hi I have had a lengthy phone call with Occupational Health who said i have high stress and high anxiety levels, at the moment so i have been signed off stress - 'not fit to work' for 2 weeks minimum as the doctor will re-assess me in 2 weeks time. My employer has now asked me to attend a stage 2 absence meeting ( as i have previous absence for stress at work and at home), during this period that i am off on sick leave. So my question is simply.. is this a reasonable request from my employer and do i therefore have to attend the meeting? please help me, your knowledge and experience will be greatly appreciated on this matter. thanks you..

Could I please ask for some advice regarding an investigation at work.I returned to work on phased return after sick leave due to an operation. On my third day back I was given a letter stating I was under investigation but not told why. ten days later I received a letter by post stating the investigation was due to an "alleged mismatch of data between my manual actions and actions taken on customer database" which occurred seven months previously. Basically, stating I had made a telephone call on a certain date and time but the notes I made detailing the call did not match the telephone conversation recorded and inviting me to a meeting the next week. This took place last friday. At the meeting the allegation was read out to me and i was presented with documentary evidence of calls I made on the date in question and as telephone calls are recorded on two different systems I received a printout from both and transcripts of two calls to which the allegation referred. I pointed out that there were big discrepancies between the two reports (which should match) with calls showing on one report not showing on the other and vice versa, times of calls to the same number showing at randomly different times on each report and the call duration time was different for every call. The investigating manager immediately adjourned the meeting to reinvestigate the call logs. My question is - can these logs be used as evidence of what could be gross misconduct disciplinary ?? I have been so distressed over this, I haven't slept and both my work and home life is suffering. I know me and I know my working practices and have never in six years, knowingly entered incorrect information or acted in any way which could be construed as unprofessional and pride myself that any work completed is to the best of my ability. Thank you for any advice you can give.

Hi, I have been signed off work with anxiety and depression for a month. My manager keeps calling and asking me how I'm feeling. He now wants to meet with me to discuss my sickness. I find it very difficult to talk about my problems and have a feeling he just wants me back to work as soon as possible. I do not feel ready to go back to work yet and my doctor has advised me to take some time to get better hence why he signed me off for a month. My question is, can my manager force me to come back to work before the end of my sick note ? Will it look bad if I say I'd rather not come back to work until the end of my sick note?. Also when discussing my illness, can I just say I don't want to talk about it or do I have to have a through discussion?. I am a very private person and don't feel comfortable talking about my life with people, especially work. I have not had a sick day for the last 5 years and am just so worried. Any advice would be very well appreciated, thank you. Liyanne

Hi, I wondered if there was anyone who could give me some advice. I've been off ill from work for 19 months from PTSD after an incident at work. I've been asked to attend a disciplinary meeting for a dishonesty allegation made against me. They have said I can have a work companion at this meeting. I asked my employers if I can attend my work place to find a work companion to attend the meeting with me. I know a lot of people have left and I really don't know if anyone is still working there that I will know to ask. They have refused to let me go stating that my condition of anxiety and stress that I suffer that they do not believe it is prudent for me to attend and given me a deadline of 5pm today to reply if I will be accompanied or not. I've told them they're been unreasonable and it is important to me to be accompanied. Not sure what to do or how to reply, any ideas?

Hi all I wanted to seek your advice in how to present myself in an impending probationary meeting. I was informed today I would need to have a meeting with 2 team leaders in my department (my current one and my previous one) because I have been late 4 times in the last month. This is my first month and the first 2 times were in my first 2 days, which I will admit is very very bad. But on all of the 4 occasions they weren't more than 5 or 6 minutes, and the last 2 were only by 3 minutes. Furthermore the 2nd time I was late it was because I had not been given a security pass at that point and so was trying 2 or 3 different stairs to see if I could get up without a security pass swipe. Whereas the most recent 2 times was because I got a flat tyre on my bike (I cycle to work), which in spite of that I was only 3 minutes late on both occasions. In addition to emphasising the fact that otherwise my attitude to work has been professional and I haven't taken any holiday or sick days yet, I also feel that on 3 of those occasions I was late I had also genuinely made a big effort to get in on time despite circumstances outside my control. Has anyone else been in a similar situation and what would you advise? I was told I can ask for a colleague or union rep to attend this meeting, should I ask for someone from the HR department to also attend?

My colleague has been given a letter inviting him to a meeting to investigate 1) Inappropriate conduct and 2) Breaching of company confidentiality. He has asked what inappropriate conduct and what breach of company confidentiality he is supposed to have committed but they are refusing to tell him and he cannot think what it could be. He wants to go into the meeting forearmed with the information so he can defend his position. Can the company withhold this information before the meeting? It means he goes into the meeting very much on the back foot. Would be grateful for any help on this. Thank you.

Hello all, panicking a little bit here. I found you're site today and I must admit it's a great source of comfort to know I'm not going through this process alone. So I have an investigation meeting today and I haven't received any correspondence from them at all in the 4 week period that I have been suspended apart from a phone call on Tuesday asking me to attend this meeting. They've said that they have tried to contact me a number of times, which just isn't true because I've been glued to every possible means of contact for the last 4 weeks praying for some communication. So I work with teens who are disadvantaged in care units supporting them in becoming independent. What the manager said to me when she suspended me was "One of the Young people (the teens) has made a complaint about me and I'm suspended WITHOUT pay until the matter is resolved, they will be in contact soon to organise an investigation meeting". Now I've worked in this field for about 3 years from time to time people make complaints either through spite or just to rock the boat. But I'm going into this meeting blind as I had only recently come back from annual leave so I hadn't been back at work long enough for someone to make a complaint. And all the shifts I completed were pleasant I followed procedure at all times and if I have a query on something I wont just make a decision I will ring up and either ask my line manager or if it's out of hours I'll ring the on call manager. I'm just really worried and panicky and I honestly can't think of anything I've done wrong, I've gone through all of those shifts in my head and nothing jumps out at me. Any help you can offer would be greatly appreciated and I'll update later on with what went on at the investigation meeting.

So today, I was pulled aside in work for an informal meeting regarding alleged misconduct, some notes were taken in regards to the incident and I was told that I would be updated as soon as possible - Two hours later, I was pulled aside again and informed that I would be suspended with pay, HR would be in contact via mail with full details, and I would be invited to attend a formal meeting. Alleged misconduct; It has been alleged that I was in possession of illegal drugs in the workplace, nothing was said about the use of said substance (herbal cannabis). After work, I had changed into my own clothes, left company premises after end of trading then proceeded to smoke my cannabis in the car park as I was leaving. Someone (management) caught onto this when they could smell cannabis and clearly see me smoking in the car park. As stated, at the time, I was off premises after my shift and not in company uniform or wearing a badge, etc. I've been told a customer has made a complaint about it, but have been shown absolutely no evidence of this complaint. I didn't even see a customer leave the premises from the point I walked out the door to the moment I headed out of the car park. The reason I have been suspended is because I was in possession of this throughout the working day (I prepared it at home, left in in an airtight plastic tube and stored it in my rucksack for the entire day), therefore, I am responsible for a breech in company policy for being in possession of illegal substances in my workplace. I told the full truth during my informal meeting. My arguement is that what I have done was completely out of character, my disciplinary record during my 2 years at the company is fine - no issues at all, and I'm reliable, and that while I don't justify what I had done in the slightest, I had not caused harm to any other persons or the organization I work for. I'm not looking for criticism or anything, I have a lot of remorse for what I have done, and know it was stupid. Some advice on what to expect, exactly how serious this situation/allegation is and how to act when I attend my meeting. Thank you.

Having no one to talk to, I thought I could post here. I have spoken to my manager at least four times about a member of the team I work with who never even acknowledges me whilst at work, this person seems to be angry at everything, my manager has not done anything apart from the fact she says she will talk to him. Today whilst on holiday I receive a letter to attend a Formal Investigatory meeting because this person has raised a formal grievance against me, no details have been given apart from my alleged behaviour towards them and my percieved attitude, no other details. Its shocking because I have tried to deal with this by speaking to my manager when it was clear there was a problem. How do I now deal with this and this has now ruined the rest of my holiday I feel sick to my stomach ??

Hi and thanks for any who can help. I raised grievance for bullying, and periodic aggressive attacks on me by secretary (relation to owner). last straw was when the owners "secretary" said she was giving my admin work of home office stuff and staff files to senior care assistant. she is studying her NVQ sorry now QCF level 5. my roles are admin and Activities as per my contact. I have had attacks on me since 2011 but was unable to do grievance until now as 1. did not have employee handbook until 2012. 2. because of aggression 3. changed of matrons' who did not want to deal with my concerns or who were being bullied their selves. The care assistant has been gradually taking over most of my admin work , i have had all good feed back in the past and now, so apart from care assistant just starting her QCF, i dont know why, she relabeling, she's auditing "my" staff files' and even tried to publicly critise.even nurses are asking care staff member to do forms for them, so am unsure what they have been told too. Anyway i raised grievance, yesterday the owner asked to speak to me, she said it;s informal chat , then started asking me questions which relate to the grievance, said i would like you to focus more on activities and anyone can do admin, then said she did not know anything about the grievance/ meeting due next day today... the person who wanted to take the notes is also related but yesterday denied any knowledge of the arranged grievance hearing* when last week he called me over and said the grievance letter it.s no biggee we can sort out, perhaps we can have meeting next thursday or friday i will do a letter I said next friday would be better for me, whilst he walked passed meyesterday he told a staff member that he would not be in tomorrow. So in the end the owner said she would be coming in to the initial hearing. Today 1 hour at 1pm ish before hearing she had bad head and headed off to hospital, i was asked to put meeting back later to 3pm. at 2.46pm she rang , said she was at hospital having blood tests, i asked about our grievance hearing as the home manager who was to take the meeting was on annual leave after today. she said are you in on monday i said yes, she said it's only a grievance , i can do it on monday without the home manager.. so now im worried. firstly she tried to have informal chat in the middle of process, she is the owner and she would be the person who i would need to appeal to after the home manager has done his investigation. Now she wants to hold herself without the home manager being present..she's broke our own employee handbook policies and procedures with regard to grievances. she did ask me if i wanted to do an NVQ, i feel she's trying to sweep under the carpet. what do i do when she calls for an informal chat to deal with a formal grievance monday. grateful for advice, thanks so very much all.

Hi Guys, was wondering if anybody can throw some advice my way. Upon finishing my shift today, I went into the office with a colleague to find out what job i had tomorrow, and was told I didn't have a job tomorrow, and to open a letter I was handed (In front of my colleague). The letter states as follows: Dear XXX, ABSENCE MANAGEMENT HEARING Since you have started work at XXX Ltd, you have had a total of 26 days absent from work in the last 12 months. Due to the level of absences that you have incurred, you are required to attend an Absence Management Hearing which has been arranged to take place at XXXX on 03/09/2012 at 10:00am. You will not be expected to work until this matter is resolved and you will remain on full pay. The hearing is held under the terms of the Disciplinary policy and procedure and it's purpose is to: - Set out our expectations in regards to what is an acceptable level of attendance. - Examine the history of your absences in line with the Absence Management Policy. - Discuss recent informal management actions that have taken place. [NB i have no idea what this is referring to] - Ascertain if there is any additional support we can offer. - Discuss any mitigating circumstances that we have not been made aware of. - Reach a decision that sets a formal outcome and that may set additional attendance targets for your future attendance, based on policy guidelines or some other outcome. You should be aware that this is a formal meeting and due to the significant level of absences, within the first year of your employment, that your employment contract could be terminated, or alternatively you could receive a final written warning. The panel will comprise of PERSON A, who will be chairing the hearing and PERSON B. You are entitled to be accompanied at this meeting by a recognized trade union representative of a union of which you are a member or by a work colleague; these arrangments should be made by you. Should you have any queries in relation to this matter please do not hesitate to contact me on the above number. Yours sincerely PERSON A. I asked if this means that I'm not working tomorrow (as it wasn't really made clear as to whether this was a suspension) and they said yes see you on Wednesday. Now, I have had some time off, namely 2 weeks when i had a health issue and underwent tests for testicular cancer (it wasn't cancer fortunately, however i do need surgery), and when my child was ill. I have also had the odd day off and asked for it to be taken as holiday which was agreed to (I'm sure that is annoying to my employer however if they have agreed to let me take it as holiday then surely they can't record this as an asbsence?) The thing is, work has really dried up and everybody is working shorter hours etc and my friend thinks they are trying to force me out the door for this reason, but having only been with the company just over a year I think they would lay me off or make me redundant if that was the case - it's easier and less messy. I previously worked as an area manager for a company who were very professional and organised and were meticulous in their disciplinary procedures in which i carried out. PERSON A is renowned within our company (of only about 8 employees) of being power hungry, throwing disciplinaries and threatening jobs, and discussing personal issues and disciplinary outcomes with all staff that show an interest. When outside of the building getting ready to get in my car, another colleague, a supervisor who everybody cares very little for, came up (literally less than 5 minutes after I left the office) and said "PERSON A just told me whats going on, that's not very good is it? You're just gonna have to take it on the chin." Now he's a supervisor but he has no part to play in this due process and is not involved at all, and as such surely it shouldn't be discussed with him? I wasn't issued with a copy of the disciplinary process I wasn't issued with a copy of the absence management process I wasn't issued with a copy of my absences. I wasn't issued with any evidence whatsoever - just the letter above. The 'recent informal management actions that have taken place' line confuses me as i haven't been spoken to, if they have conducted any sort of investigation, surveillance etc then should i not have that too? The confusing nature of the letter - Is it an absence management hearing - Is it a disciplinary? I always had to conduct an investigatory meeting before scheduling a disciplinary meeting. Maybe the most standout point for me (this could just be my previous training) is where it is written "your employment contract could be terminated, or alternatively you could receive a final written warning." Does this not point to the fact she is pre-empting the outcome of a disciplinary by only considering these two outcomes? I was always told to NEVER pre-empt the outcome no matter how cut and dry it seems - it's too dangerous for the company. I'm sorry for the rambling nature of this post and the lack of structure to my points or questions but i would be interested in peoples thoughs/advice. Many Thanks, Lenny.

Thought i would post up my experience with the DWP this morning as a lot of threads on this subject never seem to finish with a solution. Last week i received one of those compliance invite meetings which i had this morning. like most people you spend the week worrying about it as their invite is sort of in your face compliance. It seems someone had taken a comment off my face book profile page and sent it to the DWP fraud hotline web page link. The allegation was that i was claming housing, council tax benefit, and ESA when fully fit This was totally bogus and malicious. The advisor at the benefit office said even the fraud team took it as malicious but as a report had been made they had to go through the motions and investigate. The result was no further action and that this happens all the time This investigation officer was polite and courteous and totally different from my previous experience with a JSA advisor. She even said i need to apply for another benefit to top up my allowance. All i am going to say is if you ever get one of these compliance letters, do not panic. Be honest and be yourself as they have seen it all before. She said if they suspected me of being naughty they would already have the information needed and that it would be a tapped interview.

Hi, I joined a company around 4months ago and I travel to get there around 2hrs each way. The job basically required me to work on site for my companies client. Every week I am suppose to complete a timesheet and I am suppose to complete 37.5hrs a week. On a daily basis especially the last 2 months, I reach work after 9am and I mostly leave the office by 3:30pm (I skip lunch) so I get in time to see my baby son before he sleeps but I work off my phone and remotely. I make sure all my tasks are on top of, I believed until this email that the client was happy with my work as I work and I always make time for the customer whether it be a phone call in the morning at 8am or a call after 5pm. Today I received an email stating I have a Disciplinary Investigation Meeting for Alleged issues with time keeping, possible dishonesty and fraudulent claiming for hours not worked; breaching code of ethics with regards to accurately recording and charging labour. My contract states my hours of work are 9-5:30pm however flexible working can be agreed with the manager, which he was happy with me to as long as I completed 37.5hrs in a week. I have had a word with HR and they said they have had to hold this meeting due to a complaint from the client and they have to follow process. What are the likely chances if they do find discrepancies within my time keeping that they would sack me for it and do I have any grounds to appeal if they did? I initially asked if my client could be present at the hearing as I honestly thought I was keeping the customer happy as I make sure the customers are well looked after and go beyond helping them every time. However it seems he is the one who has made the complaint so this has really baffled me. I have had no warnings, hints or anything in the last 4 months... Any advise on this matter would be of a great help. Thanks

Just came home from a meeting, which is a community group that is like a Residents Association, but for the whole borough, In my area its called STRF, Which is the Southend Tenants and Residents Forum. Someone dropped a clanger and stated that Moorcroft have been retained to collect rent arrears, I asked do you know how bad this company are? or the aggressive tactics they use? The person was quite shocked that I knew of the company, lol. Are any other council areas being serviced by this company? if so what are the results if any that have come to light with a Dca such as Moorcroft collecting rent arrears? MM

Just need a little bit of advice really, i have a disciplinary meeting soon for 'high sickness absence' My employer has a strange sickness policy, it is a rolling year sickness that has no set start date?!?! So they pick and choose presumably what date my sickness started for that year. I always thought it was january to december then i thought they changed it to april to april and now it seems its a random rolling year. So firstly, has anyone heard or had experience with this type of sickness? I have been employed for 5 years with this employer and probably taking 10 days sick per year roughly. (8 days allowed). Up until this year ie..2013 in total i have been off about 27 days and at any 1 time 2 weeks. Now, on 2 or 3 occasions i have doctors notes which 2 are physical injuries preventing me from coming to work and the other is work related stress with 4 days in between with other common sickness. So i have been unlucky this year. 1 of my colleagues was off with stress for 6 months but they did not give him any formal disciplinary. Also another colleague was off for around 1 or 2 months without any disciplinary. But i have 27 days and i have a disciplinary. So my question really is, can they take into account the days i have doctors notes? i have NOT had any written warning about it. Only a meeting with one of the managers who said i had taken 9 days in the last 2 months. He did not mention high levels of absence or anything before the last 2 months. The formal meeting i have, they are taking into account from dec12 to nov13 which is 27 days. I am very confused and stressed to the point i cannot even work anymore.

Hi, I'm preparing everything for a disability discrimination tribunal and I wondered what should normally be in the bundle. Is it all the evidence to help prove my case or is it something standardised? Thanks for any help.

Hi, After all my issues years ago, I decided self employment was for me. However, My partner is still employed. I have booked us a hol in December after she was refused a holiday in October. Now, the December holiday is being refused?? She currently has 3 weeks entitlement left, but can't seem to book any of it! The employer has dragged her into a meeting without warning and given her a copy of her contract that states holidays must be taken to suit the employer. But holidays cannot be carried over. Her employer has said, "you should of took them by now".... And "Why do you want them this time of year". I am a little annoyed the 3 month notice of a Hol is still not good enough, and the excuse is, as above, and "It's not fair on others". In this meeting she was forced to sign that she understood the hol in Dec. had been declined, and unbelievably the manager then said, "I assume you will be resigning"! There are no minutes of this meeting, just bullet points of the what the manager said. Any advise would be great as I feel like the employer is using bullying tactics, and my partner will not be allowed her rightful holidays. Thanks,

Hi I need some advice please. My husband is a PSV driver and was called in for an informal chat last October. He duly attended and was told that a complaint had been made by a clients (special needs) parent. The complaint was over some banter which had offended her. He agree to tone it down and apologise, which he did. On the 20th June 2013 he was called in by his employers for an informal chat. Again he attended and was told that the clients father had complained again about something he had said. She told her parents that he had said that she was full of **** and from his recollection he said that what she said was sometimes full of ****.The client at the time was bantering other clients and my husband. At the time he was nursing a cracked rib and not slept properly for 3 nights. His employers were aware of this. He said that he would apologise to the father and agreed that he should not have said it. He phoned her father and apologise, which he accepted. The father said that he has warned his daughter that her banter would get out of hand.My husband was called in again on the 26th for another informal chat only to be told tha the had a written warning following a verbal warning last October (he was not aware ogf this), plus they were moving him of his run. They have now produced a new contract reducing his hours and pay by £1700 pa. At no point have they followed the ACAS guidelines. First he was not sent a letter inviting him or have they given him any witness statements. He was not invited to take a companion. No notes were taken.They have not given him an outcome letter with an explanation or the timeline for improvement, only a copy of the written warning. Nor have they told him his right to appeal.To top it all when he was paid last week they have taken out in one lump sum the the 2 weeks salary paid in advance so they could go from weekly pay to monthly pay. He has a letter from them stating that this would be deducted at source on a monthly basis for 12 months unless there was a resignation which there is not. Can anyone advise please. He knows he has done wrong, but is aware that this girl has got other drivers in trouble for the self same thing With another company he worked for). Many thanks in advanced.

Hi all, I have recently submitted a grievance/appeal for unfair dismissal and discrimination. I have been invited by my boss to a 'without prejudice' meeting just between the two of us. Is this something I should be wary of? I have googled a lot of info and advice protecting the employers position but not much for the employee. Any advice or tips about how to handle this type of meeting would be much appreciated many thanks

I don't wish to attend my disciplinary meeting. I've suffered from anxiety/depression for years and I don't feel up to it. I am expecting to be sacked anyway and wouldn't go back even if I wasn't sacked. They've not given me much notice. Can I send them a letter which they'll likely receive on the day of the planned meeting saying that I am unavailable and that they have permission to go ahead without me? Thanks.

I have recently (Nov12) been diagnosed with Menieres disease, which consists of head pressure, tinitus, vertigo, Migraine and hearing loss. It is not cureable and likeley to get worse over time resulting in "drop" attacks and deafness. MD is mentioned specifically in the Equality Act 2010. Anyway, I have worked in the same role for 6 years (with the company almost 8 years) and have only had one absence in all that time until February this year, when I collapsed and had a vertigo attack and was off work for 2 days. Then in April, I contracted a flu virus, which combined with the MD knocked me out cold for two weeks, I could not get out of bed without assistance, and I was absent again for 11 days. Work have a new sickness policy that says if you are absent for longer than 10 days you may have a back to work meeting - I was given the impression it was just a formality, my Manager confirmed my reason for absence and said she had no issues with either absence or my performance, in fact, quite the opposite! How wrong I was! The meeting was very formal, I told the HR advisor aout my recent diagnosis of Md and poured my heart out regarding how the recent attack had wiped me out. My words were used aganst me and because I couldnt prove that Flu and MD were "linked" I was issued a verbal improvement notice. My issue is neither my previous record or my recent diagnosis were taken into account. (which it states in the policy, they will be). The Policy states thet if new information is brought to light the metting may be adjourned, and reconvened when further investigations have been made - this did not happen! (My opinion is she had decided before the meeting to issue a warning and was looking for an "in" by asking questions I could not answer. I was very upset and requested an appointment with Occupational Health, to cut a long story short, she backd me 100% and reported that they were very certainly linked and that the flu was bound to vastly intensify my MD symptoms, and that adjustments should be made to take higher levels of absence into account. (I woul like to point out I am not asking for any special provisions, and never have done) Anyway I have put in an appeal with the above reasons and stated that she should have adjourned the meeting when the MD was discussed (as she obviously knew nothing about it) gone away and spoken to OH and reconvened with her judgement. My managers and OH are all very supportive and have asked her to reconsider but her answer is that "I have issued it now, I can't take it back" However I have since been told by a collegue who has had 3 seperate asences this year of over a week each (and 5 last year) - had a stage one meeting today and did not get any warnings/improvement notices!!! He had a bad back and was reffered to OH and put on light duties!!!! I am really angry that I have to go through all this stress and someone who is obviously milking the system is let off scott free! So now I wait for my appeal meeting with her Manager (and best freind) and wondered if anyone had any advice or opinions ...

Hi All, Apologies in advance for the long post. This is my first time posting on this page but I really need some advice and help. In November 2012 after being in my job for a year and three months I started having health problems in regards to bowel and epilepsy. I was signed off work until March 2013 and then I returned back to work. Work had involved occupational health which I agreed to and we arranged for me to go back to work part time for 3 days and then full time straight away after. There was a virus within the work place which I caught and unfortunately set off my conditions again. we were also in -10 weather with no heating due to the radiators being frozen but we still had to work. I was then signed off in April. I am still signed off work Occupational health has been made aware and process started again. I spoke to occupational health on Thursday just gone because they required an update doctors have said hopefully I can return in 3-4 weeks once further investigation has been completed. On the Friday my workplace contacted me by email requesting for me to go for a meeting the following week and I agreed to Monday 2:30 (20th May) I received a letter from my work today stating this is an absence meeting. All my sick leave is over these 2 absences. I have never had any single days etc I have never heard about a absence meeting before they haven't offered me to have anyone there just my manager and a member of staff from the human resources. Any ideas on what I can expect, what can happen, what they can do, what I should do etc? I've never been in this situation before.

Hi all, I received a recorded letter from my employer today, inviting me to a meeting. This meeting is on 15/5/13 at 11am. It states " This meeting has ben arranged because we are in the process of investigating allegations that have been made regarding your conduct in the workplace." I would like to know if I have the right to know what these allegations are before I go into the meeting? Many thanks

Hello CAG! Hope everyone is good & enjoying the sunny spells I work as one of the managers for a store. I have been working with my company for well over a year so permanent employee. I have been performing really well and been given feedback about the good stuff I do. Until very recently when I wanted to apply for a bigger role in my store I was told that I am not ready for it. It came as a surprise because I thought I was ready but anyways after a heated debate with my line who said he will work on the things that he thinks I need work on and we will get there. I left it at that A few weeks later he invited me and handed over an informal performance improvement note listing 5 things. 4 of which I believe I was doing over and above the call of duty. I could not believe he was trying to performance manager me on something that I am already doing. He kept saying I am the judge of your performance whether u like it or not and I don't think your there yet. I refused to sign the document because I just could not agree with the things he had mentioned on there, the letter also said if I need support I will be given I said no I am fine. He said he will sit down with me ever week to (which he hardly did cause of clash of schedules) and whenever we met he spoke about a load of theory and analogies. Performance wise he gave me feedback many times saying I am making progress so I was happy that things are working out ok. Review date was meant to be the 25th and he did not review until another catch up a week later on the 3rd and he handed me an invitation to a performance meeting a few days after that stating in it very vaguely what I had not achieved. And a lie that he had given more time to show improvement that's why there wasn't a meeting on the 25th. I had shown considerable improvement in the past month and launched stuff not seen before in the company driving the things he asked me to the hilt. He said there is improvement but not enough. All managers get an assistant and mine have been off sick for weeks putting more pressure on me and He hasn't really given me a team that can be used in the area he has given to me. I feel victimised and for the first time in my career very helpless cause I know I have done everything and more. Plus the things that he mentioned I am not doing which I agree I need work on everyone else is missing too and I have taken pictures on my phone where clearly other people have missed the same things when I mention this to him he says we are talking about U and not them all I am trying to do is get him to look at this consistently. Now I know from the way he was speaking to me he is going to give me a first written warning and I am entitled to take someone with me but I am going alone. And most likely I will appeal the decision cause I know I am doing so much more and have had a very successful last year as a manager and as a store we are performing very well. He always gives me the feeling that he wants to get rid of me and I don't like it and I know he will not see or like all the good stuff I will do after this first waning is given which I will appeal against. I have a baby on the way and my misus is so upset about all this I really don't wana lose my job over some guy trying to show his boss he can performance manage his managers I find it wrong especially when I have done and are doing all the things he pointed out more than the rest please help me with your thoughts and any advice u may have for me Many thanks

Hi everyone, I posting on behalf of my wife who is due to have a disciplinary meeting tomorrow due to her absence. I'll try to describe how this has managed to come about. First off my wife has Type 2 Diabetes of which she does not have great control over and uses insulin to manage her diabetes, she is currently and has been treated for long term depression for which she takes medication, she also has carpal tunnel syndrome in both wrists. Her depression the doctor believes manifests itself from her Diabetes, we also have a disabled son who has a serious problem with his heart and has recently had his aortic & pulmonary valves replaced, and in addition to this I was left severely disabled following a car accident 3 years ago. So to be fair she has a lot to be depressed over, however because of her diabetes she has been absent 2 times in six months due to very severe and recurrent water infections due to the high amounts of glucose in her urine, and recently she was absent with a severe viral infection which has triggered this meeting. I will add that all the absences were covered with a fit note from her GP to state her illnesses at the time of absence, my wife's GP has also wrote a letter recommending my wife be referred to occupational health for assessment due to her diabetes, depression & carpal tunnel. My wife has recently requested her employer to make reasonable adjustments with regard to her absence as her doctor has suggested it is not unusual for her to be more prone to illness because of her diabetes and depression, she requested that instead of the usual 3 absences per 12 months as per the companies absence policy, she has requested adjustments for this to be increased to 5 absences per 12 months. This has been flat out refused by her employer and have said the meeting will proceed tomorrow as usual. She has contacted ACAS today and they have stated that she is certainly covered under the Disability Discrimination Act 1995 with regard to her diabetes, they have also mentioned the Equality Act 2010 with reference to her depression as she has suffered mental health issues for the past 3-4 years now. I would be grateful if someone could explain how the DDA 1995 and EA 2010 would aid my wife's case, as I clearly believe there is some form of discrimination going on here. If all does not go well tomorrow she will almost certainly end up with a 1st stage written warning for 12 months which I believe is a bit harsh as surely her employer can't reasonably apply their one size fits all absence policy in the face of her ongoing disability.