Heya! What do you mean by that she screwed up her staffing? You need to understand that if the company wants to get rid of you, it will stop at nothing in getting rid of you. If they are looking to downsize, then this might be a way to get rid of staff without paying redundancy. It would seem they are trying to pin whatever cr*p there is on her. Make sure she takes a witness, gets them to take proper notes, have them written up within 24 hours and then issued to all parties. Request and review the company's disciplinary policy to make sure they adhere to it. Also take a peek at the redundancy policy. Ask them to change the note taker on the grounds that they are the complainant and that the process may be biased. If she ends up being the note taker in the meeting and openly refutes any thing your wife states, kindly rebuke her stating that she should not be speaking on behalf of the disciplinary investigator. Presuming that the preliminary meeting was the investigatory meeting conducted by the same person who will be conducting disciplinary, request that person be replaced by another suitable person on the grounds that the outcome may be biased.

Heya! I would suggest that she sends an email or something to the "good" director about her current position i.e. if she is required to go back to work - it is imperative she finds this out and will cover her back if she decides to go the ET. They cannot just suspend her without telling her why and the last thing she needs is the company to claim that she decided to up and leave. If she wants a CA that's up to her but she needs to plan for long term consequences as it would be in full and final settlement. Therefore, it should state a clause about a pre-written reference and also state that her dismissal was due to reasons of redundancy as then when she is looking for employment she can state that she was made redundant. Also put in a clause that states the company cannot in anyway victimise her. The issue is that once you raise a complaint or grievance you are "marked". Your days are numbered and that is the harsh reality. This director is likely to get sacked or disciplined since I think he is still in his probationary period and thus why they don't want to take the matter further. For settlement I would suggest a minimum if 8250 as this would be enhanced redundancy pay (month's salary for each full year you worked) and a month for the notice period (if it is the usual month). Add on any other benefits. She should inform them that her offer is reasonable and get her to indirectly give the impression that if it went to the ET that it would cost them a lot more and tarnish their reputation. This is my opinion and I am not a shark, sorry a solictor.