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    • No! What has happened is that your pix were up-to-date: 5 hours' maximum stay and £100 PCN. The lazy solicitors have sent ancient pictures: 4 hours' maximum stay and £60 PCN. Don't let on!  Let them be hoisted by their own lazy petard in the court hearing (if they don't bottle before).
    • Thanks for all the suggestions so far I will amend original WS and send again for review.  While looking at my post at very beginning when I submitted photos of signs around the car park I noticed that it says 5 hours maximum stay while the signage sent by solicitor shows 4 hours maximum stay but mine is related to electric bay abuse not sure if this can be of any use in WS.
    • Not sure what to make of that or what it means for me, I was just about to head to my kip and it's a bit too late for legalise. When is the "expenditure occured"?  When they start spending money to write to me?  Or is this a bad thing (as "harsh" would imply)? When all is said and done, I do not have two beans to rub together, we rent our home and EVERYTHING of value has been purchased by and is in my wife's name and we are not financially linked in any way.  So at least if I can't escape my fate I can at least know that they will get sweet FA from me anyway   edit:  ah.. Sophia Harrison: Time bar decision tough on claimants WWW.SCOTTISHLEGAL.COM Time bar is a very complex area of law in Scotland relating to the period in which a claim for breach of duty can be pursued. The Scottish government...   This explains it like I am 5.  So, a good thing then because creditors clearly know they have suffered a loss the minute I stop paying them, this is why it is "harsh" (for them, not me)? Am I understanding this correctly?  
    • urm......exactly what you filed .....read it carefully... it puts them to strict proof to prove the debt is enforceable, so thus 'holds' their claim till they coughup or not and discontinue. you need to get readingthose threads i posted so you understand. then you'll know whats maybe next how to react or not and whats after that. 5-10 threads a day INHO. dont ever do anything without checking here 1st.
    • I've done a new version including LFI's suggestions.  I've also change the order to put your strongest arguments first.  Where possible the changes are in red.  The numbering is obviously knackered.  See what you think. Background  1.1  The Defendant received the Parking Charge Notice (PCN) on the 06th of November 2020 following the vehicle being parked at Arla Old Dairy, South Ruislip on the 05th of December 2019.  Unfair PCN  4.1  On XXXXX the Defendant sent the Claimant's solicitors a CPR request.  As shown in Exhibit 1 (pages 7-13) the solicitors helpfully sent photos of 46 signs in their evidence all clearly showing a £60.00 parking charge notice (which will  be reduced if paid promptly).  There can be no room for doubt here - there are 46 signs produced in the Claimant's own evidence. 4.2  Yet the PCN affixed to the vehicle was for a £100.00 parking charge notice (reduced if paid promptly).  The reminder letters from the Claimant again all demanded £100. 4.3        The Claimant relies on signage to create a contract.  It is unlawful for the Claimant to write that the charge is £60 on their signs and then send demands for £100.   4.4        The unlawful £100 charge is also the basis for the Claimant's Particulars of Claim. No Locus Standi 2.1  I do not believe a contract exists with the landowner that gives MET Parking Services a right to bring claims in their own name. Definition of “Relevant contract” from the Protection of Freedoms Act 2012, Schedule 4,  2 [1] means a contract Including a contract arising only when the vehicle was parked on the relevant land between the driver and a person who is-  (a) the owner or occupier of the land; or  (b) Authorised, under or by virtue of arrangements made by the owner or occupier of the land, to enter into a contract with the driver requiring the payment of parking charges in respect of the parking of the vehicle on the land. According to https://www.legislation.gov.uk/ukpga/2006/46/section/44  For a contract to be valid, it requires a director from each company to sign and then two independent witnesses must confirm those signatures.  2.2  The Defendant requested to see such a contract in the CPR request.  The contract produced was largely illegible and heavily redacted, and the fact that it contained no witness signatures present means the contract has not been validly executed. Therefore, there can be no contract established between MET Parking Services and the motorist. Even if “No Parking in Electric Bay” could form a contract (which it cannot), it is immaterial. There is no valid contract. Illegal Conduct – No Contract Formed  3.1 At the time of writing, the Claimant has failed to provide proof of planning permission granted for signage etc under the Town and Country Planning Act 1990. Lack of planning permission is a criminal offence under this Act and no contract can be formed where criminality is involved.  3.4        I also do not believe the claimant possesses this document.  No Keeper Liability  5.1        The defendant was not the driver at the time and date mentioned in the PCN and the claimant has not established keeper liability under schedule 4 of the PoFA 2012. In this matter, the defendant puts it to the claimant to produce strict proof as to who was driving at the time.  5.2 The claimant in their Notice To Keeper also failed to comply with PoFA 2012 Schedule 4 section 9[2][f] while mentioning “the right to recover from the keeper so much of that parking charge as remains unpaid” where they did not include statement “(if all the applicable conditions under this Schedule are met)”.    5.3        The claimant did not mention the parking period instead only mentioned time 20:25 which is not sufficient to qualify as a parking period.   Protection of Freedoms Act 2012  The notice must -  (a) specify the vehicle, the relevant land on which it was parked and the period of parking to which the notice relates; 22. In the persuasive judgement K4GF167G - Premier Park Ltd v Mr Mathur - Horsham County Court – 5 January 2024 it was on this very point that the judge dismissed this claim. 5.4  A the PCN does not comply with the Act the Defendant as keeper is not liable. Interest 6.2  It is unreasonable for the Claimant to delay litigation for four years in order to add excessive interest. Double Recovery  7.1  The claim is littered with made-up charges. 7.2  As noted above, the Claimant's signs state a £60 charge yet their PCN is for £100. 7.3  As well as the £100 parking charge, the Claimant seeks recovery of an additional £70.  This is simply a poor attempt to circumvent the legal costs cap at small claims. 29. Since 2019, many County Courts have considered claims in excess of £100 to be an abuse of process leading to them being struck out ab initio. An example, in the Caernarfon Court in VCS v Davies, case No. FTQZ4W28 on 4th September 2019, District Judge Jones-Evans stated “Upon it being recorded that District Judge Jones- Evans has over a very significant period of time warned advocates (...) in many cases of this nature before this court that their claim for £60 is unenforceable in law and is an abuse of process and is nothing more than a poor attempt to go behind the decision of the Supreme Court v Beavis which inter alia decided that a figure of £160 as a global sum claimed in this case would be a penalty and not a genuine pre-estimate of loss and therefore unenforceable in law and if the practise continued, he would treat all cases as a claim for £160 and therefore a penalty and unenforceable in law it is hereby declared (…) the claim is struck out and declared to be wholly without merit and an abuse of process.” 30. In Claim Nos. F0DP806M and F0DP201T, District Judge Taylor echoed earlier General Judgment or Orders of District Judge Grand, stating ''It is ordered that the claim is struck out as an abuse of process. The claim contains a substantial charge additional to the parking charge which it is alleged the Defendant contracted to pay. This additional charge is not recoverable under the Protection of Freedoms Act 2012, Schedule 4 nor with reference to the judgment in Parking Eye v Beavis. It is an abuse of process from the Claimant to issue a knowingly inflated claim for an additional sum which it is not entitled to recover. This order has been made by the court of its own initiative without a hearing pursuant to CPR Rule 3.3(4)) of the Civil Procedure Rules 1998...'' 31. In the persuasive case of G4QZ465V - Excel Parking Services Ltd v Wilkinson – Bradford County Court -2 July 2020 (Exhibit 2) the judge had decided that Excel had won. However, due to Excel adding on the £60 the Judge dismissed the case. 7.7        The addition of costs not previously specified on signage are also in breach of the Consumer Rights Act 2015, Schedule 2, specifically paras 6, 10 and 14.  7.8        It is the Defendant’s position that the Claimant in this case has knowingly submitted inflated costs and thus the entire claim should be similarly struck out in accordance with Civil Procedure Rule 3.3(4).  In Conclusion  8.1        I invite the court to dismiss the claim. Statement of Truth I believe that the facts stated in this witness statement are true. I understand that proceedings for contempt of court may be brought against anyone who makes, or causes to be made, a false statement in a document verified by a statement of truth without an honest belief in its truth. 
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    • We have finally managed to obtain the transcript of this case.

      The judge's reasoning is very useful and will certainly be helpful in any other cases relating to third-party rights where the customer has contracted with the courier company by using a broker.
      This is generally speaking the problem with using PackLink who are domiciled in Spain and very conveniently out of reach of the British justice system.

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Invetsigation of Gross misconduct


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Hi All,

My partner has been suspended with pay on grounds of gross misconduct and is fretting despite having done nothing wrong, shes also pregnant.

 

The initial suspension was communicated verbally and then followed up in writing. In this letter she was expressly forbiden from entering work or from making contact with any other emploee or from discussing the matter with any employee. The letter did not provide any further details. Can they forbid you from speaking to anyone in your own time or is it just speaking about the allegation that this applies to?

 

A subsequent letter has been recieved asking her to attend a Investigation Hearing. This letter states that her statutory right to be accompanied does not apply however she may take a fellow employee.

This has been challenged and they have accepted that a Union official would be allowed to attend.

Unfortuantely due to this calrification only being provided late the union official cant attend.

She has asked for the following to be be able to attend.

Line Manager ....work has refused to permit this even through investigation is being done by others.

Collegue...work has refuse on the grounds that they have been interviewed as part of the investigation.

Other collegue... Manager has refused as one member of the interviewing panel has lodge a seperate complaint about that individual.

There is no-one else within work that she feels she could trust.

 

Whilst I accept that this is an investigation meeting (the letter is worded as Hearing), they have offered the right to be accompanied and are then restricting the people that can attend. But for the fact that we challenged the Union issue she would be all alone.

 

The letter also states that they believe attendance is a reasonable request in paid works time and that failure to attend would be treated as misconduct. This is incorrect as the meeting is scheduled for daytime and my partner is a night worker.

 

She has been told what the complain is but has not been told when it relates to, or who else has provided statements.

Any tips on what she should/shouldnt do? She

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Hi, Unfortunately the hearing/meeting was today and as we only managed to get clarification, that under policy, that the union were allowed to attend on Monay, it was too late and they were booked up.

I know we could have posponed the meeting but it could/would have been seen as a delaying tactic or an admission of guilt.

 

The allegation is of verbal and physical abuse in relation to a resident within a care home. As its abuse this has other implications under new regulations.

 

The meeting has taken place and information has been provided of the events from my partners perspective.

 

At the end of the meeting the interviewing manager advised that there will be another meeting which will be notified in writing and that various parties would be required/invited to attend ie Manager, HR, Acused, Union, Others.

When asked was this a disciplinary meeting, work replied no, but would provide no further clarification as to its purpose.

Hopefully this has been minuted, if not it will be contested.

 

I supose they could be moving to a discipinary hearing which would then make the descision of whether action is taken.

Either way theyve now provided some additional proceedure/policy information that weve been requesting since this all started which I will review.

No doubt I'll be back shortly as I have a bad feeling about the way they are taking this. If so then Im not afraid of fighting back.

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Now weve finally got a copy of the proceedures etc it looks like they are moving straight to stage 4 of the proceedure and will probably attempt to to achieve summary dismissal.

 

Looking through the proceedures there are quite a few failings at this stage:

1. Suspension given by phone & letter, rather than at a meeting to explain the allegation, also no union or other present to support.

2. Not clearly advised of the full details of the allegation

3. No provision to respond to the allegation at time of suspension

4. No support provided during the suspension

5. Misleading communications.

 

As stated they advised at yesterdays meeting that there will be another meeting which Im assuming will be a hearing (not sure how they can do this as this without first reviewing all info unless there is a clear breach. It would suggest they had already decided). Hopefully this next stage will provide the facility to properly prepare and obtain additional statements etc although Im not sure how this will work.

 

Interestingly the third party who was present made the comment that the statements she had where not united in the issue.

 

If they move to summary dismissal then we will have little option but to appeal subject to the infromation presented.

 

My big concern is this that if they do decide on summary dismissal then my partner will not be entitled to any state benefit, and will only be entitled to state maternity pay. Also the amount of additional stress this will out her under is not good.

It will also mean that she is unable to return to her profession or any other of a similar nature after pregnacy.

 

Any advice would be really appreciated.

I accept that if shes done something wrong then they have the righth to take appropriate action, but I really think they her as a scape goats to improve relation with the third party and also to manager my partner out of the business.

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With an allegation of abuse against a vulnerable person the employer has to err on the side of caution and suspend immediately. Only certain senior managers/employees have the power to suspend - that may be why it was done via phone.

 

If this allegation is proven I would be surprised if they did not dismiss for gross misconduct, indeed they are obliged to to protect vulnerable persons. Have the police been involved?

 

As you say a dismissal for these reasons will prevent her from working with vulnerable people in the future via list 99 and possible CRB implications.

 

Hopefully an employment specialist will be along shortly to clarify the procedural points.

 

Given the seriousness of the situation I would be wary of attending further meetings without union representation, even if that means meetings have to be postponed to allow this to be arranged.

Poppynurse :)

 

If my comments have been helpful please click my scales!!!!

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A few questions 1st.

 

Employee's length of service before the suspension? Is there a POVA investigation?

 

If so you may well have to be suspended until the outcome of that.

 

As for procedure - you can be suspended on full pay verbally, an investigation meeting is an informal procedure and no legal right to be accompanied exists.

 

You should be given 48hours notice of Disc Hearing, made aware of allegations, and provided with any documents e.g. witness statements that they intend to use at the Disc Hearing. You have a right to be accompanied at a Disc Hearing by TU rep or work colleague.

 

The employer can hold as many investigation hearings as they want in order to clarrify the facts. In your case the result of the POVA investiagtion and whether there is proven breach of Care Standards will be crucial.

...................................................................... [FONT=Comic Sans MS]Please post on a thread before sending a PM. My opinion's are not expressed as agent or representative of The Consumer Action Group. Always seek professional advice from a qualified legal adviser before acting. If I have helped you please feel free to click on the black star.[/FONT] [FONT=Comic Sans MS] I am sorry that work means I don't get into the Employment Forum as often as I would like these days, but nonetheless I'll try to pop in when I can.[/FONT] [FONT=Arial Black][FONT=Comic Sans MS][COLOR=Red]'Venceremos' :wink:[/COLOR][/FONT][/FONT]

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Thanks for replies so far.

 

Poppynusre I share your view that because it an abuse alegation they will state gross misconduct and then move straight to summary dissmissal.

 

In answer to other questions:

Legth of service is 11years with unblemished record (not that this counts under gross misconduct)

Weve asked about POVA and all they are sying is they havent yet, guess there waiting the outcome of dissiplinary. Company policy states that they should notify POVA at suspension stage.

 

Policy is also clear that suspension should be verbally at a meeting with support and that the right to being accompanied extends to Union rep at all meetings investigation & disciplinary.

 

Unfortunately what consitutes abuse is still a very grey area and training with the staff has only just started.

Physical abuse alegation> My partner strongly believes she assisted the person to move by agreement and using a safe method. She and her collegue did not lift or move only provided support the same as on previous occassions.

Verbal Abuse> The person had put themselves into the position several times and then expected the staff to resolve. I can see that frustration would have been an issue but I cant see any comment in my partners statement being abusive.

 

Is there anywhere/one I can contact to check the method of support provided and also the communication out before the hearing. Im not convinced that teh Union rep will be totally familiar!

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If you want to PM me the exact circumstances of the move and how the person was assisted I will advise. Is the allegation assault by using an inappropriate manual handling technique? What manual handling training has been provided?

 

Likewise with the verbal comments.

 

(I am a manager in health care with significant nursing experience in both NHS and nursing homes).

Poppynurse :)

 

If my comments have been helpful please click my scales!!!!

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Acas will give you non-tailored advice . i.e. what the law says.

 

08457-474747.

 

Your company is applying best practice as regards allowing a TU rep at an investigation meeting, they do not have to do this.

 

At a disc hearing a rep can as per ACAS:

 

The accompanying person can address the meeting, but not answer questions on behalf of the worker unless this is agreed by management

 

As to communication out before the disc hearing. You are entitled to 'reasonable notice' best practice would be minimum 48hours, and you should have received in writing details of allegations in sufficent detail to allow you to prepare a defence and also any documents that your employer intends to rely upon.

 

Are you in a Union?

...................................................................... [FONT=Comic Sans MS]Please post on a thread before sending a PM. My opinion's are not expressed as agent or representative of The Consumer Action Group. Always seek professional advice from a qualified legal adviser before acting. If I have helped you please feel free to click on the black star.[/FONT] [FONT=Comic Sans MS] I am sorry that work means I don't get into the Employment Forum as often as I would like these days, but nonetheless I'll try to pop in when I can.[/FONT] [FONT=Arial Black][FONT=Comic Sans MS][COLOR=Red]'Venceremos' :wink:[/COLOR][/FONT][/FONT]

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The Green Book (Royal College of Nursing Manual Handling Manual) sets out correct moves and 'banned' moves.

 

Given what you have told me via PM this move was not unacceptable and speaking firmly with someone is not verbal abuse. In fact I would have thought there was a duty to inform the resident that their behaviour was putting themself and others (carers) at risk. I take it the resident has mental capacity.

 

Which union is your wife in?

 

Do you know what the other carer has said in her statement?

Edited by poppynurse

Poppynurse :)

 

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Gosh! i just want to say how terrible this all sounds - your wife must be under immense stress, and pregant too. The POVA thing is also very serious. Many many care workers, social workers etc have had allegations - true and untrue- lodged against them and i think it is becoming more and more common, i wonder if they do ever get similar work again? I really really feel for her.

 

If they continue to put her through this i say fight it viciously to the very end - challenge them on every point they make and point out some failings on their part too!

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Thanks for all the input.

As you can imagine my wife has not slept properly since this all started and is obviously very worried. This isnt good during early pregnancy and Im doing all I cant to support her.

 

Initially when she was suspended she didnt realise the implications and work didnt and still hasnt bothered to explain.

When asked about POVA listing they just laughed and said dont worry about it.

Its only because I work in an industry where policies, proceedure and emloyment legislation are critical that I looked into things further and thats when I found out about the POVA regs and figured out where this was being driven.

 

Im still awaiting a call back from Unison as I want them to visit the house when Im there to discuss the case. I want to make sure she has the best representation possible and someone who is familiar with this type of allegation, pova, and the consequences and implications of not being represented properly.

 

If she is dismissed then unfortunately because of POVA regulations she will not be able to return to carework/nursing of any kind and her employment, and any voluntary work (youth work) will also be very effected as POVA is also listed against CRB checks.

Her only options would be to retrain or look for factory work.

 

As for the company dealing with the matter via best practice, this is admirable and good to see. Just a pity that they havent implimented the policies properly or followed the proceedures. In not doing so have casued additional worry and stress and have provided a clear case for a grievance to be lodged. HR has confirmed this. If we lodge it now though it will only delay the disciplinary.

 

Disciplinary hearing date hasnt been set. Policy says 7 days notice with all documentation being provided.

Id imagine it will be in the next 3 weeks as the person I think will head the hearing has just gone on 2 weeks leave.

Policy allows for individuals to be interviewed and additional statements obtained. This will be interesting with only 7 days notioce, aslo according to the letters recieved so far shes forbidden from making contact with anyone at work! I suppose that this could be arranged through the "support collegue" provide. Ooops thats one of the thngs theye also forgotten. They are supposed to provide one from the point of suspension and havent.

 

As for the collegue who was on shift at the same time. She is still working and no action has been taken or advised. I guess they will await the final verdict and then go after them as well.

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Just something to bear in mind - they are being hot on procedures/policies in relation to this but what about their manual handling policy - is it up to date? Is all training up to date? Is it reasonable to expect a pregnant lady with no qualifications to be in charge of a 40 bed residential home with only one other staff member on duty (Not sure where you'd get this info ?social services?). What risk assessments have been done in relation to manual handling and in relation to pregnant workers manual handling.

 

Whilst the first line of defence is not guilty the second would be the companies lack of preparation of your partner for handling the situation ie she had not been taught what to do so she did the best she could.

Poppynurse :)

 

If my comments have been helpful please click my scales!!!!

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I think the company is uptodate (hot) with proceedure just they they dont appear to get adhered to by the managers!

Manual handling is sometimes run externally but usually by the managers.

A risk assessment was undertaken in relation to pregnacy.

As its early days she was given the option to sitch to day shift (she prefers nights) she was also told that later in pregnacy they will provide additional member of staff.

I dont think they have done any specific risk assessments in relation to doing the job whilst pregnant. I understand what youre saying though if she not been taught then this responsibility woud sit with the employer as she wouldnt know any different.

 

Also need to be a little careful "Is it reasonable to expect a pregnant lady with no qualifications to be in charge ".... could this lead to demotion or redundancy.

Edited by Trogman
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Also need to be a little careful "Is it reasonable to expect a pregnant lady with no qualifications to be in charge ".... could this lead to demotion or redundancy.

 

I would just be concerned that the company have avoided the expense of putting your partner through her NVQ. It has been good practice for a number of years for carers to be encouraged to undertake this qualification, particulalry senior carers. It just gives me the impression of a company that is tight with it's money.

Poppynurse :)

 

If my comments have been helpful please click my scales!!!!

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I woulnt want to comment on how they manage thier money, although I have my views, but I do think its a little unfair when other collegues who have not been there as long are put forward for training whilst others arent. I could do with finding out what the selection criteria is.

Its also a bit of a joke really as the company openly advertises its nationally approved training scheme which is unrivalled in the care sector and the fact that thye are IIP accredited.

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  • 2 weeks later...

Latest update:

Theyve now done their investigation the final part of which was to interview my partner.

Needless to say this was a cock up as they initially wouldnt allow Union represetation despite it being detail in thier proceedure as a right.

We got the phone call to say ok 2 days before the meeting by which time it was too late, and they then tried to limit which collegues could attend.

We got the minutes of the meeting and lots was missed out or was worded in such a way that it was open to interpretation. Weve now asked for ammendments to be made.

 

Today shes recieved a phone call asking her to attend a meeting next Friday and that it will be a Stage 1 Disciplinary meeting and that a letter is on its way! Not sure that a phone call constitutes 7 days notice but thats another issue.

 

The invite also implies that theyve already made there minds up before the meeting of the action without actually having a hearing.

I'd have thought that they should have the meeting/hearing and then decide!

 

Im also not sure why this appears to have now gone from a Gross Misconduct issue down to something that they believe requires at most a verbal warning, needless to say well be objecting and then appealing all the way to tribunal if they continue.

 

Its also interesting that someone from the organisation has apparently been speaking to all the staff asking how they assist various people to move and all have said they use the same method!.

From this they I'd assume that thay now just want to take issue with the way the person was spoken too.

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As far as disciplinary procedures go, they should at least follow the ACAS code of practice on disciplinary matters. It occurs to me being a shop steward, that their proceedures fall well below ACAS guidelines.

 

They should have informed your wife in writing that an allegation had been made and that she would be required to attend an investigatory interview. In this letter it should have detailed the allegations made against your wife so she would know what she was being accused of.

 

The date for the investigatory hearing should have been set inline with their disciplinary and grievance proceedures ( usually within 7 days of the date of the letter). If your wife was unable to have arranged representation for the date in question, she should have written back to the company, stating that this was the case and as such she would be unable to attend the meeting on the date in question. She should have also suggested an alternative date that she could have attended with representation.

 

It is in your wifes best interest that she gets union representation for any and all future proceedings, as the potential consequences are obvious. Just one thing, I take it that your wifes employers carried out a risk assessment of her specific job when she informed them that she was pregnant as they are required to by law? HERE IS THE LINK TO THE HSE WEB SITE AND THE GUIDE FOR NEW AND EXPECTANT MOTHERS WHO WORK. It details what her employer should do by law:-

 

 

http://www.hse.gov.uk/pubns/indg373.pdf

 

All disciplinary proceedings should be notified in writting and not verbally or by phone. They must detail the allegations made and invite your wife to attend a disciplinary hearing at a mutually agreeable date. She must be given time to seek representation and be furnished with all the evidence that her employer intends to use in the disciplinary hearing, including witness statements in advance of such a hearing, and in good time for her to formulate her defence.

 

They cannot introduce evidence / witness statements at the hearing that they have not given your wife in advance as this clearly places your wife at a disadvantage. They cannot restrict access to individuals who may support your wifes defence as it appears they are trying to do.

 

Above all, make sure your wife has a union representative at all future proceedings and insist that all such proceedings are correctly minuted and that she is given a copy of these minutes once all parties have agreed to their content and all parties have sighned them. This could help if your wife needed to take her employers to an employent tribunal at a later date.

 

For information in order to take her employers to an employment tribunal sholud she need to, she must have been employed for 12 months or more and must have registered her employment tribunal claim within 3 months of the actions complained about.

Edited by prushton
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Thank Prushton, They do have policies & proceedures that appear to equal or exceed ACAS however they have not been followed by the managers!

Initial suspension was done by phone followed up by a letter that generalised the reasons and was not specific about who & when.

 

Investigation meeting was advised by phone then letter, both of which advised that respesentation was limited to a collegue. We argued this and they conceeded however this was only a day or so before the Invetsigation meeting so Union couldnt attend. We chose not to postpone as this would have been taken as an admission of guilt.

The meeting took place and minutes have been issued which we have corrected and returned. This has also been reviewed and signed by the collegue who accompanied as correct.

 

Union is aware of what is going on and we will be meeting them next week, before the meeting. In the meantime they have been provided with copies of all correspondence and our full documented record of events.

 

A basic risk assessment has been done in relation to pregnency and will be reviewed periodically through the pregnency. Were comfortable with this.

 

As stated they initially went down the route of Gross Misconduct which would have been a Stage 3-4. Theyve now addvised by phone that it will be a Stage 1 hearing.

Until we recieve the formal disciplinary letter and pack it is unclear as to what the acqusation is. Were assuming its what was said or interpreted.

They are now indication that in accordance with thier Stage 1 proceedure they only need to give 48 hours notice. Not much time to prepare or obtain any other statements etc.

 

Thier proceedure suggests that:

They do the investigation.

They decide at what level Stage 1 - 4 they wish to deal.

They hold a hearing at that level.

They then decide the final outcome.

 

It suggests that they pre-empt the outcome following the investigation rather than having an impartial hearing from which action is decided!

 

Of real interest is that fact that they have clearly moved from Stage 3/4 down to stage 1, and if they look to discipline on what was said or interpreted it will come down to interpretation and possibley custom & practice or training.

The person in question have been spoken to no differntley than any other member of staff has done in the past.

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Well the Disciplinary hearing was this morning.

They didnt even bother to present basically turned up and they said youve got the info have you anything to add.

Wife again explained that she didnt shout but she did raise her voice assertively and that this was witnessed. She also said if her communciation had been taken offensively then this was not intended and she was more than willing to explain and if need be apologise.

They ALL left to deliberate which took a total of 5mins then presented her with a verbal warning.

Were pleased that the gross misconduct was dropped but they didnt have a case anyway.

 

So the moral of the story is;

if you work for the same company looking after old folks dont ever raise your voice. Even if they are trying to climb out of the window, just speak very softly and let them get on with it. In addition to this ensure that you record every conversation and ducument every outburst.

 

Were still considering filing a grievance due to the way theyve handled this and all the breaches in policy, as long as it doesnt impact on the outcome. We have plenty of time though.

 

In the meantime weve got the last laugh as they now have to manage the "get back to work plan" which will obviously need lots of extra support and training; moreso as shes preggy. Who knows how my poor wife will cope with this now that her confidence & character has been damaged.

 

She also has leave which she will need to take before the maternity hols kick in which will be at the first opertunity.

I cant see her returning after the birth thats for sure, but then again we might just ask for reduced hours and let them manage the problem.

 

Thanks to all who have provided advice and reassurance its really helpled.

 

Best wishes.

Trogman

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We argued this and they conceeded however this was only a day or so before the Invetsigation meeting so Union couldnt attend. We chose not to postpone as this would have been taken as an admission of guilt.

Hi Trogman,

Glad you had a result at the end of all this, but I was quite concerned by the above statement:eek:. I'm sure the Union would have had something to say if the company had assumed guilt based on the above.

regards

Please remember our troops, fighting and dying in our name. God protect them.

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The whole investigation & disciplinary was a farce.

As stated originally none of the Companies official processes were followed, none of the statements matched. The manager used her own statement of accounts as the evidence. The same manager conduted the hearing and gave the final verdict.

Looking at all the information the descision had been made long before the investigation that some action was going to be taken and initially she was looking at gross-misconduct. We managed to demonstrate that the evidence didnt support this so she has used the arguement that the resident was upset and frightened and on this basis determined grounds of unreasonable behaviour.

Interesting that according to other staff spoken to since, the lady was not frightened of my wife, but frightend that my wife may get into trouble because of the rough handling. Its been taken out of context completely by the Manager.

 

We chose not to delay the Investigation hearing on the advice of the Union who apparently has numerous issues with the company.

 

We could appeal but it would only put more stress on my pregnant wife.

As she only has a month or so before maternity leave kicks in we will probabley leave it (her choice).

 

Im just anoyed that she ended up with a verbal for something that has been taken out of context in order for the manager to defend the companies position.

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