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Have you raised the issues you have been having with anyone else in the management team?
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The main issue here is that if you have been continuously employed at your place of work for less than 2 years then your employment rights will unfortunately be somewhat limited. Most importantly, you will not be protected against unfair dismissal. This means that your employer can dismiss you for more or less any reason, and without following a fair procedure, as long as their decision is not based on discriminatory grounds (i.e. because of gender, race, religion, age, a disability, sexual orientation, etc.) or because you were trying to assert any of your statutory rights (e.g. requesting maternity/paternity leave, etc.).
So the issue here is that she can discipline you or dismiss you anyway, whether you had done anything wrong or not. It does not matter if it is petty, misguided or even untrue.
There is nothing stopping you from making a complaint against her – you do this via the grievance procedure at work. But be careful as this could aggravate the situation and she could just push through with a dismissal and you will not be able to challenge it.
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Does your partner work there?
you can certainly have your partner there with you - that should not impact your position in any way and the employer cannot really say anything about it
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remember they can dismiss you simply by giving you your notice period and you do not have grounds to demand a pay out - still nothing to lose by suggesting it
Hi there more than happy to answer follow up questions, please remember to leave your rating for the initial response, many thanks
Thank you. Whilst I agree that it is unfair to give you notice if you have done nothing wrong, as mentioned in your circumstances that is possible just because you do not meet the minimum criteria to challenge it. If you are attending a formal disciplinary hearing then you are able to call witnesses to support your case, but this only applies to a formal disciplinary, not t an investigatory meeting
well it would be very difficult to give you advice on how to structure it - this is not really done in advance as a lot of it is done on the day, depending on what the employer says, asks you about etc. All you have to do is raise the issues you do not agree with and provide examples of why you think they are wrong. I cannot really give you specific advice on that as i would need to see you in person to get full details of what is happening and then as mentioned it depends on how the employer deals with it on the day
Hi there, the ACAS Code of Conduct says that “The companion should be allowed to address the hearing to put and sum up the worker’s case, respond on behalf of the worker to any views expressed at the meeting and confer with the worker during the hearing. The companion does not, however, have the right to answer questions on the worker’s behalf, address the hearing if the worker does not wish it or prevent the employer from explaining their case.”
best of luck
it is a formal disciplinary hearing so you can call witnesses if needed
yes you should be allowed witnesses, the ACAS Code says:
The employee should also be given a reasonable opportunity to ask questions, present evidence and call relevant witnesses. They should also be given an opportunity to raise points about any information provided by witnesses. Where an employer or employee intends to call relevant witnesses they should give advance notice that they intend to do this.
what do you mean exactly - what you can do to resign if you are facing a disciplinary?
You are still bound by the contract and the notice period required of you on termination. This does not change whether you are facing a disciplinary or not.
You can ask for a break – nothing specific in law which says you must be given that opportunity but ask for it – they can’t forcefully keep you in
Many thanks for the kind feedback and all the best