to think they can't sack a whole department?

[WhereForArtThouBray]

I work for a large company which is split into smaller companies. some of these companies deals with a particular aspect of the business, for example Plant procurement, Pensions, Fleet.

One of the companies/departments had a whistle blowing complaint made and whilst HR were investigating they uncovered lots of other things that were wrong.

The Managing Director and the Manager were both suspended whilst the investigation was ongoing and it has come to a point now where all of the staff members have been charged for Gross Misconduct and will be facing disciplinary proceedings with the group solicitor.

The misdemeanors are different in each case, some theft from the company for using company assets for their own benefit, some tax evasion and other things. The wrong doings were widely known about and accepted as a perk of working in that dept/company.

Surely HR can't dismiss an entire dept/company of staff in one fell swoop?

I am not implicated or involved, it doesn't affect me at all but these are colleagues I have worked with for a very long time so I am of course worried about them.

If things are managed properly, everything should be documented enough that no hand over is really needed. When it hasn't, well, people do work it out quickly.

I've had many jobs but none have ever had any documentation that would allow anyone to pick up a whole departments work overnight, what kind of workplace would have that?

"There really is nothing that cannot be outsourced to a company at short notice."

Not true. But in the company op works in it sounds entirely reasonable that they'll cover it. Op, you might get moved departments

coconuttelegraph
any decent workplace who wants to be able to function without relaying on a few individuals.

On the other hand, I have never heard of any business or company who had to close down because they got rid of an entire department. No one is essential.

I may get asked to pitch in with a particular aspect that is similar to what I do but I will definitely be staying in my current role. I have helped out in this area before to cover unexpected sickness.

The other aspects are not something I have any knowledge of and wouldnt want to start. Totally different dept, roles, service to what I do.

To be honest every department could pick up and carry on if one or two or more were suddenly asked to leave, but not the whole entire department.

If I or anyone else were abducted by ailens the rest would muddle through but if the whole dept were to win a syndicate and emigrate to the Isle of man it would be much more difficult.

Just be glad you aren’t involved! I’ve been in a department with things have happened, people suspended and dismissed. And even though I had nothing to do with it, but still had to be interviewed and give statements, it had me on edge until it was over. It’s a horrible environment to be working it, I think my stomach was full of butterflies for several months- and I was an innocent workmate.

If you really want to know what the sanctions are, look at your staff discipline and misconduct policy. HR might investigate but it could be a senior person from another dept. They report and then it’s decided if the misconduct is gross misconduct or not. If it is, for each person, there will be a disciplinary hearing. Sometimes misconduct policies set out what misdemeanours are instant dismissal. Others are in a grey zone but could be dismissal.

The other issue is that managers have allowed this to happen. They have greater responsibility and therefore culpability. It was them who allowed the rules to be flouted. Younger or inexperienced staff will have gone along with standard practice. I would expect some recognition of this in the punishments. So there could be hope for them.

I’m not sure how they haven’t paid tax. Do you not pay via PAYE? If not, they might have been claiming to be self employed when they were not and thereby avoiding tax. In that case, surely HR knew about it or payroll? Lots of poor practice I think!

I would expect it's a taxable benefit that's not been declared, such as a fleet department letting staff take home cars and work vehicles for personal use. The staff would effectively be stealing, as they are depreciating an asset, and the managers or payroll department should be declaring it for tax reasons, so that staff could have their PAYE codes changed.

I am an investigator at a very large (tens of thousands of employees) company and wouldn't necessarily say that everyone should or would lose their jobs. A fair and thorough investigation will take in to account all the mitigating circumstances, including the fact that management allowed this to happen so, effectively, condoned the misconduct.

I would hope that a very large company would follow due process.

@knobjockey, its not exactly that but very similar with the same implications