Let it rest, bide my time or take it further?

marmite1979

I've been subject to a form of disciplinary where I was deemed to have broken a rule It's been found I'd not broken any rules and staff responsible for making it up and reporting me was at fault and was given a warning themselves.
I had to wait for a follow up meeting to discuss my return to work, but I'm doing this at a site away from the employee as I've got trust issues with them.
Since I've been told ''off the record'' that this member of staff as made numerous allegations against me as to which none are true and were not taken any further by the employers.
What upsets me is that I've not had the chance to challenge the accusations one of which is a serious allegation.

As it stands the Employer has agreed ''too a clean slate'' and start again. I will not know if they have wiped the allegations off my record or not.

What advice would give me on what to do next.
Forget it and move on.
Take the member of staff on for defemination as it's ''He said'' ''I said'' case.

74jax

marmite1979 said:

I've been subject to a form of disciplinary where I was deemed to have broken a rule It's been found I'd not broken any rules and staff responsible for making it up and reporting me was at fault and was given a warning themselves.
I had to wait for a follow up meeting to discuss my return to work, but I'm doing this at a site away from the employee as I've got trust issues with them.
Since I've been told ''off the record'' that this member of staff as made numerous allegations against me as to which none are true and were not taken any further by the employers.
What upsets me is that I've not had the chance to challenge the accusations one of which is a serious allegation.

As it stands the Employer has agreed ''too a clean slate'' and start again. I will not know if they have wiped the allegations off my record or not.

What advice would give me on what to do next.
Forget it and move on.
Take the member of staff on for defemination as it's ''He said'' ''I said'' case.

If I were you I'd ask them to confirm your file is clear, and move on. 

Scorpio33

Forget it and move on.

Its your employers you need to worry about, not other people. They have said they will give you a clean slate.

Try not to let these people get to you. Focus on what you do, ignore them. If they are then preventing you from doing your job, then bring it up with your employer.

By all means raise your concerns with your employer, but they only care about your ability to do your job.

marmite1979

Yes I'll let it rest as the person who made the allegation is more senior, its me against them. he has form on making similar accusations of others so I hope they've taken note of them all. I would have been dismissed if they'd taken his side on the accusation which would have led to me taking it to a tribunal.
I've moved to a new site, but will be wary of communicating with this person in future shall paths cross.
I'm just concerned that if it's on file it could be passed on to prospective employers or within the same company and I'll have no way of knowing as references and employer to employer contact is considered confidential.

Scorpio33

For future employment, very rarely do employers give anything apart from confirmation of your position and dates employed, due to fear of litigation. Even if they did say anything more (internally or externally), they can only legally state anything that is factually correct. They can state that an allegation was made which was found to be incorrect, which doesn't reflect badly on you.

I would relax about it a bit more and just concentrate on your current role.

Undervalued

marmite1979 said:

I've been subject to a form of disciplinary where I was deemed to have broken a rule It's been found I'd not broken any rules and staff responsible for making it up and reporting me was at fault and was given a warning themselves.
I had to wait for a follow up meeting to discuss my return to work, but I'm doing this at a site away from the employee as I've got trust issues with them.
Since I've been told ''off the record'' that this member of staff as made numerous allegations against me as to which none are true and were not taken any further by the employers.
What upsets me is that I've not had the chance to challenge the accusations one of which is a serious allegation.

As it stands the Employer has agreed ''too a clean slate'' and start again. I will not know if they have wiped the allegations off my record or not.

What advice would give me on what to do next.
Forget it and move on.
Take the member of staff on for defemination as it's ''He said'' ''I said'' case.

They will not, if they are sensible, delete ("have wiped") any records, in order to protect themselves in the event of any legal action from either yourself or the others involved.

You have certain rights under the GDPR for a copy of the information they hold about you although some items may legally be withheld or redacted.

You don't specifically have a right to "challenge the accusations" unless your employer progresses them to a formal disciplinary hearing. Even then, it is not a court of law!

Finally there is an old adage that "only rich men and publicity seekers sue for libel". Also an old proverb "Before setting out for revenge, first dig two graves".

Keep both in mind!

lincroft1710

marmite1979 said:

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Take the member of staff on for defemination as it's ''He said'' ''I said'' case.

I hope you meant "defamation" as "defemination" is a rather serious and personal process.

Savvy_Sue

I think I would expect to receive a letter along the lines of "Dear Marmite, you were suspended from work to allow us to investigate allegations made against you. We have found no evidence that these allegations were correct and would like to welcome you back to work with effect from this date. You will in future be based at our site in Timbuktu, as agreed with you in discussions." 

They can't wipe from your record that you were suspended, but they should record the result of the investigation and suspension. 

mymiddlenameisanoun

marmite1979 said:

I've been subject to a form of disciplinary where I was deemed to have broken a rule It's been found I'd not broken any rules and staff responsible for making it up and reporting me was at fault and was given a warning themselves.
I had to wait for a follow up meeting to discuss my return to work, but I'm doing this at a site away from the employee as I've got trust issues with them.
Since I've been told ''off the record'' that this member of staff as made numerous allegations against me as to which none are true and were not taken any further by the employers.
What upsets me is that I've not had the chance to challenge the accusations one of which is a serious allegation.

As it stands the Employer has agreed ''too a clean slate'' and start again. I will not know if they have wiped the allegations off my record or not.

What advice would give me on what to do next.
Forget it and move on.
Take the member of staff on for defemination as it's ''He said'' ''I said'' case.

Your best bet is to leave it and carry on. Its going to be a whole pickle that you will get into if you take it further due to the restrictions that employers have. I would keep a look out as to what jobs are coming around and take some interviews. Remember interviews are not you saying you're going to quit but it gives you vision of what is going on around you. once you know where you are and what opportunities are out there you will be able to by yourself deduce whether or not staying around this person is worthwhile or whether you can move to a different part of your life.

eamon

I agree with the others, settle for an apology and a note to such in your employment record. Then get on with your life. Satisfy yourself that the other party has soiled their record and will probably be out the door soon.