False accusation of gross misconduct

SpideressUK

polgara wrote: »

Definitely leave her alone! She might be malicious or she may have genuinely be concerns - treating her in any way differently may have repercussions

I am not sure how he could not treat her differently from a personal safeguarding point of view. We have decided not to go down the route of putting in a complaint against her regarding the suspicion of her being malicious when she falsly accused my husband of assault. However how can he not treat her differently to any other employee when he knows that at any moment she could accuse him of attacking her again? If CCTV is in the whole store he would feel happier as at least then things can be evidenced but other than that he has asked for eg that if she brings change to the shop she stays on the opposite side of the counter and puts the money on the counter rather than passing it to him in his hand and also requested that if she is beside him on the till that she completely moves out of the area if he needs to get past to leave etc so that he does not have to squeeze past her. He would not be requesting another employee is accompanied if taking him off shift - just this particular girl so is he supposed to treat her like everyone else and leave himself open to future/furter allegations from her?

SpideressUK

jobbingmusician wrote: »

This is a suggestion for discussion, rather than just a suggestion - I think it needs thinking through as it's the sort of thing that will depend on the company. I know what would happen if I did this at my work, but YMMV and all that...

The suggestion is that you(r husband should) raise a grievance against this woman. Make it clear that that grievance is not asking for action against her as a result of the initial malicious action, but is asking for a formal record to be kept that the initial complaint was malicious, and asking what action will be taken by the employer in fulfilling their duty of care to make that no similar action happens in the future.

He is awaiting the notes of yesterday's Investigation Interview in the post incase that states what happens re: records on each individual's company files. If that is not explanatory he intends to ask what records from it will be kept on his file and if anything is to be kept on hers and I think at that point he may say that he thinks a note should be kept on hers (if it isn't going to be anyway). He is already asking what safeguards are going to be put in place for him with regards to her to try to ensure that should she accuse him again there is either CCTV evidence or an employee witness but we are not sure what (if anything) is going to be put in place for him by the employer. It seems they would much prefer he carried on as normal now as if nothing had ever happened and seem to fail to understand that he is now (understandably) afraid of being around her unless he has some way of getting external evidence should she accuse him of something else.

SpideressUK

Ozzuk wrote: »

If it was me I'd put a complaint in, what is to stop her doing it again otherwise.

I am not sure yet but it may be that she gets a note on her file every time she puts in such allegations so eventually I assume her "track record" will stop her being believed which would eventually stop her from doing it again. From what he has heard "on the grapevine" she has already done something similar to another member of staff in times gone by - seemingly in the hope of getting to work his shifts.