This is a typical setting when they want you out. Nobody in that room is there to support the employee. HR is never there for you, they represent the company. Good luck Peter on your new adventures.
Peter should have corrected minutes at the end. They say Peter did not want to be accompanied. Peter should've corrected he wanted to be accompanied by his wife, but that isn't permitted.
Peter was already advised that he would not be allowed to be accompanied by a family member. It's Peter's responsibility to arrange a companion to attend and the disciplinary manager was correct in pointing out that he was entitled to be accompanied giving him the opportunity but Peter declined representation.
I had one of these. I temporarily lost sight of the sane world, turned into a cubicle-a-saurus, hopped up on my desk and began screaming like a raptor.
Yup and he is alone in the meeting!!! Never make this mistake people. The dictated terms are also wrong. The representative can in multiple circumstances, answer questions on the employees behalf and even adjourn the meeting. Infact if the company reps were to not recognise me as the employees representative I would immediately adjourn the meeting until such a time as they did. If you go to any investigative or disciplinary meeting without representation, expect a very confrontational approach from the company, unlike anything you would experience when having representation with you. Seriously, sometimes just having good representation with you can see the company reps piss themselves right then and there. Never go in to these meetings alone. EVER!
I have a meeting on Thursday with HR I won't be going alone. I had previous meetings with them, they were hostile. This next meeting is in regards to disciplinary action, I think they will dismiss me. Any advice on what I should do in the meeting?
@Gehan Oates Although big companies consider almost anything serious misconduct these days, or at least try to label it as such. It takes something pretty damning for instant dismissal. You would have to be putting co-workers, company product or equipment at risk of harm. If it's an actual disciplinary meeting, then im guessing they've already given you a chance to respond to a set of allegations. Only real advice I can give, is to have representation and take really good notes on everything said. Always keep a paper trail. Email hr every step of the way confirming what was said etc. Times, dates, exactly who was present. You may need this stuff if you want to make an unfair dismissal claim later on.
@@dimelett55 I have recorded all our meeting so have they. I have copies of all the recordings. They are trying to turn things on me by saying I am uncooperative, it's actually them. I have evidence that they broke the equal opportunity act. They seem to be ignoring this fact, even though I explained it to them. They want to focus on anything but that. I have times dates and recordings. They even offered mediation but never came through with anything.
@@dimelett55 Absolutely NOT THE CASE a union rep or companion CANOT answer any questions directed at the defendant or on their behalf. This is dangerous advice. The company don't have to recognise you as the defendants representative and if your an outsider they don't even have to allow you in the building. A union rep is also expected to provide identification on arrival. There is No Right to be accompanied at an investigation meeting, again dangerous advice. You've stated that "the company representatives will p*ss themselves if the employee has a representative" Again, This is Not the case, an HR professional is highly skilled in all areas of employment law, far more than a union rep.
I have been accused of certain allegations for which i have been suspended for until further notice. Given that i am on probationaty period i think they probably will dismiss me. However they haven't given me the exact allegations in writing but they did say it could be classed as harrassment and potentially gross misconduct. But i have completely denied the allegations and i have been in touch with my well being team, my GP and support officer. I haven't joined any union so the company will probably be rubbing their hands because i am an easy target for dismissal. However I have spoken to Acas so that I can get lawyers involved. Im just shocked, angry and upset that somebody can just openly accuse somebody of harrassment even though you keep everything professional. What will most likely happen to me, what are the steps and what should I do in this situation. Thanks.
@@chinchillakaA Union won't get involved in on going matters. A company doesn't have to recognise a union and can decline to have one present from a remote location if a more suitable person is on site.
That man said he wanted his wife and then the man told the HR to write he did not want anyone!!! So bad hearings and contradictory, law needs to change or something to alllow a member of family to be present not everyone has a rep and a worker is too frightened to say any or do anyting its all for the employer and not the employee three against one man in that room disgusting
These companies frequently lie and there should be a witness to put the other side of the story. I worked for a water company that was fond of giving disciplinaries for the slightest infraction. In fact there was one employee that had over 50 verbal warnings running concurrently on her record. They told people that they wanted them to use their initiative, but when I did, I was invariably punished for it. One day a complaint sample came in and stunk of petrol, I was doing sample registration that day and as such was in early, so I decided to assign it extra fast track analysis as I could clearly see that there was something dangerously wrong with these people's water supply. That earned me a verbal warning. We had a total organic carbon machine and we used to get some clearly really crappy samples in. If you have a crappy sample then the machine does not return to baseline before analysing the next sample, so the following result will not be accurate. So the obvious solution is to put in a blank sample following each crappy sample to re establish the baseline. Manager sees this goes nuts, another disciplinary. I she says the standard operating procedure does not say to do this and I counter with, it does not say not to do it and it is simply common sense if you want accurate results. I go on to say that I have serious reservations about some of the crappy samples that we are putting in the machine and that perhaps those samples should be left to settle and be decanted in. She says that would not be a representative sample. I concur and say that in that case the solids in these samples should be homogenised first as these big bits are likely to clog and damage the machine and these sample are already causing unreliable results further down the line. Another verbal warning. The inevitable happens and the glass reaction vessel develops a crack and the boss tries to make out that I have sabotaged it and because I can not fix the glass reaction vessel with superglue and make it work, cue another disciplinary. Thankfully, I could prove that the vessel must have cracked while it was in use by someone else and it was definitely not me who had sabotaged it as per her accusation.
Always go with a Union representative. Unite the union are the best and they can help you a lot in this hiring disciplinary. They know a lot about the law and they know your right and so they can defend you and actually put the company in silent, btw never trust HR, managers that work in the company, do not thing they are there to help you, they will always trying to talk to you in a nice way and ask you a lot of question to fishing for information, be really careful to do not increamenate yourself that why the best advise if to go in any kind of meeting accompanied with one Union representative, I done it and they had helped me a lot. Please don’t trust the company hr or managers that will be in this meetings cause they are employed by the company so they will only care about the company and not of you.
It's not a statutory right to be accompanied at an investigation meeting and your employer can require you to attend alone without notice. Having a union representative present at a disciplinary hearing doesn't worry HR as they know the limitations of their role what a union can and can't do. They are there as a witness and cannot answer questions on behalf of the defendant or do anything to prevent the manager from conducting the hearing.
I love the way that even in this onstructionalvideo HR and the chair twist things. He says 'i wanted to bringy wife but hr said no' which is factual. Hr jump in 'we exaplained you could have.. Etc. So.. He has explained he did wamt to be accompanied, but wasnt allowes to bring the persom he wamted. Hes asked if hes happy go proceed without accompayment he says yes. What dies the chair dictate is put in the notes is not 'he is happy to proceed without accompanymemt because hes not allowed to brimg the psrson he wanted. Whats put in the notes is' he wished npt tobe accompamied. Which is not a true statement. Why are HR peiple obsessed with lying? .
stupid comment. HR roles is to let the manager know what they legally can and cannot do not sit there silently. Because each country has different laws for the workplace and if management don't listen to HR it can cost the company. America might be stupidly lax in HR but here in australia for example we have fair work australia a federal agency who's role is determining and enforcing workplace rules, workers and employers rights and they have a very VERY big stick. because any court case involving business are held by them not by local, state or federal judge. big companies like 7-11 have been brought to heel a couple of times for underpaying staff and the fair work ombudsman is a help line that staff can call if they feel their company is not doing anything. other countries have similar laws so before meetings like this, learn your rights as an employee, always have a neutral observer and get written documentation of everything if there is a dispute.
