unexcused delay

[poptart1]

A relative of mine has been suspended for (originally) wilful delay to mail. This has been downgraded now (after 4 weeks of suspension) to unexcused delay and unreasonable behaviour. There is no evidence at all to support the unexcused delay charge as he did not do it. In the investigation meeting every point that management made was defended. When the minutes were issued (and guess what? posted to the wrong address!) they were a complete storytale! Actual 3rd party independent evidence can prove my relative's innocence so surprisingly enough the suspension has now made it to disciplinary meeting next week. The whole sorry story is disgusting and makes you wonder what sort of organisation this is

[Big Daz]

One that enjoys the conduct code

[poptart1]

Yes - that seems to be the case - but doesn't apply to managers does it? What surprises me is that the evidence can tell a different story to what they want it to but they can go on regardless! Maybe I'm naive but I wouldn't have thought this would be allowed

[meercat]

At the end of the day if your relative is sacked he can go to an employment tribunal where the evidence will be examined by independent experts and the truth will come out. For that reason it's important you log and date everything that happens so you have a record for the court. If he/she isn't sacked but disciplined they can put in a harassment form and there will be an investigation by an independent manager and again you will need good evidence.