I'm going to have to try and word this so it doesn't out us.
DH work are trying to blame him for a so say error in his work that happened 2 years ago when he had been at the company for 2 months. At the time the client had no issue with the said job and paid the bill with no quibble. The client in question now wants to get out of their contract with the company DH works for so are looking at everything with a fine tooth comb.
DHs company know they want out. They have already has to alter what they charge them about 6 months ago cause they had issues over what the company was charging them. They are now using DH as a bit of a scapegoat over this error. His head office is 2 hours away from where we live. He has spoken at length on the phone about it and his boss is not supporting him at all (boss owns company). He has now been called to a meeting in a couple of days time.
One of the key principles of disciplinary procedures at work is that concerns must be dealt with in a timely manner. Regardless of what clients say or how they change their mind. If your DH's employer felt the issue was serious at the time, they could have disciplined or even dismissed him if they felt that was appropriate.
They clearly didn't feel it was that serious and cannot suddenly decide now that it is worthy of a disciplinary. Their own political/contractual issues with the client are nothing to do with him.
At no point has the word disciplinary been used. They are saying they want a meeting in order to resolve issues with the customer which I think are irreconcilable and no purely based on what DH has done. There have apparently been issues ongoing for a few years before DH even worked there. The problem is that this is DH company's biggest contract. No issues at the time of him doing the work. DH bought them in a big big fee for said work so if anything they were patting him on the back! He doesn't work under his bosses nose (he's on the road) but he has to send in pretty detailed reports on every job he does and his open to auditing.
I guess I feel scared cause DH is the breadwinner by a long way and I'm 6.5 months pregnant and will be going off on maternity leave soon.
Well they can't sack him for a 2 year old error if that's what's concerning you. Obviously if they are the biggest contract, then losing that contract may have an impact on jobs in terms of possible redundancies if not enough work, but I think all your DH can really do is attend the meeting and do whatever he can to resolve the issues in question.
Thanks flowery. The work is scattered around probably 5 employees. All the employees are sick to death of the contract so none of the employees will be sad to see it go. It could have an impact on the company to a certain degree but they are already running the contract at rock bottom prices. Hard to explain without outing but DH actually only goes to these jobs a couple of times a year.