My question involves labor and employment law for the state of: MA
Back story:
- A manager shares some sensitive information with a group of employees
- Employees are instructed not to share the information outside of the company
- One of the employees shares the information with someone outside the company
- The manager reprimands the employee for breaking their trust
- Employee gets upset, tells the manager to "read a book on how to manage people", before storming off
- A week or two later, employee follows up with a letter to manager and to HR, falsely accusing manager of unfair treatment AND accusing manager of discrimination 2 years earlier when they were hired, because they are a "mother of two children".
- Manager is also a other of two children, as are many other members of staff. Manager has consistent history of fair treatment of 'parents' when family demand (sick child, etc.) impacted them
- A week after letter #1, employee sends a second letter to manager's boss, letting them know they have filed the complaint with HR, etc.
Current situation:
- HR has said they will be meeting with employee
- Manager has said they do not trust the employee any longer, and do not want to have them in their department, or to be alone with them
- HR's only comment is "Don't be alone with them, always have a witness"
- No further comment or feedback from HR to manager
- Manager has excellent reputation throughout 14 years with company; is upset that employee is lying about them
- Many things addressed by employee in letter #1 can be contradicted by documented facts and witnesses
Question:
Does the manager have a right to refuse to work with an employee they believe has lied solely with the intent of causing trouble? And if so, does the company have the ability to fire or otherwise terminate the employee for lying?
Back story:
- A manager shares some sensitive information with a group of employees
- Employees are instructed not to share the information outside of the company
- One of the employees shares the information with someone outside the company
- The manager reprimands the employee for breaking their trust
- Employee gets upset, tells the manager to "read a book on how to manage people", before storming off
- A week or two later, employee follows up with a letter to manager and to HR, falsely accusing manager of unfair treatment AND accusing manager of discrimination 2 years earlier when they were hired, because they are a "mother of two children".
- Manager is also a other of two children, as are many other members of staff. Manager has consistent history of fair treatment of 'parents' when family demand (sick child, etc.) impacted them
- A week after letter #1, employee sends a second letter to manager's boss, letting them know they have filed the complaint with HR, etc.
Current situation:
- HR has said they will be meeting with employee
- Manager has said they do not trust the employee any longer, and do not want to have them in their department, or to be alone with them
- HR's only comment is "Don't be alone with them, always have a witness"
- No further comment or feedback from HR to manager
- Manager has excellent reputation throughout 14 years with company; is upset that employee is lying about them
- Many things addressed by employee in letter #1 can be contradicted by documented facts and witnesses
Question:
Does the manager have a right to refuse to work with an employee they believe has lied solely with the intent of causing trouble? And if so, does the company have the ability to fire or otherwise terminate the employee for lying?
Disciplinary Issues: Employer
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