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Original poster

Urgent employment advice please

34 replies

Candle1000 · 08/11/2019 07:16

If you are off sick and have asked your manager to email you the disciplinary policy , should they do so ?

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Original poster
Candle1000 · 08/11/2019 07:31

Bump

OP posts:
JuniperBeer · 08/11/2019 07:32

Yes, however you’d probably raise questions.
Can you get it on the company intranet instead?

Original poster
Candle1000 · 08/11/2019 07:35

My dd was called into a meeting and told she was being given a disciplinary, she had no notice and no preparation. The manager has been discussing the meeting with other staff .

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Original poster
Candle1000 · 08/11/2019 07:41

Dd doesn’t have access to the intranet as she’s at home

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KatherineJaneway · 08/11/2019 07:44

Sorry I'm a bit confused. So she was called into a disciplinary - was she at work and is now home sick or is he calling her while she is sick?

GeorgieTheGorgeousGoat · 08/11/2019 07:45

Talk about half a story Hmm

Original poster
Candle1000 · 08/11/2019 07:49

Sorry for the muddle, trying to calm dd down and get ready for work

At dds work everyone checks their phone, including the manager . Dd was called into a meeting and told she was seen checking her phone and was given a disciplinary. The management is very inconsistent and poor- Manager has discussed another employee’s probation with the office staff . Dd is off sick and has asked her manager to email the disciplinary procedure , the manager has refused.

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Original poster
Candle1000 · 08/11/2019 07:50

Dd has gone sick after the disciplinary

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Original poster
Candle1000 · 08/11/2019 07:52

Dd’s College text her and said that the manager was talking to the office staff about the meeting while dd has been off sick . This all happened yesterday.

Sorry for the drip feeding.

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VanCleefArpels · 08/11/2019 07:59

How long as your DD worked there? If less than 2 years she really doesn’t have many rights unless there’s been discrimination in relation to a protected characteristic. Now is not the fine to get arsey about paperwork. Best to engage fully in whatever meeting she is invited to, taking a colleague if she would like support, and see what it is they have to say.

KatherineJaneway · 08/11/2019 08:00

The first question is, is it against the rules to check your phone at your dd's place of work outside of breaks? If yes, did she know that?

Original poster
Candle1000 · 08/11/2019 08:02

She’s been there 7months there are no rules re phones. I thought that you had to be given notice regarding a disciplinary meeting.

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Original poster
Candle1000 · 08/11/2019 08:03

VanCleefArpels the meeting has already happened.

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VanCleefArpels · 08/11/2019 08:06

Depends what the company procedure says - BUT as I said, at only 7 months service she’s hanging by a thread so best advice is to go to this meeting without being seen to be “difficult”. Young people are very expendable in the workplace sadly. Her local CAB (or CAB website is good) or ACAS will be able to give more detailed advice

VanCleefArpels · 08/11/2019 08:07

AH - cross post then! So what was the outcome, what is the appeal procedure, what’s next step?

Namechangeforthiscancershit · 08/11/2019 08:08

If they want to get rid of her and it's not for a discriminatory reasons then after 7 months they will.

Why has she gone off sick? Was she unwell before?

AmIThough · 08/11/2019 08:12

What happened in the disciplinary?
Is she actually sick?
How old is she?

gingajewel · 08/11/2019 08:13

Hr person here, yes they should email you the disciplinary policy, you are entitled to access to it and also you are supposed to have 24 hour notice for a meeting (although 48 hours is what company generally give) and you are entitled to a witness.

Original poster
Candle1000 · 08/11/2019 08:40

She has gone sick since the meeting, everyone looks at their phones but she has been singled out and has been given a disciplinary for it . She’s 21 and not very secure in herself. The manager has been discussing her openly with her colleagues.

In the meeting she was given a letter to sign , she had no notice of the meeting.

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Beveren · 08/11/2019 08:47

There may not be a specific rule about looking at phones, but I'm sure there's a rule about being expected to do the work you're paid to do during working hours.

VanCleefArpels · 08/11/2019 08:57

Time to keep her head down and show she can do a day’s work without distraction regardless of whatever anyone else does. You can help her by reminding her of her precarious position in the workplace (which is shameful and not fair but it is what it is). Is she actually unwell and is she following policy re self certification/doctors certificate?

WorldEndingFire · 08/11/2019 09:01

Just join a trade union. You're better off supported by a professional who knows the law with recourse to proper representation and advice.

www.tuc.org.uk/join-union

nauticant · 08/11/2019 09:05

OP, think about what you're trying to achieve. Then work out whether you can achieve that (probably not in view of the 7 months' employment). Then think about whether arguing with the employer will change things.

Be wary about spending time and energy fighting to make a principled stand when you'll lose and achieve nothing.

Clangus00 · 08/11/2019 09:05

So she’s not actually sick? She’s just afraid if the outcome. Time for her to pull up her big girl pants and get back to work and keep her head down and keep her phone in her bag.

AlexaShutUp · 08/11/2019 09:07

I'm not sure that going off sick is going to help her case, OP. Is she actually unwell?

I think you're right that she should have been given notice of a disciplinary meeting, and I also think that she should have had the right to be accompanied to that meeting. Doesn't sound like that was followed.