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Originally Posted by NtlRebelReborn
Thanks SMHarman. I have an appointment on Monday with an employment lawyer to discuss all these points. Unfortunately to find a senior person to support me, kind of puts their job on the line, but I see your point.
Will keep you all posted. Thanks once again.
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For NTL to do that would be as bad as the steamroller fasttrack disciplinary process they have already done.
Does NTLs internal procedure not require a very senior person to attend a summary dismissal hearing? Most firms do to protect themselves from subsequent litigation and the resultant publicity. For this reason a final written warning is often the most appropriate course of action.
One question you need to ask yourself is what restitution you want if you succeeed. Would you want you job back? You don't have to answer that to me or this forum, but need to know in your head the answer to that question.