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Hi,
Several months ago, I was part of a departmental Teams meeting which involved me and numerous co-workers tasked with working on a strategy plan to present to our higher-ups.
This meeting - likeable our Teams meetings - was recorded.
A few weeks later, one person who was on the Teams call made a complaint to HR re bullying from a fellow employee.
HR then watched back a number of recorded Teams meetings involving the complainant and the individual they were accusing of bullying.
One of those Teams meetings was the one involving me.
Nothing disparaging was said regarding the complainant in that meeting.
However, HR have taken exception to - and launched a different investigation into - quite a lot of what was said in that meeting, as it involved criticism - much of it very personal - of a couple of higher-ups.
HR have since spoken to everyone involved in the meeting and made clear that disciplinary proceedings will ensue.
In the relevant Teams meeting, I neither said nor reacted in any way to any of the disparaging comments that were made.
HR acknowledged this fact when they spoke to me.
However, the HR officer who spoke to me told me that I was "just as bad" as the employees who had made the remarks - because I had not blown the whistle on their comments to HR following the meeting.
Other staff who were on the relevant meeting havr now received email confirmation of their individual disciplinary hearings, and I have been told I should expect to receive mine imminently.
I feel very aggrieved that I am being dragged into this issue, but am still concerned at what the outcome may be for me.
Can anyone advise on whether an employer has a right to expect employees to inform them of comments made by fellow employees, and also of any argument I can make for not doing so.
Many thanks!
Several months ago, I was part of a departmental Teams meeting which involved me and numerous co-workers tasked with working on a strategy plan to present to our higher-ups.
This meeting - likeable our Teams meetings - was recorded.
A few weeks later, one person who was on the Teams call made a complaint to HR re bullying from a fellow employee.
HR then watched back a number of recorded Teams meetings involving the complainant and the individual they were accusing of bullying.
One of those Teams meetings was the one involving me.
Nothing disparaging was said regarding the complainant in that meeting.
However, HR have taken exception to - and launched a different investigation into - quite a lot of what was said in that meeting, as it involved criticism - much of it very personal - of a couple of higher-ups.
HR have since spoken to everyone involved in the meeting and made clear that disciplinary proceedings will ensue.
In the relevant Teams meeting, I neither said nor reacted in any way to any of the disparaging comments that were made.
HR acknowledged this fact when they spoke to me.
However, the HR officer who spoke to me told me that I was "just as bad" as the employees who had made the remarks - because I had not blown the whistle on their comments to HR following the meeting.
Other staff who were on the relevant meeting havr now received email confirmation of their individual disciplinary hearings, and I have been told I should expect to receive mine imminently.
I feel very aggrieved that I am being dragged into this issue, but am still concerned at what the outcome may be for me.
Can anyone advise on whether an employer has a right to expect employees to inform them of comments made by fellow employees, and also of any argument I can make for not doing so.
Many thanks!
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