Disciplinary process

[LemograssLollipop]

Anyone work in HR?
I've messed up at work and been going through an 'investigation procedure' for failure to progress a file. This has been conducted via Teams.
I am told I need to have a face to face meeting to be informed of the outcome.
Is it usual for the outcome to be in person? I think there's a chance I could lose my job. If it's in person does it make it easier for them to ask me to hand my pass and laptop over?
Been trying not to over think it but now it's nearly the end of the process I'm reading into everything.

If you are dismissed do you have to disclose it to a new employer?

They need to follow a formal process which will include writing to you to.invite you to a hearing and advising you that you can be accompanied. You can bring a trusted colleague to support you.
You are also entitled to appeal the outcome
It may be that you are just issued with a warning, not a termination decision.

You don't need to disclose a dismissal to a new employer. Most references are general and don't include details on the reason for termination.

Thanks @Hillcrest2022 good to know about not needing to disclose a termination.

I think the two possible outcomes are a formal written warning or termination. I think a verbal is unlikely.

It is best to try and not overthink it but this is easier said than done. There isn’t a set in stone requirement to have a face-to-face meeting to let a person know the outcome of a disciplinary investigation. Depends on the employer’s own process and how the managers involved want to handle things.

If you’ve continued doing your usual work throughout the investigation and haven’t been suspended/asked to hand in your ID card and laptop etc, already in my view they would have missed the boat in most cases to do this if the investigation is finished.There has to be a sound reason for late in the game suspensions/ asking employees to surrender laptops and JD badges etc..The last thing you want to do is give an impression of a case having a pre-determined outcome, which would be arguable if an employer only decides to suspend someone or take away their ID badge, laptop etc. just as a case goes to a disciplinary hearing.

Will keep my fingers crossed for you. One thing from all my years experience to share is until you’re informed by a manager hearing the case what their decision is, it’s best not to second guess. I’ve advised on many cases where the disciplinary manager seemed to be heading towards dismissal but they ended up issuing a final written warning.