Serving up a disciplinary process that left more than a bad taste

The idea that your employer does not like you and wants to dismiss you may sound unbelievable - especially if you have never been in that situation - but it can happen.

Michaela knows exactly how this feels. She was targeted after making a comment about the poor quality of the food at a party thrown by her manager.

The recruitment agency worker had been openly critical to a group of colleagues about what she was served at the weekend get-together.

It was never made clear who reported her comments, but on the Monday, her male manager asked her about what she had said.

Put on the spot and made to feel extremely uncomfortable, Michaela apologised, admitted she had a bit to drink, and accepted that she was out of order.

In the weeks that followed, Michaela noticed her manager interacted with her much less. He stopped greeting her, and any communication felt like a last resort, only happening when absolutely necessary.

She mentioned this to a colleague, who told her it was no surprise, as it was common knowledge that the boss was unhappy with her.

When Michaela contacted our Employee Support Centre, she explained how her manager’s displeasure had become painfully clear.

She was summoned to his office about three weeks after the party and told that several serious complaints had been made against her.

Michaela, who had received nothing but positive feedback during her six years with the company, was understandably shocked by the news.

She was desperate to understand what had been alleged and asked for more details, but none were provided.

Her manager told her the allegations were serious and could damage the company’s reputation, so he had no choice but to suspend her from work.

Distraught, Michaela asked if this was retaliation for what she had said at the party, but her manager assured her it was not.

Unconvinced by her manager’s response, Michaela decided to raise a grievance for retaliation and unfair treatment.

When submitting the grievance, sent directly to her manager, she requested that any disciplinary investigation be paused in line with the ACAS Code of Practice until her grievance was properly resolved.

Michaela had also asked that her complaint be passed to an appropriate person so it could be considered impartially.

However, her manager responded by email the following day. He stated that he had carried out a ‘full investigation,’ that the grievance had been rejected, and that Michaela had the right to submit an appeal - but it would need to be sent to him.