Less than 48 hrs notice to attend disciplinary meeting?! Pls help!(14 Posts)
If anyone could help I'd be hugely hugely grateful. Today my DH got an email informing him that he needs to attend a disciplinary for gross misconduct. It's less than 48 hrs notice, is that right? What should we do?
It's also being held by DHs manager who is the one that authorised DHs project which it is alleged he used confidential info.
Surely it cant be right, my DH says you gave me the go ahead, what's his manager going to do? Protect himself and say no I didnt. It can't be right that he holds disciplinary meeting can it?
Back story is that he was asked to work on a project from end of June to end Dec by his manager which was based on DHs idea of using information to create sales leads.
This was agreed with DHs manager and his managers manager.
Someone inside the organisation kicked up a fuss and said that he shouldn't be using that info.
This lead to him being questioned by internal affairs. He was told he couldn't be accompanied by anyone in that meeting, it was illegal for him to record the meeting and when he tried to make his own notes they asked him to stop at question 3 because it was taking too long. The meeting was minuted but DH has not seen the minutes to check if they are accurate. Only three people in meeting, one being DH two others are company representatives.
It's alleged that he deliberately misled people over what info was being used which is utter trash, as his manager and managers manager were fully aware.
My alarm bells are running riot. It's a large blue chip organisation that currently are making employees - usually long serving, high salary employees - redundant on basic Gov plans. I strongly suspect that this is a way to get someone out without paying redundancy.
Does anyone please have any idea what correct HR practise should be or what we should do?
To me the whole thing sounds really suspect and I think he's being made a scape goat.
DHs idea of using information to create sales leads
Just wondering what possessed your DH, using personal information for sales leads?
Does he know anything about Data privacy which is a massive hot topic in organisations?
I expect the management have called an emergency meeting and have escalated the matter. Sorry but whether or not your DHs managers approved it, he should have realised it was risky.
Hi Daisy, thank you, but it's not that type of information. Its difficult to say without being too specific on here which I don't want to do. It's all business to business, no personal info whatsoever. It's all partner organisations within a particular business type. He doesn't have any contact with real humans, public etc.
Do you have legal expenses cover on your home insurance? If it does have a look at the wording and see if it covers employment disputes. They should be able to give you some advice if you call them. I'm not sure if the rules for meetings etc when gross misconduct is alledged. If it's a blue chip company there will be a policy on the intranet so suggest that as a starting point.
Thanks Peas, I'll check the policy! Great idea.
He's entitled to reasonable notice - why not ask them for a postponement to give him more time to prepare?
And tell him to take a companion.
(I'm assuming he's worked there for more than two years).
Company should have a disciplinary policy. DH should ask for a copy. ACAS can give advice and useful info on their website. Make sure DH accompanied if possible by union rep or colleague. Agree you should check if home insurance has legal protection. Been there with DH. Good Luck
Fair enough Rose. It sounds very dodgy for a blue chip company to lack due process. It must have been so stressful.
The thing that would worry me was He was told he couldn't be accompanied by anyone in that meeting
For any formal disciplinary, I'm almost certain you can take someone into the meeting with you eg a colleague or union representative. And you can talk with them in the meeting plus they can give you support but can't speak on your behalf.
Did they tell your DH what the next steps are? They have to do that, very soon.
How did your husband come by this information? Is it information in the public domain which he was using in a way that the company have decided isn't appropriate? The information doesn't necessarily have to have been personal details about individuals for your husband to have been using it incorrectly.
Hi Still, it's difficult to explain without saying too much but it's day to day stuff. It is sensitive to people outside of the business but had not gone outside the business.
Even so, the project he's working on is still in the planning stage and at each part of the planning stage, different managers have been consulted with and have agreed what part of this info could be used at the next stage going forward.
The project hasnt even been executed upon yet.
If the information was provided for one purpose and your DH is using it for another then I think he is potentially in quite a lot of trouble. You mentioned he had cleared it with his manager, does he have an email trail detailing his proposal and their agreement? I think it will be relevant to consider how he obtained the information, did he have it already and, if so, was it for another purpose? Did he request it and make clear how he was going to use it?
Thank you, I put this in an unreasonable thread for more traffic.
Will anyone from HR be at the meeting? But I agree, ask for a postponement and the disciplinary procedures.
Thanks EBear. They haven't confirmed yet who will be at the meeting, but I understand it should be held by an impartial person?
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