How should an unsigned letter of complaint and malice be addressed in a work setting?
October 13th, 2009 | by admin |This letter is the second letter received. This letter is really a letter of defamation.
This is an interesting question that really can’t be answered without more information. If you are the HR representative and this was given to you as a complaint about how an employee is being treated by another employee, then you must formally investigate the person being accused as if it were an anonymous tip. If this is a harassing letter being sent to you directly, then you should take it up with HR.
To simply dismiss the allegations as “Malice” and “deformation” sets the company up for a law suit. It sounds like there is some interoffice bias by the wording of your question. Stating that this is the second letter indicates that someone feels very strongly about what is said, and is unsatisfied by the actions taken so far.
If the accusations turn out to be false (as you obviously believe them to be) then there will be documented proof that this is not the case, and the situation can be resolved, given you or the HR department completes the formal investigation. In any case, this will increase the staffs confidence in going to HR about such issues.
Hope this helps. I suggest what ever your action, you document and cover your own butt!
Tags: Accusations, Allegations, Anonymous Tip, Bias, Butt, Confidence, Defamation, Deformation, Formal Investigation, Hr Department, Hr Representative, Law Suit, Letter Of Complaint, Malice, Proof, Staffs, Unsigned Letter
By LAUSDDISTRICT8MOMOFTHREE on Oct 13, 2009
I’d say first get the supervisors together and discuss in "generals" the situation. Or depending what the letter says exactally you can put everyone on notice that "this type of behavior is unacceptable and will not be tollerated" and "it can result in termination". Hopefully who ever is doing itwill stop immediately. GOOD LUCK!
References :
By lifeofthepartyyea on Oct 13, 2009
try this, it should get you started. good luck!!
http://eeoc.gov
References :
By Zen on Oct 13, 2009
This is an interesting question that really can’t be answered without more information. If you are the HR representative and this was given to you as a complaint about how an employee is being treated by another employee, then you must formally investigate the person being accused as if it were an anonymous tip. If this is a harassing letter being sent to you directly, then you should take it up with HR.
To simply dismiss the allegations as “Malice” and “deformation” sets the company up for a law suit. It sounds like there is some interoffice bias by the wording of your question. Stating that this is the second letter indicates that someone feels very strongly about what is said, and is unsatisfied by the actions taken so far.
If the accusations turn out to be false (as you obviously believe them to be) then there will be documented proof that this is not the case, and the situation can be resolved, given you or the HR department completes the formal investigation. In any case, this will increase the staffs confidence in going to HR about such issues.
Hope this helps. I suggest what ever your action, you document and cover your own butt!
References :
By Sylvia D on Oct 13, 2009
There are sites that specialize in helping you resolve this type of issue. See the sources listed.
You can read other people’s questions and answers, and you can ask your own question.
The first link answers a question similar to your situation. You can also email this guy your question.
The second link is a site where you can discuss your problem with others in a forum, read people’s answers and submit questions to advisors. Lots of stuff going on at this site.
References :
http://www.workopolis.com/servlet/Content/workingwounded/20060428/ww20060428?section=WorkingWounded
http://www.workingwounded.com/