Employment Lawyers Can Answer Your Employment Law Questions
Thank you for your follow-up, Debbie."Defamation of character" is is a situation where someone makes a false statement of or about you to third parties that causes you to have damages, specifically financial damages. The ultimate defense to any defamation claim is truth. Another defense to defamation is 'opinion'. If someone feels that they have an unfair schedule, that is not a defamatory statement because it is ultimately their opinion. This is why I do not see defamation as necessarily actionable here, at least so far. Until you know more, there is as yet no basis to resort to lawsuits. As for asking the employer, this is currently their internal investigation and they have no legal obligation to inform you of their findings. They can choose to inform you, so it does not hurt to ask, but HR does not have to tell you the details of the complaint until they are ready to do so.Good luck.
Thank you for your follow-up, Debbie.I can understand that, and approve of your vigilance. But if I may be somewhat contrary, it may be wise to have HR evaluate this first. Coming on too aggressive can be read as 'intimidating' and may become a bit of a self-fulfilling prophecy for you. This is a situation where letting HR evaluate first is safer and better because if HR merits there is nothing wrong, there is nothing further for you to do, but if you push for a response and HR may consider some legitimate grievance, they would be pushed for a decision, and a negative decision potentially in your favor.Good luck.
Thank you for your follow-up, Debbie.My apologies but penalize you for what, for discussing this with your superior? That is not a disciplinary offense, it is simply your attempt to get information, and that is not really a violation.Good luck.
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