Please Please Help.........

[rebel11]

I think he will be fine. He called a member of staff to de alarm the products. He was recognised by a fellow colleague. If it was theft,

hardly the actions of a 'mastermind'. A severe talking too, a Verbal

Warning. What was the total value of the products?

It is very unlikely that he would compromise his position for that value.

Is he in a Union? I think he needs to fight it if he believes it to be unjust.

[rebel11]

If he's in the Union it's a good idea to get them on board just for support. Plus thats what they are there for.

[rebel11]

If he's told them to check the CCTV, probably adding weight to his stance that it's an innocent mistake. Just needs management to wake up.

[rebel11]

What he does need to do is make notes of events, such as what happened, times, dates, who suspended him, what they said. All communication. It's important.

[rebel11]

I reckon the converstaion that should of happened is as follows, e.g.

John did you know that you forgot to pay, what happened?

John explains why he was in a rush.

O.K. John don't let it happen again, your in a senior position.

John I expect to see your till receipt before lunch tomorrow.

End of.

[rebel11]

meg&mog,

 

I was suspended whilst I was on holiday, Retail is a shocking sector, I should really write a book, I think it is worse if your honest and hard working.

[rebel11]

I don't think they are treating it as theft, it's 'non-payment of goods' they

can't accuse him of anything until they've got all the facts. Everything points to someone in a rush who thought he'd paid.

An investagatory is fine. We haven't reached a disiplinary yet which is good.

 

AN EMPLOYEE?S GUIDE TO DISCIPLINARY AND DISMISSAL HEARINGS | North West Employment Law

 

The Retail Trust people are good for support

 

http://www.retailtrust.org.uk/

Edited November 3, 2009 by rebel11

[rebel11]

Yep, just stay calm. It's good that he's got Union Representation. I have mixed feelings about Union folk in general, but he's got someone to fight his corner.

 

'Do not anticipate trouble or worry about what may never happen. Keep in the sunlight.' ~Benjamin Franklin

[rebel11]

Good Luck for this morning.

[rebel11]

Make some tea, stick the radio on, or if you've got a fav DVD just to take your mind of things, he'll be fine.

[rebel11]

What happened at the meeting? what did they say?

What did the Union guy say?

[rebel11]

If you've got an autistic son, clearly thats a concern on his mind as the alarm has been switched off and theres nothing to wake you up. That explains why he was in a rush and didn't wait for yor daughter. The problem is being represented by a Shop Steward who works at the store

who will always be close to management, so isn't impartial. Just because

he can't remember if he paid or not doesn't make him guilty. Does look like

the Shop Steward was trying too hard to help your husband.

 

I would ring the Union and speak to someone at thier Head office. Just

explain exactly as you have explained to us. This is giving the Store Management an opportunity to use your husband as an example, whilst

an injustice occurs.

[rebel11]

Next year get him to plan something less stressful and weeks ahead for you, nothing last minute.

[rebel11]

I would tell the truth, if he fabricates info on an application form, if found out later that would have consequences, he would be no better off.

Plus it's far from over, the other thing is that this manager might be trying to impress the new store manager. I spent 25 years in retail and was a manager for many of those years. I've seen it all. I should really write a book.

[rebel11]

How long has he worked there?

[rebel11]

I know where your coming from, but your husband's manager does know your husband, you've said that he is supportive. Plus they probably hold a

Personnel file which will show positives. So maybe he can write something.

If you want to write a letter about your concerns and how you feel.

I'd send it to the Director of HR at Head Office. The fact that the Store Manager is new has a plus and minus side. It's all down to his makeup.

[rebel11]

Maybe your husbands manager could write something for the attention of the store manager , so at least he's had an input. If an appeal is needed later then that could be handy. You really, really must stop worrying.

[rebel11]

The thing is that as it stands nobody knows whats going to happen on Wednesday. Has your husband spoken to the Union rep thats coming down? I would brief him today if you can get hold of him or at least before

Wed. I would also tell him that the Shop Steward was hopeless. You will

have the opportunity to appeal. One step at a time. Your husband was in a rush, thats how the situation arose. So he can't remember everything, he had you and your son on his mind. There is a big

difference between a mistake and theft, although companies disiplinary

procedures don't distinguish between the two. Please don't worry, do stuff to take your mind off it, at this moment you can do anything about it.

[rebel11]

Lots of points there in favour of your husband. When your husband goes to the meeting on Wednesday, till him to stick to his guns, it was a mistake because he was in a rush. They will try to convince him that it's theft. He needs to say that he will defend vigorously any attempts by the

management to say that it was theft.

 

What position does does the guy who held the investigatory meeting hold?

Edited November 6, 2009 by rebel11

[rebel11]

Yep, thats a good idea keep it factual. But make sure that when he goes into the meeting thats exactly what he says.

[rebel11]

Hi Meg,

 

I would personally remove the word 'terrible mistake' and leave it as 'mistake'. Other then that It's fine. It's shows regret, explains what happened and demonstrates what a good employee he is.

[rebel11]

Sounds like the till might have a technical fault, so it could be that the till is at fault, not your husband.

 

As I've said I think he's going to be just fine.

Edited November 9, 2009 by rebel11

[rebel11]

Hi Meg,

 

If they use your husband as an example, thats very opportunist and not justice. Poor personnel manager, thats another reason to appeal. Thats a very stupid thing for the personnel manager to say. Good Luck.

Let us know what happens.

[rebel11]

I'm not impressed with the store management, lets wait for the outcome first.

I exclude your husband from the above statement.

[rebel11]

Excellent, well done, a team effort. I think a period of unpaid suspension is harsh. Probably because they didn't want to give in totally.