Grievance

[Sparklybutold]

Got an email yesterday out the blue inviting me to a grievance meeting. No detail about what the grievance is about in the letter. Seems my managers don't know nor do HR? It seems the only person that knows is the investigating officer? And whoever made the complaint?

I have looked at the policy which frankly isn't very clear.

I hate the unknowns and this is really stressful? I'd have thought that if you are attending a meeting where a complaint has been made against you then you would be given the details of what this is about prior? I've contacted the investigating officer who bounced me back to HR, and then HR said they don't know the details and have bounced me back to the investigating officer. The lady from HR was abrupt and demonstrated no care. The call ended abruptly when I asked ‘so there's nothing you can do to support me?’ next thing I hear is the ring tone - great.

So it's the weekend tomorrow and I am working. Bloody fantastic.

Any advice?

@Wisteriaroundthedoor I'm working tomorrow and Sunday. Meeting Wednesday.

@Wisteriaroundthedoor I'm seriously tempted to call in sick tomorrow - I feel awful and just don't want to go into work until this is over. How am I supposed to work and carry on as if everything is fine? I feel awful.

Yes, but you need to have a meeting and tell them that. You don’t just email them or call them and say off you pop,…

@Wisteriaroundthedoor

Can I get in trouble for doing this? I feel extremely stressed and no one at work has demonstrated any understanding or reassurance. I've literally been treated like crap.

If it was gross misconduct serious you'd be suspended. I think! But they often don't tell people which is silly as the union gets people off who they shouldn't really because procedures are not followed.

I think you need to go in, honestly pulling a sickie isn’t going to make this any better, and they may think is guilt..

There’s actually no legal right to be accompanied to an investigation meeting, only to a formal hearing (which this shouldn’t be as you’ve been given no prior information and they’ve referred to it as fact finding). Lots of companies do allow it though under their policies or just as best practice.
Personally I would always ensure it is explained to the individual why they are being called to the meeting without being specific about the issue - letting them know whether allegations have been raised about them or about someone else. Otherwise it’s just incredibly stressful for some people.
If this hasn’t been made clear and they aren’t being forthcoming, I would assume it is about you (given they’ve said you can take someone, I really wouldn’t think they’d bother doing that if they were just using you as a witness) and take it from there. Sorry they are making it all so vague.

@Wisteriaroundthedoor guilt for what? I don't know what its about?!?

@Wisteriaroundthedoor yep, we would meet with them (and minute the meeting), explain to them why they need to be suspended (so at this point the nature of the allegation would be clear), and then HR would appoint an investigating manager who would schedule meetings with the accused and any other relevant parties.

And generally the initial "you're being suspended" meeting would be scheduled very quickly, like the same day at the latest. We wouldn't schedule a meeting to suspend someone days in advance.

But how haves you been treated like crap op? Other than the one hr employee who has clearly been told not to discuss and unacceptably hung up, past that they can do what they are doing.

Keep it confidential. Invite to fact finding meeting, allocate an investigation manager, offer you to take representation.

I feel like crap.

Ah we would as we give the employee time to get representation. We’d never do it so fast they couldn’t organise that for that meeting, it wouldn’t be acceptable for us.

Op if it’s a spurious complaint then try not to worry, when you’ve not done anything there is no evidence of anything.

I've been treated like crap as no information about the meeting has been forthcoming. This is the basic info required as advised by acas and my union rep. If there was good reason for not disclosing this then they could have states this in the letter. Contact investigating manager who tells me to go to HR, HR awful who says go to IM, IM then says you will find out wed?

Both of my managers apparently have no clue what its about and the HR lady inferred that the HR team doesn't know the details just that a meeting had been arranged. HR lady also stated how unusual the meeting was. So even the HR lady found it odd. And I'm here, wondering what the fuck is going on and I'm supposed to work tomorrow and Sunday in a role which requires me to be present and involved.

It's been handled terribly with no regard for the impact of dropping this on someone. And I know I'm.not the only one this has happened too.

Did the second manager also respond then and say they don’t know either? There can be reasons they don’t state it. Ie police involvement, evidence destruction even protecting the complainant.

please try not to worry you’ve not done anything so nothing can happen.

Having read this update, then sorry but I also think the grievance is about you. I would definitely arrange to take someone to the meeting with you.

@Wisteriaroundthedoor I'm glad you can be so non chalant about this. This is perhaps the problem with some HR people that they don't realise the impact of something like this. I'm sat here racking my brain. The secret squirrel shit just makes me paranoid. It's a caring role and yet no care is being demonstrated towards myself. The HR lady on the phone was bloody useless and just came across as though as I was bothering her. I am a caring and conscientious person and stuff like this just doesn't roll off my shoulders.

I have supported other colleagues who have been treated terribly by this company, so yes it does frighten me because I've seen how they treat others.

Op, I’m not the bad guy, I’m just trying to help. This is not the grievance hearing, it’s the fact finding meeting, they can tell you the grievance at this meeting. They are going to work out at this meeting if there is enough grounds to proceed. They will tell you in person. After this they will decide if it is going to full on grievance procedure and at this point if it proceeds you will get it in writing and then move to a grievance hearing.

No response from second manager. But this isn't unusual for her.

If you are in a union. Only go in with union representatives

It's just so stressful. I'm sorry I shoidknt have snapped at you. I'm snapping at you because I can't at them! Sorry again. Thank you for taking the time to try and explain. Any advice? Other than meditate?

Problem is I'm a part of free speech union and as I don't know what its about they've questioned whether they can go?

@Sparklybutold no probs, it is very stressful 💐

I really would try to put it out of your mind for now and wait for the meeting.
I wonder if there has been a whistleblowing allegation (possibly even anonymous) and you’re a witness?
They all need to be investigated but it might not be about you at all.