What would you do?

unrewarded · Post by **unrewarded** » Sat May 29, 2004 12:54 pm

What would you do if you were called into the office and accused, by your employer, of doing something that, not only did not happen but, is so out of character for you as to make those who know you gasp at the thought of it when you tell them.

The accusation was made not by the accuser but by another present at the meeting, leading me to believe that this was an attempt to discredit me in the eyes of the one who presented the accusation and another person present at the confrontation.

What do you think of a gang up session for this accusation? (three on one)

I have taken several Managment courses and supervisory courses and I don't remember any suggestion of handling an employee this way.

This smacks of Defamation.

What would you do?

cyyz · Post by **cyyz** » Sat May 29, 2004 5:02 pm

To vague to help.

Defamation, lol, not when you didn't request to have a union rep or your own witness(which usually is a sign of guilt).

3 on 1. Not really.

Boss, accuser and a witness for their party...

You and your neglected witness that you didn't bring in..

No witness you'll have a tough time proving anything in court if you wanted to pursue the defamation case..

ciao.

unrewarded · Post by **unrewarded** » Sat May 29, 2004 9:03 pm

My own witness to what?

I was accused of something that did not happen. How could I have a witness to a non-event?

The three others in the room were all managment. I did not know I was being brought into the room to discuss something that did not happen.

Why would I have to have a witness?

Sounds like you are brainwashed by the union mentality. Not everyone has that disease.

Next time I am called in to the bosses office, I will be sure to call somebody's union to ask why I am being called in, and see if I need a witness, just to please you.

Anyone have any real suggestions?

shitdisturber · Post by **shitdisturber** » Sat May 29, 2004 9:25 pm

Tell them to put up or shut up. Either they lay their "facts" on the table or you'll lodge a complaint with the labour board.

CPS1 · Post by **CPS1** » Sat May 29, 2004 10:41 pm

Tough situation.
The accusers should have some proof of somekind about an event actually happening either from someone making up a story of physical proof and if they don't, there should not be an issue. There seems to be an underlying personal conflict of some sort ?
I think getting to the bottom of that conflict would be a start and could possibly lead to an end to the misunderstanding. People have to act on what they are told and will end up believing the most credible party. It's now up to you to prove your case.

KAG · Post by **KAG** » Wed Jun 02, 2004 4:17 pm

Stand your ground....If they are accuseing you of doing something that you didn't call him/her on it...."I that wasn't me", "Yes it was" "are you calling me a liar?"......don't let them push you around. State the facts, give aliby, whatever. Say what you just said to us - it is so out of charatcter for you. If the other boss(s) know you at all this comment will stand out.

N2 · Post by N2 » Wed Jun 02, 2004 4:53 pm

If it gets to the point were you feel pressured into quitting slap them with a constructive dismissal suit!

cyyz · Post by **cyyz** » Wed Jun 02, 2004 7:51 pm

unrewarded wrote:My own witness to what?

I was accused of something that did not happen. How could I have a witness to a non-event?

The three others in the room were all managment. I did not know I was being brought into the room to discuss something that did not happen.

Why would I have to have a witness?

Sounds like you are brainwashed by the union mentality. Not everyone has that disease.

Next time I am called in to the bosses office, I will be sure to call somebody's union to ask why I am being called in, and see if I need a witness, just to please you.

Anyone have any real suggestions

No. Anytime you're brought in for a "meeting" you can, by law, request to have a lawyer, mediator, peer, union rep --- ie a witness to the conversation.

At anytime during a meeting as soon as it turns sour you can say "please stop, these 'accusations' are false but I'd like to have a witness here to listen in on this 'conversation' "

Without a rep or someone you can trust that "conversation" never happened..

It's like when you're being hired for a ramp job and behind closed doors the boss is promising you the world, but never delivers. IF you want someone present you're entitled to request someone to witness any meeting. That way when you don't get promoted to the right seat after 2 years on the ramp you can sue if that's what the boss promised.

Like I said, you'll have a tough time proving this in court if you pursued charges when it's 3 of them against you.. You should have had a witness.

Yes, being in a room with the odds against you isn't a good thing.

just another pilot · Post by **just another pilot** » Mon Jun 07, 2004 9:31 am

I sincerly hope that you have been documenting everything, - names, dates, what was said, etc. Get it in writing if you can. Are they doing anything about it? Dismissal? Unfair references?
What is the motive behind this? Is it a perception of an event?