Suspension procedure!

workersrights · Post by **workersrights** » 17 Sep 2012, 00:20

What's the guidelines/RM procedure when suspension is issued against an employee answering a charge of abusive and threatening behaviour?

Is it too escort the said employee from the workplace immediately, or inform the said person to continue the shift, then suspend over the phone 30 hours after the incident?

Post by **General Mannerheim** » 17 Sep 2012, 11:37

In some cases it would be to escort you from the building if it was a serious breech of conduct but it really depends on the manager,if he thinks it suitable that no harm will come to anybody else or property etc then they can let you carry on with your shift and then suspend you later.

Suspension should only occur when it is necessary to prevent the risk of further breaches of conduct,to protect employees,property or mail,or to protect Royal Mail's good image and standing in the community.

workersrights · Post by **workersrights** » 17 Sep 2012, 12:05

Hmm! Well that makes a mockery of the charge does it not? If a manager felt threatened to the extent of suspending an employee, surely the employee should be removed from the workplace asap...

If the main concern is to protect Royal Mail, is it not in the interests of Royal Mail to remove all identification passes from the suspended employee?..

IcanthelpthewayIam · Post by **IcanthelpthewayIam** » 17 Sep 2012, 12:13

you may find if it was the manager who was threatened he probably got in touch with his manager first to get authorization to suspend the worker first rather than just doing it in the heat of the moment hence the delay, manager may be playing a smart game here so beware

Post by **General Mannerheim** » 17 Sep 2012, 12:16

Well as I don't even no what the feckin charge is and I've answered your question as per the procedure,the manager obviously didn't think it was serious enough at the time maybe he's had new evidence,maybe he's just being a dick now,maybe he's a space alien with plans to eat us all.

Good luck in your quest for justice.

fishtank · Post by **fishtank** » 17 Sep 2012, 12:20

In 99% of cases if someone was charged with threatening and abusive behaviour to the point where a precautionary suspension was needed they would be suspended immediately and removed from the premises....immediately.
I can see no reason why the suspension would be held back until they completed their shift as the whole point of suspension is to remove the threat of continued breach of the conduct code..

workersrights · Post by **workersrights** » 17 Sep 2012, 12:24

This incident has stemmed from Royal Mail's continued incompetence/provocative against this employee..

He is waiting on Union advice at the moment, but will fight it all the way with an independent lawyer if need be.

workersrights · Post by **workersrights** » 17 Sep 2012, 12:26

fishtank wrote:In 99% of cases if someone was charged with threatening and abusive behaviour to the point where a precautionary suspension was needed they would be suspended immediately and removed from the premises....immediately.
I can see no reason why the suspension would be held back until they completed their shift as the whole point of suspension is to remove the threat of continued breach of the conduct code..

Exactly-it makes the management look spineless and incompetent

WHITEANT · Post by **WHITEANT** » 17 Sep 2012, 12:47

How could you talk about our managers like that , those honest, hard working ,reliable ,

erm where was i

Post by **TrueBlueTerrier** » 17 Sep 2012, 14:36

WHITEANT wrote:How could you talk about our managers like that , those honest, hard working ,reliable , erm where was i

In hearing range of a manager by the sounds of it.

Glenno · Post by **Glenno** » 17 Sep 2012, 22:42

workersrights wrote:What's the guidelines/RM procedure when suspension is issued against an employee answering a charge of abusive and threatening behaviour?

Is it too escort the said employee from the workplace immediately, or inform the said person to continue the shift, then suspend over the phone 30 hours after the incident?

conduct code section 11

pokos27 · Post by **pokos27** » 18 Sep 2012, 03:35

just have a hidden camera to film the managers.

Post by **Sugar** » 13 Dec 2018, 17:09

If accused of threatening and abusive behaviour but not suspended could they still be dismissed or is it a 1-2 year serious on your record if found guilty?

Post by **TrueBlueTerrier** » 13 Dec 2018, 17:23

Sugar wrote:If accused of threatening and abusive behaviour but not suspended could they still be dismissed or is it a 1-2 year serious on your record if found guilty?

Either is possible. The actions taken by RM have to be, in law, reasonable given the information available at the time.

http://www.cwu.org/media/9257/print-ver ... int-a5.pdf" onclick="window.open(this.href);return false; Conduct Code

The main circumstances when it may be appropriate to consider precautionary suspension are:

• Alleged inappropriate behaviour; for example, refusal to carry out a reasonable instruction, violent or threatening behaviour
• Alleged serious breach of conduct, for example suspected or admitted theft or fraud, where there is a reasonable belief that the alleged serious breach might be repeated and/ or there is a risk to people, property, mail or the good image of Royal Mail Group
• There is a reasonable belief that the investigation may be hampered if the employee remains at work

In the first instance, the manager should meet with the employee to seek an explanation of the facts of the case. If the manager believes that the incident is serious and there is a reasonable belief that the serious breach might be repeated and/or there is a risk to people, property, mail or the good image of Royal Mail Group, then the manager should send the employee home. Where an employee has been sent home the manager must contact HR Services Advice and Support to discuss the facts of the case. The manager then decides what appropriate action to take given the circumstances.

Post by **Sugar** » 13 Dec 2018, 17:36

TrueBlueTerrier wrote:
Sugar wrote:If accused of threatening and abusive behaviour but not suspended could they still be dismissed or is it a 1-2 year serious on your record if found guilty?
Either is possible. The actions taken by RM have to be, in law, reasonable given the information available at the time.

http://www.cwu.org/media/9257/print-ver ... int-a5.pdf" onclick="window.open(this.href);return false; Conduct Code

The main circumstances when it may be appropriate to consider precautionary suspension are:

• Alleged inappropriate behaviour; for example, refusal to carry out a reasonable instruction, violent or threatening behaviour
• Alleged serious breach of conduct, for example suspected or admitted theft or fraud, where there is a reasonable belief that the alleged serious breach might be repeated and/ or there is a risk to people, property, mail or the good image of Royal Mail Group
• There is a reasonable belief that the investigation may be hampered if the employee remains at work

In the first instance, the manager should meet with the employee to seek an explanation of the facts of the case. If the manager believes that the incident is serious and there is a reasonable belief that the serious breach might be repeated and/or there is a risk to people, property, mail or the good image of Royal Mail Group, then the manager should send the employee home. Where an employee has been sent home the manager must contact HR Services Advice and Support to discuss the facts of the case. The manager then decides what appropriate action to take given the circumstances.

Geez a bit of a head scratcher.

Thanks.

ROYALMAILCHAT