Yes, sorry for the late update, i've been working non stop for the last month on a separate and monumental Appeal Hearing.. The guy turned the Union Rep' away, refused representation, threw himself at the mercy of the interviewer who promptly raised new allegations against him and then dismissed him. End of story, he was escorted out of the premises.

An update to this.. Having spoken to my full time official he's told me in terms that weren't uncertain that it's not my place and completely outside of my remit to be providing management with information that is essentially hearsay and could result in serious prejudice as to the outcome should he intend on putting forward a defence of any kind, because it also now transpires that this chap is on extended probation and also has a written warning for serious misconduct.. (where do I get them from!) Anyway... The manager called me in earlier today and asked me what precautions I had planned should Mr X become unstable during the proceeding. With that I told him that I hadn't a clue what he meant and he said, "what are you going to do if he loses it"? I replied that I wasn't going to be doing anything and that it was he that had a statutory duty of care to me in such a situation. This completely threw him and he said did I realise that this guy was going to "go" for someone should he be up the road... With that I said it had now become far too serious for me to handle and that it would be handled by our FTO who would essentially be a visitor on the day. Police and other threats were made and employment solicitors were talked about. So, it's a complete mess now, but i'm well out of it. I'll post the outcome when it happens, thanks for the replies everyone..

Questions questions...!

Hi all, I'm an experienced shop steward of 8 years and this is a brand new situation for me, i'ld like as many opinions as possible before committing myself fully for what's possibly to come. I've got to represent a member of staff at a disciplinary hearing next week which will almost certainly result in the dismissal of the person being disciplined. I can't go into details for obvious legal reasons, but it's about as serious as it gets. I've been told privately, off the record by another member of staff that it's almost certain that this guy (an ex-heroin addict, spliff head, methadone user, borderline alcoholic and borderline dual personality) will attack the manager that dismisses him if (when) it happens. Obviously, i'll be speaking to my Full Time Officer in the very near future as i'm worried as to what my role becomes should it happen. I'm 6' 2" and 16 stones and can take care of myself. But if he attacks the interviewing manager am I expected to assist that manager or can I just step back and leave it to the managers companion? Am I even allowed to restrain or touch a member of staff regardless of him attacking anyone? Is it the managers responsibility to risk assess before the meeting and plan for a serious disruption? I'm lost on this! If truth be known, I wouldn't cross the road to pee on this particular manager if he was on fire, but I need to put the personal stuff aside and be fully prepared. Many thanks in advance.