Sign a warning letter?

Also, how will a CCMA hearing go if the employee has two previous warning letters? I've only known of successful cases where people were dismissed without any prior warnings.
 
Dolby said:
I dated that person - but she's left. Good memory though ...

This is a new GM that has taken over. My main worry was the forcing to sign the letter. There is background to the letters, but they're

- Failing to a give compulsory training to sales staff
- Failing to be prepared in a meeting
- Insubordination (actually, muttering under my breathe 'fsck, really ...' as I signed #2

This one was promised to me, though.
Click to expand...
Shiaat...can't ever let your underlings suffer for your mistakes. The other stuff could be buried but not that.
 
Fudzy said:
Also, how will a CCMA hearing go if the employee has two previous warning letters? I've only known of successful cases where people were dismissed without any prior warnings.
Click to expand...
Employers like issuing warning letters in fast succession, so the raw count isn't always a fair representation.

Most employee manuals are written in a way that 100% of employees break rules regularly, so if HR is determined they can probably write up 3 warning letters for any employee they like. e.g. Suppose the building has doors protected by access cards. Do your work & go home. Everyone happy. If HR is on a mission to fire your though, they'll pull your access logs & discover you deserted your post early 9 times this year...
 
Fudzy said:
Also, how will a CCMA hearing go if the employee has two previous warning letters? I've only known of successful cases where people were dismissed without any prior warnings.
Click to expand...

They do it per charge

So you need 3 warnings on a charge and can have, for example, 2 for being late, 1 for admin, 1 for sales, 2 for meetings or anything. But you'll need 3 in a single

HavocXphere said:
Shiaat...can't ever let your underlings suffer for your mistakes. The other stuff could be buried but not that.
Click to expand...

If you say we should setup a meeting with Customer X on my behalf - without telling me - how should I realistically know what you have done? If I personally haven't sent out anything, it can't be expected I'll be there waiting
 
Do you have policies at work?

have you seen them?

What exactly is the nature of the misconduct for which you need to sign?

Did you have a hearing?

You could make a case for constructive dismissal should this happen.
 
Dolby said:
If you say we should setup a meeting with Customer X on my behalf - without telling me - how should I realistically know what you have done? If I personally haven't sent out anything, it can't be expected I'll be there waiting
Click to expand...
Impossible to say without knowing the details. At my employer the senior staff member would certain catch the heat for it anyway though - pleading ignorance of underling's doings is perceived as failure to manage said underling. As I said...highly situation & company dependent. If you feel the warning was unjustified then fight it.
 
I don't mind catching heat, being hauled in front of the CEO and getting a slap on the wrist. After all, it was an honest misunderstanding over who sent invites.

I feel it could be handled differently - it wasn't malicious or negligent and IMO, overkill for the situation. Unless of course they're building a case ... Then makes sense to pull into every small thing.
 
I feel like every day forward is a game of chess. Who manages to outwit who ; who gets the needed documents ; who has the better vocab and business jargon.

But, I have to play. Just curious on forcing to sign a letter that I disagreed with
 
Dolby said:
I don't mind catching heat, being hauled in front of the CEO and getting a slap on the wrist. After all, it was an honest misunderstanding over who sent invites.

I feel it could be handled differently - it wasn't malicious or negligent and IMO, overkill for the situation. Unless of course they're building a case ... Then makes sense to pull into every small thing.
Click to expand...

Do I sense this isn't your first rodeo?
 
My first rodeo?
Ie Problem employee?
 
Well brush up on your CV just in case. Challenging HR to a duel rarely ends well unless its the type in my signature.
 
It seems grievance procedures weren't followed.
You need to be councilled first to ensure you understand the job and what it entails. Then a warning letter.
They cannot just dish out warning letters unless first step has been done.
 
Yup - when chatting to people that are clued up in this, that said first thing I must realize is that I will go - they will win.

Hemi - but surely surely there is no correcting action required for not being prepared for a meeting? So in this case null?
 
Dolby said:
My first rodeo?
Ie Problem employee?
Click to expand...

also received a warning letter before from my previous employer, for skipping a weekend course which had 3 parts, and i had missed the first two due to illness,so i assumed i had missed too much to partake. the irony is that after i left, i discovered that they had a mountain of warning letters against them and they weren't very popular with clients :p

i've yet to receive a complaint to date since they've left, in fact people now ask for me by name :twisted:
 
You can sign receipt but write that you don't agree with the charges and ask for a hearing.
 
My story. I started working at this place in December. The managing director said that I'm getting the position and HR didn't really have much of a choice because he already made up his mind. So for almost 8 months now, HR woman has been catty with me. End of June, someone came in looking for her. Asked where her office is. I said it's through the doors but she's not gonna see the lady cause it's not Monday (she refuses to see anybody without an appointment unless it's Monday). Then the phone rang, I answered, the woman walked to HR's office. I got a warning for disobeying an order (was given to me on 14/07). I requested a meeting the following day with her and my manager. I'm still waiting for that meeting. I also just left the warning on my desk. When she came to fetch it, she asked me if I'm not gonna sign. I said I'm still weighing my options and talking to someone about it. So she took the warning, wrote refused to sign and made a copy for me.

Also just a little background:
-I'm the only one in the workplace of 500 people that has to write on a paper if I leave my desk.
-She came to me recently and asked me what my problem is. I said I believe she's the one with a problem, then she yapped and threatened me with another warning for disobeying a senior.
-I used to help her with her work but she decided it's too open where I am (which it is) and then complained because I'm not helping her... wtf?

Anyway, things have been calm the last few days and she got a boyfriend so hopefully she'll be less uptight and crazy
 
Fudzy said:
Also, how will a CCMA hearing go if the employee has two previous warning letters? I've only known of successful cases where people were dismissed without any prior warnings.
Click to expand...
I know of a guy who was awol for days on end and probably had 2 warnings already.

The company held a hearing in absentia and dismissed him.

He went to the CCMA and told them that the company knew he had a drinking problem; the arbitrator confirmed this with the company and they were forced to reinstate his services and send him for counseling. They also had to pay him for the period from the time they fired him until his reinstatement.

That's the official side of things. I know him personally and I know he just loves partying, that's it.
 
Dolby said:
but surely surely there is no correcting action required for not being prepared for a meeting? So in this case null?
Click to expand...

First offence, verbal warning in the presence of a supervisor. Then corrective action would be to give a sort of training seminar to you on how to prepare for meetings, confirming with you that you have the resources required to properly prepare or to determine if you faced obstacles out of your control when you tried to prepare for the meeting.

If it happens again, I would issue a warning to you, but still the employer needs to engage in in remedial action. For example, the second time you will get a written warning, but you will also get a senior employee who then physically sit with you and help you prepare for a meeting.

rinse and repeat step 2 until you have 3 strikes.
 
heartbroken said:
First offence, verbal warning in the presence of a supervisor. Then corrective action would be to give a sort of training seminar to you on how to prepare for meetings, confirming with you that you have the resources required to properly prepare or to determine if you faced obstacles out of your control when you tried to prepare for the meeting.

If it happens again, I would issue a warning to you, but still the employer needs to engage in in remedial action. For example, the second time you will get a written warning, but you will also get a senior employee who then physically sit with you and help you prepare for a meeting.

rinse and repeat step 2 until you have 3 strikes.
Click to expand...

Yip - this is the way to dismiss someone within the framework of our labour laws
 
You must log in or register to reply here.
Back
Top
Sign up to the MyBroadband newsletter
X