Supervisor - Formal Greivance

Resident

Resident

Resident

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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 said:
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?
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Does she have a letterbox?


Seriously though the fact that she only has 3rd party gossip to go on means she will be destroyed at any HR meeting.
 
You see to have conveniently missed out the most important piece of information here - did you actually say what she is alleging?

If yes then you should apologise. Makes zero difference whether she was there or not. People get disciplined for posting stuff in private WhatsApp groups or outside of work all the time if it is found to affect the person involved. If you bad mouth people from work then you should be ready for the consequences. You should only do it with colleagues you can trust.

If you didn't say those things then off course you should not apologise and instead make a counter grievance.
 
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Resident said:
What would you guys do?
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Sounds like she's essentially going after you for slander - in that you've made knowingly false statements about her, if this is true she likely does have a valid case against you.

Did the conversation happen or not? If it did and she has a witness, ergo; someone who can go on the record and say, yes it happened and you said X Y and Z about her which are false, then you have a problem, I imagine you'll lose the grievance and get disciplinary action.

If the conversation happened and you said things which are factual and you can prove they're factual it would not be slander, so she'd have a problem in regard to winning that - what was said might hurt her feelings or make her upset, but if it's true it's true.

Whether she was there or not, or whether it was a private conversation or not doesn't matter with regard to slander AFAIK.

I'd also get some professional help from ACAS, they have a good helpline and will know better than all of us as they deal with this on a daily basis - I wouldn't say or do anything without speaking to them first, in short:
  • Speak to ACAS.
  • Any correspondance with HR, or anyone about this - in writing or it didn't happen.
  • Fully understand the company disciplinary procedure in the contract or employee handbook.
  • Make sure your account is 100% straight, don't change anything - keep it simple and factual.
  • Understand whether the allegation is actually anything that can be enforced (ie; bad mouthing is vague, it needs to be specific and proven that you said something false)
  • Don't prematurely admit or apologise for anything.
  • Finally and highly important: Make sure the company follows their own greivance procedure to the letter, if they don't - you'll potentially be able to take action later via a tribunal. (ACAS will know best here)
I raised a formal grievance against a bad manager a while back and won, so I know a bit about this - but getting good advice from professionals is key.
 
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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 said:
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.
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Honestly seems to me that you are just trying to avoid "justice" for something you did actually do.

I remember my sister in a similar case. She said "if the guy had admitted it, I would have warned him and moved on. But he's lying about it, and now I am going to find a reason to sack him".

In other words, this is a minor offence. Better to take it on the chin and calm things down?
 
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 :D
 
Resident said:
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.
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You need to speak to ACAS.

Also asking you to apologise in return for dropping the whole thing sounds a bit fishy with regard following process.

How long have you worked for the company?
 
I learnt very early on at work not to gossip about anyone else, with anyone else. They're work colleagues, not friends.
Just not worth the hassle. Go in, do the job, go home. Talk about the weather or football at work if you must.
Doesn't help you now, but maybe something to consider in future.
 
Uther said:
I learnt very early on at work not to gossip about anyone else, with anyone else. They're work colleagues, not friends.
Just not worth the hassle. Go in, do the job, go home. Talk about the weather or football at work if you must.
Doesn't help you now, but maybe something to consider in future.
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Yup Rule #1
 
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.

hornetstinger said:
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 :D
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Tbh they try to fire me I know enough about goings on that will secure my job ;)
 
The real point here is that she is getting preferential treatment. IMO the gossip is irrelevant as it was statement of what appeared to be fact. The real grievance is why is this such a secret and why is it not an option for everyone.
 
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