informal disciplinary hearing

[BERYL3]

I have been issued with an informal disciplinary for using the word misleading when replying to enquirer who said our website was wrong. My line manager said this word should never be used. I replied to her that I thought it was an ok word to use. I have worked in my institution for 27 years and for the last 5 years I believe, have been mentally bullied by certain members of the management team. I told my line manager that I would like the bullying tactics to stop as it was making me feel rather ill. She then said I was an agressive person and did not like what I was accusing her of. and thats why the informal disciplinary was being issued. The notes to this meeting are innacurate. Apparently you have no right to appeal to an informal disciplinary nor can you take a Union Representative with you to the meeting. Is this right.

[terambulan]

Misleading is telling the customer it has been given wrong info? That's not supportive of the company that pay ur salary...possibly, why ur not in favour?

Only you know in what context u used the word.

[Bivvysenior]

It doesn't matter what you call the meeting it is still a disciplinary meeting. Ask your manager to provide the evidence that support her actions that you have not complied with Company policy or procedure. Not what she tells you, but shows you to support her concerns.
It may be just an excuse on your Managers part to start a record of a event to build a case. The meeting should be viewed as corrective action not punishment on the managements part. The outcome could be training , counselling mentoring etc.. your manager should have a toolbox of support for their staff before the need to discipline
Check your Company staff handbook on their disciplinary/ Grievance policy as to often weak managers fail to follow their own Company procedure. Do not accept any notes of a meeting that are not a true reflection.As a good practise there should always be a management, or your own representative taking verbatim notes that you can both sign off as a true reflection of the meeting.and any agreed actions as an outcome.