I discovered the HR assistant shared confidential information about a senior leader who put in their notice.

13 Comments

1. AnonymousJuly 21,2023 at 12:30AM UTC

   Not on the basis of what you've said here.

2. Joan Williams, Senior Talent Acquisition SpecialistJuly 21,2023 at 12:40AM UTC

   So, couple of things. Not sure how she can be "good at her job" if she's unreliable.

   You said you discovered she had disclosed confidential information. Are you 100% sure it was her?

   Why is the team overworked and understaffed? HR departments have been getting decimated in the recent layoffs - there should be good candidates on the market.

   Whether or not to fire her depends on what kind of an HR organization the company wants to run. Personally, for me, disclosing this kind of confidential information is a dealbreaker.

   HR is entrusted with the company's and employee's most confidential information. If she for sure did this, do we really think this is the first time she has disclosed confidential information? I doubt it. The most basic standard HR should operate on is to keep confidential information confidential.

   HR departments that operate in an ethical manner do not have employees disclosing confidential information. I have come across this all to often and it's a non-starter for me.

3. AnonymousJuly 21,2023 at 2:21AM UTC

   Yes, leaking confidential information has the power to sink a company's stock if public, obliterate a private company's ability to control the messaging to their life blood customers, and end a startup if their investors hear it in the gossip mill.

   Are you kidding? Of course you fire her immediately. She breached her dutiy of confidentiality. Whether she learns her lesson or not, at least the leadership can exercise responsible judgement. Otherwise they are as irresponsible as she is.

4. AnonymousJuly 21,2023 at 12:34PM UTC

   Are you directly involved in this in any way?

   I've seen similar situations happen in the past, And typically this has not led to a termination (when it's been a voluntary resignation). Even with involuntary terms, there always seems to be a leak. And again, not usually termination; however, what this does do is erode the trust in the individual and that alone can be very impactful. In my previous job, I was involved in several job eliminations and whatnot where at least half of my team wouldn't be "in the know" specifically because they were known gossipers and when everything played out, they were upset they didn't know until after the fact, not realizing that it was because of their tendency to gossip is the reason.

5. AnonymousJuly 21,2023 at 12:36PM UTC

   If there's a pattern and documentation of behaviors that are against the code of conduct, confidentiality policy and has shown no improvement it may be time to part ways. You don't need their admittance if there are multiple witnesses that have been told by this coworker the information. If they've never been counseled for any concerns this is an issue. Level setting expectations with this worker moving forward is key. If there's not improvement after that a conversation of this position may not be for you needs to happen. This doesn't mean a promotion it means an exit of the business.

6. AnonymousJuly 21,2023 at 1:49PM UTC

   Her behavior put the company at risk. She needs to be let go.

7. Kristie WhiteJuly 21,2023 at 2:55PM UTC

   Yes. Confidentiality in HR is a critical skill. It’s a no-brainer.

8. AnonymousJuly 21,2023 at 2:57PM UTC

   Is the PIP still in effect? Did the write-up include adhering to all company policy standards? Is confidentiality contained in the HR manual? Did the PIP include a termination clause? If all of these are yes, it is time to consider termination. It sounds like evidence shows that she is the only one who could have leaked the information, but if there is doubt or it looks like she is being "set up," then more investigation should be done.

   Otherwise, a revision, escalation, or reinstatement of the PIP would be in order, stating zero tolerance and including the termination clause. By the way, If you are sure she is the one who leaked the information and can prove it, breaches of this type of confidentiality are generally "for cause" infractions that warrant immediate termination in many companies and industries. If that is the case in your company, that is your answer.

   Before taking any action, make sure you comply with any state laws or collective bargaining agreements before taking any action. If you are in an "at will" state and not under any labor contracts, you should have no problem.

9. AnonymousJuly 23,2023 at 3:17PM UTC

   Absolutely, as an HR Representative, confidentiality is probably the most important aspect of her job. If she can’t handle that, she shouldn’t be in HR. I’d have to disagree that she’s “good” at her job. What other confidential pieces of info is she sharing? My guess is this isn’t the first time.

   She’s clearly got issues with professionalism, as well as maturity - both critical in HR.

10. AnonymousJuly 23,2023 at 4:46PM UTC

    100% when you work in HR discretion is a huge part of the role. Clearly her indiscretion could have crippled the org in many ways including legally so you have to let her go. Tell her why and make sure she is aware of the fact that while she did a good job that she is also required to sign a non-disparagement clause on leaving and the company will do the same. If she needs a reference you can let her know that the company will only offer dates of employment and that is it. As for the team being understaffed since you are firing her for cause you can easily replace here. There are a TON of really good HR folks in the market now go get them! And when you interview them ask them about a similar situation from the other side to see how they would handle sensitive info.

11. AnonymousJuly 24,2023 at 3:19PM UTC

    This shouldn't be a discussion. She broke the first rule of any corporate position, especially HR. All trust is now gone.

12. Rob GonzalezJuly 24,2023 at 5:11PM UTC

    Sounds like a fireable issue.

13. asmith13July 25,2023 at 3:20PM UTC

    So if I am reading this correctly--it is her story verses the person she allegedly told saying this? Is she denying that she said it? Could it have been another member of the executive team or HR who spilled the info?

    I would definitely do an investigation before pulling the trigger on this without any proof.