HR Advice

sammyjammy

Undervalued said:

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?

My reading of the post is that the grievance was dropped due to the conduct being dealt with via a different route.

newmum1

eamon said:

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.

Thanks. Why do you say not to go to HR. 

newmum1

sammyjammy said:

Undervalued said:

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?

My reading of the post is that the grievance was dropped due to the conduct being dealt with via a different route.

Yes totally I suspect at a higher level hence I had no issue to drop it. It was not personal to her but it has had repercussions for the child for reasons I cannot discuss.

Carrot007

newmum1 said:

Thanks. Why do you say not to go to HR. 

Why would you go to someone who does not have your best interests in focus?

74jax

newmum1 said:

eamon said:

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.

Thanks. Why do you say not to go to HR. 

A HR department works for the company, not you. They will want the easiest, quickest way out with minimal disruption. 

eamon

HR isn't the avenue that you need right now and they have little knowledge of what your role entails. Thats why you should talk with your line manager he/she needs to know that you are concerned/worried/anxious about the behaviour of your colleague outside of the workplace and that you need advice on appropriate actions that you can take to avoid future incidents taking place. In short you need your hand holding. Your union rep is also important but from a different viewpoint i.e. protection of your PIN, status and that you don't caught up in any crossfire whilst the disciplinary/investigation is going on.

Marcon

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 you're a professional woman, behave like one. Otherwise you are indeed responding like the proverbial toddler, without stopping to think whether any response is necessary. Let this oh so delightful colleague prove all this. If it didn't happen, she can't prove it, so why all the fuss? I suspect there is a lot more to this than you are choosing/able to disclose, which makes it hard to comment helpfully.