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    • Can you ask your GP to get a second opinion on the NHS?  (I ought to know because I'm a retired NHS manager, but worked in mental health where x-rays didn't really feature very much(!).)   Your GP may be reluctant for various reasons but you've got nothing to lose by asking.  Might be difficult if there's only one consultant in that specialty locally.   If that is a non-starter, you could ask your GP for a private referral if any of the relevant specialists run private clinics.  Your son'll get seen quicker and an initial private consultation shouldn't cost more than about a couple of hundred quid.  Then take it from there.   (Emphasise to your GP what your real concerns are and why you have them - even if it's just "I looked it up on the internet and it looks like this which can lead to serious complications.  What do you think?  I'm really worried...")   EDIT:  Just looked on my local NHS Clinical Commissioning Group website and searched for "second opinion" but nothing comes up...  I thought you were entitled to one - you'll have to ask your GP.  Or look on your own CCG site.  Oh - despite being a NHS manager I have paid to see a consultant privately.  £150 well spent - if you can afford it... which I appreciate not everyone can.
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      I was in Sainsbury’s today and did scan and shop.
      I arrived in after a busy day at work and immediately got distracted by the clothes.
       
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      I paid and was about to get into my car when the security guard stopped me and asked me to come back in.
       
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i recently represented a friend who was given a verbal warning for misconduct. After the investigation meeting he was verbally told he had to attend a disciplinary meeting in two days time. At the end of the disciplinaty meeting he was issued a verbal warning.

 

he later appealled on the grounds

 

a) no written notice of disciplinary meeting

b) no written notice of any alleged misconduct

 

the personell manager wrote back stating she cannot progress the appeal on the grounds stated as the company is not required to offer the information stated in the appeal letter

 

any thoughts people?

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Does the company have a disciplinary and grievance procedure? If so, what does that say?

They certainly haven't complied with the ACAS code of practice on D&G's, but then again, they're just guidelines, not a statutory requirement.

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the company dgp says that if the investigating manager believes the outcome is likely to be dismissal, demption, or unpaid disciplinary suspension then a + b would have been provided in writing. As this was not the case then the company didnt have to give notice of a + b in writing.

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You could put in a letter saying you think the procedure is poor, don't know if it'd do any good though.

Does your friend challenge the actual reason for receiving the warning, do they feel they could have defended themselves beeter if they'd known what the allegation was?

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The verbal was issued due to my friend not performing his duties as per training. which he admitted, however the misconduct was only communicated once the verbal was written

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As I say, you could put in a letter saying there's no natural justice of giving the warning and only then it being stated what he'd done wrong.

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can a complaint be made to an et if the acas codes of practice was not followed?

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I don't think you're really in that territory. The ACAS C of P is a guideline. In, say, unfair dismissal cases, the ET can increase/decrease awards if the guidelines haven't been adhered to, but failing to follow procedure itself can't really be a reason to bring the claim, certainly not just for a verbal warning.

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If the verbal was issued unfairly on the basis that the code was not followed then why have the code? Even if employers have their own procedures surely they must meet the minimum requirements?

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If the verbal was issued unfairly on the basis that the code was not followed then why have the code? Even if employers have their own procedures surely they must meet the minimum requirements?

Quite.

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Hello,

 

Generally, a verbal warning does not attract the right of appeal. The reason for this, would be that the disciplinary action would usually be 'informal', and therefore not part of the 'formal' procededure. This would of course be reliant on whatever terms are held within the particular policy. However, in more than 20 years in HR, and having worked with a wide range of different polices across many sectors, I have yet to see an appeal being offered as a result of a verbal warning.

 

Having said all this, the employee would still retain the right to raise a grievance (rather than an appeal).

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