I received a written warning today.

94 Comments

1. Juli MelendezFebruary 7,2024 at 1:51AM UTC

   I would ask to meet with the director.

2. AnonymousFebruary 9,2024 at 6:00AM UTC

   I have a meeting with the vice President next week.

3. AnonymousFebruary 7,2024 at 3:59AM UTC

   You are given the option to rebut the writeup for this very purpose.
   Most people contest writeups. Seldom do people ever feel they are accurate. So the ability to share their side is valuable in that it is a record for your file of your defense.

4. AnonymousFebruary 7,2024 at 10:15AM UTC

   I would contest and also keep a copy for your records

5. PaulaFebruary 7,2024 at 7:29PM UTC

   Never sign anything whether it’s true or untrue. You can state that you read and understand but you’re not gonna sign it. They cannot force you to sign anything so understand that first and foremost. Don’t sign anything and if you do have a case continue to collect your information and present it to either HR or to the EEOC.

6. Shelly EdwardsFebruary 8,2024 at 3:26AM UTC

   Whether you sign a warning or not, it still goes into your file so refusing to sign is irrelevant. I would reach out to HR to discuss the write up and request a meeting. Whatever proof you can offer will be very helpful, such as emails, work completed, etc. if it doesn’t go anywhere with HR then I’d try the director route. Good luck!

7. Maggie StoneFebruary 8,2024 at 1:38PM UTC

   I am sorry that you are going through this. I definitely would loop in the director or meet with them. When you communicate with HR, I would make sure you include any back up or records to bolster your side of the story. Good luck.

8. AnonymousFebruary 9,2024 at 5:56AM UTC

   Thank you! I am looping in my director and the vice president.

9. AnonymousFebruary 8,2024 at 2:13PM UTC

   I had this happen , however nothing was in writing. HR never researched the allegations and verbally told me I was on probation. A year to the date later, I was fired. Cover your bases and start looking for a new job. HR is not there for you. They are there for your employer.

10. AnonymousFebruary 8,2024 at 2:35PM UTC

    Happened to me too.

    My state is at will & it came at me out of NOWHERE
    I asked the reasons for dismissal she said they did not have to tell me, that the decision was already made.
    This came right from HR. NOT my direct report either
    I had no clue this was coming.
    HR is NOT the friend of the employee

11. AnonymousFebruary 8,2024 at 2:23PM UTC

    This isn’t going anywhere good, sorry to say. You can contest it, you can give HR your side but usually these things are just ways for the company and management to CYA (cover their own behinds) when getting rid of you. It’s time to start looking for a new job, ASAP. They’re going to fire you - that’s a fact. And HR is going to at the end protect the company, whether you can prove it or not they’re there to protect the company and management - not you. I’m sorry. Good luck!

12. Cheryl GoodwinFebruary 8,2024 at 9:53PM UTC

    That is absolutely right; HR is for the company only!

13. Lanie VaughanFebruary 8,2024 at 2:58PM UTC

    That's a tough spot. That actually happened to me in my past. The attorney (who was also the owner) was constantly verbally abusive to myself and the legal secretary. She made up some legal lies to validate firing me. But I didn't fight it because I really hated working for her. And she was the owner, so there was no one above her. I figured I was better off not working for her anymore. I think it's awful to be accused of something you didn't do. If your job is worth saving, going to HR is a good step. If you have anyone who can witness to your side of the story would be helpful too. Best of luck. And if the place is toxic, maybe a change of scenery might be best.

14. KathyAnn KrajcikFebruary 8,2024 at 10:12PM UTC

    I went to HR and had tons of documentation. It didn't matter at all.

15. Lanie VaughanFebruary 9,2024 at 7:05PM UTC

    No way!! Really??

16. KathyAnn KrajcikFebruary 9,2024 at 8:09PM UTC

    Yes. HR works for the company and protects the company legally. They do not work for the employee.

17. Colleen HansonFebruary 8,2024 at 3:49PM UTC

    I have been in your situation before and my advice to you would be to start looking for a new job elsewhere. It has been my experience that outside of major incidents of sexual harassment, discrimination, etc. HR tends to side with the managers. I once had a manager that started writing me up for the most trivial things she could come up with (all untrue). Each time she did this, I would include my own handwritten narrative and I would follow up with HR. Simply put, it was not major enough for them to waste their time on, so they basically did not care.

    I would honestly start looking for another position because these types of situations rarely get better.

    Best of luck!

18. AnonymousFebruary 9,2024 at 5:53AM UTC

    Thank you! I am sorry this also happened to you. I have dealt with unfair allegations for over a year. I made the mistake of providing feedback when I received a corporate email that asked about my office. The feedback was fair and honest. will never open my mouth again. It was a set up!

19. Tami L CannizzaroFebruary 8,2024 at 3:52PM UTC

    So sorry this is happening to you. I've been there, and it's brutal. I actually had documentation (emails) that proved the allegations wrong. I pulled all of them together, in order of allegation, copied each one and sent the file to the HR representative. HR was even shocked. However I didn't do this to stay at the job; I did this for me. I knew that the person who did this little stunt wanted me gone. And it wasn't worth my time/effort/energy. I decided to put on an academy-award-winning performance for my remaining days/weeks, and as it happened another opportunity happened fell in my lap while my current company was trying to figure things out; I turned in my notice and left holding my head up. But - and this was huge - I had given myself a date at which was prepared to walk without a job. Either way I was leaving.

20. Lanie VaughanFebruary 8,2024 at 8:00PM UTC

    @ Tami, I hope you're much happier!

21. Tami L CannizzaroFebruary 10,2024 at 7:22PM UTC

    Thanks! It was years ago. I believe in moving on. Key to so many situation is asking ourselves, What do I really want out of this situation? When a work situation turns bad - especially out of the blue - it's important to ask Do I really want to stay here when someone wants me out? We wouldn't fight to stay with a group of friends who've proven themselves to be untrustworthy. Why do we go to extreme measures to try and stay at a company that doesn't seem to appreciate us? Pick up and move on. Now, I do understand we all need/want money. I'm no different so I try to be prepared at all times. I've always got a Plan B to survive/make money in case the next "big" job doesn't appear as quickly as I want it to.

22. AnonymousFebruary 10,2024 at 2:22PM UTC

    Good for you, especially on the last- too many imprison themselves unnecessarily due to the fear of financial uncertainty and fall for the "Let them fire me" mentality. Unemployment will take a long time and will not be the same as your former paycheck, not to mention that it won't last forever despite how much you save; it could run out before you find another job. And explaining a firing that "wasn't your fault" is going to sound like "The dog ate my homework" in other words, you're taking no responsibility and playing the victim. Good luck finding a new job with that. Hold your head high and job hunt discreetly as possible. Take care of you and rise above the corporate B.S.

23. KathyAnn KrajcikFebruary 8,2024 at 10:10PM UTC

    This happened to me at my last job at BMS. They gave me the option to walk away, and I did. However, I filed a complaint with HR and submitted an official complaint with lots of documentation. It didn't make any difference. It seems the manager is always right. Even criminals are heard at trial. Not so in corporate.

24. AnonymousFebruary 9,2024 at 1:13PM UTC

    It's amazing how common this seems to happen. So sorry this is happening to you. I would definitely start looking for a new job just in case.

25. Ava WestFebruary 9,2024 at 1:23PM UTC

    At least you have a warning and not just fired out of the blue with no chance to explain your side. Either way, I'm sorry to hear. I hope you can get into a better place soon.

26. AnonymousFebruary 9,2024 at 1:25PM UTC

    This is an example of HR laziness. Your story should have been solicited before you were warned. There are always two sides to the story. I'm assuming you probably work for a company without good HR support. Write a letter to HR, copy to your boss and whoever your boss' boss is, and explain your story was not solicited and you'd like to meet with HR to discuss your side of the story. Remind HR that it is poor practice to surprise employees with these types of things. If you don't get anywhere with this, I would let HR know you will be filing a complaint at the EEOC to discuss whether your warning is consistent with how you've been treated compared to others, i.e., male employees, younger/older. Yes this is a scary path, but your HR team needs to wake up and join the 21st century in how these things are handled. If they fire or discipline you for this, that's retaliation and you can definitely complain to the EEOC. Good luck.

27. AnonymousFebruary 9,2024 at 2:03PM UTC

    That’s a great answer. It never occurred to me that one should be alerted and given the opportunity to tell their side before written reprimand. It makes perfect sense but I’ve seen many blind side warnings …which are pretty devastating to the employee. Hopefully I won’t witness any more of these , but if I do, this is an excellent response!

28. AnonymousFebruary 10,2024 at 2:28PM UTC

    I do this for a living and I'm also a former employment lawyer. I've worked for Fortune 10 companies, but also smaller ones that say they want to improve their employee relations function. Most of the time, HR just listen to the managers and approve these warnings or even terms, even though if they themselves were disciplined without being asked their side of things they would absolutely complain. (I've seen that happen too). Process fairness and transparency is essential to employee engagement. This is really quite simply. Don't know why 80% of HR don't follow it. They're probably trying to save their own jobs.

29. AnonymousFebruary 9,2024 at 2:06PM UTC

    I am going through a similar situation at a fortune 500 company and filed a HR report.
    They did nothing and said they find no wrong with the manager who made up many lies about me. Big wake up call. HR in many of these corporations is not looking for fairness, they are trained to take the manager's side unless you can provide very strong evidence of discrimination or other extremely aggregious offenses under a protected class - in which case they are forced to address the issue, not to be fair to you, but simply to avoid reputational and monetary damages to the firm. Evidently, lying and other character based offenses is not illegal hence makes it permissible. Very unfortunate reality for employees who are victims of hostile management. Like someone else said, best thing is find another job. They are not the end of the world even though they train us to think they are. Take courage and build up confidence in the truth of who you know you are and move forward to better. That toxic environment is not good for your mental and physical well-being which are critical needs. God bless and if You're a person of Faith, I encourage you to lean on that and don't let these bullies make you depressed.

30. AnonymousFebruary 9,2024 at 2:16PM UTC

    Hire an attorney. Some govt jobs require you to disclose these things so best to get your record accurate.

31. Todd KurzbardFebruary 9,2024 at 2:18PM UTC

    Don't waste your time with HR. Believe me, I've gotten involved with HR at both of my 2 jobs. They ALWAYS take the companies' side. The best thing in my mind, is to file discrimination\harassment, false claims or whatever is relevant, to a government agency like the EEOC, Even if you LOSE the case, just the thought of them going through 10 months of governmental investigation, cost of requests for documents for same, interviewing involved employees, the whole cost of it, will make them sh*t their pants. Most of the time, they'll look to settle JUST to avoid that investigation. Also, one thing to consider (if you don't have an NDA forbidding it), is to go to all their social media webpages and posting your complete grievances online. When they delete it (and they immediately WILL), repost it. Then repost it the NEXT time they delete it. And the NEXT time. I GUARANTEE they don't want their dirty laundry aired out on Twitter or Facebook.

32. KathyAnn KrajcikFebruary 9,2024 at 8:06PM UTC

    If I signed a document to get severance, can I still file a claim with the EEOC?

33. AnonymousFebruary 10,2024 at 2:29PM UTC

    Severance should not bar you from filing an EEOC claim. IT will bar you from filing a complaint in court.

34. AnonymousFebruary 9,2024 at 2:26PM UTC

    Hi, this exact thing happen to me. I disputed the false allegations. I ended up going as far as speaking with the head of diversity because I felt that I was being treated unfairly due to race. Make sure you have a paper trail of everything. I fought them until they took me off the written warning but then a few months later they were still able to release me. Moral of the story fight back but start looking for something else. I'm sorry this is happening to you. But these companies can do whatever they like. Stay prayed up!

35. AnonymousFebruary 10,2024 at 2:31PM UTC

    I'm going to bet that the head of diversity at your company isn't listed in the policy as part of the complaint process. You need to make your complaint to HR or senior leaders who will know what to do with it. That said, I'd hope the head of diversity would forward on a complaint. Sometimes they themselves are concerned for their jobs and will be willing to throw you in front of the bus to save their own position. Sorry if this comes across as sarcastic- that's not my intention.

36. AnonymousFebruary 9,2024 at 2:27PM UTC

    I received a written warning on February 1st 2024 and I am not even their employee. I am a temporary employee. Why not just end my assignment?! I am livid! I emailed their Boss. Not the Director because she enabled this behavior. I emailed the Vice President of the Company! He responded. I also emailed my temporary agency. But, I am still looking for another job. Why would I stay there after that?! The Call Center Manager needs to fired. She could have easily reviewed the recording of my screen to see what happened, but she didn’t. I could file a lawsuit and subpoena everything that I want to prove what happened on the days in question just to force them to research it. They aren’t going to bully me. I don’t care. I will file an EEOC complaint too.

37. AnonymousFebruary 9,2024 at 8:03PM UTC

    Check with an employment lawyer before burning bridges.

38. AnonymousFebruary 10,2024 at 2:32PM UTC

    Your employment lawyer will not be able to participate in an internal investigation or appeal. If your lawyer signals they're repping you, your complaint is automatically handled by the legal team or outside counsel. That might be a good idea or a bad one. Weigh that over.

39. AnonymousFebruary 10,2024 at 2:40PM UTC

    Consider filing a complaint with the department of labor. If you're receiving disciplinary letters from the company you're contracted to work for, that looks like you're an employee not a contractor. If so, the company will need to repay you lost wages and costs for the benefits you haven't been receiving. Check state laws, many states have enacted rules around when someone's a contractor and when they're an employee since COVID. You will be surprised at the rights you have that you didn't know about. Hint- check NJ's rules about defining contractors from 2023. CA has even more stringent ones. Good luck.

40. AnonymousFebruary 9,2024 at 2:29PM UTC

    In my fortune 500 company in NJ, it's happening more often than I could ever imagine.
    Management are trying very hard to get rid of people and lying seems to be the way to go. From 2022 till now at least 25 people were targeted to go through this unfortunate cycle. Like I said it's all lies and HR is not in the US. Sad to say these people who are impacted were top performers for years. If I can be honest a little bit more, in my company they are targeting minorities who were all hired during the George Floyd as part of DE& I. Now DE& is now over, they are getting rid of them one by one is the most disgusting way. Please look for a new job. When you have an HR organization who supports this behavior it's time to leave.

41. AnonymousFebruary 9,2024 at 8:01PM UTC

    It saves them money if they can claim cause. I hinted strongly that I was ready for a legal battle, and I wound up getting let go with severance tied to an NDA and promise not to sue. I was seriously damaged and unable to work due to stress, so the severance was literally a life saver.

42. AnonymousFebruary 9,2024 at 8:01PM UTC

    Sickening.

43. Robert McGrathFebruary 9,2024 at 2:32PM UTC

    Even if unjustly, they want you out. Polish up the resume because you'll be needing it soon. I've been treated unfairly in a few places over the years. It is mostly a waste of effort to resist. As another commenter posted, HR won't help. Their duty is to the company and the manager, not you. If you are in a protected class you can make life difficult for them. Otherwise, prepare your exit and take any severance they offer as the price of remaining silent. Good luck.

44. AnonymousFebruary 9,2024 at 2:39PM UTC

    I'm reading replies about notifying HR either encouraging or discouraging it. I would give it a try but be prepared. What some people say is absolutely true from my horrible experience. HR is there to protect the company. They might work with you to resolve the issue but when push comes to shove you will be the one leaving. If you can accept that possibility, contact them. You will at least make them aware of the issue and cause them to intervene, making your manager explain their behavior. In my case I even stood up for other employees as well as myself (I was the office manager) due to constant verbal abuse. HR hired a consultant to work with us, yet the abuse continued. They asked me to leave and kept the abusive boss in place. One day I had a job and the next I was escorted from the office while everyone hid in their office. You will be surprised how many people will be too afraid to stand up for you. I'm talking about a global company with extensive resources. Ironically soon afterwards I read an article in Forbes magazine about major companies keeping abusive bosses in place, and how they get away with it. Eventually another employee took the abusive person to court and won, and she was fired. Look into legal services as others have suggested. I did that and it didn't work but me, but I learned a lot from the attorney in the process. Get professional therapy during this time if you can and keep talking to your friends and family. Take care of yourself and I wish you the best.

45. AnonymousFebruary 9,2024 at 2:54PM UTC

    I had allegations made against me and they dated my termination letter the day before the matter was even discussed with me. There are some bad practices out there

46. mutimba isaiahFebruary 9,2024 at 3:34PM UTC

    Polish up your resume and seek for better opportunities out there. I was a victim of malicious allegations, I got terminated but am in a better paying jobs with a serene work atmosphere

47. Annie KilgallonFebruary 9,2024 at 3:59PM UTC

    Unfortunately, this is the first step of the writing being on the wall. Rarely do i see this work out in favor of the employee, unless the manager has a really bad reputation. My suggestion is 1) do all the things you say above to see if yu can avoid having it on your record 2) see if you can transfer to another department and another manager - not sure if you have relationships there 3) get your resume out and use your network to find another job quickly.

48. Marcia SmithFebruary 9,2024 at 4:02PM UTC

    Great advice here - get out before they put you out. Rarely do employers support the employee over the manager, regardless of how unfair or stupid the situation is. Document everything!!

49. KathyAnn KrajcikFebruary 9,2024 at 8:02PM UTC

    This is so sad, and companies expect loyalty??? Every holiday season we get the message from the CEO on how much we are appreciated and how the company is successful because of all of us. What a big lie this is. Today, companies will drop you in a heartbeat.

50. Marcia SmithFebruary 12,2024 at 4:34PM UTC

    Yes - companies will definitely take advantage of their employees. It is sad - and this is really happening because so many unions have disbanded. Without unions, we have not rights. Without workplace rights, employers can get away with - and WILL get away with - anything. :(

51. AnonymousFebruary 9,2024 at 3:59PM UTC

    Happens all the time. You are too smart for the manager and are a threat. You have 3 options

    1. Accept it and try to be in his/her good books and do as they say
    2. Retaliate to HR and top management. Gather all your evidences of good work and appreciation notes from others.
    3. Quietly leave

    HR doesn't work for employees but the managers so no. 2 is not ideal unless there are prior complaints against the manager and you have a good reputation in the hierarchy. Like some top boss likes your past and knows your worth.

    3 is not a great option looking at the market right now.

52. AnonymousFebruary 9,2024 at 4:30PM UTC

    In 2013 I was rated 'partially effective' by my line manager, which was in misalignment with project delivery milestones and peer based feedback. I did not contest it or engage HR, but was extremely angry. The rating prevented me from moving to a different line of business (internally) and the offer was rescinded based on rating. I am not faith based, but implicitly know "nothing lasts forever", and that Manager moved off to a different org. Since that time, I have received stellar reviews, but I still harbour resentment, to the extent that I am waiting for that manager to retire, as I might consider civil litigation for the damage caused. Weighing options on how to deal with that individual, as I neither forgive nor forget.

53. AnonymousFebruary 9,2024 at 7:34PM UTC

    Litigation for something that happened in 2013?

54. AnonymousFebruary 9,2024 at 8:29PM UTC

    Sure, it has had a 'go forward' impact on aspects related to self-doubt, confidence and inherent distrust in the overall performance management system in general. This same manager dinged me twice, and I have had nine (9) different managers in total during my tenure. What alternatives do you suggest - confronting them in person and asking for a justification as to why their assessment was dramatically divergent from the other managers? How about you do you, and I'll do me.

55. AnonymousFebruary 9,2024 at 10:10PM UTC

    2013?! Let it go. Move on already!

56. AnonymousFebruary 10,2024 at 1:59PM UTC

    Good for you but let it go about the former manager and try to let go of the anger.

57. AnonymousFebruary 9,2024 at 5:27PM UTC

    I'd speak to an attorney for advice on how to push back, and just to know what your rights are. It's helped me in the past. I had a job doing exactly this, and I got to leave on my own terms, got a signed and dated referral letter, signed off by the head of HR, and got severance. I also had it written in my agreement that certain individuals were not allowed to talk about me - otherwise it was an immediate lawsuit for breaking the NDA terms.

    When push came to shove and I filed for unemployment, having that letter and all the proof that I did my utmost to try to maintain my role, at costs to my own personal mental and physical health, there wasn't even an argument.

    The letter I got winning my case was the most satisfying thing I've ever read.

58. AnonymousFebruary 9,2024 at 5:32PM UTC

    Yes, cc everyone that you feel should know. Keep it factual and non-emotional. Ask for a neutral 3rd party to be added to the mix to help you through this. Also bcc your personal email so that you have copies should you need them later on.

    Good luck.

59. AnonymousFebruary 9,2024 at 5:52PM UTC

    I recommend setting up a meeting with HR in person. If you can, pick someone within the HR organization that you trust, or someone that you have heard good things about from other employees.Bring the written warning with you, and also bring all the evidence you have that shows that the allegations are not valid. Bring copies of all positive performance reviews you have received from this manager - no matter how old or recent they are. This will immediately give HR a positive impression of you and your work. Print copies of emails from your manager that state you did a good job on anything - even small things add up. Also print copies of emails from coworkers, clients/customers, and anyone you interact with for work that has thanked you for doing a good job, or stated something positive about your work. For example, emails from your manager asking you to fill in for him/her while they are on vacation, emails asking you to train another group/team at your company about something you specialize in, emails asking you to mentor new employees. Voicemail stating the same is also helpful. You can save the recordings to a USB key and bring them to your meeting with HR. It may also be helpful to record any interactions with your manager. Bring your phone to any private meetings with you and your manager, and to all team meetings. Program one of the side buttons on your phone to record when you push it. Record all meetings and conversations. You never know when your manager might threaten your job, or maybe they'll start yelling at you (or someone else) or demeaning you in a group meeting. Bad managers love to threaten others because it makes them feel powerful, and it promotes a toxic environment where their employees are in constant fear. They never think someone might record them, and you can collect good evidence this way. You may have to be patient, but they'll slip up and show their true self. The same thing happened to me, and the toxic manager was fired after an internal investigation. I have been promoted twice and am still working for the company 10 years after receiving the written warning that was nothing but lies. Good luck! I hope this works out in your favor!!!

60. AnonymousFebruary 9,2024 at 6:37PM UTC

    Start your job search. This toxic manager has already consulted with HR. Don’t ever forget HR is there to protect the company not you. I was an outstanding employee and the same thing happened to me. Their opinion was formed of you with your managers report. Sad but true.

61. AnonymousFebruary 9,2024 at 8:17PM UTC

    HR is not our friend! HR's job is to help people entering and leaving the organization and prevent lawsuits. They are on management's side, not the employee's!

62. AnonymousFebruary 13,2024 at 8:16PM UTC

    Agreed. There is NO HR person you can 'trust' so it's better not to even consider that.. they are ALL in it together.

63. AnonymousFebruary 10,2024 at 2:36PM UTC

    This is odd advice and potentially illegal. You don’t need to print that documentation. It’s a waste of your time and HR isn’t going to read it. You only need to bring documentation of positive feedback you received 1) directly from your manager, or 2) from another colleague directly about the area your boss says you need work. So if your boss says you consistently miss deadlines, but Bob has recognized you for always completing work on time, that’s what you need to show.

    Check your state laws about recording and consent. Laws vary by state and could land you in even hotter water.

64. AnonymousFebruary 10,2024 at 2:46PM UTC

    While recent DOL interpretations since 2020 state that companies cannot forbid employees from recording, I feel that recording without letting the others know you're doing so looks sneaky. Why does it matter? Because your attorney and arguably an EEOC investigator or jury may agree you look sneaky and it can hurt a perception you're trying to build of being that honest employee who's getting screwed over. I'd be upfront and say you'd like to record things. If they say no, you can always argue later on you tried to do that/ you behaved reputably.

65. AnonymousFebruary 9,2024 at 7:32PM UTC

    Your manager's manager probably approved this, and HR probably helped write it. Putting an official response in your HR file could help you get severance or in court but having a meeting with your boss's boss would be the best next step. The most important thing you need to know is what the supposed evidence is. Then you'll know what to put in your response.

    They can save themselves a lawsuit if they can bully you into quitting. They can also save themselves a lawsuit if they skipped the nonsense, let you go without cause, and gave you severance.

    Be sure to bcc: your personal email in every email about anything and forward previous emails.

66. AnonymousFebruary 9,2024 at 8:22PM UTC

    "Be sure to bcc: your personal email in every email about anything and forward previous emails."

    Caveat: if you work for a large organization with robust compliance and contol mechanisms in place, transmitting any communications to an external Email address will likely be logged, and prospectively flagged as an InfoSec audit. Further, the company may view all communications as the express personal property of the firm, so be careful not to exacerbate an already shitty situation.

67. AnonymousFebruary 10,2024 at 2:49PM UTC

    Sure the skip level manager probably knows, but is the skip level manager going to automatically agree with what their direct report, your manager, says about you if you show you have the balls to stand up for yourself? If I were the skip level, I'd think "oh shit. Maybe Manager Mary didn't tell me the whole story, and now I'm on the hot seat and will be responsible for any lawsuit Ellen Employee files against the company. I will become a witness! Geez, I better look into this more than I bothered to do at the beginning of this saga."

68. AnonymousFebruary 9,2024 at 10:19PM UTC

    Find another job. Don’t waste your time on HR; they will be of no help whatsoever. HR is there so the company does not get sued. Period. Fair or not, true or not, your manager wants you gone. You were smart enough to get this job and you’re smarter by now to get a better one! You have five lunch hours a week and you have a cell

    phone. Use them! You’ve got this!!

69. Nicolle Joy WilfengerFebruary 10,2024 at 12:54AM UTC

    HR is supposed to protect the company against lawsuits but mostly they are in support of management, no matter how unethical their practices are. My suggestion is just to find another job. If you disagree with the warning letter, and get fired, you can always file a wrongful termination suit. Good luck!

70. Sue BaldockFebruary 10,2024 at 1:57PM UTC

    I had that happen to me last May. I worked for an absolutely dreadful company, and was written up for violating policies that I had NO idea were policies. And, I should have known about the policies because well, they're right in the handbook! (We have a handbook?) HR supports management, NOT the employees.

71. Rosanna Raffaela PizzaFebruary 13,2024 at 8:13PM UTC

    1000%. I want to draw attention to your last sentence for the OP - HR is already in on what your manager is doing and probably advised them what and how to do it. HR IS NEVER on the employees side! Please remind yourself of that. In all my years in big companies/companies with HR, this was ALWAYS the case. You may get a supposedly sympathetic / empathetic person or so it seems, but their job is always to protect the company and do what their bosses (upper execs) want.

72. Jennifer BilodeauFebruary 10,2024 at 2:45PM UTC

    It depends on where you work whether or not this will be effective. What you don't want is to provide "justification" of the claim. Find someone you trust, either HR or another leadership role and get advice before spinning off rebuttals. You need to have evidence, documentation, and keep a record of all communications while you look for another position. It seems like a manager doing something like this is toxic and you need to do yourself a favor and get out. You may want to take the approach of applying for another role in the company as well. Better to leave on your own terms.

73. AnonymousFebruary 10,2024 at 3:09PM UTC

    I had very similar experience back in July, 23- I tried everything you mentioned in your post- reaching out to HR, trying to connect to the senior leadership etc.
    one thing I did not do is to write on the written warning that I disagree, and I so much regret that. I was under pressure and signed that document. I got no help from no one and I could sense that this is not going to work for me. I resigned a week after with no job in my hand( which I do not suggest you do, I was exhausted and prepared mentally that I might not get any job in next three months).
    when I was in the process of writing the resignation letter, I started sending my resume and very soon I landed my new job.

    Bottomline, go to HR and leadership only if you have the hunch that they are willing to help you- and you possibly know that already if you have been working for them for a significant time - if you have slightest doubt, don’t take that route- it will be frustrating- save yourself from that frustration and insult. Good luck!

74. AnonymousFebruary 11,2024 at 7:42PM UTC

    Thank you for the feedback. I did write on the written warning that I do not agree with the letter. I wrote I am being accused of things I did not say.

75. Mystery MysteryFebruary 10,2024 at 4:28PM UTC

    If you are part of a Union, contact your Union representative. Document everything that has happened and why you believe the allegations are not true.

76. AnonymousFebruary 10,2024 at 5:09PM UTC

    If the author was in a union, the manager could not have disciplined her without involving the shop steward/ grievance process, which would require the manager consider her side of the story.

77. Amanda GordonFebruary 10,2024 at 6:03PM UTC

    So, I went through the SAME THING in a previous job position.

    What I STARTED doing instead of just signing and sending back in fear of retaliation. I started typing up a Rebuttal letter, explained why I was doing such, explained why the accusations were incorrect, and sent all proof showing why and how they were incorrect. I signed the rebuttal letter but signed the actual write up as “signed under distress”.

78. AnonymousFebruary 15,2024 at 1:49AM UTC

    Great advice. I did the same. I also signed it something like "Signature only confirms receipt of the document. It does not indicate agreement with any of the content contained in the document."

79. Sir John McPoopington XVII JrFebruary 11,2024 at 2:17PM UTC

    I know it’s an easy thing to say in hindsight but anything you can attach that’s evidence is going to be incredibly valuable. Also, while naturally it’d be easy to get angry/emotional in your rebuttal, try and stick to the facts as best you can. It’ll feel like you’re not getting your point across but your director will be looking for actionable points so make that easy for them.

80. AnonymousFebruary 11,2024 at 4:42PM UTC

    Sorry to hear. I was in a similar situation. I even showed the letter to a prior manager for feedback and they agreed it was BS. I provided as much proof to the contrary as I could but it was ignored. As a manager who was told by HR how to write similar letters to people the company wanted to "work out" of their positions, I knew what was happening and that my days were numbered. I continued to put in 110% because that's my nature, was still hurt when they let me go but was not surprised.

    Ultimately it was the best thing for me, I should have left long before but the pay was awesome. I'm making much less now but so much happier.

    If you really like your job, I hope this works out for you. Otherwise look elsewhere. When HR makes up its mind to get rid of someone, they do and they know how to cover themselves.

81. AnonymousFebruary 12,2024 at 12:39AM UTC

    I dealt with a full smear campaign from a previous boss who was unqualified for her position and attempted to use me as the scapegoat.

    The company was a sinking ship when I joined but the money was so good and the job was close to home. Ultimately, she ran the company into the ground after I was fired. Everyone but her was offered a position in the parent company. As for me, I was able to prove that she had discriminated against my disability and was able to receive unemployment even though the company initially denied my claim. I did consult with an attorney but ultimately decided not to sue.

    Now I am very happy doing *exactly* the same job at another company and I have a boss who supports me and wants me to succeed. Initially I did take a small pay cut, but within 6 months I made more than I did at the previous company. Sometimes the grass IS greener somewhere else!

82. AnonymousFebruary 12,2024 at 1:55AM UTC

    Gather all the evidences stating that the allegations are not true.

83. AnonymousFebruary 12,2024 at 2:22PM UTC

    Hi I am sorry for what you are going through.
    But first and foremost I hope you are not having 1:1 conversations with your manager, since your doubt that they are trying to fire you unfairly. Secondly please have all evidences ready- emails, meeting invites. If possible and if you are good with excel, please start putting together a timeline of what happened, contrary to what your manager was stating with the documentary evidences linked to prove you right. Please gauge your HR's stance on this. Don't trust them blindly either since they are part of the management and will act depending on what the senior leadership says- on that note, how senior is your reporting manager ? Is the C-suite more supportive of you? Try to gauge but do not blindly trust anyone until you are sure.

    Also I would advice you to lawyer up to know your rights and immediate best course of action considering your local laws and labor laws, so as to protect your career and reputation.

84. Susan Grant-SuttieFebruary 12,2024 at 5:05PM UTC

    When a superior wishes to rid her team of a member, this often happens. There will be exagerations, lies, and twisting of truths. Then it becomes a he said/she said argument. Remember that HR works for the company - not the employee. Arm yourself - if you wish to keep the job. If there are other departments, I would recommend transfering. If your superior wishes to change the team, she may very well support your switch. If you wish to stay in the same position, note that it will be a bumpy ride for a while. Know the laws around dismissal. And if you do not CC your Director, she will learn from HR anyhow. In fact, CC both your director and your manager. Also, your Director may be seeing a pattern in your manager and may (or not) disagree with this pattern of behavior with the employees like yourself. You have a decision to make, and so does your Director. Your manager has made their decision. Remember - HR works for the company to keep them heading towards their goal leaglly. And as stated earlier: document in a time line absolutely everything in case you need it for HR or a lawyer.

85. AnonymousFebruary 12,2024 at 8:52PM UTC

    HR is not your friend -they are there to represent the most senior person in the room and protect the company and they are most likely aware of and worked on the warning with your manager. Start looking for a new job right away - worse case if you are let go you get unemployment. If your mental health can stand staying drag out the PIP process and respond to every email and follow up any in person meeting detailing your understanding of the meeting what was said and next steps BCC your personal email this should show you know your stuff.

86. AnonymousFebruary 12,2024 at 11:43PM UTC

    This happened to me a year ago.
    The manager accused me of things that did not happen. I did finally after getting fired went to EEOC and filed a 26 page complaint with dates, times, emails. It was a hostile environment. The manager wanted me gone after a long 21 career at the same job only knowing this manager for 6 months. I feel your pain and stay strong my friend. Document everything from emails to your work log. I will pray for you. Best

87. AnonymousFebruary 13,2024 at 3:22AM UTC

    How did it work out for you when you went to EEOC?

88. AnonymousFebruary 13,2024 at 10:14PM UTC

    Ohhh girl! If I had time to explain to you what happened to me, we’d be here all night lol! My suggestion to you, is if you’re thinking about contacting HR, you need to have proof! My company’s HR complaint, was the worst thing I could have done. Once the supervisors found out, they targeted me so fiercely, writing me up for total lies, blaming ME for what others were doing TO ME, and plain out right lies! HR did nothing to help me, they’ll always take the supervisors word over yours, they simply don’t care about you despite any hard work you’ve done, and it might be best to leave. I was with the company for TEN years, never written up once and had amazing annual reviews for every single year! After the HR thing, I was written up THREE times in only eight months! I wrote the truth on the write ups, but who got to see it lol? Probably nobody because there’s no way the supervisors put the notes in my file, just the plain and unchallenged write ups they created. I had to leave, and I really didn’t want to, but I saw no other choice for me. If they wanted me gone that badly, they were going to win no matter what! I ended up with an AMAZING job with the government, much better pay and time off, and although it was devastating being forced out that way, I trusted God had something better for me, even if I didn’t really believe that, I trusted blindly and He has rewarded me. I deserve the job I found, and I’m trying to let go of the pain the old company caused me, including depression and Andy’s bad I needed medication. Things are better now. Do what’s best for your mind and health, even if it means you don’t play their game anymore. Now that they’re not my boss lol, I tried them in a different way… I sent all the recorded meetings I had with them to expose their lies, all the emails and texts proving I had told the truth, sent it all to the company vice president and he’s investigating everything I sent. I couldn’t let it go and have this happen to another employee there! Trust your gut! You’ll be alright if you choose to not fight a battle that you’ll most likely loose. It’s unfortunate, but sometimes we have to face reality straight in the eye. You know they lied, it might have to be good enough for now. Good luck!!! ?

89. AnonymousMarch 1,2024 at 1:57AM UTC

    Congratulations!!! and I am celebrating you with applause. Now if I can do the same for my toxic manager....leave and then make sure she's seen. Currently have my head down, doing my job, and preparing to apply, apply, apply. If I can then in turn create fair play for what she's done for me, I'll be happy to serve it up with a smile. Not that I like to cause problems, but just knowing that she's done this to others and will not stop until she's stopped.

90. AnonymousFebruary 14,2024 at 2:34PM UTC

    I am still waiting it's does take time but it was worth it for me.

91. AnonymousFebruary 17,2024 at 1:44PM UTC

    If they fire you without telling you what this is about and gathering all the data and your side of the story, it could look like retaliation,

92. AnonymousFebruary 14,2024 at 2:38PM UTC

    The managers have to follow a protocol to get you fired. Just document everything and dates and start printing out your emails to have as a timeline. Keep your accomplishments, and kuddos and stay positive if this is what he/she is trying to do.

93. AnonymousFebruary 14,2024 at 8:06PM UTC

    Thank you for the advice!

94. AnonymousJune 30,2024 at 7:11PM UTC

    They do their own “protocol”, and it doesn’t even need to be true. If they want you gone, you’ll be gone. It’s terrible, I agree 100%, and it’s painful as a human being to learn that there are people cruel enough to bold face lie and make claims that have zero evidence, and more importantly, zero truth. My issue happened nearly seven months ago, and I’m still devastated by the actions of my “supervisor”. I have found a wonderful job with the Federal Government, but it’s quite a drive and costs a lot of money to commute, and I still would have stayed where I was, especially after being with my last company ten full years. Good luck to you, don’t get pushed around, but don’t be naïve at the same time. Unless you have a “friend” in someone higher than that supervisor, they will most likely take their word for it unfortunately. Don’t let something else come and go because you tried to fight to keep the job you have now. It’s scary getting a new job, trust me lol, it sucked for me, but ultimately, it may be better for your mental health to start looking for something better long before the poop hits the fan. Good luck my friend! I believe you’ll take charge of your own destiny!! ?