Re: Thank you Beth - more.....

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If he could prove this woman was knowingly and falsely
> accusing him in order to do him harm (career damage, loss of
> employment, etc.), he'd have a course of action against her
> for slander, perhaps tortious interference, and/or other
> claims.

He can. There are employees who have been contacted by another
subordinate of my husband (her friend) who claims that she is
helping her friend get "dirt" on my husband in order to "take
him down" during this investigation. Both women were overheard
saying "we'll see who lasts".

Since I made this post, I have done extensive research into
EEOC investigative procedures and court cases involving
discrimination/harassment (esp. findings of false claims in the
presence of poor performance). What I have found is that the
procedures the human resources department are utilizing do not
follow the guidelines as outlined by the EEOC. Guidelines such
as having objective representation (an unbiased investigator),
a lack of credibility evaluation (could the accuser be lying),
improper documentation, and improper questioning.

This isn't just a battle with the malicious employee, it is the
overthrow and revamping of internal human resources
investigative procedures, something even individuals in my
husband's corner (including his boss) are hesitant to tackle in
the current political environment.

One thing I don't understand is how they are able to single out
the supervisor (my husband) for investigation when he made no
managerial decisions or performance reviews without the
approval of his superior AND a member of the human resources
department.

Thank you for your previous advice, it offered a good starting
point and an objective look at the situation.

Re: Termed..., 1/19/02, by Sad Wife.

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