Many thanks for your patience. Whilst shouting/swearing in the workplace can be a disciplinary matter, the background to the situation will need to be considered and if you were provoked or deliberately set up then these factors need to be taken into account as a partial defence.
My concern here is that one single person has been involved in the whole process so far. This could be understandable in a very small company, for example a one man band running his own business, so he would be the only manager who can deal with such issues, but in larger employers where there is more than one manager the duties should be split and wherever possible different people should deal with the investigation and disciplinary. Also, if a person has been involved in the incident that led to the disciplinary they should not be involved in the formal disciplining process as there is likely to be bias. Some of this is actually dealt with under the ACAS Code of Conduct, which employers must follow if there is a disciplinary issues at work. Check here:
In terms of your rights, you cannot have a lawyer get involved in the disciplinary process – that only happens once your employment has terminated. Until then all you can rely on is a trade union rep or a colleague to accompany you at any formal meetings. However, if you re dismissed as a result then you will have the right to challenge this. Similarly, if you are left with no other option but to resign, you also have the right to take this further.
This is your basic legal position. I have more detailed advice for you in terms of the options you have should this result in dismissal, or you are forced to resign, which I wish to discuss so please take a second to leave a positive rating for the service so far (by selecting 3, 4 or 5 stars) and I can continue with that and answer any further questions you may have. Don’t worry, there is no extra cost and leaving a rating will not close the question and we can continue this discussion. Thank you