14-05-2011, 10:52
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#16
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Re: disciplinaries in work
Quote:
Originally Posted by emilia2003
Hi All,
I Hope someone can guide here.
My colleague at work recently went 'absent' from work giving an excuse about car trouble.
It then emerged that that wasn't true.
He has since told the truth that it was for a funeral which he hadn't mentioned to any line manager.
He is being disciplined.
What type of punishment can he get?
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Anything from dismissal to a warning .If he has had warnings before then it won't look good .One has to wonder why he didn't ask for time off to attend the funeral employers are generally pretty understanding when it comes to these things ...so was he realy at a funeral ? it would have been a better excuse than his car breaking down
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14-05-2011, 10:54
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#17
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Inactive
Join Date: May 2011
Posts: 2
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Re: disciplinaries in work
thanks for quick reply.
his record is clean. out of character.
verbal warning?
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14-05-2011, 11:06
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#18
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Inactive
Join Date: Nov 2007
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Posts: 4,143
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Re: disciplinaries in work
Quote:
Originally Posted by emilia2003
thanks for quick reply.
his record is clean. out of character.
verbal warning?
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probably a verbal, possibly a written.
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14-05-2011, 11:10
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#19
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cf.mega poster
Join Date: Jun 2003
Location: Half in the corporeal, half in the etheral
Posts: 37,181
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Re: disciplinaries in work
No real way of telling. Different employers have different methods, you'll just have to hope they go easy on you.
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30-05-2011, 19:48
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#20
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Inactive
Join Date: Mar 2011
Location: Sunny Wales
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Posts: 144
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Re: disciplinaries in work
Um, each cases take different amounts of time, dependant on how serious the issue is really, I would look through the Disciplinary section of your employment contract just incase they try cutting corners 
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30-05-2011, 19:58
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#21
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Cable Forum Admin
Join Date: Jun 2003
Posts: 15,139
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Re: disciplinaries in work
I'd say it's absent from work without permission - Appropriate punishment would be a Final written warning. Most severe is being dismissed. But the employer has to follow it's own disciplinary policies and procedures and not make rules up as it goes along. Otherwise, the employee could take employer to a tribunal and win on the grounds of unfair dismissal.
It has been known that Employers have had the book thrown at them at tribunals for not following their own policies and procedures.
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