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Original poster

McDonalds Disciplinary

102 replies

OlafLovesAnna · 19/03/2022 15:09

My 16 yr old had an investigation today today as he missed one shift (didn't know he had it) and was sick for his next one. All his fault and it's his first job so he's finding his feet. When he went to the meeting today he was told he had to attend a disciplinary meeting next week with a more senior staff member and have sanctions from there.

My question is that given he's not in a union is it wise to ask for someone to accompany him to the meeting. The letter says he could also be accompanied by a colleague.

Also, he's on a 0 hours contract, so presumably they could just dismiss him. He doesn't have any mitigating circumstances, he was just disorganised.

He's quite worried about it and would like to know what to expect.

OP posts:
Fupoffyagrasshole · 19/03/2022 15:13

Jeez a bit much isn’t it - sorry to hear that!

no advice but just think for a zero hours contract job this is over the top!

How badly does he need the job? Could be just walk away and find something else?

Lobaloo · 19/03/2022 15:13

I've managed contact centre staff most of which weren't much older. The missed shift would be a first written warning for us. The sickness is just sickness so long as he followed the correct process of reporting it and hasn't breached the amount of "allowed" instances.

KELLOGSspeck · 19/03/2022 15:15

They sound like a terrible company. Does he really need the money?

Tbh I would leave with no notice or anything.

TigerLilyTail · 19/03/2022 15:17

My advice to him is to apologise for what happened. Don't make excuses but instead explain what steps he is taking to ensure it never happens again. Then to explain how much he enjoys the job and likes working there. It sounds like they don't want to fire him. Everyone makes mistakes!

HalfShrunkMoreToGo · 19/03/2022 15:20

Being AWOL for a shift he was due to be at is cause for disciplinary but they will follow their policy. Usually that is something like stage 1= verbal warning, stage 2= written warning, stage 3= fired. It will depend on if he's in probation period or not and what the policy specifically says. He should be able to access that through The employment portal and usually it's attached as part of the invite to the formal meeting.

Someone to accompany can be helpful if he has a lot to say and wants to make sure he covers it all or is concerned the case will be misrepresented. This seems like quite a straightforward investigation and case so a colleague going in would be more for his comfort if he needs the support.

DiamondBright · 19/03/2022 15:58

I would definitely recommend he takes a colleague, I've chaired lots of disciplinary hearings and while they can't speak for him they could help to keep him calm.

They have to follow their process regardless of age, length of service etc. because they need to show they apply HR policies consistently, and AWOL is a disciplinary matter.

He needs to explain he made a mistake and apologise, excuses will only make it harder, they'll be looking to get this done quickly. They don't know at this point if he's going to be a problem, that's why it has to be done formally and on the record.

Duracellbunnywannabe · 19/03/2022 16:00

When he was sick for his second shift did he ring up or just not turn up?

DiamondBright · 19/03/2022 16:00

@KELLOGSspeck

They sound like a terrible company. Does he really need the money?

Tbh I would leave with no notice or anything.

Presumably he needs a job and a reference when he wants to move on, the OP hasn't suggested it's a weekend job while he's studying just it's his first job.
Orchidsonthetable · 19/03/2022 16:01

@KELLOGSspeck

They sound like a terrible company. Does he really need the money?

Tbh I would leave with no notice or anything.

Do you know any sixteen year old who doesn’t? And working is good at this age.

Op, he’s already been told he can bring soneone, so he just needs to say who.

Not fronting uo for work at all one day isn’t good, and the reason of “o forgot” doesn’t really work for most employers, I think you know that. He will need to go in and try to have a mature conversation about how he forgot to front up for a whole shift or wasn’t aware he should.

Papayamya · 19/03/2022 16:05

@Duracellbunnywannabe

When he was sick for his second shift did he ring up or just not turn up?
Yes that would make quite a difference. If he would feel more comfortable with a colleague there (some people find it worse) then yes he should ask someone. Its his first job and he's still young so appreciate this is all scary for him I expect, but the best thing he can do is acknowledge what he's done (and the implications on the rest of the team etc) and how he is going to remedy it. Ie i will add my shifts to my phone calendar as soon as I see the rota and make sure to check it (or however they're informed of shifts), and I understand that the process if I am sick is y and will make sure I follow it.
WeirdlyKind · 19/03/2022 16:08

Will send you a PM!

Orchidsonthetable · 19/03/2022 16:10

And agree, when he was off sick how did he handle it, what did he say and when did he inform them?

Original poster
OlafLovesAnna · 19/03/2022 16:10

Yes it is all his fault and he was very apologetic at the meeting today. He's not in his probation period and has previously received 2 awards for being consistently on time.

He didn't ring in until the start of his shift rather than the 2 hrs before that's in the book so that's his fault too. I guess I could have rung for him but he was insistent that he had to do it.

He's doing A Levels and is generally very conscious and a real rule follower which is why it's stressing him out.

There are plenty of other options for part time jobs locally but he wants to be prepared for the worst case at the outset. From my point of view the meeting is at the beginning of a 4-midnight shift on a Saturday so if he's dismissed I'd like him to know straight away so he can leave and not work until midnight.

OP posts:
Original poster
OlafLovesAnna · 19/03/2022 16:12

Thanks for the advice though. In terms of colleagues to take he really only knows a few kids his own age, is that likely to help or can he ask for a different manager or someone else?

OP posts:
topcat2014 · 19/03/2022 16:12

Just send an email saying you have left with immediate effect. You don't need this at 16..

HalfShrunkMoreToGo · 19/03/2022 16:19

I think the people saying to just quit are giving bad advice, he's got a job which is a fantastic thing for a 16 year old. Part of having a job is adhering to the company policies and in this case he hasn't. It sounds like he's generally good so I would suspect that this will be a telling off and a reminder of what he should have done, which is a reasonable outcome for his actions and exactly what should happen in a professional environment.

OP, any colleague who is capable of being sensible, is supportive of your son and can help him to feel a bit calmer will be fine. It doesn't need to be a manager as their role will be very limited. Your son will be doing the talking and it sounds like he is aware that he needs to just apologise and confirm that it won't happen again as he knows that 8n this case he was in the wrong.

WeirdlyKind · 19/03/2022 16:26

They're not going to sack him for this. He'll probably end up with a warning but they won't sack him.

Ylvamoon · 19/03/2022 16:31

I agree, he should go and apologise for missing the shift and notify them to late for his illness. Them explain how he will ensure that it won't happen again in future.

I find although it's called a disciplinary, it's probably more a fact finding meeting. They may ask themselves how serious/ reliable he is about the job? Is he unhappy in the job? Problems with co workers? ...

From the information you have supplied, I think he will be fine, and all can be shelfed as experience.

Blossom64265 · 19/03/2022 16:31

He is 16 and it is fast food. He could just go to the next shop and start working there. I understand you want to instill a sense of responsibility, but there are zero stakes here, don’t let him get too worked up over this. His priority should be school, not a temporary job.

MajorCarolDanvers · 19/03/2022 16:32

If he wants to stay

Definitely take a colleague
Write down what he wants to say
Be calm and apologetic

Otherwise just resign and move on

Londoncallingtothefarawaytowns · 19/03/2022 16:37

Life lesson for him OP,
This is the consequences of not turning up and not following procedure.
I know he's only a wee guy, but he lol never do it again will he?
He'll learn that he must double check his rota and call in sick well in advance.
Teens kind of think employment is a bit like school and an " adult" will sort it out for them haha.
Actually it's good experience for uni/college as the tutors won't hassle you for your work-youll just fail if you don't provide it.
Hope he doesn't get the sack.
But either way, he ll learn.

Londoncallingtothefarawaytowns · 19/03/2022 16:38

*and yes he should be able to take a colleague in ,

Myothercatisadog · 19/03/2022 16:42

That sounds harsh ,OP. You have been given very good advice from PP. Please do get him to join a union right away. USDAW, Baker's and Unite wld be the ones I think and most have a Young Worker Section and the subs are very very low.

MrsWinters · 19/03/2022 16:53

HR policies will say he can only retake a colleague. So I’d say as a parent, in his A-level year, phone them-say he’s apologised but any further action is inappropriate. They can either move on or he resigns with immediate effect.
Have him apply for other jobs- just as a start from scratch, don’t mention where he was before-he doesn’t need a reference.
I’m all for holding employees to a high standard, but he’s a kid for god sake and has already apologised. They pay less for them, so need to grant slack accordingly

user1471504747 · 19/03/2022 16:54

To put it bluntly joining a union would probably be a waste of money. That’s not advice I would usually give. But, presumably if he’s only 16 years old he hasn’t been there for 2 years? In which case he could be sacked for no reason, he’s only protected against discrimination. He probably doesn’t earn much so even though a union wouldn’t cost much he probably still wouldn’t actually get his money’s worth.

I would say if they were going to sack him they would just do it, instead of having a whole meeting etc. It sounds like they’re prepared to give him another chance hopefully. I think he needs to go to the meeting, apologetic and prepared to show he understands he’s in the wrong, why it’s important to follow procedure, and what he’ll do differently in future.

If he does end up getting sacked it’s not the end of the world, it might be worth asking what his reference would look like. Most references will just be confirmation of dates of employment.

All the best to your son OP