Workplace advice

blipblip1

Some advice/thoughts on an employment law situation please.
HR are complaining about me and have used very personal, direct accusations about myself in an email (not sent to myself but I have seen it)
What options are there and thoughts to consider?
Is it acceptable to put that in an email irrespective of if it is true or not?

TELLIT01

It will depend on the content, whether the content is accurate and who it was sent to.  Sending such information to your manager or others in the management tree would potentially be justified.  Discussing you with others not directly involved may not be.

KatrinaWaves

blipblip1 said:

Some advice/thoughts on an employment law situation please.
HR are complaining about me and have used very personal, direct accusations about myself in an email (not sent to myself but I have seen it)
What options are there and thoughts to consider?
Is it acceptable to put that in an email irrespective of if it is true or not?

You cant just say 'irrespective of whether it is true or not'

If its true, its not an accusation, just a statement of fact.

If it is false, it should not be said in an email or in any format.

If it is opinion, then it is for discussion and yes could be emailed.

blipblip1

KatrinaWaves said:

blipblip1 said:

Some advice/thoughts on an employment law situation please.
HR are complaining about me and have used very personal, direct accusations about myself in an email (not sent to myself but I have seen it)
What options are there and thoughts to consider?
Is it acceptable to put that in an email irrespective of if it is true or not?

You cant just say 'irrespective of whether it is true or not'

If its true, its not an accusation, just a statement of fact.

If it is false, it should not be said in an email or in any format.

If it is opinion, then it is for discussion and yes could be emailed.

If the comments are unfounded then where do i stand? Shall i ask for proof at this point?

Undervalued

blipblip1 said:

KatrinaWaves said:

blipblip1 said:

Some advice/thoughts on an employment law situation please.
HR are complaining about me and have used very personal, direct accusations about myself in an email (not sent to myself but I have seen it)
What options are there and thoughts to consider?
Is it acceptable to put that in an email irrespective of if it is true or not?

You cant just say 'irrespective of whether it is true or not'

If its true, its not an accusation, just a statement of fact.

If it is false, it should not be said in an email or in any format.

If it is opinion, then it is for discussion and yes could be emailed.

If the comments are unfounded then where do i stand? Shall i ask for proof at this point?

Are they or are they not "unfounded"?

If it is something being said about you, then you must know better than anybody whether they are true or not!

If it is untrue then, depending on how you came by the information, they may well be grounds to make a complaint. However if it is (largely) true...........

blipblip1

Completely unture and if they were then my manager would formally have to be complained to or at least have knowledge of?

Manxman_in_exile

If this email was not sent to you and you weren't copied into it, how have you come to see it?  I presume somebody to whom it was sent has shown it to you.  Did the sender of the email intend it to be shown to you?  Has the person showing it to you broken some aspect of confidentiality by showing it to you?  Even if it was shown to you by somebody other than the recipient it'll be a breach of confidence.

If the content of the email is both untrue and in some way derogatory about you, I personally would definitely want to complain about it - but at the same time I would want to consider the questions above and what the consequences might be.  (ie will you simply get someone else in a sh1tload of trouble, or are the false allegations so serious as to justify a breach of confidence).