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Hello, my name is ***** ***** it is my pleasure to assist you with your question today. How long have you worked there for?
I have worked there for 6 years
I have never done anything like this before and it is totally out of character
I sent three 3 emails one of which was directed at my boss and wasnt abusive but questioned some how he spent his time
two further were directed at colleagues of mine which used abusive language about my said boss. they took offence to this.
An investigatory is just that - it allows the employer to ask you questions about what happened and gather evidence which they can then use to decide what, if any, further action to take. It does not mean you are guilty of anything yet and they also cannot take any formal action against you. What usually happens is that they will hold this meeting with you and conduct whatever other investigations they may have to, then they would consider all the evidence and decide whether this is something that they need to formally discipline you over, or they would take no further action.
Is something like this a sackable offence
I was very drunk when i sent it and i apoligised straight away in the morning when i realised the awful misatke i'd made
using abusive language could be a serious issue but it would depend on other factors as well - what prompted it, whether your record to date is clean, how long you have been there for and so on. Obviously being drunk is not an excuse but can be used as a mitigating factor
I do actually have a good working relationship with all three ppl but it was a very ill judged set of emails.
I've worked there for 6 years but 2.5 years i did have a poor performance rating for the prior year but i rectified this.
Since then i have been very proactive and tried to take on more work.
if you show remorse, apologise and point them to your long clean record, together with the circumstances surrounding the emails you sent, such as your state of mind and being under the influence, then all of these are factors they should take into account. The poor performance rating should not affect you now, especially as it is not a misconduct issue, rather a performance one
Qu: I have the investigation meeting on Monday, should i talk about how much pressure i've been under recently. Along with the items you said above I also will be moving flats this wkd, I have a wedding to orgainse for next year and two new direct employees who have started under me in the last three weeks.
this is all probably more relevant to a disciplinary hearing where you have to defend yourself, rather than an investigatory meeting where you will be asked to answer questions by the employer
but should i not mention that i have been under a lot of pressure and this may have lead me to be in that state of mind as well as the alcohol?
yes you can do, there is no harm in mentioning any of that
In you eyes which way to you think would go?
if my name was Mystic Meg I would gladly give you a prediction but sadly I have no idea, it depends on the employer really, what they find, how they believe they should deal with this and so on
I do work closely with all three indvidiuals and we havent had any issues before
but then if i have offended them so much, it really may be that which sways the compay's decision
it is not just about that, this is just part of the issue
as you said i need to show the remorse and apoligise
it really was poor judgement on my part and i need to make them aware that its not something that is the norm for me.
yes that is always advisable
I have been also looking for other work, this role i'm in is for maternity cover andi dont wish to return to my old role
Would it be advisable if it looks like this situation is going down the path of disciplinary for me to hand in my notice?
that is a personal decision but you would still be expected to work through your notice period and in the meantime the employer could still take disciplinary action against you if necessary
right ok, but if i do that before they bring up a case of gross misconduct (which is whatthe HR Director told this could be) and a case of instant dismissal would me handing in notice mean i have a month notice
and superceed what they are trying to do?
well whatever is in your contract you would have to serve, if that is a month then that is what it is. However, in that month you can still be dismissed for gross miscinduct if it comes to it
right got you
so it really doesnt make a difference
I think my last qu
is it worth me taking a colleague or union rep?
you have nothing to lose, it is always good for support or if they can takes notes on your behalf
it can only be a colleague or trade union rep
alright thank you today, not sure if youve really got me what i was looking for but i feel i did want a mystic meg.
you have clarified a lot, and its much appreciated
:) you are most welcome, hope it goes well