but surely they should wait until after the disciplinary hearing to see if id be coming back or delete a week at a time, not delete all of the future shifts? by deleting name and shifts for dates after the disciplinary (disciplinary not yet taken place) surely this would look like the result (dismissal) of the disciplinary has been guessed at by the employer?

thanks for all of your replies. Im pretty sure my employer is going to dismiss me. If they do I will then be able to provide you with more information. I have a further question. If an employee is suspended from work pending an investigatory hearing, is it normal practice for the employer to scribble out the employees name off of the rota along with all future shifts? including shifts planned for several weeks after the investigation meeting? and would it be normal practice to scribble out the employees name and future shifts for the weeks after the disciplinary hearing prior to it occuring? would this be considered that the employer has predicted the outcome of the investigatory meeting and disciplinary hearing prior to them taking actually place? does anyone have any experience of this? Thanx, still extremely worried Angie

i am unable to give more details due to nature of the case.

hi sorry i am not a member of a trade union although i have arranged representation.

Hi everyone, im new here and wondered if someone could help me urgently. I am facing a disciplinary hearing soon for gross misconduct. I wholly refute the allegations. I have received copies of the evidence to be used at the hearing. It consists of 5 witness testimonies from other staff members that allegedly witnessed my gross misconduct, 2 from worker a, 2 from worker b and 1 from worker c. However, the statement from worker c bears no relevence to the allegations made against me, it is an entirely seperate issue. worker c was asked none of the same questions as worker b or worker a. If worker c had been asked the same questions as a and b im sure they would of defended my version of events. My question is, can workers c statement be used in the disciplinary hearing as it bears no relevance to what i have been accussed of? There was another member of staff (worker d) present who would probably support my version of events, and they havent even interviewed them. I get the impression that the investigation meeting was just an excuse to gather evidence against me to find me guilty. Sorry if what i have put is a little hard to read, i am very worried right now. I have been in touch with acas. thanks Ang