Hi - your advice please.
I am a local authority employee (district council manager) of 24 years and have been suspended for gross misconduct. In a light hearted moment in the office I briefly held some duct tape to an employee’s mouth before quickly removing it - trying to deal with an employee who kept asking the same question over and over. It was done in sight of other team members who were in on some office banter, inc the employee. All good spirited and everyone inc the employee laughed about it. We even continued to work together throughout the remainder of the day and nothing was mentioned. They have since gone off sick sighting an assault.
I understood that an assault requires intent to harm - in this case there wasn't any, I honestly misread a situation, no aggression shown, light hearted moment with the team - a genuine mistake which I have articulated my deepest regrets and apologies.
I have just been interviewed for my side of events, and have held my hands up, apologised and expressed my remorse for this silly one off action - but they hinted this could now go to full disciplinary hearing for GM. I have always got on extremely well with this employee so totally surprised by this, in fact they have not raised a grievance or complaint, just ask for something to be done. HR have made it official.
I am absolutely devastated - 24 yrs of unblemished hard working, supportive manager facing dismissal.
HR failed to support me today, failing to contact me to sort a fellow colleague to attend with me, provide a copy of our disciplinary procedure (was meant to be in my letter) or assistance to sort outstanding appointments. So to start with I've been disadvantaged but state this has no bearing on the outcome.
They had already made the decision to suspend me even though the aforementioned procedure states clearly "the employee will normally be interviewed by the designated manager to decide if suspension is reasonable and followed up in writing". Well they had made the decision and produced a letter as soon as I walked into the office - fair?
As we are going through restructure I'm cynical that this could be an opportunity to make a saving of a mangers post although they would never admit that of course. I have an unblemished record throughout my career and would hope this would have to be taken into account when making a decision.
I would really value your opinion on my case, what effect this would have on my local authority pension, and what I should do next.
Many thanks.
I am a local authority employee (district council manager) of 24 years and have been suspended for gross misconduct. In a light hearted moment in the office I briefly held some duct tape to an employee’s mouth before quickly removing it - trying to deal with an employee who kept asking the same question over and over. It was done in sight of other team members who were in on some office banter, inc the employee. All good spirited and everyone inc the employee laughed about it. We even continued to work together throughout the remainder of the day and nothing was mentioned. They have since gone off sick sighting an assault.
I understood that an assault requires intent to harm - in this case there wasn't any, I honestly misread a situation, no aggression shown, light hearted moment with the team - a genuine mistake which I have articulated my deepest regrets and apologies.
I have just been interviewed for my side of events, and have held my hands up, apologised and expressed my remorse for this silly one off action - but they hinted this could now go to full disciplinary hearing for GM. I have always got on extremely well with this employee so totally surprised by this, in fact they have not raised a grievance or complaint, just ask for something to be done. HR have made it official.
I am absolutely devastated - 24 yrs of unblemished hard working, supportive manager facing dismissal.
HR failed to support me today, failing to contact me to sort a fellow colleague to attend with me, provide a copy of our disciplinary procedure (was meant to be in my letter) or assistance to sort outstanding appointments. So to start with I've been disadvantaged but state this has no bearing on the outcome.
They had already made the decision to suspend me even though the aforementioned procedure states clearly "the employee will normally be interviewed by the designated manager to decide if suspension is reasonable and followed up in writing". Well they had made the decision and produced a letter as soon as I walked into the office - fair?
As we are going through restructure I'm cynical that this could be an opportunity to make a saving of a mangers post although they would never admit that of course. I have an unblemished record throughout my career and would hope this would have to be taken into account when making a decision.
I would really value your opinion on my case, what effect this would have on my local authority pension, and what I should do next.
Many thanks.
Gross Misconduct for assault - Help please.
