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_frustr8ted_ · Jul 29, 2008, 10:36 PM

We have an employee who has been making accusations against other employees. She accused one coworker of taking bribes from customers, and today accused two other employees of having an affair. In neither case are these accusations true. On the first instance, she was reported to HR, who did an investigation, but refused to discipline her in any fashion because they have an "open door" policy. In both cases, these accusations could possibly result in termination, and a damage to reputation. My coworkers are not taking any action, but I would like to be prepared in case I am the next one to be slandered.

Our company is based in Washington State.

Clough · Jul 29, 2008, 10:47 PM

The first thing that I would do is get a printed copy of the documentation concerning employee policies so that you know that you are following the correct steps and that management is also. If she is saying these things, I hope that there are credible witnesses to her saying them. That way you could have more clout when speaking with management concerning them doing anything about it. I would hope that she would be disciplined in writing with a warning that if she were to do it again, that she will be terminated.

Hopefully others will also come along to address your question.

froggy7 · Jul 30, 2008, 07:59 AM

Have you taken your concerns to your boss? This can have a chilling affect on the workplace morale, and they need to know what's going on and how it affects you so that they can make the best decisions for the company.

twinkiedooter · Jul 31, 2008, 06:49 AM

How long has this person been working at your company to have such a horrible attitude with false accusations? Am shocked that HR has not disciplined her for this. If you are accused of wrongdoing, by all means go to HR and cover your behind with them. I predict she's either on her way out shortly for such behavior and the company is trying to find a replacement for her job.

ScottGem · Jul 31, 2008, 06:52 AM

I would go to HR or your immediate supervisor and explain to them that you are concerned about the effect this person's actions have had on staff morale and interaction. Tell them you are concerned about the liability of the company if they are aware of this person's slandering and do not take appropriate action against the person.