Supervisor - Formal Greivance

[Resident]

So my supervisor has launched a formal grievance allegedly to what I've said in a private conversation she wasn't present for, regarding certain members of staff, including her, getting special treatment, with particular reference to her husband always being schedule for the same shift times as her and always being the standby rather than given regular shifts. I, allegedly bad mouthed her for this.


She claims that it was another member of staff that told her about it.


Here's where I am with it:

1. Her complaint is based off hearsay. She wasn't present at the time of the alleged conversation
2. The content of the alleged conversation, ie the special treatment is a matter of record, it's already been confirmed by the manager leading the investigation that she does indeed have a special arrangement with the Operations director.
3. Despite there being at least 8 other individuals, I am the only one being named (targeted?) by the complaint
4. Myself and her have had run ins before regarding her attitude towards staff members.
5. There is history of her abusing her position to change staff rotas without authorisation, which was swept under the rug and she was transferred to another location.

The investigating manager has stated that if I apologise then the matter will be dropped.

What would you guys do?

Personally I'm unwilling to apologise as I know full well that will be taken as an admission & then used later on. The fact is she has no evidence of the alleged conversation, the alleged content of which is factual. I also feel the fact that I've been singled out makes this an attempt to "bully" me because I won't take her nonsense & that this grievance has been raised in bad faith/maliciousness.

Also, this complaint was lodged in late January but I've only just been notified of it. Would this count as an unreasonable delay?

 

[Resident]

1. Conversation happened.
2. I expressed an OPINION on a factual happening, nothing I stated was untrue.
3. The person who told her will not go on record, if they do they're done as ratting on other staff to management is career suicide (we're unionised)
4. This goes to @Felon 's last point. TWICE now the investigating manager has come to me informally. Once to tell me of the grievance being filed (no details) & secondly to fill me in on the details and suggest I apologise.

 

[Resident]

Spoken with Union chair today.

The apology is off the table. Union view is that any apology will be seen as admission of guilt and will be used against me.

Their view is there is zero evidence until I do. Claim is based on hearsay and this is why management want it done informally.

Union position is also that of one of being singled out.

From my experience she'll be wanting to get you fired anyway, to create a environment of fear- that anyone who says anything about her or her husband will be dismissed.

She'll then use your case as evidence for the next one, that she is being bullied.

Best to look elseware. Or just stay on the benefits and let people like her pay your benefits

Tbh they try to fire me I know enough about goings on that will secure my job