conduct/fact finding?

moretonste · Post by **moretonste** » 07 Oct 2016, 20:13

Any help appreciated. Been 'dobbed in' by a work colleague who has something against me and management wish to take it further apparently. Been told I should receive a letter to attend an interview, would this letter arrive by special delivery?

Phantom · Post by **Phantom** » 09 Oct 2016, 08:21

what have you done?

Sir Henry · Post by **Sir Henry** » 09 Oct 2016, 08:27

No matter how it arrives, get a rep to accompany you to the meeting. Don't wait for the letter, ask them ASAP.

bogstandard · Post by **bogstandard** » 09 Oct 2016, 09:10

just me, but "dobbed" suggests something rather different than having been " accused "

Sir Henry · Post by **Sir Henry** » 09 Oct 2016, 09:23

And the ' ' surrounding dobbed in seem to indicate that the literal meaning of the phrase is being derided

rehabron · Post by **rehabron** » 09 Oct 2016, 09:53

moretonste wrote:Any help appreciated. Been 'dobbed in' by a work colleague who has something against me and management wish to take it further apparently. Been told I should receive a letter to attend an interview, would this letter arrive by special delivery?

The fact finding interview should take place within 24/48 hours while the circumstances surrounding the incident are still fresh. You state " management wish to take it further" so have you already completed a fact finding interview and received a letter that following the fact finding interview it is progressing to a disciplinary meeting?
Who has informed you that management wish to take it further has this come direct from management or the office rumours. If this has been stated to you by a manager before any fact finding investigation has been thoroughly completed then the procedure is tainted and you need to inform your union rep in any case.
Following on from the fact finding you will receive by special delivery that this is proceeding to a conduct meeting and your right to accompaniment and the alleged charges brought. You will also have the right to see any statements that management are to produce at this meeting. Depending on the seriousness of the charges this will be reflected on the authority level of the interviewing manager in imposing the punishment level. Ensure that any manger taking part in the conduct procedure has been adequately trained and your rep should be able to advise you.