Thread: disciplinaries in work
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Old 07-01-2007, 19:11   #10
Vlad_Dracul
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Re: disciplinaries in work
Quote:
Originally Posted by lostandconfused View Post
hi all,

just wondering if anyone could help as i dont really have a clue.

basically someone in work has been told they are going to have an investigation but it hasnt happened and he is a bit worried about it. he's nominated me as a witness to any meetings

in his orginal letter it said something about misapropration of company money, cant remember exactly it was a while ago he let me read it.
basically he cashed up his till at the end of the night, it was checked by a manger and he sealed it, logged the seal number and locked it in the safe. the next day the seal was off and money was missing from the bag.

he was told he would have an investigation meeting before it would go to a disciplinary but it has never happened, when chased up he has been told it is in the post and given loads of excuses.

is there some sort of cut off period where it has to be dealt with. he's worried about forgetting about it (like the general manager seems to have done) and then it being brought up at some future date.

i always thought it had to be dealt with and a definative outcome come by a certain time but dont know if this is true or the timescales involved

any help would be greatly appreciated
I find myself in the position of having to represent various colleagues at informal chats or more formal investigations. If its going to be formal i normally have an off the record chat with the "accused" to discover the real truth. This is to ensure the best advice and also so that i dont get any surprises when a manager lobs some evidence on the desk that i dont know about. It is sometimes the case that the "accused" will not even confide the full scale of his wrongdoing to his representative and this only comes to light in the investigation. I always find it wise to gather all the facts from both sides before deciding the position i am going to take.

As in this case, they seem to be accusing this person of a criminal offence, it might be a good idea to check whether they feel it is appropriate to report the offence to the Police. If this isnt the case and they say not, then it weakens any case for any unofficial investigation.

If you are not a recognised TU rep, then you could be putting yourself in a difficult position by representing this person.

Also if you have insufficient experience, then the company could use you to facilitate any action against this person, i.e company procedures might say that a person can have a witness/rep, you have stepped up to do it,so they can proceed. Perhaps they would not be so ready to proceed if there were no rep/witness available? It swings both ways though-he could have had his hand in the till. Impartiality is the name of the game.
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