Conduct Route - Advice needed please.

[Lenny honeyball]

Ok for obvious reason, i wont go into details, but to cut a long story short, One of my managers is taking me down the conduct route for 'failing to comply with a reasonable request' I am disputing this vigoriously.

We had a fact finding meeting 3 weeks after the incident occured with the manager involved. I believe the format is you have a fact finding meeting, then after which, an outcome is decided as to what action if any is to be taken.

I went into the meeting with my rep, and during the meeting, my rep mentioned that according to the conduct manual/book any incidents such as this, must be investigated "thoroughly" by the management, we both felt this hadnt been done, I had several witnesses who back up my version of events in response to the managers version, and yet, these witnesses WERE NOT spoken to at any time, so clearly we both felt this had not been investigated "thorougly". Also I believe that again, according to the conduct manual/book, any such incidents like this must be dealt with within 14 days of the original incident happening.
is this true? Because the incident happened at the end of Jan and the FF meeting was 3/4 weeks therafter.

At this stage I have been given a copy of my statment taken from the Fact finding meeting to read through and sign and return to manager, whereas a outcome will be decided as to my 'fate'.

Am I within my rights to refuse to sign this because the conduct format was not adhered too? Ie the 14 day period had expired and the investigation was not carried out throughly?

Regretfully my rep is off sick, and the other rep hasnt got back to me yet.

Thanks in advance.

[k979aaa]

Ok for obvious reason, i wont go into details, but to cut a long story short, One of my managers is taking me down the conduct route for 'failing to comply with a reasonable request' I am disputing this vigoriously.

We had a fact finding meeting 3 weeks after the incident occured with the manager involved. I believe the format is you have a fact finding meeting, then after which, an outcome is decided as to what action if any is to be taken.

I went into the meeting with my rep, and during the meeting, my rep mentioned that according to the conduct manual/book any incidents such as this, must be investigated "thoroughly" by the management, we both felt this hadnt been done, I had several witnesses who back up my version of events in response to the managers version, and yet, these witnesses WERE NOT spoken to at any time, so clearly we both felt this had not been investigated "thorougly". Also I believe that again, according to the conduct manual/book, any such incidents like this must be dealt with within 14 days of the original incident happening.
is this true? Because the incident happened at the end of Jan and the FF meeting was 3/4 weeks therafter.

At this stage I have been given a copy of my statment taken from the Fact finding meeting to read through and sign and return to manager, whereas a outcome will be decided as to my 'fate'.

Am I within my rights to refuse to sign this because the conduct format was not adhered too? Ie the 14 day period had expired and the investigation was not carried out throughly?

Regretfully my rep is off sick, and the other rep hasnt got back to me yet.

Thanks in advance.

Do not sign it till your rep has ok it but you can refuse too sign anything you want and let them take it with the witness too a meeting with DOM or even E/T!. I WOULD NOT SIGN THIS STICH UP. hope this helps you

[Lenny honeyball]

Unsuprisingly the written statement I have been asked to sign and return, differs considerably from the actual Fact finding meeting statment I gave.

Managers must think we're all as stupid as they are.

[brothermagrew]

Unsuprisingly the written statement I have been asked to sign and return, differs considerably from the actual Fact finding meeting statment I gave.

Managers must think we're all as stupid as they are.

Then on no account sign it. Or you will only sign it and return it when the necessary corrections and amendments have been made. If there are any differentials as they clearly are then they need to be corrected. Again get your rep or other rep in on things.

http://www.cwuglasgowdistrictamal.co.uk/rmconduct.htm" onclick="window.open(this.href);return false;

[wolfie citizen smith]

lenny fill in and send of a bullying and harassment (H1) form straight way.
Under no circumstances can a manager challenging you regarding not doing a reasonable request conduct a FF as there is bias there.
Do not sign anything.
Ask your colleagues that witnessed the incident if they would kindly sepperatley write out statements to the facts and encourage them to give you copies of them, which will strenthen your bullying and harassment case.
good luck brother

[Lenny honeyball]

Wolfie, I did put in a B AND H complaint against this manager straight after, but was told by the B AND H people that I am unable to do this if a conduct code complaint iscurrently pending against me, I am however, allowed to put in a greviance complaint. (which i will)

This I dont understand, why shouldnt I be able to put in a B AND H complaint against this manager? Must be conflict of intrests or some other BS!!

[wolfie citizen smith]

did you get a letter from Rugby explaining about there refusal to accept your B&H

[Lenny honeyball]

No spoke to them on the phone and they told me so.

Is intresting to note, that even my Rep had no idea about not being able to file a b and h agaisnt manager whilst having a pending conduct against you.

[wolfie citizen smith]

dont do things over the phone regarding management Bullying & harassing.
Fill the form in, send it off to Rugby, with the statements from your colleagues and keep copies of everything for your own records.

[EJL]

The fact finding interview notes are the managers version of what was said in your interview. Write and sign your own version of the interview headed "Amendments to Fact Finding interview" naming your witnesses. If you do not respond to your managers version, the business will assume that you are happy with them (It normally states this on the letter sent with the notes) and that could give your manager the green light to discipline . A Tribunal would certainly ask why you did not do this if you were not happy with the managers version of the interview. It is vital that you get as many witness statements as you can to support your version and use them in your appeal should your manager decide to discipline you.

[wolfie citizen smith]

The fact finding interview notes are the managers version of what was said in your interview. Write and sign your own version of the interview headed "Amendments to Fact Finding interview" naming your witnesses. If you do not respond to your managers version, the business will assume that you are happy with them (It normally states this on the letter sent with the notes) and that could give your manager the green light to discipline . A Tribunal would certainly ask why you did not do this if you were not happy with the managers version of the interview. It is vital that you get as many witness statements as you can to support your version and use them in your appeal should your manager decide to discipline you.

your talking out of the managers hand book...which dont hold any weight...not when an employee is being Bullied....

[Pat Ostman]

what about the 14 days? Any reps/anyone know?

[norbert]

dont do things over the phone regarding management Bullying & harassing.
Fill the form in, send it off to Rugby, with the statements from your colleagues and keep copies of everything for your own records.

basically call RM's bluff or even double bluff them if necessary , At the end of the day , Rugby is RM , and people do exactly what they are told or there will be dire consequences if they don't .
Have stuff for a rainy day , stuff that RM will be banking on you not having .

[Bert66]

what about the 14 days? Any reps/anyone know?

No afraid this is not true...the only thing to note is did someone speak to the individual within the 48 hour deadline of the incident coming to light?

Then you may have a case.

[Pat Ostman]

what about the 14 days? Any reps/anyone know?

No afraid this is not true...the only thing to note is did someone speak to the individual within the 48 hour deadline of the incident coming to light?

Then you may have a case.

Thanks for clarifying this.

That being said, can they let it hang forever?