what action can my employer take?

[Sidewinder]

Just under 2 years

 

You will no doubt appreciate that with less than two years service you have only limited protection - so long as it is not for a 'protected characteristic' - and I see none here - the employer could dismiss with little comeback. I think this may be unlikely though, but it is very important that you go into any meeting very well prepared.

 

The childcare issues are very important and you need to be very honest that whilst it should not be causing a problem, there have been occasions where these have caused some degree of lateness. You need to seek a way around these, either by making an alternative provision where possible or by looking at a more formal change of start time - a flexible working request perhaps?

 

Similarly, the issue over absence when your child was ill needs to be disclosed and you should emphasise your state of mind, not only over the illness itself and the obvious worry there, but also that you needed treatment yourself.

 

With regard to leaving early, it is little use saying that 'everybody does it' unless you can give examples. Who else does it? How often? Who agreed that they did not have a problem with the odd 10 minutes here and there? This may not make you popular with colleagues as it may well be monitored and clamped down on. Although the employer may take this into account, the fact is that you have been singled out so it is you that needs to explain your actions, not others their actions at this stage. You need to make the case that as a relative newcomer, you were led to believe that it was accepted practice, rather than it appearing that you were simply taking time off to which you were not entitled.

 

So - a bit of a mix of apology and explanation is required. Hopefully your work itself is such that you can emphasise your value to the employer and that a lesson will have been learned if they permit you to stay.

[Sidewinder]

Yes - in my opinion it is always positive to demonstrate that you have made an effort to address the problem where there clearly is something that was wrong in the employer's eyes.

 

Similarly whenever hearing disciplinary meetings I was always impressed by an employee who apologised for there being a need to hold a meeting. One chap made a point of asking to speak as soon as the meeting started to read a statement. It went along the lines of 'before we start I would just like to say that I am embarrassed to find myself here today and for taking up your valuable time. I have always considered myself a good employee and sincerely hope that you permit me to remain so once this meeting is concluded'

 

they have always been considerate in the past, and my record is good

[/Quote]

 

That is a good point to emphasise.

 

Sometimes it doesn't pay to argue, but to explain and ask for help in overcoming what can be overcome, whilst promising faithfully to correct behaviour which is clearly wrong.