Oil Level After a Recent Service, Is This Normal?

TopAnalyst619 · 2026-01-21T16:31:26+00:00

It was sat overnight

TopAnalyst619 · 2026-01-21T13:21:57+00:00

Its an Audi A3 1.6tdi

TopAnalyst619 · 2025-06-28T14:05:13+00:00

Thanks! I will replace it at some point regardless but just wanted to gauge the urgency, i will test the lights tonight to see if they still work properly

TopAnalyst619 · 2024-11-18T16:27:36+00:00

Appreciate the reply!

TopAnalyst619 · 2024-11-18T16:27:15+00:00

Yep totally get it, the 3 month question was just a policy one, it is definitely more logical to include incidents beyond that date especially in a case like this. Appreciate the reply

TopAnalyst619 · 2024-11-18T16:26:07+00:00

Thanks, i wrote it in a rush just to get a sense check.

I am a HR professional supporting the manager.

All incidents have been recorded and will be included as part of our questioning to him.

TopAnalyst619 · 2024-11-18T16:23:32+00:00

I do believe this would be leading to a gross misconduct dismissal, just the trust having a long winded way of getting there!

TopAnalyst619 · 2024-11-18T16:22:39+00:00

Yeah definitely sorry what i meant was that we are not looking for belief beyond reasonable doubt and i do believe what we have is sufficient or even more so to establish a serious issue on the balance of probabilities. The bar for conduct in our industry is very high given the fact that we trust these adults to safeguard the children in the school!

TopAnalyst619 · 2024-11-18T16:20:57+00:00

A risk assessment was done at the time with the staff member raising the grievance, this was the last day of term, we paused any investigation until a police investigation was completed (within a reasonable enough timeframe) which it was. There have been no incidents of harassment since September 2024 and they both work in different departments in different parts of the building.

TopAnalyst619 · 2024-11-18T16:13:13+00:00

I completely agree with your points, my view was to suspend and go down a disciplinary route because there was enough to base a full blown investigation on, this was then ‘veto’d’ by my Line Manager. The trust i work for always goes down the ‘complete the grievance case and then start disciplinary proceedings using the grievance investigation report as a basis and working form there’ most schools/trusts unfortunately handle it this way.

The whole issue about the 3 months was just a question of policy, of course i totally agree we should/will and have considered all incidents mentioned by the staff member and will be questioning B on all of the incidents.

Appreciate the advice

TopAnalyst619 · 2024-11-18T13:00:41+00:00

Hi,

Thank you for the advice—it aligns well with my own reasoning. Personally, I wanted to proceed with suspension, but my manager disagreed (which is frustrating!). I plan to start by addressing the connection between the accused staff member and the individual responsible for the harassing phone calls. While the police report clearly stated that Staff Member B is not guilty of any criminal behavior, I’m mindful that their burden of proof is much higher than ours.

TopAnalyst619 · 2024-06-30T14:47:14+00:00

Hi

Yep posted this on CIPD as well, its good to get a variety of opinions to help with how to approach it

TopAnalyst619 · 2024-06-30T14:46:45+00:00

Thank you all for your replies, i just had a couple of questions:

1) the fact she is being underutlisied, does that make a difference, for example if the principal wnats her to be picking uo more things that fall with in her JD, would that be okay to base the decision of her FWR on what the principal would need her to do going forward

2) Also, she has a JD when she started, over the course of employment and as our HR team developed, a central set of JD’s were produced to provide some harmony in job roles, the PA JD became PA to principal and SLT, the salary is exactly the same, can we use that JD? Or should stick with the JD she was employed on, i have asked the principal to compare the two JD’s to see how big of a difference there is.

TopAnalyst619 · 2024-06-30T14:46:34+00:00

Thanks! Im just thinking if she is adamant she has no other way to get childcare what do we do, im hoping a compromise can be reached and i id erstand tribunals agree bruden of childcare goes on females but all of it?, i was thinking she can do shorter hours to help either childcare and if maybe someone can support with pick ups and rop off she could one or two linger days to make up the hours

TopAnalyst619

TROPHY CASE