I had asked a line manager, Operations manager and then the chief executive. No info was forthcoming

it was the situation I was stressing about and the lack of info not the disciplinary. my colleague is off on sick over it as the service user has been seen following us

Thanx and is there a health and safety issue re the stress management issue?

Hi all

I received a letter inviting me to attend an investigation hearing at work, I work for a homeless charity.

the investigation was to do with a complaint by a service user.... no prob so far.

The complaint by the service user was heard by the operations manager on 22/6/11.

I heard nothing for a while then asked the Operations manager what was happening with X's complaint and when the investigation was going to take place, he told me "not to stress" I told him i was stressing as i had dreamt I was fighting him in my bedroom! No response. (is there a stress management issue under health and safety?)

This was on 7/7/11. He then went on leave the following day.

25/7/11 I received a letter inviting me to an investigation meeting on the 27/7/11 (letter was dated 21 July 11) at the bottom of the letter it states written by ** and signed in his abscence, there fore the letter must have been written before he went on leave on 08/7/11. My Line manager says he knew of the hearing 2 weeks ago.

I attended the meeting and was told I could have someone present, after i had finished answering questions, i was asked to leave the room for a while, on my return I was told I was to receive a verbal warning on file for 6 months. if i wanted to appeal i would be suspended on full pay til the hearing. at the time we had several staff off sick and annual leave which would mean only one member of staff on to cover 6 hostels in 4 different towns.

I stated i did not agree with the decision and that i could not appeal on moral grounds as our service users would suffer should i be suspended.

It was only when i got home and got my head around things i realised i had attended a disciplinary hearing and not an investigation meeting.

Our policy for disciplinary hearings; i will be sent a letter setting out my conduct which has led to disciplinary process

I will be invited to a meeting to discuss the issue and may be accompanied.

I will be informed of the right of appeal

They reserve the right to suspend on full pay to carrry out further investigations

The investigation undertaken prior to this was i feel was insufficient as 2 other agencies mentioned were not asked any questions

the service user was paid £60 and apologised to before i was interviewed at any stage.

the other person involved is off sick and has not been contacted

i produced verbal evidence (and now have paper hard evidence that i acted correctly)

the main issue is that i breached his confidentiality after his eviction, as he called at the hostel and basically kicked off at the door making one of my residents fear for his safety causing me to 999 for the Police. I then called the next agency that had accommodated him since eviction of his actions and to warn them he was in an aggressive mood, which I believe is good practice under the code of protecting vulnerable adults.

I have since filed a grievance that i believe the process is flawed.

today I had a visit from a board member at home (on my day off? i was in bed) who incidentally was on the disciplinary board as somebody had told him of my grievance, is this allowed.

The Operations manager is known as a bit of a bully and the possible outcome of my grievance could point to wrongful disciplinaries in the past

One of my colleagues was discipline last year and only recieved a phone call the day before and told it was a disciplinary when she got there.

your advice/support that i am correct in putting in a grievance would be much appreciated