Poll: suspension from work

Should the OP be banned?

  • Yes

    Votes: 185 80.4%

  • No

    Votes: 45 19.6%
  • Total voters
    230
getting a discount on a gift card is fair enough.
but then using the card yourself and getting more discount is wrong and im sure you really knew that.
if your dad is telling you what he wants just buy it and get your 20% all legal and correct, but buying him a card and then using it yourself for him isn't and I really cant think you thought that was ok.
the fact you were buying giftcards for everyone and then using them yourself shows you knew what you were doing
 
Semple said:
OPs still not returned. Bet he'll be in for a shock when he sees the thread has spiralled out of control.
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It's not out of control yet...that will happen when someone mentions the ethnicity of the management probably being slightly questionable and it all being a Jerbil Conspiracy.
 
Luke said:
It sounds like the process they used against you was flawed from the start.
If they were calling you to a gross misconduct hearing are they not obliged to give you adequate notice to seek representation?
What does their disciplinary process state?

Have they offered you the right of representation at the next hearing?

(the discount use sound very dodgy though regardless)
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Company I used to work for would do a preliminary hearing termed a "fact find", which would be done on the spot and with no representation offered (though not sure if available on request). If it was serious enough, they would suspend, likely with pay, and invite to a formal hearing further down the line, with representation allowed. Sounds like the OP's company does it more or less the same way. It does seem a bit dodgy that you don't get representation offered at the first meeting, especially when it can result in something as drastic as suspension. They are possibly just hoping you will be swept along by the speed of events and not ask for it.

OP does sound like he is in the wrong, in my legally unqualified opinion. It is pretty clear that the result is getting two lots of discount on the same purchase, which should seem like a possible loophole to anyone with the most basic notions of common sense. I'd be surprised if the phone call that apparently sanctioned this behaviour did cover using the cards on further discounted purchases. Whether or not the company is covered by watertight terms of contract, it is a bit silly to try it to say the least.
 
Castiel said:
It's not out of control yet...that will happen when someone mentions the ethnicity of the management probably being slightly questionable and it all being a Jerbil Conspiracy.
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I'm sure we all know they want him out so they can get in some cheap Polish replacement. They've got a Polish guy lined up already, with a criminal record almost as long as his swarthy eastern-euro penis, which he uses to woo pretty women away from hard-working native British menfolk, before sending them back home to his family to throw on their fire for fuel.
 
Knowingly and repeatedly doing something that is obviously not meant to happen even if actually permitted through a technicality is not going to get you off the hook on this one OP. If it were me I would fire you because you have either betrayed trust or demonstrated a lack of cognition, neither of which are exactly desirable in an employee.
 
Rroff said:
System shouldn't let you buy a gift card with a gift card or other voucher
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This would have just made it harder for someone to exploit they system.

The OP could easily have replaced his voucher scam with another system where he regularly bought items at discount and then sold them on for profit. This would still be a disciplinary offence.
 
When I worked at a retailer, gift cards were excluded from staff discount. Same with lottery tickets, stamps, top-ups, etc. Till would take your discount card but no discount would be applied to those items.
 
Assuming you looked at the company policy on use of staff discount - either before you used it or whilst this was going on - what does it say about your situation?

If it doesn't say anything about these circumstances then any disciplinary action is not reasonable.

If it does, and you didn't know, well frankly ignorance is not a defence and you should have checked the policy before using the discount. However if it is error rather than deliberate fraud then it would be churlish of them to dismiss you for it.
 
*Moangroan* said:
I agree why let staff buy discount cards if they already can have discount.

They messed up and unfortunately you may be made the scapegoat
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I'm sure it's a trust thing, the company has a bit of faith that employees won't abuse their generous staff discount.

Not buying the ignorance argument.
 
Mitzy said:
Not buying the ignorance argument.
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Indeed, once or twice maybe, but repeated transactions screams of abusing the system and the op should consider himself lucky that his employer's don't get the police involved.

Personally I expect that will be the option he will be given, resign or we call the police.
 
On the plus side when they dismiss you, you can always apply to the UK Treasury or any of the big Banks, they're always on the lookout for Financial Manipulators (The dodgier the better!), there may be a long and lucrative career ahead of you.
 
James J said:
Formal interviews before disciplinary action is fairly common. It's often used to gather evidence and ask for explanations of what happened. You sign after reading what's been written down as a testimony basically. If the manager records what you say, never sign the form.
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I've held several fact finding meetings, on occasion those being interviewed would refuse to sign the minutes, fair enough. I would note on the minutes "staff member refused to sign" and get it counter signed/dated/timed by the minute taker instead.
 
I think the only way the OP would have got away with this would be if he had insisted that every voucher he bought was given away as a gift and used by a family member (without his involvement and without claiming any further staff discount). And that every voucher he spent was a different voucher which had been given to him by someone who had bought it at full price.

As soon as he admitted repeatedly claiming a 'double discount' then his head was effectively on the block.
 
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