How do I handle a written warning from my company of 20 years that is false?

18 Comments

1. AnonymousSeptember 29,2021 at 11:11AM UTC

   This sounds really tough, but from what you said here, I am sad to say it sounds like you are ultimately responsible. He was your report who made an egregious error. If you didn't assign him the project and another manager did, then that is how you can respond. Otherwise this indicates a lack of oversight on your part no matter how you look at it.

   So, unless you can clearly and incontrovertibly point the finger at another person (who was overseeing this person when the errors were made), accept the report and admit your mistake. Think about what you can learn from it and tell management how you will ensure something like this won't happen again.

2. AnonymousSeptember 30,2021 at 12:31PM UTC

   Excellent advice!

3. Jolien SchwanSeptember 30,2021 at 1:15PM UTC

   I agree with this.

4. Mikal Ann ByrdSeptember 30,2021 at 10:20PM UTC

   Very well stated.

5. Tracey MorrisSeptember 29,2021 at 12:12PM UTC

   When written disciplinary action is provided to an employee, she should have the opportunity to respond to it in writing, whether that is to refute the allegations contained in it or to provide more information or context. Typically we keep both documents in the employee's "file" (whether paper or an HRIS entry). There are definitely times when, as a leader, you need to accept responsibility for a direct report's error(s). It is important to remember that even if you aren't hands-on with something your team is managing, you are ultimately accountable for it being completed correctly. That being said, if someone else was directing this project, they should also be accountable for these errors.

6. AnonymousSeptember 29,2021 at 12:54PM UTC

   DO NOT SIGN IT! Never, ever sign something that's untrue. Make them rewrite it with corrections, then sign it.

7. AnonymousSeptember 30,2021 at 4:08PM UTC

   You can’t “make them” rewrite it. I’ve been there. You also do not do anything by signing it or not signing it. Either way, it’s a permanent document, and whether or not the employee accept it, it is considered to be true unless it’s rebutted.

   Signing or not signing means nothing, but not signing could get her in more trouble.

8. AnonymousSeptember 29,2021 at 1:51PM UTC

   I would correct the untruths and offer your perspective in writing to counter the written warning. This will go in your file as your rebuttal. You should not sign their version of the warning.

9. Kristie WhiteSeptember 30,2021 at 1:34PM UTC

   All the advice below is good. But be aware they may also be setting up a scapegoat if legal action results from clients.

10. AnonymousSeptember 30,2021 at 2:17PM UTC

    Setting up a scapegoat? This woman works for a publishing company whose core function is to print error free books! I would expect legal action! The quality control process failed and unfortunately the OP seems to have ultimate responsibility here as this person’s supervisor. If she says someone else assigned the work, she looks out of touch with her direct reports and their work product. If she’s trying to peg the error on the person who did assign the work, she still looks disengaged. This must be really uncomfortable given the egregious number of errors. Time to step up and take responsibility here, and have a well thought out plan in hand to avoid this sloppy work in the future.

11. AnonymousSeptember 30,2021 at 4:07PM UTC

    She can correct any incorrect accusations and defend herself without seeming disengaged. She should not just accept it and move forward.

12. Karen GongawareSeptember 30,2021 at 2:18PM UTC

    DO NOT SIGN.

13. AnonymousOctober 1,2021 at 3:05PM UTC

    Not signing it isn't going to make it go away!

14. Alicia PiconeOctober 1,2021 at 6:10PM UTC

    Not signing means nothing. It means she doesn't agree with it. She doesn't have to. It's their call.

15. AnonymousSeptember 30,2021 at 2:48PM UTC

    Signing it may just be a formality that shows that you received the letter not that you agree. However I would also write a rebuttal statement to include in your file. I agree with the advice to take accountability and resist the desire to blame others, just provide facts, and solutions for this not happening again.

16. AnonymousSeptember 30,2021 at 3:54PM UTC

    Please remember not to speak of the report having Cancer - that could be a violation on his rights as not every one may know of this medical event in his life.

17. AnonymousSeptember 30,2021 at 4:06PM UTC

    I speak from someone in a unionized environment, but in my case, the written warning was a litany of incorrect accusations.

    I scanned it into a pdf, then I used “comments” and other editing tools to indicate exactly what the truth was.

    In my case, I used it to file a grievance, so of course it went nowhere (most upper management don’t want to get involved in what they consider petty).

    If I didn’t have a union, I’d do the same thing, send it to the person who wrote me up, THEIR boss, and HR.

    My experience has always been the more people are exposed, the less they try crap.

    Just take ownership of whatever you DID do.

    And if you sign it, include “with rebuttal commentary and without acknowledgement or agreement.” Good luck!

18. AnonymousOctober 2,2021 at 6:52PM UTC

    So what does taking accountability for these 200 errors look like?