Jump to content


Grievance


style="text-align: center;">  

Thread Locked

because no one has posted on it for the last 4125 days.

If you need to add something to this thread then

 

Please click the "Report " link

 

at the bottom of one of the posts.

 

If you want to post a new story then

Please

Start your own new thread

That way you will attract more attention to your story and get more visitors and more help 

 

Thanks

Recommended Posts

Hi,

 

Long story short but I was disciplined for leaving work early and given a written warning. My manager used CCTV in a seperate shopping centre to watch me. This footage was seized but they never provided me a copy in the hearing but anyway.

 

I appealed and won my appeal, complained to the ICO which they are investigating and also put a grievance in against my direct manager and the person who held the hearing.

 

The grounds for the grievance was the fact that the data protection act was broke which in my companies booklet says is gross misconduct . There are loads of other issues about how it was all dealt with for example I wasnt aloud a witness.

 

The issue is now my company have confirmed verbally that the warning has been taken away and there has been an outcome to the grievance but they wont confirm it in writing and I know that nothing has been done in relation to the grievance. I have chased it up for weeks but never get anywhere.

 

It just doesnt seem fair that they can try and discipline me for such a minor issue but when its clear that the management have broke the law they are willing to turn a blind eye to it.

 

Can I do anything as in reality I have now suffered no detriment as they have taken away the warning and is it up to the management as to how they deal with a grievance and what punishment they give out?

 

I spoke to ACAS and I dont think I got my point across very well as I bored them with the whole history but basically they said that they dont have to tell me the outcome of the grievance as its confidential if they hand out warnings to other staff.

Im new to this and am just giving an opinion. Seek further clarification and advice on what I post before taking it as gospel :)

Link to post
Share on other sites

I wouldnt really expect to find out the exact sanctions that have been imposed however it would be nice for them to confirm that they have done something instead of not giving me any update.

 

Im new to all this and sorry for the silly questions but how can you appeal a grievance if you are not updated on what action was taken?

 

Thanks

Im new to this and am just giving an opinion. Seek further clarification and advice on what I post before taking it as gospel :)

Link to post
Share on other sites

I have good experience with grievances and things.

 

Tread carefully here is my advice. You are doing very well, IMHO. Paperwork is the key in these issues.

 

The issue is now my company have confirmed verbally that the warning has been taken away and there has been an outcome to the grievance but they wont confirm it in writing and I know that nothing has been done in relation to the grievance. I have chased it up for weeks but never get anywhere.

 

I have found that with ACAS, they will answer a question. You have to think about the question you are asking. The superflous detail isn't relevant to them, nor indeed a Court should it come to that!

 

Ask ACAS: I was recently disciplined; I appealed it; I have been advised that my appeal was successful. My employers are refusing to confirm this in writing. Can I raise a grievance about the this?

 

Take notes on the answer. And remember, you can phone then five hundred times a day - they are obliged to help. You work. You pay your taxes - ACAS a state funded.

 

Hope this helps.

Link to post
Share on other sites

Im new to all this and sorry for the silly questions but how can you appeal a grievance if you are not updated on what action was taken?

 

What does your grievance procedure say? That is probably the answer to all your questions, thinking about it!

Link to post
Share on other sites

You have recieved your desired outcome from your grievance by the disciplinary sanction being removed.

 

You can request a copy of the minutes taken, once you have a copy you have your confirmation that the discipline sanction has been removed from your file.

Link to post
Share on other sites

The grievance was a seperate issue to the hearing. I had my hearing and won that and had the minutes of the meeting.

 

Straight after the hearing I raised my grievance and they said that they would investigate it. I put the grievance in due to the way management acted throughout the investigation.

 

I starting to think I shouldnt have bothered as already had my warning taken away. But I was so annoyed with the way I was treated and dont think that they should have got away with it. But now I know that although my manager has broke the law (data protection act) The company wont take action and dont have to tell me the outcome of my grievance.

Im new to this and am just giving an opinion. Seek further clarification and advice on what I post before taking it as gospel :)

Link to post
Share on other sites

You can be assured to have your disciplinary sanction removed somebody will be left red faced.

 

As for you wanting to know what action has been taken against the manager you will never know. He is accountable for his actions and would be spoken too about the issues you raised.

 

Sometimes when a manager is in the wrong he isnt in the wrong. A manager can only follow a set process which is determined by the company.

 

More often and not processes do not take into account new legislation or data protection laws which you have pointed to your management team.

 

A manager is only as good as his training :)

 

Your best course of action would be to put this experience behind you, re-build your working relationship with the management team and enjoy work.

  • Confused 1
Link to post
Share on other sites

Your best course of action would be to put this experience behind you, re-build your working relationship with the management team and enjoy work

 

I agree, if you have a paper trail that you can rely on if anything comes up in the future, just leave it there.

 

You will not get vengence on your manager if his managers decide not to administer it! Let's face it, you bunked out of work early, and got collared! You got off on a technicality - and well done for that - but there isn't going to be much sympathy for you from the management is there really???

 

FX

Link to post
Share on other sites

your employer must confirm in writing that you won the appeal, you should also consider seeing a solictor as companies should never be allowed to get away with this and other forms of pressures on employers - companies should never be allowed to treat staff like slaves - you need to take a stand and think about setting up a facebook page this will put the company under pressure - name and shame them!

Link to post
Share on other sites

your employer must confirm in writing that you won the appeal, you should also consider seeing a solictor as companies should never be allowed to get away with this and other forms of pressures on employers - companies should never be allowed to treat staff like slaves - you need to take a stand and think about setting up a facebook page this will put the company under pressure - name and shame them!

 

Good idea, kardashian, and probably end up with another disciplinary. :nono: We've seen stuff like this on the forum before.

 

Bill, I don't think I would do this, but it's up to you.

 

HB

  • Confused 1

Illegitimi non carborundum

 

 

 

Link to post
Share on other sites

I of the same opinion now HB. Setting up an internet group could be seen as bringing the company into disripute and I would be in trouble then.

 

Thanks for your opinion though ;)

 

ADMIN - can this thread please be deleted no as im happy with the outcome and advice I have received.

Im new to this and am just giving an opinion. Seek further clarification and advice on what I post before taking it as gospel :)

Link to post
Share on other sites

Hi, Bill.

 

I agree with honeybee, this thread will help others, it would be good if it stayed.

 

Thank you.

 

Regards.

 

Scott.

 
 

Any advice I give is honest and in good faith.:)

If in doubt, you should seek the opinion of a Qualified Professional.

If you can, please donate to this site.

Help keep it up and active, helping people like you.

If you no longer require help, please do what you can to help others

RIP: Rooster-UK - MARTIN3030 - cerberusalert

Link to post
Share on other sites

No problem, just a bit paranoid, I know its a one in million chance but was considering that someone from my company would recognise the circumstances and identify myself.

 

On the other hand I have done nothing wrong, just sought advice.

 

Just ignore me Im just being a bit silly

Im new to this and am just giving an opinion. Seek further clarification and advice on what I post before taking it as gospel :)

Link to post
Share on other sites

Hi Bill,

 

If you are not happy with the thread remaining on the Forum, it can be removed.

Have a think about it as I know where your coming from.

 

Regards.

 

Scott.

 
 

Any advice I give is honest and in good faith.:)

If in doubt, you should seek the opinion of a Qualified Professional.

If you can, please donate to this site.

Help keep it up and active, helping people like you.

If you no longer require help, please do what you can to help others

RIP: Rooster-UK - MARTIN3030 - cerberusalert

Link to post
Share on other sites

your employer must confirm in writing that you won the appeal, you should also consider seeing a solictor as companies should never be allowed to get away with this and other forms of pressures on employers - companies should never be allowed to treat staff like slaves - you need to take a stand and think about setting up a facebook page this will put the company under pressure - name and shame them!

 

This is appallingly bad advice and I am glad that the OP has seen fit to dismiss it straight away.

 

The OP has been successful in his appeal, and the warning rescinded. It was never a factor here as to whether he was guilty of the 'offence', and the advice given was in relation to the tactics used by the employer to prove wrongdoing. Why mark oneself out as a troublemaker, and (as HB correctly states) risk a further disciplinary, with properly gathered evidence this time, which would most likely lead to dismissal?

 

Perhaps you should concentrate on the issues which you have with your own employer rather than to extend your own experiences towards others'? The combative approach is not necessarily the best way to maintain a harmonious working relationship!

Any advice given is done so on the assumption that recipients will also take professional advice where appropriate.

 

PLEASE HELP US TO KEEP THIS SITE RUNNING

EVERY POUND DONATED WILL HELP US TO KEEP HELPING OTHERS

DONATE HERE

 

If I have been helpful in any way - please feel free to click on the STAR to the left!

 

Link to post
Share on other sites

No problem, just a bit paranoid, I know its a one in million chance but was considering that someone from my company would recognise the circumstances and identify myself.

 

On the other hand I have done nothing wrong, just sought advice.

 

Just ignore me Im just being a bit silly

 

Another option may be to edit your original post in such a way as to make it hard to identify any unique circumstances. You have indeed just asked for advice - nothing wrong with that - but equally I can understand your discomfort. I agree with the sentiments above that this might be useful to others - the question of CCTV from other premises being used in disciplinary proceedings has appeared more than once lately and it will give hope to thers in similar circumstances.

Any advice given is done so on the assumption that recipients will also take professional advice where appropriate.

 

PLEASE HELP US TO KEEP THIS SITE RUNNING

EVERY POUND DONATED WILL HELP US TO KEEP HELPING OTHERS

DONATE HERE

 

If I have been helpful in any way - please feel free to click on the STAR to the left!

 

Link to post
Share on other sites

Get your head down, and crack on with work. There's plenty of people without that opportunity at the minute. Even if they suspected it was you, and they tried to discipline you, with their track record in Data Protection, they might just be pretending to be you... trying to set you up...:lol:

 

I really think you are quite safe!! Can you imagine a tribunal getting an ET1 saying we've consistently broke the DPA, and made threads on forums to frame our employee!!! I mean seriously... :madgrin:

 

Please keep the thread, as without wanting to repeat what other say, it might be useful to someone! Maybe edit personally identifiable info but the site team have said your call...

 

FX

Link to post
Share on other sites

good advice, thank you, happy with advice now and as you say im just keeping my head down now. Would have liked to have had my winning appeal im wrighting but time to move on.

Im new to this and am just giving an opinion. Seek further clarification and advice on what I post before taking it as gospel :)

Link to post
Share on other sites

 Share

  • Recently Browsing   0 Caggers

    • No registered users viewing this page.

  • Have we helped you ...?


×
×
  • Create New...