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Suspended on Full pay Pending Investigation


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Hi,

 

Just a quick update - I had posted last week requesting advice regarding being suspended from work for apparently accessing and discussing confidential information. The information related to management salaries, pay rises and bonuses.

 

I had discussed details, rather foolishly, with other members of management but disputed being responsible for sourcing the information in the first place. I had received great support and advice from a number of forum members and was very pleased that people had taken an interest in my situation (nearly 1000 views, although most of them were probably me!).

 

I felt earlier in the week that my position through the post may have been compromised when it had been suggested a party at work was aware and therefore requested for it to be removed, graciously undertaken by the site team.

 

I can now confirm that the investigatory meeting took place yesterday, and I have received an email from work today as follows;

 

"....

Hi Steve,

We have concluded our investigations now and can confirm that there is no longer any need for you to remain on suspension and you can return to work with immediate effect and resume your normal role and responsibilities.

However, we will be taking disciplinary action but your continued employment is not as risk, and in all probability a “verbal warning” will be issued.

Please ring me on my mobile if you wish to discuss this further and let me know when you will be returning to work......"

Naturally, I'm overjoyed to be returning to work and will be back in the office tomorrow. Massive thanks to all of those who provided input, especially SarEl....... I will keep my gob shut from now on.......

A friend had suggested that it is incorrect for work to assume the outcome of a disciplinary before it has taken place as per the email above, and also that I should, after being disciplined, request a meeting with the Managing Director through a grievance procedure to ask why the company felt it necessary to lie/mislead me over payrises within the company in April.

But probably best to leave it!

Thanks Again to everyone - I hope some of you struggling in your own situations have a successful outcome.

Steve

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Yep - I'm going with the "keep your gob shut" option still! But you are welcome for the advice and I am gald that, as I pointed out, being suspended and under investigation is not the same thing as being dimissed! But you were lucky - I do know a lot of cases were doing exactly the same thing as you (and having obtained the information the same way) did not end quite so happily.

 

But they haven't made a decision - they are suggesting a possible outcome to give you an idea of how seriously it may end - just the same as "you may be dismissed" doesn't mean you will be but that it is possible. So nothing wrong there - although that said, even if there was, yes, still going with the gob advice! Stick head down, be appropriately apologetic at the "misunderstanding" and just be very grateful you didn't annoy anyone too much! And let others do the agitating from now on - sticck to intetrest in your own pay and no-one elses!

 

But very pleased to know that it worked out and good luck!

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I am a barrister specialising in employment law, and only represent employees. My advice on employment issues is advice - not legal opinion - and is based only on the facts you provide. If you want an accurate assessment of your case and prospects, you should get legal opinion from a lawyer - not a public forum. Anything I tell you is for guidance only, and is based on my experience of the law in the context of what details you provide.

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Hi HB,

 

As suggested above, it had been possible that another "person" at work was aware of the thread and I felt it may just have compromised my defence. Luckily, things didn't really get far enough for it to be of concern as the investigatory meeting went well and I thought I conveyed myself in a confident and honest manner. Although I had no proof as to how the information came to my attention I was able to provide other facts(given to me during my personal discussions) which should not have been discussed in my defence to suggest that my record of events and conversations were true.

 

It transpires that the individual whom I believe logged the complaint may have aware of a similar situation that took place a few years ago. The accounts manager had given their key to the personnel file cupboard to another manager who was not allowed access and watched as they checked a file for such information concerning wages. Unsure as what to do, the accounts manager confided in a manager who suggest they report the incident to a higher level. The account manager in turn, went to another manager (who is my line manager) and the suggestion was to raise the issue with the Managing Director. My Line Manager was responsible for holding the meeting yesterday! As far as I am aware, nothing came from this previous incident. I believe that was key in my defence.

 

Now, upon my return, I believe several individuals may be disciplined, possibly to include the one who raised the complaint.

 

Steve

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