Need to know if we have followed all procedures for DH's suspension(4 Posts)
DH was suspended 3 months ago for an allegation of "threatening physical violence".
This did not happen and is a set uo by what we think is the manager.
We sent an offical grievance to director to voice concerns and ask for a new investigating officer.
He rejected that by letter and DH was given an interview date.
This took place, DH asked why none of his witnesses had been called. (2 out of 4 have now left and can't be called)
Went to investigation hearing over a week ago. Dh was told that he would hear in 722 hours and we are still waiting. Someone has text him to say that they were told he was sacked last Friday but I warned DH not to respond.
Have we followed all of our procedures as company has failed to forward them to us?
Re. The grievance, should we have appealed? We were not given a meeting or anything juts a reply by mail to say and in that letter they acknowledge the letter but not the grievance even though we clearly headed it 5 times in our various attachments etc.
I would welcome all of your help. You would not believe the stress it has caused to me and DH's relationship. Although we are working through it, I am appaled if this is 'normal' procedure. We fully intend to go to tribunal(if he is sacked) but need to make sure that all areas are covered.
We havee spoken to ACAS on various occassions but seem to be getting conflicting advice.
If you are to go to tribunal you will need to demonstrate that you have exhausted all internal methods of resolving this. You have a right to see what the company's policies are, and normally the correct procedure to be followed in disciplinary matters is set out in the policy (and they should have followed this).
It is crackers that you don't have a decision from them yet so you need to write to them straight away asking for a decision. You should also ask them for a copy of their policies.... your DH may have a copy of his handbook already which you should read through, but there will probably be extra policies on top. Once you have all of this information, you are in a stronger position to appeal the decision in writing, detailing out exactly where your DH's company has failed to follow the procedure set out in their own policies and what you would like them to do to rectify this. I assume at this stage you want to get to a reinvestigation by an impartial director. Write this out at the end of your letter.
Thank you Tomato,
He has been sacked, we phoned his union and they made some enquiries, apparantly he was sacked last friday!
We have sent them a letter demanding an explanation.
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