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suspension and confidentiality
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suspension and confidentiality
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We are suspending an employee for a week for improper hiring practices in order to placate someone at a firm that we do business with who would have a great impact on our company's financial health. W
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Forums » Topic Forums » General Forum » suspension and confidentiality
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suspension and confidentiality
posted at 10/30/2008 11:25 AM EDT
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Posts: 94
First: 2/7/2008 Last: 3/21/2011 |
We are suspending an employee for a week for improper hiring practices in order to placate someone at a firm that we do business with who would have a great impact on our company's financial health. We need to make sure that people who call in for this person are told that the person is not here or available. It is possible that someone may be calling to verify this. My president was wanting me to sent out a bulletin that this person has been suspended and to let anyone who calls know this but I thought this would be a breach of confidentiality. I was going to send out a bulletin that the person will be out of the office for the period and any inquiries for the person should be directed to the manager or HR. Does this sound like the correct approach? I also did not think it appropriate or even legal to let this firm have access to the correction notice which was also suggested. The suggestion was to remove the name but I didn't feel that was appropriate either. The employee is perfectly willing to let this happen and take the fall for this but I am trying to steer the company toward good business practices. |
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suspension and confidentiality
posted at 10/30/2008 12:59 PM EDT
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Posts: 2442
First: 2/12/2000 Last: 9/14/2011 |
Your approach sounds fine. My follow up questions would be:
1. What will be the official response by HR and the Manager when "pushed" as to what happened? 2.What was the "improper hiring pracice" and how will you ensure that no one else does it? 3. Why do you say he is willing to "take the fall" for this? Was he not the person that made the mistake? |
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suspension and confidentiality
posted at 10/31/2008 7:32 AM EDT
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Posts: 1103
First: 3/16/2007 Last: 8/19/2011 |
While there does not appear to be anything illegal with what you want to do I am uncomfortable with letting callers know an incumbent employee is "on suspension." This could have a far reaching stigma that ultimately could circle around and bite you in the behind. remember that as an employer internally you can say most anything. Once you communicate it externally you run the risk of slander and libel.
I have engaged in sharing disciplinary action with customers over serious violations that impacted their business, e.g. sexual harrassment, theft, bullying, etc. I have NEVER shared this information externally beyond that or with other employees. I would never send out a written communication and if pressed would be inclined to word it that "in John's absence any questions regarding his return or duties should be addressed by XXX." I would advise caution. |
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