Comments on: Is this Insubordination?

By: A.J.

A.J. — Thu, 03 Jun 2021 19:47:05 +0000

In reply to A.J.. For "complainant" above read "accused", sorry.

By: A.J.

A.J. — Thu, 03 Jun 2021 19:45:39 +0000

If anyone here is “poison[ing] the work culture and morale” with their actions here it’s the supervisor, along with the HR Mgr with their inaction.

The spurious accusation of “insubordination” reads like HR Mgr (along with management) thinks the complainant should shut up and “know their place”. Super toxic!

By: AnalystRobot

AnalystRobot — Thu, 03 Jun 2021 14:17:10 +0000

If there was an investigation that involved reviewing surveillance footage, then this was not a small incident. I’m assuming this was on the level of theft, assault, or sexual harassment. I couldn’t imagine knowing that someone was innocent and letting them suffer for 10 days. If it was theft or assault, the individual could have been charged with a crime! It’s simple human decency to let an accused person know they are safe.
Is the letter writer really saying they did not have 5 minutes to pick up the phone and say “I watched the video and I didn’t see anything suspicious. I’m finishing up the investigation and I will follow up with you later, but I wanted to let you know right away that these accusations were false.”
If my manager was making up wild accusations, and I heard nothing from HR, then I would also assume that a conspiracy was being brewed. I give the accused employee credit for staying as cool as they did and just sending an email.

By: Been There and Learned

Been There and Learned — Thu, 03 Jun 2021 13:14:38 +0000

I wonder how long this HR Manager has been in their role? A critical role for HR is demonstrating effective communication, which was not done so in this scenario. Most people are not taught from a young age effective communication techniques. It comes from self-awareness, experience, learning from errors, as well as interest and practice.

We cannot expect staff members at any level to communicate openly and effectively if they do not trust HR to do the same. It is no small wonder the trust has been broken and perceptions led to gossip. It can be fixed, but as Suzanne said multiple times, the key is to apologize SINCERELY and GENUINELY. I hope that between Suzanne’s response and the replies left here, this HR Manager learns from the mistake, corrects it, moves on, and doesn’t let it happen again.

By: Just Me

Just Me — Thu, 03 Jun 2021 12:24:50 +0000

This is the kind of thing that gives HR a bad name. The HR Mgr messed up and “got caught” and the employee had no responsibility to follow up with the HR Mgr. I can’t imagine what could keep someone in HR so busy that they could not circle back within 10 days of an investigation. Frankly in my opinion if anyone should get “counseled” it’s the HR Mgr.

This, “This employee even brought up another issue an employee had with the supervisor that she was not privy to, proving this gossip is floating around work.” is the result of situations like this where there is a lack of direct communication. In the absence of information, people will fill in the blanks on their own.

By: grannybunny

grannybunny — Thu, 03 Jun 2021 11:22:21 +0000

I think that this HR MGR also needs to be cognizant of the danger that labelling either party’s actions as insubordinate might lead to a claim of retaliation.