Hi,
I need an advise regarding a false complaint framed against me in the Speak Up line by another colleague of mine. Kinldy advise how should I tackle. She has framed false complaint saying that I am using personal comments on her. She is working an Admin and find many lapses in her work and behaviour. She is unprofessional in responding.
There was an initial disucssion by HR, but it has been quiet some time now there is feedback. Kindly advise how to proceed.
Thanks!
Jyothsna
From Singapore
I need an advise regarding a false complaint framed against me in the Speak Up line by another colleague of mine. Kinldy advise how should I tackle. She has framed false complaint saying that I am using personal comments on her. She is working an Admin and find many lapses in her work and behaviour. She is unprofessional in responding.
There was an initial disucssion by HR, but it has been quiet some time now there is feedback. Kindly advise how to proceed.
Thanks!
Jyothsna
From Singapore
In order to cover up their weaknesses on professional and other fronts such type of persons start spreading false accusations against peer group so that attention towards them is diverted. It is better to caution such persons initially and if they do not stop then apprise to higher ups in detail the nature of personality of such person and if they require give complaint in writing. By this process the person will be exposed and in future if he or she tries again no one will believe him or her. If necessary give threat to such person of suing for defamation.
Thanks
Sushis
From India, New Delhi
221Thanks
Sushis
From India, New Delhi
What is this Speak up line?
What exactly is the nature of personal comments?
Is it in writing or verbal?
Who has found faults in her work as Admin/
What exactly is your position in the organisation?
Have you taken the matter of comments against you in any official forum/form?
Depending on nature of comment only thoughts of further action can be considered.
Sometimes comments may be of a type which can be ignored after a mild caution.
One has to consider all these factors,while acting on comments.
From India, Pune
What exactly is the nature of personal comments?
Is it in writing or verbal?
Who has found faults in her work as Admin/
What exactly is your position in the organisation?
Have you taken the matter of comments against you in any official forum/form?
Depending on nature of comment only thoughts of further action can be considered.
Sometimes comments may be of a type which can be ignored after a mild caution.
One has to consider all these factors,while acting on comments.
From India, Pune
Speak Up line is an HR facility which is managed by a Third Party, and our Legal Team and HR of the Company. Employees can file their complaints for any misconduct by employee, complaint regarding any violation of Company code of conduct etc are considered in the Speak UP.
I work as Senior Adminstrative Assistant in Business Inofrmation Solutions, (IT) Department. She works as Department Secretary and is reponsbile for all Departmental Administrative functions. However, it is observed many lapses in her work by myself and I have received many complaints by Team regarding her behavioural attitude and also in the work (Orally). I have been told by Dept. Head (who is my immediate Manager) to the lead in supervising the Administrative activites performed by her and another counter part of mine. As I am held accountable for their activities, I had to give instructions,sometime stern insturctions to carry on the work and bring out many lapses and irresponsible bahviour which is obersrved in her. This is not liked by her and she framed a false complaint by saying that I shouted at her and given personal comments like that I quoted her being diplomative and "bitching" . The Complaing been filed by her as soon my immediate Manager HOD has left the services ofthe Company. HR has called me to investigate and have questioned me regarding shouting on her which is not true. It has been quiet some time now and now HR has not reverted back to me on the status. I have been working with this Company for 12 years with very Senior Leadership Team, and this is first time I faced this situation. Please advise, What course of action I should take and what should I be doing for filing a defammation.
Thanks
Jyothsna
From Singapore
I work as Senior Adminstrative Assistant in Business Inofrmation Solutions, (IT) Department. She works as Department Secretary and is reponsbile for all Departmental Administrative functions. However, it is observed many lapses in her work by myself and I have received many complaints by Team regarding her behavioural attitude and also in the work (Orally). I have been told by Dept. Head (who is my immediate Manager) to the lead in supervising the Administrative activites performed by her and another counter part of mine. As I am held accountable for their activities, I had to give instructions,sometime stern insturctions to carry on the work and bring out many lapses and irresponsible bahviour which is obersrved in her. This is not liked by her and she framed a false complaint by saying that I shouted at her and given personal comments like that I quoted her being diplomative and "bitching" . The Complaing been filed by her as soon my immediate Manager HOD has left the services ofthe Company. HR has called me to investigate and have questioned me regarding shouting on her which is not true. It has been quiet some time now and now HR has not reverted back to me on the status. I have been working with this Company for 12 years with very Senior Leadership Team, and this is first time I faced this situation. Please advise, What course of action I should take and what should I be doing for filing a defammation.
Thanks
Jyothsna
From Singapore
Take up with your administrative department about the pending complaint.
If required put the whole thing in writing and if possible get it in writing from the person who has left your organisation.
complaints by team members also should be brought up.
That will make it clear that Secretary is in habit of misbehaving with others also.
The Secretary needs to be strictly counselled about her behaviour.
I do not think it is worth wasting time on defamation suit.
From India, Pune
If required put the whole thing in writing and if possible get it in writing from the person who has left your organisation.
complaints by team members also should be brought up.
That will make it clear that Secretary is in habit of misbehaving with others also.
The Secretary needs to be strictly counselled about her behaviour.
I do not think it is worth wasting time on defamation suit.
From India, Pune
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