Over eager to implement conduct code

[Flashman_]

Hi
Can anyone please tell me if there is a time-scale or minimum preliminary investigation that should be carried out by a manager into an alleged lost priority item BEFORE they start a formal conduct code fact finding interview? What I am saying is surely they must be in possession of all relevant "facts"(Such as a delivery card with a signature on it that prove the item was actually delivered and that turns up on the system a day after the conduct code interview) before they start accusing staff of loss?

Also is there any guidelines or rules that managers should follow with regard to what they tell a angry customer in this situation, as the customer in the case above threatened the delivery Postman`s life if he personally did not return the item. The Line manager had given the impression to the customer that it was clear that the postman had the item because he had signed for it and the delivery card had not turned up on the electronic system. So obviously in the customer`s and possibly the lino`s eyes the postman must be a thief! Clear cut - cue violent threats from customer to unsuspecting, innocent Posty! as he does his walk the following day.

I am posting this on behalf of a friend, He is very upset by this episode which has put him under a huge amount of stress, as he is very conscientious and feels he will be totally exonerated but is angry at the Line manager for pre-empting the CC procedure(causing unnecessary stress in an already stressful situation), and putting him in a positing of danger by telling the customer that it was all down to the postman, despite not being true and not having all the facts. He may instigate a grievance against the Lino for that reason, hence my questions!
Any help appreciated
Thanks

[andy2007]

I don't know what the official procedure is before, the "fact finding intervew". But what I can tell you, is that a "fact finding interview", as well as being the first stage of the disciplinary process, is also exactly what it says: an interview to find the facts.

As for the Line Manager telling the Customer that it was the Postie's fault, without completing the investigation: That's TOTALLY out of order! What the Customer SHOULD have been told, was that the incident was being investigated. Personally, I'd suggest putting in a grevance. But not until the investigation is completed, because as we all know, the Managers are a vindictive bunch. And there's little doubt that they'll try to stitch up your Colleague, if they know there's a grevance going in/already put in.

[Flashman_]

Thanks Andy2007, As expected this case has now been resolved with the total exoneration of the Postman involved. He may now pursue a grievance against the lino.

[TrueBlueTerrier]

Thanks Andy2007, As expected this case has now been resolved with the total exoneration of the Postman involved. He may now pursue a grievance against the lino.

I would advise him to think carefully about it. The only evidence you have that the Manager advised the customer that the postie had the item, is the word of an irate customer, and circumstantial evidence. They may decide that any grievance taken out might be in "bad faith". Of course if you have stronger evidence then I would go for it.

The sad thing is in any other workplace or business I would always recommend that a worker with a real grievance should pursue it to its fullest. With RM we all know of people who have taken out grievances and its turned round and bitten them.

Good luck whatever he chooses to do.

[Flashman_]

Thanks True BlueTerrier,
Yes its sad to say that taking out a grievance is not an easy option, but people should stand up against managers if they have done something wrong. If everyone did, maybe all our working lives would be better.

[parcelboy]

Thanks True BlueTerrier,
Yes its sad to say that taking out a grievance is not an easy option, but people should stand up against managers if they have done something wrong. If everyone did, maybe all our working lives would be better.

I stood up against a bullying manager and guess what i was dismissed ,its a shame that members of the union are not offered the same representation as reps when they know exactly whats going on.Its little comfort to me and the other 20!or so members dismissed that the manager involved has now been dare i say been removed from his position after a very lengthy internal investigation.If this is an admittance on RMs behalf that the person involved has over stepped his mark,maybe the CWU is now fighting to get these victims there jobs back or if not maybe at least have there pensions topped up with what contributions that have been stolen from them through one persons over zealous actions.Bet he got his bonus for being voted top sacking manager in England!