If your supervisor is wrong?

Question

Have you ever ran into situation in workplace that your supervisor says to her boss that you said something you did not say and complains based on that on multiple occasion?

I am leaving this job tomorrow due to contract ending. How would you handle this kind of situation with wrongful complaint from supervisor? Is it worth going for character assasination of defamation?

Answer 1

Word of the wise....get it in writing. In the future if you have been done wrong and have a witness there that will be willing to sign and piece of paper stating that they witnessed the ordeal than your covered. Word of mouth does no good even with witness its hard to prove in court. They can say they were mistaken or I didn't say that. You must prove beyond a reasonable doubt that it ocurred.

Answer 2

This has NOTHING to do with Sarbanes Oxley (SOX) so I'm not sure what the other poster is talking about. Every company/HR department has their own policies on what is or isn't kept in a personnel file. It is NOT up to the employee what goes in there unless there is a collective bargining agreement that dictates this (like a grievance procedure). Employee relations topics are not subject to SOX. This also has nothing to do with Accounts Payable files. AP files have invoices and copies of checks in them (they have nothing to do with employee relations).

Depending on the situation I would speak with the supervisor about the "misunderstanding". If the supervisor is blatantly lying or is not willing to discuss the issue I would speak privately with the supervisor's boss. Don't make it a blame game. Just say that you would like a positive reference from the company but feel that the recent misunderstanding may hinder that. Ask for the manager's feedback regarding this. If you truly didn't do or say anything wrong you have nothing to fear from professional dialogue with this person. If they are unreasonable, believe the lie, etc then just wash your hands of them and go on to the next job. Ask what their employment verification/reference checking policy is. If they only give out objective information (date of hire, date of termination, title, etc) then you are good to go.

Answer 3

Here is what I would do. Hopefully you have documentation to support what you know as the Truth. Write a letter to the department head, or your supervisors supervisor providing documentation to support your position. DO NOT SEND ORIGINALS of documentation. Send only copies and request that the copies be inserted into your Human Resource or Accounts Payable file. If they are following Sarbannes Oxley they will have to do that.

Under no circumstances do you state in your letter that your supervisor lied. You will look like a malcontent instead of a concerned employee.

A good example. "I had discussions with Betty Smith in recent past regarding the following....... It is my feeling that the point may not have been relayed in it's entirety, etc etc etc

Answer 4

Usually it's not worth the trouble or expense to go after a bad supervisor. I sympathize with you, but I know from experience that the best thing to do is just to try to find a better job.

Answer 5

It really depends on many things.

Sometimes it's best to not lower yourself to the level of the jerk - rise above it and move on.

You may want to request. before you leave, a letter of recommendation from the big boss 'for your dossier'.

See what happens. If you get it - there probably is no issue.

If it isn't provided, it may provide an opening for a little discussion. :o)

Can't lose. Win! Win!

Answer 6

Not really don't bother since you are leaving tomorrow anyway. Sorry to hear that your supervisor can't be more professional than that.

Answer 7

If it damages your chances to get employed later, maybe. Otherwise it may just look like sour grapes.