Hi I would keep copies of emails and memos if they had been sent. The only memos that were sent out was to remind staff that they were not allowed behind the bar area unless the were bar staff of course. I think the reason they cant produce them is, they simply dont have them. The letter from my appeal apologises for not producing memeos etc and the will endevour to do so in future. What good is that to me? I get the feeling that they expect to accept the decision and not take it any further. The ET1 form will be in early next week. I have an appointment with a solicitor on Tue The MD confirms that he is aware of the Ops Manger and General manager drinking without payment and yet he has done nothing but try and brush it uinder the carpet

Hi Sidewinder / Bigredbus The work is a leisure facility.I would not dream of having alcohol during mynormal working hours.I think it is unprofessional and I as I would be speaking face to face with customers not a good impression of me as a manger. I had left a copy of the iou oin my tray in the managers office but I was told from a friend that the contents of my tray were thrown out without anyone checking what was there. The company are trying to say that there have been numerous emails / memos sent out but I have no seen any.They say that these were in feb/march. The staff handbook states that under no circumstances is anyone allowed to borrow stock or equipment. The MD and Finance director acknowledge an evening in Jan where the Ops manager,general manger and three other people ran up a large bill, did not pay on the night but did so approx two weeks later. This was them just sitting in the bar from about 7pm through to 11pm.Ther has been no investigation carried out on them and they remain at work. This, to me proves that it is unfair what they have done with me. The circumstances of my night have not been taken into account and I think they were always going to take the action they have done

No I would not get paid for any overtime or extra hours worked. The tema manager informed me that as the duty manager for that evening it would be my responsibilty to secure the building I was the duty manager despite my shift ending at around midnight. no other manager would come to secure the building despite my request

I have lost both parents over the last few years and I am pretty sure thay both had life policy's with the CO-OP. We have been unable to find any paperwork and I was wondering if there was anyway of finding out and possibly seeing if a claim could be made

No we received no extra wages. I was the duty manager on shift. I attempted to speak to the General Manager but hos phone was off. I spoke to the team manager who had a key for the front door but refused to come in in order for me to secure the building and go home after an 8 hour shift. His attitude was as I was the dm then it was my responsibility to secure the building by staying.

All staff involved confirmed that we had agreed to pay together. This was stated in the investigations. The comments have been ignored The consumption of the alcohol was out of our normal working hours. The building was closed and supposed to be secured and locked. The faulty doors meant we had to stay to secure the building overnight. The handbook states that and I quote. you are not under any circumstances allowed to borrow cash,stock or equipment from your place of work. Any such unauthorised possession by you or others on your behalf will be viewed by the company as theft. I agree that we are in breach of the above but on the night in question two others helped themselves to goods and are back at work. Three other managers were guilty of the same in January. I have not had any emails regarding this.

Thanks for your comments. I dont intend to waste my life. If I get a no then so be it

I am being fobbed off by a solicitor that I have been told to contact re this case. Does anyone know of any good ones in the Newcastle area. Need to speak to asap

Thanks. The finance director in my appeal has confirmed in writing he is aware of an incident involving the Operations Manager and General Manger that happened in January. He states that as it is before any memo/email in Feb that thois is being ignored. However I have the handbook that states that under no circumstances can this happen. There is no new handbook available.Surely as it is the handbook that I was issued when I started in 2009 then this should be taken into account. The company are breaching its own policy.

I appreciate that people are not qualified and I was just after some comments to see if anyone else knew what could happen. This could be from past experience. I want to speak to a solicitor for advice as to whether I would have a decent chance to go to tribunal for unfair dismissal. I dont really fancy acting for myself. Thanks

Hello HB I am waiting to make an appointment to see a solicitor. They are employment specialists so I will have wait and see what they say. Until then im in limbo. I just thought I would see what the general consensus on here would be

Hi 30stm There were other managers that could have carried out investigations/disciplinary. I am aware that ACAS guidelines state where possibel. I mentioned this in my appeal but it was ignored! The issue regarding tha faulty doors had been reported three times. I know that another manager had stayed overnight two weeks previous and had a couple of soft drinks. This is against the company policy as he did not payLL I also asked about the reluctance to provide evidence, such as emails,memos and even witness statements from others that were interviewed. These have not been provided I am busy filling in the ET1 forms and waiting for a solicitor to contact me to discuss the case. My question is - Do you think I stand a chance at Tibunal? I know what I have wrote are not all of the facts and it could be hard to judge.There are so many errors on the companys part to write down!!

Hi HB yes i have been treated less favourably than others on site. two memebers of staff helped themselves to goods without my knowledge. this was confirmed in my initial investigation also managers have done similar to me but while customers were in the building. the building was closed to the public when we stayed to secure the building. the same two managers have carried out the investigation and disciplinary. despite me implicating themin similar incidents. surely the investigation should have been passed onto someone not implicated? no action taken against them. also head office are saying that as memos and emails were issued in feb then as these incidents happened pre feb they would not be investigated. this is despite it being written in the staff handbook.

Myself and a few members of staff had a couple of beers while we were wating for daytime staff to come into work. none of us had any cash or even a debit card to pay for them. we made a list so that we could pay. i put a copy of the list in my tray in the managers office and kept a copy with me. it was a thur night. i was off on the friday,in work sat and sun. i got a call on the monday evening informing me that i was being suspended and the reason would be discussed in an investigation meeting. the allegations of theft were aimed at me along with 4 members of staff. we all went through investigations and i am the only one to have disciplinary action taken against. i was the duty manager. as i have said two other managers both of who are senior managers ran up a large bar bill in jan. they paid two weeks later. head office have quoted the handbook in my case that says that under no circumstances can any member of staff loan any equipment or goods. i would like to know how thier incident was different to wh5 happened to me? i emailed the md and finance director giving a list of incidents to be investigated. along with a list of staff who could confirm them.these were not investigated. apparently one of the management team went into work on the friday nad viewed the cctv footage which shows us pouring pints but not paying for them. the site does not display any signage informing staff or customers that cctv is in use. can they legally use this if i was not aware of wha5 it was used for? one of the other dms would not come to the site with a key which would enable us to lock the door and to leave the building secure hope this is enough?

Hi all, my first post so just after a little bit of help I have recently been dismissed for alledged theft. Some colleagues and myself had to stay at work overnight to secure the building due to a faulty front door.This had been reported at least 3 times. The company did not have an emergency contract. While we were there we had a couple of beers and as we did not have any means to pay we agreed to pay on our next shift together so that we could all act as witnesses. My main issues are that other managers have demonstrated the same practices. This has been confirmed at the appeal. There have been no sanctions against them. Two members of staff helped themselves to goods without my knowledge. They are still at work with no disciplinary! The same two managers have carried out the investigation and disciplinary I made the managing director aware of other incidens but they were not investigated. The MD carried out my appeal. Th MD has confirmed that she is aware of an incident where two managers ran up an £80 bar bill but did not pay for it for two weeks. They have quoted the staff handbook saying that this is against the company policies. These two managers have not been disciplined as they are saying its post feb where memos and emails have been sent. I have not seen these Apologies its long winded but I could go on Cheers