Girl I worked with ( we called the biatch from hell) was on her final warning and had even had a tribunal case heard against her and another girl in office and head office came down once and conducted a confidential meeting with each employee to get the dirt on her and she went from our office within the NHS to work in a doctor's surgery...So as my knowledge goes I dont think so, just depends on your boss I suppose and what they put in yer reference. However it wasnt personal conduct and just an admin one so me thinks you should be ok x
Good Luck Stardust
Verbal Warnings (Employment)
Verbal Warnings (Employment)
Doesnt sound like its you hun and more like a badly run office. Have you always worked in Solicitors cos I have heard so many complaints off my friends who started out in their offices and soon moved on. Same with accountants:wah:
Verbal Warnings (Employment)
You would want to question why things are that bad. Is it normal behaviour in your work to use disciplinary action (does this happen often to people?) or is this really only happening to you?
Then to be perfectly honest, you also need to ask yourself honestly, are they out to get you, or is there something just not working right in your job?
One thing to look for is what is the employee turn over rate like there? Do people come and go like a revolving door, or is it a stable employer?
If you called her on the mobile and would have a hard time understanding what she wanted then there is a fundamental problem. You need to have an open and honest conversation with them outside the disciplinary process to find out what the problem really is.
Then to be perfectly honest, you also need to ask yourself honestly, are they out to get you, or is there something just not working right in your job?
One thing to look for is what is the employee turn over rate like there? Do people come and go like a revolving door, or is it a stable employer?
If you called her on the mobile and would have a hard time understanding what she wanted then there is a fundamental problem. You need to have an open and honest conversation with them outside the disciplinary process to find out what the problem really is.
Verbal Warnings (Employment)
How long have you been there? Also what form did the verbal warning take? if it was just you being warned by a supervisor it doesn't matter unless they make formal note of it. Being lawyers unless they are employment law specialists it doesn't mean their procedures are correct. Law works both ways although getting a lawyer to act against another might be difficult. What's in your employment contract? If they're asking you to do things and you haven't been trained it's hardly your fault. Sounds like their IT procedures are lax as well. Kind of sounds like you should job hunt.
Verbal Warnings (Employment)
Stardust;736154 wrote: I have been in my present job now for over 2 years. The verbal warning just took place between the managing partner and the human resources manager. It was then sent to me by email to confirm the verbal warning. I am also looking at the grievance procedures in my employment contract to ascertain where I stand. Although I understand a lot of my work situation, I was trying to use my own initiative on one aspect by changing a dictation from "normal" to "high" and was reprimanded for doing so. The work was 4 or 5 days old and so I was only doing this to assist the firm, obviously you're not allowed to do something like this unless you have been told to do so.
http://www.employment-solicitors.co.uk/ ... issues.htm
It's a lawyers site but some of the articles might be of use. Scan down the page.
Over two years they can hardly turn round now and claim you are incompetent-on the other hand it sounds like they are lining you up to get fired. Is there a new office manager there or something? or perhaps a new solicitor blaming you for their own mistakes. I've been the employer you get rid of useless staff in the probationary period and in an office that would be obvious really quickly. They do have to be fair and treat everybody the same. record everything and make a point of writing down any instructions you are given verbally-so you are sure you get it "right" obviously :sneaky: Dates and times and when you completed the work. At the monthly meeting you will have the ammunition you need if they accuse you of not doing things properly-if you're not given clear direction it's their fault not yours- telepathy as a means of communication does not work.
Were you told the meeting was going to be a disciplinary one? Were you given the option of having a third party there?
I hate the term human resources-a resource is something you use up and throw away and usually an excuse for bad management.
The current law states that you must have 1 years continuous employment with the same employer to qualify for unfair dismissal protection. Continuous employment carries on during sick leave, holidays and Maternity Leave.
Please note - On the 1st June 1999 the length of service requirement for unfair dismissal was reduced from 2 years' to 1 year, but only applies to dismissals after 1st June 1999.
Check your contract and see what it says about redundancy-they are maybe overstaffed and trying to save money by getting you to resign rather than make you redundant. I would really take the hint and start looking for a job but I think you re in a strong position.-although I am not by any means an expert. Realistically if you were useless they would have booted you out in the first year. There's perhaps something else going on but you can have some fun before you leave playing the game and also feel less of a victim.
Keep the e-mail-it's not a formal disciplinary letter and I believe should not count but shows a rather cavalier attitude-also was it a confidential e-mail or could enybody see it?
http://www.employment-solicitors.co.uk/ ... issues.htm
It's a lawyers site but some of the articles might be of use. Scan down the page.
Over two years they can hardly turn round now and claim you are incompetent-on the other hand it sounds like they are lining you up to get fired. Is there a new office manager there or something? or perhaps a new solicitor blaming you for their own mistakes. I've been the employer you get rid of useless staff in the probationary period and in an office that would be obvious really quickly. They do have to be fair and treat everybody the same. record everything and make a point of writing down any instructions you are given verbally-so you are sure you get it "right" obviously :sneaky: Dates and times and when you completed the work. At the monthly meeting you will have the ammunition you need if they accuse you of not doing things properly-if you're not given clear direction it's their fault not yours- telepathy as a means of communication does not work.
Were you told the meeting was going to be a disciplinary one? Were you given the option of having a third party there?
I hate the term human resources-a resource is something you use up and throw away and usually an excuse for bad management.
The current law states that you must have 1 years continuous employment with the same employer to qualify for unfair dismissal protection. Continuous employment carries on during sick leave, holidays and Maternity Leave.
Please note - On the 1st June 1999 the length of service requirement for unfair dismissal was reduced from 2 years' to 1 year, but only applies to dismissals after 1st June 1999.
Check your contract and see what it says about redundancy-they are maybe overstaffed and trying to save money by getting you to resign rather than make you redundant. I would really take the hint and start looking for a job but I think you re in a strong position.-although I am not by any means an expert. Realistically if you were useless they would have booted you out in the first year. There's perhaps something else going on but you can have some fun before you leave playing the game and also feel less of a victim.
Keep the e-mail-it's not a formal disciplinary letter and I believe should not count but shows a rather cavalier attitude-also was it a confidential e-mail or could enybody see it?
Verbal Warnings (Employment)
http://www.acas.org.uk/
http://www.acas.org.uk/media/pdf/9/5/CP01_1.pdf
posted by jester
I have been both an employer and an employee, and I just dont get this formal sytem of giving a verbal warning???
I give verbal warnings everyday, in fact on any one job I will shout out verbal warnings constantly...
"make sure the ladder is spread and locked"..."bring everything in with you, you can comfortably carry and not more than that, if your done with it take it back to the truck in your next trip out, dont make special trips it wastes time"... "wear your protective clothing"... if you smell chemicals don your mask immediately or leave the area until you can get your mask secured"... "dont be late" etc etc tec... and a hundred others similar verbal warnings all day long.
But have a sit down meeting with someone and it suddenly becomes a 'verbal warning' under some policied disciplinary plan... and as an employer you must write it up to record when and what you said during the meeting... well dang it if its 'written' down that you gave a 'verbal warning' its no longer a 'verbal warning', it a 'written warning'!
I just dont get it.
Don't know about the states (or your nationality come to that ) but in the UK you can't just be fired at the whim of an employer. Within the first year you have no recourse to an industrial tribunal but after that you do. Maggie Thatcher raised it to two years but then you had employers who employed people for 23 months and then sacked them waited a month or two to break the employment continuity and then took them on again-it was a way of keeping employees from being protected by the employment acts and another of the reason people hated maggie. -first thing labour did was change it back to one year-realistically after a year you should know if someone is any good or not. I live in an area where some employers took advantage of it, worked fine while unemployment was high but as soon as things picked up they found they couldn't get staff.
Some employers have a procedure whereby they give a formal verbal warning about misconduct or whatever as a precursor to formal action that may lead to being fired.-as opposed to informal bollocking for doing something wrong. I used to have work with an employer with just such a procedure-a verbal warning and the next step is a written warning and then the sack.
It sounds like they have such a procedure and have recorded the fact she has been warned, the next stage would be a formal written warning and then dismissal.
Employers have to be fair and as part of the contract of employment the disciplinary procedures should be laid down. If they haven't followed them they are wide open. If stardust wasn't warned it was a disciplinary meeting or asked if she wanted someone with her then it begins to look like bullying for some reason . especially if they don't treat everybody the same.
I find it hard to believe that after two years they suddenly notice she can't do the job kind of suggests something else is going on.
http://www.acas.org.uk/media/pdf/9/5/CP01_1.pdf
posted by jester
I have been both an employer and an employee, and I just dont get this formal sytem of giving a verbal warning???
I give verbal warnings everyday, in fact on any one job I will shout out verbal warnings constantly...
"make sure the ladder is spread and locked"..."bring everything in with you, you can comfortably carry and not more than that, if your done with it take it back to the truck in your next trip out, dont make special trips it wastes time"... "wear your protective clothing"... if you smell chemicals don your mask immediately or leave the area until you can get your mask secured"... "dont be late" etc etc tec... and a hundred others similar verbal warnings all day long.
But have a sit down meeting with someone and it suddenly becomes a 'verbal warning' under some policied disciplinary plan... and as an employer you must write it up to record when and what you said during the meeting... well dang it if its 'written' down that you gave a 'verbal warning' its no longer a 'verbal warning', it a 'written warning'!
I just dont get it.
Don't know about the states (or your nationality come to that ) but in the UK you can't just be fired at the whim of an employer. Within the first year you have no recourse to an industrial tribunal but after that you do. Maggie Thatcher raised it to two years but then you had employers who employed people for 23 months and then sacked them waited a month or two to break the employment continuity and then took them on again-it was a way of keeping employees from being protected by the employment acts and another of the reason people hated maggie. -first thing labour did was change it back to one year-realistically after a year you should know if someone is any good or not. I live in an area where some employers took advantage of it, worked fine while unemployment was high but as soon as things picked up they found they couldn't get staff.
Some employers have a procedure whereby they give a formal verbal warning about misconduct or whatever as a precursor to formal action that may lead to being fired.-as opposed to informal bollocking for doing something wrong. I used to have work with an employer with just such a procedure-a verbal warning and the next step is a written warning and then the sack.
It sounds like they have such a procedure and have recorded the fact she has been warned, the next stage would be a formal written warning and then dismissal.
Employers have to be fair and as part of the contract of employment the disciplinary procedures should be laid down. If they haven't followed them they are wide open. If stardust wasn't warned it was a disciplinary meeting or asked if she wanted someone with her then it begins to look like bullying for some reason . especially if they don't treat everybody the same.
I find it hard to believe that after two years they suddenly notice she can't do the job kind of suggests something else is going on.
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History buff
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Verbal Warnings (Employment)
gmc;738924 wrote:
snipped
Don't know about the states (or your nationality come to that ) but in the UK you can't just be fired at the whim of an employer. she has been warned, the next stage would be a formal written warning and then dismissal.
Here is the United States an employer can terminate an employee for ANY reason "not contrary to law", this is known as "employment at will".
Contrary to law would include, among other things, firing someone due to their race, color, religion, creed, sex, such as sexual harassment, etc., an individual/Union contract with specific terms for termination, etc. Now proving such termination in Court or binding arbitration, etc. is another uphill matter.
Montana is the only US state, that I know of, that has statutorily abolished this doctrine, with exceptions of course, such as probationary periods etc.
Some states have provided additional common law protections to "at will" terminations such as implied contract, promissory estoppel, etc.
Doing some research many years ago, I came across a case where an employee had 28-30 years of service with a company. He did something that was wrong and was terminated. He sued for wrongful discharge and lost. His argument was being employed so long he basically had a "contract" that he was not to be terminated without cause. The Court dismissed this argument and ruled he was stil, employed "at will".
snipped
Don't know about the states (or your nationality come to that ) but in the UK you can't just be fired at the whim of an employer. she has been warned, the next stage would be a formal written warning and then dismissal.
Here is the United States an employer can terminate an employee for ANY reason "not contrary to law", this is known as "employment at will".
Contrary to law would include, among other things, firing someone due to their race, color, religion, creed, sex, such as sexual harassment, etc., an individual/Union contract with specific terms for termination, etc. Now proving such termination in Court or binding arbitration, etc. is another uphill matter.
Montana is the only US state, that I know of, that has statutorily abolished this doctrine, with exceptions of course, such as probationary periods etc.
Some states have provided additional common law protections to "at will" terminations such as implied contract, promissory estoppel, etc.
Doing some research many years ago, I came across a case where an employee had 28-30 years of service with a company. He did something that was wrong and was terminated. He sued for wrongful discharge and lost. His argument was being employed so long he basically had a "contract" that he was not to be terminated without cause. The Court dismissed this argument and ruled he was stil, employed "at will".
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History buff
- Posts: 61
- Joined: Sat Dec 22, 2007 6:11 am
Verbal Warnings (Employment)
Stardust;735474 wrote: I am due to get another job soon and have just had a verbal warning from my present employer. This is probably better answered by those in the UK, can a verbal warning affect your reference when it is required from a prospective employer? I have only had a verbal warning on administration issues - nothing severe.
I am not familiar with the UK, but most states in the US have employment reference laws and are, if they are legally followed, only permitted to give out TRUE information. Any reference that is false and done with malice to blackball an ex- employee may give rise to a cause of action, that is, a lawsuit.
I am not familiar with the UK, but most states in the US have employment reference laws and are, if they are legally followed, only permitted to give out TRUE information. Any reference that is false and done with malice to blackball an ex- employee may give rise to a cause of action, that is, a lawsuit.