I am a regular but have namechanged.
First off I have to say that this employee is good with clients, a good time-keeper and has a good sickness record.
However. She had an informal warning a month ago for shouting at another employee in front of clients and has since gone on to reduce three staff members to tears (one of whom was the one involved in the original row.)
She is a junior (ie. untrained, though she is halfway through her training course) and apparently gives the impression of being a 'know-it-all.' Tellingly, the people she has chosen to pick-on are either new staff or other juniors.
What she is doing is, in effect, bullying and we don't want to lose other staff as a result of her actions.
We have got three statements from the 'bullyees' and have given her a letter today asking her to come for a meeting on Monday. We use a firm of employment lawyers and have consulted with them throughout. They sent us through a standard letter to give to her wrt the meeting on Monday.
I have a couple of questions which I hope you won't mind me asking.
Who should take notes during the meeting? Can it be the person conducting the interview, which in this case will be our manager. Or should it be an extra person? If she chooses to have someone with her for the interview, would they be able to take notes?
Also. If she becomes tearful/upset, which I suspect she may - should we give her the rest of the day off? Or should she continue her working day?
I do hope you don't mind me asking you this here. I know I could/possibly should phone our lawyers for this - but I'd like your advice as you obviously know your onions and I also thought it might help any other mnetters in a similar situation.
If anyone recognises me from this post I'd appreciate you not 'outing' me.
Thanks.
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Flowery, or anyone else with HR knowledge. We have our first serious misconduct hearing on Monday. Come and hold my hand, please!
8 replies
AnEmployer · 14/03/2008 20:14
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