DISCUSSIONS

I have been with the same company for 9 and a half years. I am a supervisor of a small group in the nightshift.

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Anonymous

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I have been with the same company for 9 and a half years. I am a supervisor of a small group in the nightshift.

A little over a year ago, I hired a woman who fit the description of the job that was open. As the monthes went by I noticed that she would question other staff, not myself about protocols. Other staff claim that they would tell her to talk to me as I was her supervisor.

Fast forward to her annual. After she received her raise, she was always late, which was documented with the company. There was a lot of documenting going on, but HR was doing nothing. I was instructed by my manager to talk to her and document that as well.

I tried talking to her and she threw a fit and said she was not in the mood. She walked out on her shift for that night. I did notify by manager, he said he would call her the next day. Come to work the next day and he said that she would be at work but he would not know anythung else till 4:30 the next day. Two days later I am notified of a meeting with HR. That meeting led to me being suspended for a day and a half for investigation. I was accused of threatening her. The company was going to investigate if I was a threat to her or the company. They want me back on monday to see what the investigation showed. My thoughts are that there was no investigation, they just contacted company attorneys. All this started on a thursday night. HR and my manager only work half days on Friday. Other staff and former staff feel like they will terminate me just on the fact if the accusation.

Just trying to decide if I resign or go in a risk the termination. I did nothing wrong but it sure feels like I did.

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  1. Anonymous

    Wait for the results of the investigation. This is proper protocol unfortunately. Make sure you’re not gossiping with anyone. Assuming that you haven’t actually threatened this lunatic and have trulyn documented the issues with your manager and H R prior to her complaint you should be fine. Good luck and sorry this happened. Too many weirdos out there. Be sure that you continue to document the performances of your direct reports.

  2. Anonymous

    I would keep copies of all write ups for the employee in case you need them if you are fired for no reason. You should always keep a copy of any written communication in case of lawsuit.

  3. Anonymous

    If I was in your position I’d have asked for her to be terminated immediately once she said that she “wasn’t in the mood.” That’s out and out insubordination.

    The company may actually just lay her off but even if it’s a burden on your team at least she’s gone.

  4. maria rose

    The only thing I can say about this situation is that it sounds like this person, whom, you the OP hired, has a hidden side to their job performance that was not noticed in the hiring interviews and as the supervisor didn’t see manifested until you confronted them about being late. In hindsight, all those questions being asked about protocols was a tell. And it sounds like you followed through with the protocols as directed by your superiors and what you are facing is a she says you say situation. You said there was a lot of documentation and this person did the walking out however emotional the situation. And whatever she says caused her to leave, she gave no logical explanation ahead of time to you of issues. I am sure that you were only noticing the lateness because it affects the time clock punches in an audit by the HR department when asked by the payroll department. Some companies have a very strict time count as to when time punches affect the pay given the employees. Your company probably does this and the only reason you are involved now is to address if the lateness allowance is being abused or allowed—as you stated you only noticed it started after a certain time period , the annual, which I assume also means that firing this employee would need documentation and she knows this and decided that she would argue against the documentation by adding complaints about being harassed and not appreciated. You have more time employed than this person and you don’t know if this person was allowed to be at work while you were suspended—usually when there’s an investigation the 2 individuals are separated and not allowed to be in contact .

  5. Joan Williams, Senior Talent Acquisition Specialist

    I would not resign. If you've done nothing wrong, why resign.

    Document document document.

  6. Anonymous

    Exactly. If you are her supervisor and she is not and has not been following protocol and refusing to work and not show up on time and you've warned her either verbally or in writing there should be documentation. If other members of your staff have come to you complaining about her you should have documentation of that too.

    Make the company prove that you are not the problem here.

  7. Anonymous

    I just went through the same thing with a night shift employee. They tried to get me fired, I was investigated three times before HR finally understood, I wasn't the problem. Hold your own and document everything.

  8. Elizabeth

    Make them fire you so you get benefits. And contact a lawyer.

  9. Anonymous

    What a racist comment

  10. misskelleyp

    If you did nothing wrong then do not resign. Make your case calmly and see what shakes out. You may need to see an employment attorney, but wait to see what happens.

  11. Anonymous

    I would see things through. If it's a she said, she said situation I would fight it out. Legal risks a wrongful termination if they let you go.

  12. Devid T.

    That’s a tough spot to be in. Since you’ve done nothing wrong, it’s better to attend the meeting, stay professional, and present your documentation. Resigning now could make things harder to explain later, so wait to see the outcome first.

  13. Anonymous

    Really think about the conversation you had and the words you used because sometimes on that alone can come off as threatening and if anyone was witness to the interaction. If I were you I would have an attorney on notice just in case. An employment attorney.

  14. Anonymous

    Documenting things are good. However, I would start to look for another job asap. It's clearly obvious your manager and HR just want this quiet and not be bother with this, just like most companies. I would also keep my distant from the worker because it's quite obvious she's stirring the pot on this matter. I would seek a lawyer also to make sure nothing happens to you. Good luck

  15. christinehgarris@gmail.com

    You are going to be the scapegoat for now. She will improve for a bit and then go off the rails on someone else. Hunt another job now.

  16. Anonymous

    I would ask what you are being accused of. It sure sounds like you should have documented all of her bad behavior and hopefully you did with dates and times etc. Face the conversation as a manager would with all of this and be sure to let them know that you followed the instructions he gave you and that you had concerns that her behavior showed that she was having a hard time taking direction from you and that is why you asked for help from HR and your manager. Don't be defensive. Be sure you ask for information about their investigation. If you cannot feel safe then seek legal counsel.

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