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How to deal with unfounded allegations of harassment or discrimination?

How to deal with unfounded allegations of harassment or discrimination?

In that case, the employer had dismissed Ms. Draskovic–Milojevic as a result of her repeated and frivolous accusations of discrimination on the part of her manager, as well as other misconduct. With respect to the discrimination issue, the arbitrator found that there was absolutely no basis to the allegation the grievour made over and over again.

How to report a false or unfounded allegation?

The Policy should require the Complainant to provide a written complaint, outlining in detail the material facts associated with the alleged harassment or bullying (i.e. who, what, when, where, why, how, and witnesses). A false or unfounded allegation may be evident from the written Complaint.

What to do if an employee makes an unfounded accusation?

When serious allegations are made and such serious allegations, if true, put other members of the workplace in jeopardy, extraordinary measures may be appropriate (e.g. call the police, remove the employee against whom the allegations were made from the workplace).

How to deal with malicious or unfounded allegations?

For an allegation to be classified as malicious, it will be necessary to have evidence to prove the intention to cause harm. Care should be taken in dealing with such allegations as some facts may not be wholly untrue. Some parts of an allegation may have been fabricated or exaggerated but elements may be based on truth.

In that case, the employer had dismissed Ms. Draskovic–Milojevic as a result of her repeated and frivolous accusations of discrimination on the part of her manager, as well as other misconduct. With respect to the discrimination issue, the arbitrator found that there was absolutely no basis to the allegation the grievour made over and over again.

The Policy should require the Complainant to provide a written complaint, outlining in detail the material facts associated with the alleged harassment or bullying (i.e. who, what, when, where, why, how, and witnesses). A false or unfounded allegation may be evident from the written Complaint.

What should I do if I receive a harassment claim?

After receiving a harassment claim, you need to make a plan on how to proceed. Determine if you need to take any interim steps to protect the complainant. If they face immediate danger, moving their work station or escorting them to their car at the end of the work day may be required.

Are there any unfounded allegations in the workplace?

As long as there are harassment and respectful workplace policies that provide employees an opportunity to file complaints against their fellow employees, there will be, periodically, false or unfounded allegations.

What happens if you make an unfounded allegation?

If the allegations are unfounded, the Respondent and Complainant should be so advised in separate meetings. Some policies provide that making intentionally false allegations will result in discipline.

As long as there are harassment and respectful workplace policies that provide employees an opportunity to file complaints against their fellow employees, there will be, periodically, false or unfounded allegations.

How many false allegations are made in the UK?

While the statistics on false allegations vary – and refer most often to rape and sexual assault – they are invariably and consistently low. Research for the Home Office suggests that only 4% of cases of sexual violence reported to the UK police are found or suspected to be false.