesson: do not give people time and chances to become the victim and complain.

As soon as they say something abusive, report it to your supervisor.

Don't engage with them, just walk away and let the supervisor get the abuse.

They're paid more for this very reason and if you don't say a word they can't blame you.

And when the supervisor says that you have to deal with the abuse yourself, remind them of this incident in which you have been victimised.

 

I would apply the rule of one strike and out, but unfortunately we have become a nation of slaves in which a sub-human can abuse anyone just because they bought a £10 plane ticket and the slaves get punished by their masters after being abused.

Nice one!

 

Rant over, your company must have a policy about abusive and violent behaviour.

Dig it out and apply it to the letter from now on.

 

Regarding the disciplinary, throw this policy at them and get on record that instead of defending you against the abuse, they victimised you.

Key words: duty of care and victimisation.

Once you mention these magic words they will start backtracking.

 

Politely but firmly put the blame on them for failing in their duty of care to defend you against the abusive sub-human.

One last thing, don't use the word sub-human, that's just me being against certain so called people.

Edited by dx100uk
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Morning everyone

 

Had a little update now from my rep, my colleagues statement has finally been taken and submitted back to HR by the investigating manager, I’ve been told I’ll get a copy through no later than 24 hours before the hearing

 

My rep has booked me out before the hearing for an hour and a half so we can go over everything and I’ve made notes from all your advice on here that I’ve forwarded to him

 

I’m off work until Thursday now on an overtime shift and then back with my crew on Friday before the hearing so hopefully I’ll be back shortly after midday with some good news!

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  • 2 weeks later...

Happy Christmas everyone

 

Thought I’d come back with an update for you all

 

My hearing on the 21st was cancelled due to managers having an away day booked but due to things in the press I’ve been told I can’t mention (I’m sure you can work it out) it would have been cancelled anyway!

 

It’s now scheduled for tomorrow at 9am, I’m a bit dubious about it going ahead now though as I haven’t actually received anything in writing to say this, haven’t received copies of the new evidence they have from my colleagues and the policy states that all information must be provided with at least 4 days notice not including weekends/holidays etc

 

My rep has us both booked out anyway and I’ll be back with an update tomorrow, hope you’ve all had a nice Christmas and not feeling as overfilled from food as me!

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Morning Everyone

 

Finally my hearing went ahead this morning despite it oringally being cancelled for today due to the HR advisor having car issues, almost 2 hours later it started and finished within 20 mins, we briefly went over what happened and they left the room to re view cctv and see if a complaint was ever made, when they came back in they said it was being totally downgraded and only a file note is being issued to confirm we spoke about all the events and how I could have approached the situation a little better

 

Going away now deciding whether I’ll go down the grievance route about all the failings

 

Thanks to all those that commented and helped me out on here, I’m happy with the result and glad finally some sense was seen!

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Just leave it.

The case has been dismissed, so no reason to be a pain.

Just learn your lesson and follow my advice on earlier post next time someone becomes abusive.

Remember, you haven't done anything wrong, but your company wants you to sugar coat all your answers, even when people are abusive.

Pass the honey pot to your supervisor and let them deal with the sub-human.

Your job description surely doesn't include "accept abuse and reply with a smile"

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Congrats. In your shoes I think I would just leave it for two reasons. The first is it shows your maturity in just accepting they made a mistake. The second is that in the event your manager tries similar in future...........

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