This is week #5, the final week of our Myths & Legends campaign. Statistics show that our weekly cards were seen by around 4,000 people per week and shared by numerous organisations including the International Transport Workers’ Federation, the European Transport Workers’ Federation and many aviation professionals.

We certainly hope that they helped revealing the truth behind myths about trade union membership, rights during industrial action, flight time limitations and disciplinary procedures and you will all be able to use this knowledge to your advantage.

So finally some more information about disciplinary meetings!

🔎 An investigation meeting has to be impartial and you must be allowed to tell your side of the events. If an investigation meeting can have a formal outcome (as such it might progress to the disciplinary stage) you are entitled to have a union rep with you

🗃 During an investigation meeting you must be provided with all evidence that is relevant and is used to investigate your case

📋 Any formal meeting you attend (investigation or disciplinary) must be minuted and you must be provided with these notes before commencement of the next stage. If these notes are inaccurate you must be provided with the opportunity to amend them

🛑 You have a right to raise a grievance during a disciplinary process if you have been bullied, harassed or your rights were not respected

🔃 If an investigative meeting is followed up by a disciplinary meeting, a different manager has to be present and make a decision

✒ You have the right to appeal the outcome of a disciplinary meeting in writing

⚖ If your appeal fails you have the right to involve the ACAS (Advisory, Conciliation and Arbitration Service)

The Myths & Legends campaign is not over. Our weekly cards are there for you to use them as guidance notes, you can continue to download, print and share them.

And stay tuned. The Big Reveal is yet to come!