Work Grievance - What Should I Do?
Discussion
I have encountered a bit of a problem at work. I am thinking of putting in a grievance but have never had the need for one before and unsure if a grievance is the correct procedure or should I talk to an employment lawyer.
I am a Band 3 (admin role) in a public sector position. My role sometimes means I have to go onto premises to take photos for a litigation purpose.
At a staff meeting last month my manager joked that a complaint had been mentioned about me and that I had allegedly told someone 'I'm from Litigation, now eff off!' when she enquired where I was from. This complaint was relayed to my manager from a Band 8 at the premises.
I was dumbstruck. I do not behave like that and would never talk to another person like that either in my role or outside. My manager said 'we know it's rubbish, don't worry about it'.
Well, over the weekend I did worry about it and the following Monday I told my manager I wasn't happy with the complaint. She agreed to make investigations.
The Band 8 was asked to give the plaintiff's name so we could mediate and maybe clear up any confusion. It was my line manager & manager's opinion that the Band 8 was fabricating the complaint.
The Band 8 said that the plaintiff said she didn't want to take it any further. I told my manager that's not good enough, she has no right to withhold the name from my manager and he insists she tell us. The Band 8 has failed to give the name.
The manager tried another tact, he asked the Band 8 to ask the plaintiff to get in touch with him or my line manager, ensuring the plaintiff that I wouldn't be involved, 'purely to see what the complaint was about'. The plaintiff has not got in touch.
Last week, my manager asked the Band 8 'what is the plaintiff's name?' The Band 8 replied 'Doesn't he (me) know? Does he have so many rude conversations with so many people that he can't remember this one instance?'. She said she has 'smoothed things over' for me and doesn't want to stir things up again.
Again, she has failed to provide the name.
We all believe she is stalling now in the hope the pressure on her to provide the name will cease.
I can categorically deny that this complaint has any credibility. I would NEVER speak to anyone like that and I am aware of my office and that I represent it. The manager seems to have had enough of his Band 8 (he's the Band 9) and has told me he thinks it is a fabrication but he comes across as weak and avoids difficult conversations.
What is the best course of action? Can the Band 8 be made to give the name? Or do I need to submit a grievance against her to make her provide it?
Is it a matter for an employment lawyer?
I am a Band 3 (admin role) in a public sector position. My role sometimes means I have to go onto premises to take photos for a litigation purpose.
At a staff meeting last month my manager joked that a complaint had been mentioned about me and that I had allegedly told someone 'I'm from Litigation, now eff off!' when she enquired where I was from. This complaint was relayed to my manager from a Band 8 at the premises.
I was dumbstruck. I do not behave like that and would never talk to another person like that either in my role or outside. My manager said 'we know it's rubbish, don't worry about it'.
Well, over the weekend I did worry about it and the following Monday I told my manager I wasn't happy with the complaint. She agreed to make investigations.
The Band 8 was asked to give the plaintiff's name so we could mediate and maybe clear up any confusion. It was my line manager & manager's opinion that the Band 8 was fabricating the complaint.
The Band 8 said that the plaintiff said she didn't want to take it any further. I told my manager that's not good enough, she has no right to withhold the name from my manager and he insists she tell us. The Band 8 has failed to give the name.
The manager tried another tact, he asked the Band 8 to ask the plaintiff to get in touch with him or my line manager, ensuring the plaintiff that I wouldn't be involved, 'purely to see what the complaint was about'. The plaintiff has not got in touch.
Last week, my manager asked the Band 8 'what is the plaintiff's name?' The Band 8 replied 'Doesn't he (me) know? Does he have so many rude conversations with so many people that he can't remember this one instance?'. She said she has 'smoothed things over' for me and doesn't want to stir things up again.
Again, she has failed to provide the name.
We all believe she is stalling now in the hope the pressure on her to provide the name will cease.
I can categorically deny that this complaint has any credibility. I would NEVER speak to anyone like that and I am aware of my office and that I represent it. The manager seems to have had enough of his Band 8 (he's the Band 9) and has told me he thinks it is a fabrication but he comes across as weak and avoids difficult conversations.
What is the best course of action? Can the Band 8 be made to give the name? Or do I need to submit a grievance against her to make her provide it?
Is it a matter for an employment lawyer?
Fastchas said:
I have encountered a bit of a problem at work. I am thinking of putting in a grievance but have never had the need for one before and unsure if a grievance is the correct procedure or should I talk to an employment lawyer.
I am a Band 3 (admin role) in a public sector position. My role sometimes means I have to go onto premises to take photos for a litigation purpose.
At a staff meeting last month my manager joked that a complaint had been mentioned about me and that I had allegedly told someone 'I'm from Litigation, now eff off!' when she enquired where I was from. This complaint was relayed to my manager from a Band 8 at the premises.
I was dumbstruck. I do not behave like that and would never talk to another person like that either in my role or outside. My manager said 'we know it's rubbish, don't worry about it'.
Well, over the weekend I did worry about it and the following Monday I told my manager I wasn't happy with the complaint. She agreed to make investigations.
The Band 8 was asked to give the plaintiff's name so we could mediate and maybe clear up any confusion. It was my line manager & manager's opinion that the Band 8 was fabricating the complaint.
The Band 8 said that the plaintiff said she didn't want to take it any further. I told my manager that's not good enough, she has no right to withhold the name from my manager and he insists she tell us. The Band 8 has failed to give the name.
The manager tried another tact, he asked the Band 8 to ask the plaintiff to get in touch with him or my line manager, ensuring the plaintiff that I wouldn't be involved, 'purely to see what the complaint was about'. The plaintiff has not got in touch.
Last week, my manager asked the Band 8 'what is the plaintiff's name?' The Band 8 replied 'Doesn't he (me) know? Does he have so many rude conversations with so many people that he can't remember this one instance?'. She said she has 'smoothed things over' for me and doesn't want to stir things up again.
Again, she has failed to provide the name.
We all believe she is stalling now in the hope the pressure on her to provide the name will cease.
I can categorically deny that this complaint has any credibility. I would NEVER speak to anyone like that and I am aware of my office and that I represent it. The manager seems to have had enough of his Band 8 (he's the Band 9) and has told me he thinks it is a fabrication but he comes across as weak and avoids difficult conversations.
What is the best course of action? Can the Band 8 be made to give the name? Or do I need to submit a grievance against her to make her provide it?
Is it a matter for an employment lawyer?
If she's witholding your name, how do you know the complaint was about you?I am a Band 3 (admin role) in a public sector position. My role sometimes means I have to go onto premises to take photos for a litigation purpose.
At a staff meeting last month my manager joked that a complaint had been mentioned about me and that I had allegedly told someone 'I'm from Litigation, now eff off!' when she enquired where I was from. This complaint was relayed to my manager from a Band 8 at the premises.
I was dumbstruck. I do not behave like that and would never talk to another person like that either in my role or outside. My manager said 'we know it's rubbish, don't worry about it'.
Well, over the weekend I did worry about it and the following Monday I told my manager I wasn't happy with the complaint. She agreed to make investigations.
The Band 8 was asked to give the plaintiff's name so we could mediate and maybe clear up any confusion. It was my line manager & manager's opinion that the Band 8 was fabricating the complaint.
The Band 8 said that the plaintiff said she didn't want to take it any further. I told my manager that's not good enough, she has no right to withhold the name from my manager and he insists she tell us. The Band 8 has failed to give the name.
The manager tried another tact, he asked the Band 8 to ask the plaintiff to get in touch with him or my line manager, ensuring the plaintiff that I wouldn't be involved, 'purely to see what the complaint was about'. The plaintiff has not got in touch.
Last week, my manager asked the Band 8 'what is the plaintiff's name?' The Band 8 replied 'Doesn't he (me) know? Does he have so many rude conversations with so many people that he can't remember this one instance?'. She said she has 'smoothed things over' for me and doesn't want to stir things up again.
Again, she has failed to provide the name.
We all believe she is stalling now in the hope the pressure on her to provide the name will cease.
I can categorically deny that this complaint has any credibility. I would NEVER speak to anyone like that and I am aware of my office and that I represent it. The manager seems to have had enough of his Band 8 (he's the Band 9) and has told me he thinks it is a fabrication but he comes across as weak and avoids difficult conversations.
What is the best course of action? Can the Band 8 be made to give the name? Or do I need to submit a grievance against her to make her provide it?
Is it a matter for an employment lawyer?
You know it's b
ks, your manager knows it's bks and this woman is refusing to repeat the allegation.Suck it up. Get on with your day.
Doofus said:
If she's witholding your name, how do you know the complaint was about you?
You know it's bks, your manager knows it's bks and this woman is refusing to repeat the allegation.
Suck it up. Get on with your day.
Sorry if it's not clear. It's not MY name she's withholding. It's the alleged plaintiff's name.You know it's b
ks, your manager knows it's bks and this woman is refusing to repeat the allegation.Suck it up. Get on with your day.
I have all the time in the world to get to the bottom of this. I want to know why a Band 8 thinks she can make false, slanderous accustions of a Band 3.
Whilst it is deeply upsetting having an unfounded complaint made against you I suspect you are making a mountain out of a molehill. If you don’t want to put your managers nose out of joint and label you a nuisance or worse then just forget it.
If you’re worried about further unfounded allegations then wear a body cam.
If you’re worried about further unfounded allegations then wear a body cam.
Fastchas said:
Sorry if it's not clear. It's not MY name she's withholding. It's the alleged plaintiff's name.
I have all the time in the world to get to the bottom of this. I want to know why a Band 8 thinks she can make false, slanderous accustions of a Band 3.
Ok, all clear now. I have all the time in the world to get to the bottom of this. I want to know why a Band 8 thinks she can make false, slanderous accustions of a Band 3.
I'm afraid my advice remains unchanged.
Gary29 said:
You can tell you work in the public sector.
Band 8, Band 3 ffs.
Do you look down on Band 1 and 2's as if they're something you've trodden in?
What a strange thing to say. I have no problem being a lowly Band 3. What I do have a problem with is a Band 8, in a managerial role, fabricating slanderous accusations.Band 8, Band 3 ffs.
Do you look down on Band 1 and 2's as if they're something you've trodden in?
randlemarcus said:
I can see the OPs point here, but would suggest that a grievance might not be the way to go. Can you ask that the entire incident be expunged from your record, and then SAR them in a couple of months to check?
This.Seriously you need to move on. There is nothing on your record and you have suffered no career damage.
However, continuing on (wether you like it or not) may make you become perceived as stubborn, a time-waster, a non-team player or some other such negative perception. And remember things often come back to bite you. Some people have long memories and you never know if your manager will change.
Take the pragmatic approach I suggest.
(P.s. I hold a relatively high HR position. There are often differences between how things should work in theory and what happens in reality.)
R8Steve said:
What are you going to do when you find out the persons name out of interest?
I'd be happier to find out this person existed rather than it being a fabrication. I would meet this person and offer an apology if the person thought I were rude to her. As I pointed out, I don't think she exists.james-witton said:
randlemarcus said:
I can see the OPs point here, but would suggest that a grievance might not be the way to go. Can you ask that the entire incident be expunged from your record, and then SAR them in a couple of months to check?
This.Seriously you need to move on. There is nothing on your record and you have suffered no career damage.
However, continuing on (wether you like it or not) may make you become perceived as stubborn, a time-waster, a non-team player or some other such negative perception. And remember things often come back to bite you. Some people have long memories and you never know if your manager will change.
Take the pragmatic approach I suggest.
(P.s. I hold a relatively high HR position. There are often differences between how things should work in theory and what happens in reality.)
She has even told the Band 9 that the other office where I work sometimes -the women in there don't like me. On Monday I chose to work in an office on my own. One of the women saw me and invited me into their office. That doesn't sound like the image she portrays.
When it's her birthday, buy her a card with a single digit age on. She clearly doesn't like you for whatever reason and needs to grow up and stop with this malicious st.
You could ask her directly if she has an issue with you? Related to this, you could talk to that group in that office and see if they offer any other insights.
One thing for sure, her saying negative things about you will reflect more negatively on her, as it would in any workplace where a member of staff is openly criticising a junior member of staff (in this case, it seems the criticism is more personal too, which makes her look even worse).
t. You could ask her directly if she has an issue with you? Related to this, you could talk to that group in that office and see if they offer any other insights.
One thing for sure, her saying negative things about you will reflect more negatively on her, as it would in any workplace where a member of staff is openly criticising a junior member of staff (in this case, it seems the criticism is more personal too, which makes her look even worse).
Seems very strange that someone who is presumably in senior management would make up a fictional person that you were rude to.
What did they hope to achieve from this?
If you push it any further they may just roll out the whistleblowing policy as the reason they aren't revealing the name of the person and that will be the end of it.
What did they hope to achieve from this?
If you push it any further they may just roll out the whistleblowing policy as the reason they aren't revealing the name of the person and that will be the end of it.
Gassing Station | Jobs & Employment Matters | Top of Page | What's New | My Stuff