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I'm looking for feedback on this issue. My HR Director (at a state government agency) recently contacted another manager, outside of my department, and asked her to "counsel" one of my staff to "get her back in line". She shared with that manager that my staff was having performance issues and was subject to disciplinary action if she did not change her behavior. Specifically, she called the staff "raggly" and indicated that she was having performance issues and because that manager referred her to a previous position she held in the company, then maybe she could correct her behavior. She did not notify me that she requested this intervention.
The result of this intervention was that my staff, who does already have egregious performance issues and is on the verge of termination, left that meeting saying that the manager that counseled her told her that her supervisor (me) was going to HR to get her fired and that she was told to "keep her mouth shut". When I confronted the HR director about this, she lied to me about having knowledge of how the other manager would have known about the employee's performance issues. During a subsequent meeting the HR Director, my supervisor and her supervisor, the HR Director admitted that she asked for the other manager to counsel my staff, that her conversation with that manager was "confidential" thus why she denied having knowledge of it when I advised her of it. She added that she was not sorry for her behavior, she would not change who she was, she would engage in that behavior again and I was entitled to my feelings about it. She also did not acknowledge how the consequences of her intervention have caused issues for me supervising this employee.
I've compiled a grievance on the situation alleging that she violated the following Standards of Conduct policies of our agency:
1. "Demonstrate interpersonal communications, leadership strategies and personal conduct that fosters a respectful workplace culture and models the expectations established for employees;"
2. "Ensure the confidentiality of employee performance and disciplinary actions and related documentation."
I've also included that she violated this policy regarding personnel records disclosure:
"Other personal information may not be disclosed to third parties without the written consent of the subject employee. This information includes, but may not be limited to:
The result of this intervention was that my staff, who does already have egregious performance issues and is on the verge of termination, left that meeting saying that the manager that counseled her told her that her supervisor (me) was going to HR to get her fired and that she was told to "keep her mouth shut". When I confronted the HR director about this, she lied to me about having knowledge of how the other manager would have known about the employee's performance issues. During a subsequent meeting the HR Director, my supervisor and her supervisor, the HR Director admitted that she asked for the other manager to counsel my staff, that her conversation with that manager was "confidential" thus why she denied having knowledge of it when I advised her of it. She added that she was not sorry for her behavior, she would not change who she was, she would engage in that behavior again and I was entitled to my feelings about it. She also did not acknowledge how the consequences of her intervention have caused issues for me supervising this employee.
I've compiled a grievance on the situation alleging that she violated the following Standards of Conduct policies of our agency:
1. "Demonstrate interpersonal communications, leadership strategies and personal conduct that fosters a respectful workplace culture and models the expectations established for employees;"
2. "Ensure the confidentiality of employee performance and disciplinary actions and related documentation."
I've also included that she violated this policy regarding personnel records disclosure:
"Other personal information may not be disclosed to third parties without the written consent of the subject employee. This information includes, but may not be limited to:
- performance evaluations;"
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