Quote:
Originally Posted by TheNorm
Or, they didn't have enough evidence to sack him this time, but wanted to "scare" him to make sure it wouldn't happen again.
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They certainly had enough evidence and his admission, he basically turned around in the disciplinary meeting and told them it was their fault for paying him without checking if he was trying to rob them or not.
Although it was the first time I have been directly involved in a disciplinary meeting, I did have a small insight/involvement in two cases in ntl. In the one case a guy had ordered a lot of equipment for his own use, again fraud running into thousands of pounds. It was unfortunately another case of HR screwing up where someone had committed gross misconduct.
When someone goes to the purchasing department when his both bosses are away on more than one occassion, and tells them a pack of lies about an item needed urgently to keep customers on service, but it's something for personal use instant sacking should be the outcome.
In the other ntl case, the guy went on long term sick to avoid the disciplinary action, in this instance he managed to go off sick (stress if I recall) and ntl paid him for about 2 years before they settled with redundancy.
There was also a third case where a manager was caught on the fiddle, he was suspended on full pay for over a year, HR screwed up by cancelling the meetings, the guys solicitor started court proceedings against ntl and ntl settled out of court with a 6 figure sum.
The majority of cases I have knowledge of like these, were badly handled due to HR department incompetence.