Just downloaded and read the ACAS code of practice, thanks for that. Don't want to sound stupid, but what is an IR Rep?

I just received a text message asking if I would sit in as a witness/note taker. As far as I know company policy only allows me attend in this role as I have sat in on prior meetings and been told that was my only role, although I could request an adjournment should I feel it necessary. There is a minority union membership however they are not a member. I've found out in the last hour or so, that my workmate has had some advice from ACAS, hence their agreement to attend the meeting. I'm not sure they have been given copies of notes etc, I'll check, but going off how others have been dealt with in the past, the company is very strict in following guidelines.

Thanks for your answers. Their main concern is for future references should they secure alternative employment. How much can an information can an employer share on a reference in respect as to why an employment was ended?

Hi, I have been asked by a colleague to be their witness/note taker at Disciplinary meeting and am looking for a little advice to pass on as to how to approach the meeting. The background is as follows; My colleague has already the investigative meeting and was suspended because their actions potentially are gross mis-conduct and they had admitted to it. Upon suspension, they went to their GP and have been diagnosed as suffering with depression for at least the last 4 years. They have submitted sick notes and have been on sick leave for the last 6 weeks. They have been to counselling sessions and prescribed anti-depressents and the current sick note expires on 30th June. On 1st june my colleague sent in their written resignation with the required 30 days notice to end their employment on 30th June. The company have "refuse to accept this", and have invited them in to a disciplinary meeting next week. My questions are as follows; As my colleague is currently receiving treatment for depression and has a current sick note, are they obliged to attend? If they don't attend, can they be dismissed without attending the disciplinary? Can an employer refuse to accept an employees resignation? During the meeting can we ask for an adjournment as my colleague is not up to the stress of such a situation? If the date to reconviene is after my colleagues apparent leave date i.e. 30th June. What is the obligation af the employer and my colleague? Thanks in advance for any advice.

Thanks for the info. Regards

Hi just want some advice "just in case". Last Dec I bought from Argos an LG home cinema DVD player that was on offer at £99.99, being advertised as "half price". Recently, when playing discs it kept giving "disc error" messages and last Saturday it stopped working all together. The cust services call centre told me to take back to the store with the receipt and they would arrange repair. Which I have done. What concerned me is that the deputy manager who was arranging the repair told me that they didn't stock this model any more and if it couldn't be repaired and LG didn't have the same model to replace it, they would offer me a refund in the form of vouchers. "If" this happens do I have to accept the vouchers? Can I demand a cash refund? Or can I demand that they replace it with the model they now stock in it's place, that retails at £179.99? I know this is hypothetical at the moment, I just want to be armed with what my rights are should the worse case scenario take place. Also, if the item is repaired, is it covered for another 12 months should the fault return? Many thanks in advance.