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Hello
thank you for taking the time to read and hopefully advise on my Wifes situation i do apologise for the length of this however i feel it important to know all the facts not just the detail through rose tinted glasses.
My wife works for a large hospitality company and has been in her current role for 18months although she has been with the company for just under 3 years this time round. She is a general manager and has had 3 area managers in this period the first who talked things over and the last 2 who highlight the problem and then have a disciplinary meeting. She is currently on performance improvement although the company has not provided written details of this and they have also not been forthcoming with the help that was requested at the perfomance review meeting.
Dispute one misuse of company funds
so down to the latest in a list of issues (which i can go further into if required) since April this year.
My wife was confronted with a situation that a wedding was held was a bit of a disaster and the organiser demanding a full refund or he would go to the press and social media in a bid to let the world know how bad a place the venue is etc. In a compromise my wife persuaded the gentleman a full refund was not required which the gentleman accepted and agreed to meet the following day to receive his refund.
This is where my wife has left herself wide open through a lack of paper trail although cctv does show her handing the money to the indivdual but obviously does not show how much etc. My wife tried to refund the money through the company till system but this was not possible and she tried in vain to contact the company auditor but she did not leave a message on his answer machine as he was not available. The money she used for the refund was from the deposit money from the weddings booked for next year. The money would have been replaced by utilising a check from a local archery club which by custom and practise over the years had been given in the name of the manager rather than the company name so the manager had in previous years either spent it on themselves or used it for minor repair work etc. This money was due to be paid this week and would cover 2 thirds of the refund the remaining third would have been put back by utilising excess money after costs from a ticket tribute act on november the 13th which due to tickets already sold would have easily covered the remaining third.
The company have alledged that my wife has no evidence that she gave the refund to the guest and have inferred that she took the money for her own benefit. They have also asked how she would have paid the money back and that she would have had to have committed fraud by using further company money in order to cover the cost of the refund. The company are not aware of the custom and practise with regards the archey club money and they would not have been aware of whether there would be a surplus of revenue from ticket sales. Of course as my wife was in her mind acting in the best interests of the company she did not tell any other member of the team what she had done as within 2 weeks the deposit money would have been replaced. unfortunately whilst on holiday last week her deputy manager (who she got the General managers position in front of) found that there was a deficit in the wedding deposits and instead of asking my wife he directly emailed her boss. The company has failed to state who supplied the evidence however through 3rd parties it has come to light the chain of events and who sent the email.
Despite my wife giving her side of the story yesterday and explaining about the refund the company told her to expect a letter to attend a disciplinary meeting this coming friday even though they made no attempt to contact the guest to confirm the refund etc. They have also pre empted the outcome of yesterdays investigatory meeting with a few odd remarks etc throughout the process including whether or not i was professional enough and would i be working the 2 casual shifts i was down to work as if they have already decided that my wife will be dismissed.
Dispute 2 fraud due to stock control + 3 putting guests in the hotel at risk
2) is the alledged fudging of stock figures by stating a few pints of stella were given as a prize when infact there was a shortfall in the stella count. Again custom and practise across the 4 sites my partner has worked at over the last 10 years off and on with this company has been for the general manager to be creative if required to ensure stock targets are met as failuer to meet is instant disciplinary to which my wife received a written warning back in june this year.
3rd allegation is putting the guests of the hotel at risk and the whole integrity of the site by failing to sign off after reviewing her fire risk assesments which were due for renewal in june this year and by the fact she only did one fire alarm tests not 2 per week (but she was only made awre that was the minimum requirement the day befor we went on holiday last week.
My wife understands she has left herself wide open but has never in the twenty odd years of being a duty manager involved in cash handling stolen anything from her employers and she is now likely to be dismissed as i stated above they have already decided to dismiss her from the tone of voice etc and they have failed to adhere to the protection of data act etc as my wifes whole team know that she has been suspended and accused of stealing company funds. again this has come from a third party as neither myself or my wife has spoked to anyone in the team as she is not allowed to do so.
my question is is there anything we can do or do we have to wait for the inevitable to happen and on appeal bring to the table the full list of events that have transpired since April especially as she wrote to her boss explaining her position about 6 weeks ago and instead of giving her the help she requested he turned the email into a grievance procedure. My wife has also been ahving to work 60 to 70 hour weeks as her boss contuined to tell her to cut the number of hours she was using and as the only salaried member of staff it was her having to pick up the slack.
feeling helpless but need advice again thank you for reading hopefully i have kept to the facts and left emotion to oneside
kind regards
Damion
thank you for taking the time to read and hopefully advise on my Wifes situation i do apologise for the length of this however i feel it important to know all the facts not just the detail through rose tinted glasses.
My wife works for a large hospitality company and has been in her current role for 18months although she has been with the company for just under 3 years this time round. She is a general manager and has had 3 area managers in this period the first who talked things over and the last 2 who highlight the problem and then have a disciplinary meeting. She is currently on performance improvement although the company has not provided written details of this and they have also not been forthcoming with the help that was requested at the perfomance review meeting.
Dispute one misuse of company funds
so down to the latest in a list of issues (which i can go further into if required) since April this year.
My wife was confronted with a situation that a wedding was held was a bit of a disaster and the organiser demanding a full refund or he would go to the press and social media in a bid to let the world know how bad a place the venue is etc. In a compromise my wife persuaded the gentleman a full refund was not required which the gentleman accepted and agreed to meet the following day to receive his refund.
This is where my wife has left herself wide open through a lack of paper trail although cctv does show her handing the money to the indivdual but obviously does not show how much etc. My wife tried to refund the money through the company till system but this was not possible and she tried in vain to contact the company auditor but she did not leave a message on his answer machine as he was not available. The money she used for the refund was from the deposit money from the weddings booked for next year. The money would have been replaced by utilising a check from a local archery club which by custom and practise over the years had been given in the name of the manager rather than the company name so the manager had in previous years either spent it on themselves or used it for minor repair work etc. This money was due to be paid this week and would cover 2 thirds of the refund the remaining third would have been put back by utilising excess money after costs from a ticket tribute act on november the 13th which due to tickets already sold would have easily covered the remaining third.
The company have alledged that my wife has no evidence that she gave the refund to the guest and have inferred that she took the money for her own benefit. They have also asked how she would have paid the money back and that she would have had to have committed fraud by using further company money in order to cover the cost of the refund. The company are not aware of the custom and practise with regards the archey club money and they would not have been aware of whether there would be a surplus of revenue from ticket sales. Of course as my wife was in her mind acting in the best interests of the company she did not tell any other member of the team what she had done as within 2 weeks the deposit money would have been replaced. unfortunately whilst on holiday last week her deputy manager (who she got the General managers position in front of) found that there was a deficit in the wedding deposits and instead of asking my wife he directly emailed her boss. The company has failed to state who supplied the evidence however through 3rd parties it has come to light the chain of events and who sent the email.
Despite my wife giving her side of the story yesterday and explaining about the refund the company told her to expect a letter to attend a disciplinary meeting this coming friday even though they made no attempt to contact the guest to confirm the refund etc. They have also pre empted the outcome of yesterdays investigatory meeting with a few odd remarks etc throughout the process including whether or not i was professional enough and would i be working the 2 casual shifts i was down to work as if they have already decided that my wife will be dismissed.
Dispute 2 fraud due to stock control + 3 putting guests in the hotel at risk
2) is the alledged fudging of stock figures by stating a few pints of stella were given as a prize when infact there was a shortfall in the stella count. Again custom and practise across the 4 sites my partner has worked at over the last 10 years off and on with this company has been for the general manager to be creative if required to ensure stock targets are met as failuer to meet is instant disciplinary to which my wife received a written warning back in june this year.
3rd allegation is putting the guests of the hotel at risk and the whole integrity of the site by failing to sign off after reviewing her fire risk assesments which were due for renewal in june this year and by the fact she only did one fire alarm tests not 2 per week (but she was only made awre that was the minimum requirement the day befor we went on holiday last week.
My wife understands she has left herself wide open but has never in the twenty odd years of being a duty manager involved in cash handling stolen anything from her employers and she is now likely to be dismissed as i stated above they have already decided to dismiss her from the tone of voice etc and they have failed to adhere to the protection of data act etc as my wifes whole team know that she has been suspended and accused of stealing company funds. again this has come from a third party as neither myself or my wife has spoked to anyone in the team as she is not allowed to do so.
my question is is there anything we can do or do we have to wait for the inevitable to happen and on appeal bring to the table the full list of events that have transpired since April especially as she wrote to her boss explaining her position about 6 weeks ago and instead of giving her the help she requested he turned the email into a grievance procedure. My wife has also been ahving to work 60 to 70 hour weeks as her boss contuined to tell her to cut the number of hours she was using and as the only salaried member of staff it was her having to pick up the slack.
feeling helpless but need advice again thank you for reading hopefully i have kept to the facts and left emotion to oneside
kind regards
Damion
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