Disciplinary panel at former work place?

So it sounds like they are following it through to cover their own arses. I still wouldn't bother unless you are going to gain something from it.

If an ex-employer was calling me back to sit through something like that, I'd be telling them to get lost or pay me for my time to entertain them.

If police were still involved you'd speak to them directly. So it all just sounds like management ********.
 
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What good do you think could come of the meeting? It's like the "don't talk to Police" thing. You only make things worse in most cases by participating in conversations.
 
If you've got time to waste and are feeling particularly vindictive, I'd attend the meeting, and thank them for the opportunity to bring up your concerns, then inform them that you are beginning proceedings against them for failing to provide a secure working environment, putting the safety of you and your colleagues at risk, along with a lack of adequate training to deal with violent patients; their failure thus putting you into a compromising position where the only option you had was to defend yourself to the best of your untrained ability. Make sure to point out that they are potentially in breach of the Health And Safety at Work Act due to this.

Alongside that I'd raise a formal complaint about the process taking so long, making sure to emphasise the damage this has done to your mental health.

Also sounds to me like a possible constructive dismissal case if you feel like being even more of a **** :p

Otherwise, it doesn't sound like there are going to be any real repercussions if you don't attend.

Note: I'm not an employment law specialist, so take all of the above with large pinch of salt
 
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Haggisman said:
If you've got time to waste and are feeling particularly vindictive, I'd attend the meeting, and thank them for the opportunity to bring up your concerns, then inform them that you are beginning proceedings against them for failing to provide a secure working environment, putting the safety of you and your colleagues at risk, along with a lack of adequate training to deal with violent patients; their failure thus putting you into a compromising position where the only option you had was to defend yourself to the best of your untrained ability. Make sure to point out that they are potentially in breach of the Health And Safety at Work Act due to this.

Alongside that I'd raise a formal complaint about the process taking so long, making sure to emphasise the damage this has done to your mental health.

Also sounds to me like a possible constructive dismissal case if you feel like being even more of a **** :p

Otherwise, it doesn't sound like there are going to be any real repercussions if you don't attend.

Note: I'm not an employment law specialist, so take all of the above with large pinch of salt
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To be honest, the guy i talked with before that used to be a union rep for the Royal Mail have said things in a very similar fashion to what you did.

I'm also quite frustrated with the length of time this has gone on, as the HoN initially said the investigation was probably going to last 6-8 weeks (that means it should have been done by end of October).

But I'm very tempted to just ignore it, as I can't see how they would be able to influence my career in my native country.
 
Haggisman said:
If you've got time to waste and are feeling particularly vindictive, I'd attend the meeting, and thank them for the opportunity to bring up your concerns, then inform them that you are beginning proceedings against them for failing to provide a secure working environment, putting the safety of you and your colleagues at risk, along with a lack of adequate training to deal with violent patients; their failure thus putting you into a compromising position where the only option you had was to defend yourself to the best of your untrained ability. Make sure to point out that they are potentially in breach of the Health And Safety at Work Act due to this.

Alongside that I'd raise a formal complaint about the process taking so long, making sure to emphasise the damage this has done to your mental health.

Also sounds to me like a possible constructive dismissal case if you feel like being even more of a **** :p

Otherwise, it doesn't sound like there are going to be any real repercussions if you don't attend.

Note: I'm not an employment law specialist, so take all of the above with large pinch of salt
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I had that when I was threatened, I state they failed in duty of care, they just deny it, shift the blame, then turn it around on you.

So much easier now on benefits. Not much worse off either tbh.
 
Queen Wasp, we get it, you like making people aware you're livin' it up on the bens but let's not make another thread about you ey?
 
hornetstinger said:
Correct, why continue working for company that doesn't give a crap about the employees.
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I'm not talking about continuing working for them, I'm talking about costing them ££££ in dealing with a "problem" (i.e. you) they've created ;)

As you say, they don't care about the employees, but they DO care about their bottom line. Make them cross every T and dot every I. Meticulously jump through every legal hoop they need to. If you can make it someone's full time job just to deal with what you unleash on them, then all the better. And when they slip up (they always do) go for the throat.

Edit: if you want a quick and easy way to cause them some (albeit small) aggro, submit a SAR, they are legally required to provide it within a month. If nothing else, you're wasting some time, but it may also give you some useful ammo on what info they are holding on you. If you want to put the wind up them, make sure to specifically mention you want the records of the training which they provided you on dealing with aggressive patients (this is me assuming you didn't get any)
 
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Trying to chase an ex-employee over a disciplinary seems like a waste of time really.

If they can be bothered they can cause all sorts of problems for the people still employed and doing the chasing, with no real consequences.
 
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Haggisman said:
I'm not talking about continuing working for them, I'm talking about costing them ££££ in dealing with a "problem" (i.e. you) they've created ;)

As you say, they don't care about the employees, but they DO care about their bottom line. Make them cross every T and dot every I. Meticulously jump through every legal hoop they need to. If you can make it someone's full time job just to deal with what you unleash on them, then all the better. And when they slip up (they always do) go for the throat.
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I still have the audio recording of the managers admitting to discrimination.
 
Bubo said:
That's what got him in to trouble in the first place. Allegedly.
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Well then the solution is really simple, the next reply via email should be:

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I’d just ignore them personally. It’s an ex-employer in a different country.

It would be different if it was the police after me.

I can’t see any benefit to attending, or communicating with them in anyway!
 
I wouldn’t waste your time. Allot of these panel decisions will have been made before you turn up to defend yourself regardless. You don’t work there, you’ve left the country, what is there for you to want to turn up for.

Don’t bother, ignore and continue with your life.
 
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