I'm having some problems at work. I'm employed by a large (500 seats) services company where I work on various projects for external clients. Back in August I was the focus of a disciplinary hearing in which I was blamed for a whole bunch of mistakes, some of which I admitted that I'd made, others that had been made by other people in our department. I argued my case but still got a written warning because I admitted that I'd made 'some mistakes'. In the run up to the disciplinary hearing I had a meeting with my manager to discuss the mistakes before the hearing, he didn't tell me this was leading to a hearing but in hindsight I can see that this was an investigation. --- On December 12th I overslept because of some family problems and called the client to let them know and then dealt with a major issue they were having with another company – whilst I was dealing with this issue my line manager called to moan at me for not calling him first. An hour or so later he calls again and says the matter is going to HR. I was told that I'll likely either be dismissed or demoted over this in a disciplinary hearing on the 17th December, but they've adjourned things until 5th January, because they ‘didn’t want to do anything before the holidays’. They said they don't think I'm capable of working in a customer-facing role. I am concerned that firstly I was made a scapegoat in the first hearing, although I didn't appeal at the time it has now come back to bite me. I'm also unsure if my company has been 'procedurally unfair' because they didn't seem to conduct a proper investigation on 12th December. My line manager spoke to me at 7:45am on that morning as I said, and then emailed HR at 9:23am. I got the email from HR at 12:17pm - my line manager made no effort to find out whether there were any mitigating circumstances or to ask me further questions between speaking to me at 7:45am and emailing HR at 9:15am. My line manager didn't say that I'd been dealing with an issue for the client in the evidence he submitted, even though i know he definitely heard me on this because he asked for clarification on what I said whilst we were speaking on the phone. So his evidence was slightly biased too. My other concern is that in both hearings the HR manager and my line manager left the room after hearing my side of the story, which implies they’re discussing what action to take. I’m putting the facts together now so I can appeal and raise a grievance. I know employers aren’t obligated to investigate issues, but is it right that they can take this level of action based on one person’s evidence, not do an investigation, and then involve the person who submitted the iffy evidence in whatever decision they might reach? The last point is one I’m struggling to find an answer on. Any help would be really appreciated.