Minimum legal notice period?

Fuzz said:
It's not me, it's my girlfriend. She posted something on her own (non public) Facebook about a work event she was at. Namely said a wedding was similar to "my fat gypsy wedding" off the tv.
Some disgruntled "ex friend" saw this and decided it would be a good idea to report this directly to her employer out of spite because my GF hadn't been in touch or to see her new born baby.

Vile thing to do in my opinion, I guess as they say "nothing worse than a woman scorned!
But to be summarily dismissed for that is an eye opener too. Civil service pen pushers.....
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That does not seem like a matter for gross misconduct.
 
well that copper has just had to resign thanks to comments he posted about Thatcher it's no surprise I guess, especially if it's public service organisation.
 
Fuzz said:
It's not me, it's my girlfriend. She posted something on her own (non public) Facebook about a work event she was at. Namely said a wedding was similar to "my fat gypsy wedding" off the tv.
Some disgruntled "ex friend" saw this and decided it would be a good idea to report this directly to her employer out of spite because my GF hadn't been in touch or to see her new born baby.

Vile thing to do in my opinion, I guess as they say "nothing worse than a woman scorned!
But to be summarily dismissed for that is an eye opener too. Civil service pen pushers.....
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That sounds a bit odd as the civil service has quite strict procedures regarding dismissal - it's definitely worth querying as if the comment was simply as you've presented it there then that seems like something that would merit a warning at most. If however there is more to the comment or a history of misconduct that hasn't been revealed then that comment might be the metaphorical straw.

I'm assuming it wasn't a formal work event but merely one that work colleagues were at? If it was a wedding that was also formally organised work event then I'm a bit lost.
 
While it may warrant a disciplinary doesn't sound like grounds for gross misconduct tho may potentially be grounds for it.

IIRC at work for gross misconduct the contract states any notice pay etc. owed will be calculated at 1p a day or something I assume most companies will be the same.
 
semi-pro waster said:
That sounds a bit odd as the civil service has quite strict procedures regarding dismissal - it's definitely worth querying as if the comment was simply as you've presented it there then that seems like something that would merit a warning at most. If however there is more to the comment or a history of misconduct that hasn't been revealed then that comment might be the metaphorical straw.

I'm assuming it wasn't a formal work event but merely one that work colleagues were at? If it was a wedding that was also formally organised work event then I'm a bit lost.
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Not wishing to open it up too much further but she was the events manager, managing that event.. There were even comments made by staff higher up whilst they were there on the night about how "*****" everything was. The GF did not use the ***** word but used Gypsy as per the tv show title on FB later that night.
Some how this "resulted in a financial loss" for the company.
(we think the disgruntled ex friend knew the client or one of the wedding guests and they put in claim for refund or something)
It seem to have all been done by the book as per guidelines though.
Pre meeting to find out facts of complaint, date set for disciplinary meeting a few weeks later, and dismissal at that meeting.
Previous record apart from a very recent minor complaint, has, from what I can gather been exemplary.
 
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Possibly bringing the company into disrepute is the obvious proviso that would trigger a gross misconduct action, going by what you have said and her position.
 
Fuzz said:
Not wishing to open it up too much further but she was the events manager, managing that event.. There were even comments made by staff higher up whilst they were there on the night about how "*****" everything was. The GF did not use the ***** word but used Gypsy as per the tv show title on FB later that night.
Some how this "resulted in a financial loss" for the company.
(we think the disgruntled ex friend knew the client or one of the wedding guests and they put in claim for refund or something)
It seem to have all been done by the book as per guidelines though.
Pre meeting to find out facts of complaint, date set for disciplinary meeting a few weeks later, and dismissal at that meeting.
Previous record apart from a very recent minor complaint, has, from what I can gather been exemplary.
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Let me get this right.

  • Company is paid to cater/manage an event by a client
  • Girlfriend is paid by Company to manage event.
  • Girlfriend then posts inappropriate comments regarding event.
  • Ex friend sees comments and informs Client (presumably a friend).
  • Clients sees comments and complains to Company.
  • Company views Girlfriend's actions as gross misconduct and follows protocol.

Open and shut case based upon that. As was said before posting every random thought on FB will eventually cause problems.
 
Swordfish said:
Let me get this right.

  • Company is paid to cater/manage an event by a client
  • Girlfriend is paid by Company to manage event.
  • Girlfriend then posts inappropriate comments regarding event.
  • Ex friend sees comments and informs Client (presumably a friend).
  • Clients sees comments and complains to Company.
  • Company views Girlfriend's actions as gross misconduct and follows protocol.

Open and shut case based upon that. As was said before posting every random thought on FB will eventually cause problems.
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That pretty much sums it up yes.
 
People need life instructions in general on social media and the potential impact it has for your future and your career. Anything you physically write type or log somewhere always has the potential to come back and bite you on the bum.
 
Andrew_McP said:
I guess it depends whether you're using the drier in the ladies' toilets.
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Hahaha.

To the op, tell her employers to prove she posted that on fb. Unless she's admitted it already, just because it's on her profile .. someone else could have posted it
 
Tell her employer that taking the comment as an insult is derogatory and offensive towards Gypseys. It was meant as a compliment and if someone took it to mean anything else then they are the ones that are in the wrong.
 
Very silly thing to do considering her position. Sorry to hear, but yeah -- she'll have no comeback from that.

People really do need to think what they post on Facebook. Any random friend or acquaintance can take a dislike to what's posted in a fit of malcontent with you and wreak all kinds of hell if it's professionally based. Keep anything to do with work entirely separate.
 
Hardly gross misconduct to have an opinion on someones wedding. It's appalling the way companies try to interfere in peoples private lives these days, a private discussion is just that.
 
Energize said:
Hardly gross misconduct to have an opinion on someones wedding. It's appalling the way companies try to interfere in peoples private lives these days, a private discussion is just that.
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But Facebook is anything but private. You putting your thoughts online for all to see. If you wanted to have private thoughts you speak the to close friends, not give a permanent record. It's not hard to separate work/social on Facebook. You just have to think before you post anything.
 
Energize said:
Hardly gross misconduct to have an opinion on someones wedding. It's appalling the way companies try to interfere in peoples private lives these days, a private discussion is just that.
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Its an opinion on a wedding that she was involved in and her company organised. The company had every right to take issue with her slating it in public. Facebook is not private.
 
Fuzz said:
That pretty much sums it up yes.
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I can easily see how that could be classed as gross misconduct. Employed in a service industry to provide a service and then make a derogatory remark about said service where it can be viewed by attendees (i.e potential new customers) of that event.

I'm not saying she meant offence but if it were my company I would be pretty unhappy.

It may be worth looking into if the company has a policy on this and if there has been any training. It may be worth appealing but I would encourage a lot of grovelling and apologies rather than, "that's not how it went"

Failing a reconsideration by the company, I would then take legal advice but I wouldn't be too hopeful
 
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