HUMAN ERROR

ConfusedBuyer

Hi all hope this isnt a stupid question im wondering is a employer entitled to give u a verbal warning for a "human error"

leeroybrown

From the little information you've provided it sounds perfectly above board to me.

jimmycrackcorm

Why would anyone get a warning for something that was not human error - or something that was not their fault?

IsThatSo?

Guess it depends on how big the error was................and the nature of the error, of course.

seamus

Human error implies that it took a person to cause it (i.e. it didn't happen spontaneously).

This also implies that there were steps which could have been taken to avoid that error.

Since the person who caused the error didn't take those steps, then a warning seems fair.

doolox

In most companies a verbal warning is the first level in the disciplinary precedure and is, ironically, written down and recorded in the employees record for legal reasons.
The expected and actual behaviours, the rules broken etc and the specific incident must be recorded and an investigation gone through to execute a verbal warning effectively.
Employees not only have the duty to obey the rules but also must take reasonable steps to avoid damage to the companies property and meet targets for performance etc which will depend on the nature and level of the job.
You are entitled to get a detailed job description and timely and regular feedback on you performance to these targets. These usually record the level and frequency of "mistakes" allowed in a given time-frame and if you exceed them you are liable to disciplinary action regardless of the intent.
A corrective action plan, usually involving training, coaching and correction of erroneous techniques is usually employed to rectify past errors and prevent future ones.
In most modern multinational companies YOU own your own training and development, no one else will do it for you or hand it to you on a plate. If you feel you are not sure of your job, ASK. Get the necessary training and if necessary ask for time to revise and refine your skills so you are confident in your ability to do your job. This may require taking a lesser responsible role for a while in order to be able to cope. If so take heart, none of these things are permanent or written in stone and a change to a more suitable area or company might be a solution, done when best for you, keeping good relations with your present management and only changing when all other options have been tried.
Get help from your employee relations rep, every company should have one and you should have access to him/her before any crucial meeting or decision is made. Take your time before signing anything. You are entitled to take copies of any decision made or needing signing etc away for closer examination before signing. You should be able to take someone with you to the meeting to act as "moral support" or give expert testimony if you are not good at technical or other report giving. You are, in some companies, entitled to give an account of your actions in writing as some people are better at this than verbal reports. Chose your strongest one and use it to full advantage.
Finally, you are entitled to an end date for the warning to become null and be taken from your record. You are also entitled to examine your record at any time and should check to see the warning is removed at the appointed time.
Warnings can affect future transfers and promotions if left in the file even if they are out of date they might affect prospective managers decision to choose you for that future, hopefully better, job.

ConfusedBuyer

Thanks for getting back to me people! I dont want ta bore ye with my job but it now turns out that the machine i was working on is at fault. And this was how the products got mixed up Im thinking of going to the union, or could i even go to the labour court???

AARRRGH

ConfusedBuyer wrote: »

Thanks for getting back to me people! I dont want ta bore ye with my job but it now turns out that the machine i was working on is at fault. And this was how the products got mixed up Im thinking of going to the union, or could i even go to the labour court???

I think it would make more sense to take a slightly less dramatic route and ask your manager to retract the verbal warning.

Why would you go to your union or the labour court?!

gerrycollins

ConfusedBuyer wrote: »

Thanks for getting back to me people! I dont want ta bore ye with my job but it now turns out that the machine i was working on is at fault. And this was how the products got mixed up Im thinking of going to the union, or could i even go to the labour court???

jaysus relax a bit

doolox

Management were quick to fire the first shot in this war. Why should he relax a bit?
Times are hard enough so everyone should protect their record, their reputation and their good name.
He might need a good work record if required to change jobs quickly.
He should get a clear written apology and full retraction of any accusations levelled at him so that no one is in any doubt in his ability to do his job.
If the verbal warning took place in a public forum the manager needs to contact all those involved and retract the warning publically.
They will have more respect for someone who fights vigourously to defend their good name and reputation than for someone who accepts the blame in the wrong and does nothing.

AARRRGH

doolox wrote: »

Management were quick to fire the first shot in this war. Why should he relax a bit?

The verbal warning was not unreasonable (given the knowledge at the time.) But it turns out it was a misunderstanding, so it should of course be retracted.

If the OP goes to his union or the labour court because of a misunderstanding they will think he's a spa.

doolox wrote:

If the verbal warning took place in a public forum the manager needs to contact all those involved and retract the warning publically.

I agree.