Pauloz
Expert
Joined: 02 Oct 2007
Posts: 1160
Career Advice: +3/-0
Location: Sydney
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 Posted: Fri Sep 11, 2009 4:47 am Post subject: |
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pat196068
There are a few possible ways of proving your point:
Did you have a clock on/off system?
Did you have a roster for breaks?
Did you have any work clients you were talking to during your "absence"?
Who can verify where you were at that time?
Some things to consider:
Where was your supervisor, during this period?
Were you engaged on any duties where you were required to make notes, like charts, administrative work on the computer system, where your times would be logged?
Were you on the phone, where phone records could be checked?
Any verifiable information on any system, proving you were present at the time you were alleged to be absent, will do.
A supervisor should know better than to react to allegations without checking facts. There will almost definitely be some information somewhere disproving it. If you were working in shifts, there should have been a more accurate time keeping system than someone saying who was where, particularly after the event. If you were only absent for 15 minutes, you wouldn't have had to record a time, anyway, and you simply didn't. It's pretty obvious to me you were busy, not absent.
Another point about the initial report against you- If you were previously accused of absence:
Why was the write-up not acted upon?
What action did they take in that matter?
Was there any history of grievances between yourself and the person who made the report?
Something smells, and you only need to make sure the appeals panel gets a whiff of it. Why a supervisor would have to rely on reports from other staff, particularly after a failed effort earlier, needs explaining. That's no management, it's astrology. If you've got witnesses for where you were during that time, find them. |
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