An employee suspended pending termination.?

Question

What is the law regarding the management of employer for having discussed and informed suspended employees coworkers of suspension? Can this hurt their grounds for termination?

The suspended employee did not discuss the situation with anyone. However, the day folowing the supension, all other coworkers were discussing the matter. The suspended employee was confronted by two others asking about the suspension.

Answer 1

Generally, yes, talking to other employees or potential employers negatively about another employee is not only unprofessional, but in some circumstances it can possibly be grounds for civil suit or penalty through the labor board...the circumstances of the situation however, are definitely important, i suggest that you discuss it with the manager that supervises the one in question, and if that does not get results, contact your local labor board for more information

Answer 2

You'd be surprised how many people are paying attention and without any "1st hand" knowledge, made a good guess about the situation.

Several people, outside of the normal chain of command, may be involved and inadvertently mentioned something. A mentor, former supervisor, human resources clerk, even a receptionist or scheduler who was aware a meeting took place.

In some cases, the other employees may have anticipated the meeting and when the "suspended" employee didn't show up for work, figured it out. Her/his posture and attitude when they left work that day could have told volumes, same with turning in a key or identity badge. When you look at all the signs, it probably would have come out anyway.
How everyone deals with this situation will prove whether they themselves are part of the problem or part of the solution....

Answer 3

I am not sure, but I do believe that the person who suspends you may make demands that you do not discuss this with your colleagues..this could be because while you are not at work that they can do some digging around and perhaps find others who should also be suspended.

But then again, you should have the right to discuss your suspension as long as you are not inciting your work colleagues to get involved...remember you have been suspended for a reason..your employer might give you another chance after they have thought things through..if you upset them further..and the suspension can legally lead to dismissal..they might just get rid of you...Its time to act like an adult, discuss the matter with your friends but do not cuss your employer..who knows who will go tittle tattling back to the boss.

Answer 4

If you were suspended you must have done something really serious. Someone must have seen or heard of the incident - the proverbial "grapevine" - developed a conclusion, told others who accepted it, or modified it, and passed it on.

Unless you have specific proof that "management" informed others of the suspension, I would advise that you keep your theories to yourself.

Answer 5

in the event that they advised you there could be no replace when you counseled them of your concerns why could you threaten to place a criticism interior the field to the very comparable supervisors your complaining approximately. the way I see it from a supervisor's viewpoint your back decrease than 3 weeks after doing you the prefer of bringing you back and your stirring the pot. IMO your long previous. in case you cited a remember being stated with a supervisor with different workers in an in appropriate time then your incorrect.

Answer 6

that is covered under company policy in most states ( you have not violated a law ) so your handbook is the source - if not covered under termination policy then it's a judgment call ( even in these 'litigate now' times you are OK )

( if it's you - you're fired)

Answer 7

Go to Findlaw and see if they have resources for your state. You can also contact your state bar to see if you can find an attorney that will do an initial consultation for free.