I've got a formal hearing at work, as in a formal discipline hearing, because things have gone wrong on a few projects and I'm getting the blame for every single thing that has gone wrong. But it's ridiculous, things I'm being blamed for include emails from me that my manager has ignored, mistakes that project managers have made, and my company selling stuff that won't work as intended.

Problem is, this manager is going to sit in on this hearing and I don't do well in confrontational situations. Out of a list of about 30 things, there are maybe 3 things I did wrong or forgot to do for various reasons.

I want to go to this meeting and tell HR exactly what happened and show proof, but I'm worried that this will see me out of a job.
Does anyone have any advice?

I think you might be entitled to have someone impartial/3rd party sit in to make sure you're not being unfairly treated?

I've not really been in that sort of situation myself but the best advice I can give would be to make sure you hardcopies of everything you mention to back it up so you can present a file of evidence, don't let it boil down to conjecture and "he said/she said" type nonsense, which seems to be all your accusers have to fall back on. I would also say make sure it doesn't sound like you are just trying to re-apportion all the blame, sometimes these situations spiral out of control few a few mistakes by a few people rather as the direct result of one persons actions, so I would keep it all matter of fact make sure that you are only defending your position (which should be fairly easy for you I guess if you're not confrontational). It will make you come out at the end with more respect I think, even if it all ends up turned back on your managers.

At the end of the day, if you are unfairly dismissed because of it you can take the buggers to an industrial tribunal.

do you have a list of everything you're being blamed for ?

if you do, print yourself up a cheat sheet

list all the things you're being blamed for, and put next to it the reason that happened, or the reason it wasn't your fault

print out your email copies etc.. where necessary


they have to let someone come with you if you want that, but I'm not sure how much that would help ? (unless you have a mate who is a solicitor etc.. to scare the crap out of them)

do you know in advance who will be there ?

at the start they should give you a chance to speak (no law, it's just the right way to do it) - if they don;t, then interrupt them with your printouts etc.. don't sit there taking a bollocking waiting for your chance to speak

and be ready for the fact that they might not take your word for it, or still try to blame you for things you've already explained weren't your fault - don't let them get away with that

at the end, run over everything again, show them your list, and make sure they understand that most of the stuff had nothing to do with you

and at the end, make sure they know that you're extremely unhappy that you've been treated this way, and that you feell you're being used as a scapegoat etc. etc.

it depends a lot on who will be there... if it's just some HR bod or the MD etc. etc.

the important thing is to get off on the right foot, and make sure you're not just sitting there taking a bollocking... if that starts to happen, tell them to stop/wait/whatever and that you're not happy with the way you're being treated / talked too

do you have anything in writing ? maybe the list of things you're being blamed for ? - if you do, take that list, and your reply list/printouts to the local citizens advice buro... they might be able to help, and even if not, dropping that you've been there into the conversation might help

if you're worried about the confrontation side of things, you could always prepare a letter reply and take that with you, make sure they read it

how long do you have ?

you could always type out your reply and then go straight over there heads - is there someone higher up you get on with ? or could approach ?   you only need 10min to explain what's going on and how unhappy you are about it, and that you're extremely nervous about the meeting etc...


if there's extra info etc.. you don't want on the forum pm me, I'm no expert but I know most of the employment laws etc..

First thing is to file a grievance with HR  over this issue & about the manager.
Sounds like you are being bullied/victimised by your manager. Dont allow his incompetence make you the scapegoat.

make sure you also take someone into the hearing with you. They dont have to allow an outsider, but you can take someone within a company - just so its not a 2 v 1 situation if it becomes messy. Make sure its someone who is happy to go there for you & not just so its a skive for an hour or two & then dont back you up later.

I would go through each point & gather evidence, emails, check site records/signing in books, etc. - also you are allowed to ask for their evidence to prepare beforehand - you should also offer yours.
Also read you staff handbook about discipline procedures - you may be able to request your manager is not there.

If it does end badly & you feel you have a enough evidence, then theres always an independent tribunal

oh & phone ACAS Call the Helpline on 08457 47 47 47.
Monday-Friday, 8am-8pm and Saturday, 9am-1pm. Free service who can offer you some guidance.

Thanks guys, this is all really useful.

I have documents showing that my manager is in the wrong over most of the problems, so I've got that.

They gave me a printed list of concerns, so I've gone through it and have now got a 20 page document that explains everything.

I also have prints of emails that people claim to have not seen or replied to when they have.

I'll do a cheat sheet as well, that's a great idea.

I won't give them a chance, I was thinking about going in and saying that I've created this doc and it explains everything but I'm not comfortable discussing it before HR have had time to give it consideration because... blah blah.

I'll be nice as I can about it, but there's only so much sugar you can sprinkle on calling a manager a useless twat.

Quote from: spud on September 15, 2012, 21:54:24 PM
They gave me a printed list of concerns, so I've gone through it and have now got a 20 page document that explains everything.

Is it possible to do an executive summary of sorts? I imagine if you go in with a 20 page document and put it in front of them they're likely to not read it properly. But if it's possible to also give them a sheet or two at the front that literally lists each accusation and your response, they'll at least read that. You could for each accusation refer to the section in the longer document also.

Quote from: zpyder on September 16, 2012, 00:36:38 AM

Quote from: spud on September 15, 2012, 21:54:24 PM
They gave me a printed list of concerns, so I've gone through it and have now got a 20 page document that explains everything.

Is it possible to do an executive summary of sorts? I imagine if you go in with a 20 page document and put it in front of them they're likely to not read it properly. But if it's possible to also give them a sheet or two at the front that literally lists each accusation and your response, they'll at least read that. You could for each accusation refer to the section in the longer document also.

Agree 100% with Zpyder, you need to bullet point it with one line abridgements.

Also expect the predictable 'I didn't read the email' or 'you should have told me face to face' typical weasel crap, just be ready for it as these cock ends couldn't hold their hands up to a mistake if they got caught balls deep in your missus.

Quote from: matt5cott on September 16, 2012, 00:46:11 AM

Quote from: zpyder on September 16, 2012, 00:36:38 AM

Quote from: spud on September 15, 2012, 21:54:24 PM
They gave me a printed list of concerns, so I've gone through it and have now got a 20 page document that explains everything.

Is it possible to do an executive summary of sorts? I imagine if you go in with a 20 page document and put it in front of them they're likely to not read it properly. But if it's possible to also give them a sheet or two at the front that literally lists each accusation and your response, they'll at least read that. You could for each accusation refer to the section in the longer document also.

Agree 100% with Zpyder, you need to bullet point it with one line abridgements.

Also expect the predictable 'I didn't read the email' or 'you should have told me face to face' typical weasel crap, just be ready for it as these cock ends couldn't hold their hands up to a mistake if they got caught balls deep in your missus.

If he told them to their face, they could easily deny being told! 20 pages is a lot - do as suggested & do a single page with your points & saying you got x, y, z to back it up.
If your feeling victimised or bullied by your boss, make sure you bring it up in a separate grievance.  Do it before the meeting, rather than afterwards.

how long do you have till the hearing ?

it depends a lot on the company, and what the people there are like....

but it might be a good idea to go and complain to someone now before the hearing, and show them your 20page thingie etc....
(complain about the way you're being treated etc..)

so you can sort it out without the dick manager being there


but that only works if you can show it to someone indeoendant, who's higher than your manager...

My mum had issues with a bullying boss who was pretty evil. A lot of it was psychological stuff, thankfully others were sort of aware of it as the boss would do things in meetings etc in front of people, such as whenever my mum would venture a suggestion she'd snap "who asked you?" etc, whilst letting other people chime in. Ultimately it got raised with HR and my mum spoke to the bosses boss, and now her boss is more reined in, though still strict.