am i entitled to written proof at any disciplinary hearing
2006-10-05 09:20:59 · 10 answers · asked by bglol145 1 in Politics & Government ➔ Law & Ethics
Do you have a contract? Do you serve at the pleasure of management?
What sort of slating are you accused of?
2006-10-05 09:24:34 · answer #1 · answered by Gaspode 7 · 0⤊ 0⤋
Depends if the slating broached Commercial in confidence issues, or that you have signed your terms of employment and it contains a keep quiet statement.
However, if none of that exists, and your comments outside of work can be proven to be a true statement of fact even if it puts the thumbs down for th efirm concerned then you cant be fired for that.
You also may seek protection perhaps by using the whistleblower route.......... see cit'advice on that.
If nothing provable and the case is dropped I would say take issue with the accusations of slander against you. Your Company will have no choice in a court of law but to disclose the complainants names so that you may take them to court personally. If the company creates obstacles then you can also seek financial compensation for the distress and anguish they will cause you.
2006-10-05 09:34:44 · answer #2 · answered by Jon H 3 · 0⤊ 0⤋
You are entitled to see any documentation relating to an investigation that results in a disciplinary, you are also entitled to talk to the people who have made statements although they do have the right to refuse this.
2006-10-05 09:32:48 · answer #3 · answered by horsegal 3 · 1⤊ 0⤋
Yes and get some representation at the disciplinary hearing.
2006-10-05 09:27:51 · answer #4 · answered by Anonymous · 1⤊ 0⤋
Not really. You will be confronted with your accuser and if you deny it all, there may be a tape recording and you will be fired for dishonesty. The best thing is to say how sorry you are and you will be given a verbal warning to last for three months.
2006-10-05 09:31:41 · answer #5 · answered by Anonymous · 0⤊ 1⤋
I am an hourly supervisor
on the hearsay of one or two people,
it would be unlikely that it would result in discipline
but, if a majority of my staff was complaining about the same person, for example, sexual harassment,
the offender could be fired on that.
the persons making the complaint would have the right to not be named due to retaliation.
but as I said, if it came from one or two, It would not be enough for me to follow up, only if it came from many people.
2006-10-05 09:24:48 · answer #6 · answered by papeche 5 · 0⤊ 0⤋
They need to provide proof - also it's your opinion !
I've done it and got pulled up on it and they said they would dicipline me - I said ok thats fine if you can provide physical proof such as tape recordings etc.
Needless to say I didn't get a disciplinary !
2006-10-05 09:25:07 · answer #7 · answered by the thinker 3 · 1⤊ 0⤋
I would think so ..my oh my !creepy people you work with ..sorry to 'hear' it went so far ..
but with the 'justice' system who can tell ?
ethically it should be so juridiically it may be far from ethics ..best of luck
..
2006-10-05 09:32:09 · answer #8 · answered by angelica 3 · 0⤊ 0⤋
sounds like you are being asked to find another job -- why fight it -- you can probably make better money somewhere else too!
2006-10-05 09:30:09 · answer #9 · answered by Anonymous · 1⤊ 0⤋
What jurisdiction do you fall under??
2006-10-05 09:26:28 · answer #10 · answered by miss_april 1 · 0⤊ 0⤋