I appreciate you feedback, Paula. Thanks for subscribing! Dawn

Hello, sorry for the delay in responding. It’s difficult to answer your question without more context. Dawn

@@hopeplacehr I was just saying that "using work premises for personal use" probably cannot mean everything. If you write a letter to someone using pen and paper from the employer, and sit at a desk in the office to write it, cannot already mean misconduct, it is just too negligible. Similarly, writing the occasional email on a work computer or using your personal phone in the office area, also cannot mean a transgression. And if you store some personal items in an office cupboard, such as extra pillow, toiletries, sports clothing, maybe some canned food for late evenings etc., or let's say storing valuables there for a few days while moving flats, with no other good/safe place in reach to store these at that time, probably also do not qualify. But where is the line to misconduct or gross misconduct then actually crossed ? Storing your sailboat on the company parking lot probably does, at least if for a longer time, such as during the off-season. Running a side business from your office, even if the business is officially permitted by the employer as a side activity, definitely would also it would seem.

Hello, sorry for the delay in responding. If you wish, you can book a HR-Wise Clarity Call via this link: calendly.com/hopeplace/clarity-call

Hello, thank you for your comments. It would be prudent to get advice from an appropriately qualified professional so you make a fully informed decision.

You are welcome, Esther.

Glad the video helped you.

Hello Assuming you work in the UK, if you are on paid suspension, you are legally obligated to be available for employment during your contracted work hours. If you had your second job before your suspension, it is difficult to say (based on the limited information you have provided) why your employer has asked you not to work elsewhere. If you would like to discuss your situation in more depth, you can book an HR-Wise Clarity Call via this link - calendly.com/hopeplace/clarity-call

@@hopeplacehr thanks for your feedback. I was alleged to be sleeping on duty etc. suspended with pay but was asked not to work anywhere. I will communicate you with the link if they didn't notify me of the outcome of the investigation as I was assured. 3 months passed already

Thanks Priscilla, I appreciate your comment!

Hello, you will need to read your organisations disciplinary policy. However, generally your employer should conduct a disciplinary investigation first.

Hello if you are in the UK, and depending on your providers requirements, you can refer yourself or your manager may need to refer you. Your sickness absence policy may have more details.

Hello, without having the specifics, it may not make any difference at all, and in any event, an employer would need to provide a factual, truthful reference.

Hello John, it may be helpful for you to speak to a member of your HR team or a trade union representative if you belong to a union. Alternatively, you can book a free 20-minute consultation - calendly.com/hopeplace/general-enquiries Dawn

I have the same issue. Due for a hearing & im in probation. Call avoidance. But i backed my case by telling them it wasn't purposefully but rather with Equipment issues. What happened with your hearing? The outcome?

If you live in the UK, you can choose to join a trade union whether or not an employer recognises it.

Not much , but have a clear mind will help gather info in case you want to pursue legal actions against your employer

Thank you, I appreciate your comment. Dawn

Thank you.

Thanks, Wayne :)

Thank you!

Glad it was helpful!

Thanks, Dawn for your comments and the tip on creating a cast list.

Hello Tee, thanks for your comment - we can certainly consider it - please email [email protected]

You are welcome - thanks for the support x