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Disciplinary investigation

(43 Posts)
Hellosummer Fri 17-May-13 11:55:54

I've been told that I am going to have a formal disiplinary process against me. Apparently I'll receive a letter in the post outlining te reasons.
I suspect it's o do with poor record keeping and general underperformance at work- not retuning phone calls in a timely fashion, getting behind on admin.
I admit this has been going on for 6-12 months and its only when I took time off for stress that its all come to light.
I've had a horrendous time in my personal life, separation/ divorce and buying/ selling house.
This is the first time the quality of my work has been called into question.
This is the nhs.
Am I likely to get written warning ? Will the fact that my personal life has been traumatic impact on there leniency?

Hellosummer Fri 17-May-13 12:02:49

Sorry for all the typos

flowery Fri 17-May-13 12:14:55

Assuming this is about general underperformance, then if this is the first time the quality of your work has been called into question, a disciplinary investigation is heavy handed and not an appropriate first step.

if there are performance issues they should be raised with you informally then formally as part of a performance management procedure, which I am sure the NHS will have. The first you hear about concerns with your performance should not be a disciplinary investigation.

Hellosummer Fri 17-May-13 12:59:13

I know sad
But if it's to do with record keeping its misconduct
I m worried I'll be dismissed and I am now on my own with kids and a mortgage sad(

Hellosummer Fri 17-May-13 13:01:32

I know sad
But if it's to do with record keeping its misconduct
I m worried I'll be dismissed and I am now on my own with kids and a mortgage sad(

fubbsy Fri 17-May-13 13:09:21

Have a look at your staff handbook or intranet or whatever to find out exactly what the disciplinary procedure is. If you get a written warning, it should give you steps to take to improve and a timeline for improving.

I agree with flowery that it's odd they didn't try to address things informally first.

fubbsy Fri 17-May-13 13:12:31

Are you a member of a union? If so, get in touch with your local rep. They will know what the procedures are.

If it was really 'gross misconduct' I would expect you to be suspended from work pending the investigation. Is that what's happening?

sooperdooper Fri 17-May-13 13:23:49

I agree with flowery the first you hear of performance issues being raised shouldn't be a disciplinary hearing, your manager should've spoken to you informally before it came to this, unless it's a specific thing which is being classed as gross misconduct?

sooperdooper Fri 17-May-13 13:24:37

They should've told you if it was misconduct, what did they actually say?

flowery Fri 17-May-13 13:41:13

Depends what you mean by 'poor record keeping'. Some examples of that could be very serious indeed, others minor transgressions at best.

If it was something that could be considered gross misconduct you'd know what it was already and wouldn't be wondering.

Hellosummer Fri 17-May-13 14:14:46

I'm not suspended or anything
I've had a lOok through the policy - I havnt stolen or abused anything or anyone - none of the serious gross misconduct applies .
So it must be to do with my admin/ and caseload management
She didn't say what it was just that they would be starting a disiplinary investigation .
Oh fuck

Hellosummer Fri 17-May-13 17:28:56

Has anyone been through similar???

sooperdooper Fri 17-May-13 19:31:34

Is there anything in the handbook about how HR issues are handled? It's not normal to jump to an investigation without having had informal discussions about performance

I'd speak to a union

Hellosummer Fri 17-May-13 20:10:09

I'm not in a union. sad((
From the handbook it looks like they will do an investigation which may or may not lead to a hearing - if it doesn't it will be a verbal caution. If it goes to hearing it could be written warning or dismissal - depending on if it is misconduct or gross misconduct.

Leverette Fri 17-May-13 20:53:19

Message deleted by MNHQ. Here's a link to our Talk Guidelines.

sooperdooper Fri 17-May-13 21:33:41

Yes you can join a union and ask for immediate advice

flowery Fri 17-May-13 22:50:00

Most unions won't assist with pre-existing situations, otherwise they'd constantly get people who are the subject of disciplinary proceedings joining up the minute that happens.

Featherbag Fri 17-May-13 22:56:25

If there's a chance whatever you've done could be construed as gross misconduct, you should be suspended on full pay while an investigation is carried out. The fact that this hasn't happened bodes well - whatever the consequences, it seems whoever has launched the proceedings doesn't think it's 'that' serious.

Hellosummer Sat 18-May-13 17:21:35

Thanks feather, I hope so . I can't stop thinking about it . If I lose my job I'm up shit creek

minniedriver Sat 18-May-13 19:06:14

Your investigation official letter should tell you what exactly they are investigating.There should be no nasty suprises.

In meantime gather up supporting evidence your work diary to show how busy you were...the dates you were off sick and the reason why.Were you supported when you returned to work phased return etc? In the weeks leading up to you going off sick did you report to anyone how you were feeling? Did they respond?

During the time that you made the omissions/errors
Did you advise your manager at any time how busy and stressed you were? If so copy the email or letter...what was their response? If none that also needs highlighted.

Do you have the same level of support as others doing the same job as you? Eg secretarial support mobile phone?If not this needs highlighted.

Any colleagues also as busy- could they be called as witnesses?

If you are not in the union you can take a colleague in as a support and note taker into any interview- they can't say anything but even having someone taking notes for you is a help.

I really don't think you are for the chop...if your work record has been positive up until now I can't see it happening.Also like others say you would probably have been suspended.

Try not to worry and refer yourself to occupational health.

Hope that helps .

Hellosummer Sat 18-May-13 19:25:30

I didn't really tell my main manager what had been going on in my personal life, but my immediate boss knew from the beginning- last summer. I have been upset in the office at times which other colleagues have seen. I had my review in march where I lost it and ended up going home in tears. The stress at home the cause.
When I went off sick I think some clients complained but because I couldn't firefight them they escalated to higher level- who looked at he notes and saw that I hadn't provided follow up as promised.
As soon as I returned to work I booked myself onto some staff counselling sessions, so hopefully that will help me both emotionally and put me in a good light- eg - when I had time off I realised I wasn't coping and did something to help myself.
I think it's a stressful job, ( I have seen 2 other colleagues crying ths week due to heavy workload) and combined with what I had going on in my personal life - led me o make mistakes and fall behind on notes.
My actual practice isn't being called into question I don't think- and indeed I have 3 thank you cards from colleagues and clients from the past 6 months.
This is the first time ever I have been disciplined in 15 years.
I am still allowed client contact so it can't be that bad.....
I'm just so worried- I am now alone with my kids and what if I have to sell my house ??

Hellosummer Sat 18-May-13 19:26:25

Do these people have any compassion ?? Ie - would that fact be taken into consideration as well as my personal circumstances?

Spartak Sat 18-May-13 19:39:30

Is the fact that your record keeping isn't up to date likely to cause any concern for the safety or wellbeing of your clients?

minniedriver Sat 18-May-13 19:49:36

You are not a HV by any chance are you?

They have to consider the whole picture and take into account your circumstance,your previous work record etc,

The fact your line manager knew you were struggling with personal issues..did he/she do anything offer to refer you to occ health? Suggest anything else? If not this needs highlighted your employer has a duty of care to you and issues in your personal life can impact on your work.

The fact you went off after your appraisal means your manager should have put a plan in place when you returned to work following your sick time since they were obviously then aware of how bad you were feeling.
It is good that you booked some counselling.

If it comes to a disciplinary hearing would your colleagues speak up about the workload to support you?

Even though the union might not act on your behalf due to it being a on going investigation when you joined if you joined you could access free advice/ telephone helpline etc and sometimes helpful reps will speak to you and give you some pointers even if they can't directly support you.

It's also good you are not being taken away from client contact.

Try to have some quality time with your children this weekend and a glass of wine tonight when they are in bed if it helps.

I really don't think it will go to a hearing there is also a time frame for investigations as well so it can't drag on forever.- 'This too will pass'

Hellosummer Sat 18-May-13 20:21:24

Spartacus - no , we'll, some clients have missed follow up but it's not life threatening.
It's the not knowing exactly what it is try are investigating that's the killer, but I know I have been underperforming, notes not as detailed as try shond be, not following up on onward referrals, treatment not delivered in a timely way, people waiting too long.
It's good I have insight I think, and it was only when I stepped away from work I could see what I'd done wrong- it wasn't a surprise when my boss came to see me but I was surprised that they are following formal paths without a warning. But I suppose they have to follow procedures .

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