HR Advice

newmum1

I work for a large company and recently I was in a car park outside of work hours and in my own time and a colleague who I have previously put a grievance in against although I later withdrew it, accosted me advising that she 'won' etc as I withdrew grievance etc I asked her if she is trying to ruin my weekend. Anyway fast forward she has put in a grievance against me. I have now been advised that I could be done for conduct outside of work. I was sat in my car the whole time and she has informed HR that the car park security and police were called this did not happen and she is lying. Where do I go from here, given my role I have more to lose than her I feel that this is why she has done this as she knows I could lose my PIN. I have been asked to not go to the locality in case I bump into her which I find bizarre as this is the area that I live in. Any advice much appreciated.

74jax

newmum1 said:

I work for a large company and recently I was in a car park outside of work hours and in my own time and a colleague who I have previously put a grievance in against although I later withdrew it, accosted me advising that she 'won' etc as I withdrew grievance etc I asked her if she is trying to ruin my weekend. Anyway fast forward she has put in a grievance against me. I have now been advised that I could be done for conduct outside of work. I was sat in my car the whole time and she has informed HR that the car park security and police were called this did not happen and she is lying. Where do I go from here, given my role I have more to lose than her I feel that this is why she has done this as she knows I could lose my PIN. I have been asked to not go to the locality in case I bump into her which I find bizarre as this is the area that I live in. Any advice much appreciated.

Let it run its course. She will hopefully be proved to be lying when the material isn't available 

CapricornLass

Surely carpark security could confirm that they were called or not?   Get confirmation from them in writing, even if its an email.  And don't the police have to provide a reference number, if they are called to an incident?  I don't know if you would be entitiled to see a copy of their report, but you could always ask HR at the interviews if she has provided this information to them. 
  
Are you in a union?  if so, they would be able to advise you and would also be able to provide support during the interviews. 

Dox

What's your PIN got to do with it? Sounds like you are both behaving like toddlers in a nursery school - let her prove these silly accusations if, as you say, they are groundless.

Marcon

What does PIN stand for? Why would you lose it?

MovingForwards

It will be nursing registration PIN.

newmum1

CapricornLass said:

Surely carpark security could confirm that they were called or not?   Get confirmation from them in writing, even if its an email.  And don't the police have to provide a reference number, if they are called to an incident?  I don't know if you would be entitiled to see a copy of their report, but you could always ask HR at the interviews if she has provided this information to them. 
  
Are you in a union?  if so, they would be able to advise you and would also be able to provide support during the interviews. 

Thank you yes I am in a union, I will contact them tomorrow. As yet I have not been provided with any report, I will ask HR for further information. Thank you

newmum1

Dox said:

What's your PIN got to do with it? Sounds like you are both behaving like toddlers in a nursery school - let her prove these silly accusations if, as you say, they are groundless.

Thank you for your response. My PIN as my employer is looking at conduct. I am clearly not a toddler but a professional woman and the reason why I put in the grievance is that she disclosed information on the health system about a child in my care, My employer asked me to drop the grievance as they dealt with the matter re: unauthorised accessing of health files for no reason, she is at risk of losing her job and this is her way of getting.
I hope you never go through what I have been through.

Alfrescodave

Where is the proof that any of this happened ? No witnesses, no CCTV, no phone video.
You need to be strong, write down what happened whilst it is fresh in your mind (assuming this happened recently) and get the Union strongly involved. 

eamon

Whatever you do next will be viewed as "you grassed me up" attitude towards you. It seems like your working relationship with this colleague has broken down and may or not be salvageable. You best course of action imho is 1) speak to your line manager, 2) union rep. Don't go to  HR.

Disciplinary issues especially in big organizations like the NHS can take ages to conclude and you have no rights to learn of outcomes that aren't related to you. As others have said try and rise above all this and don't engage in any discusions etc.

Undervalued

newmum1 said:

Dox said:

What's your PIN got to do with it? Sounds like you are both behaving like toddlers in a nursery school - let her prove these silly accusations if, as you say, they are groundless.

Thank you for your response. My PIN as my employer is looking at conduct. I am clearly not a toddler but a professional woman and the reason why I put in the grievance is that she disclosed information on the health system about a child in my care, My employer asked me to drop the grievance as they dealt with the matter re: unauthorised accessing of health files for no reason, she is at risk of losing her job and this is her way of getting.
I hope you never go through what I have been through.

If she did behave exactly as you claim here I am amazed / appalled that your employer "asked you to drop the grievance" as her conduct could certainly lead to dismissal and may even have been a criminal offence.
Why?