Grovetuckyohio
Junior Member
What is the name of your state?Ohio
I am a supervisor for a state agency. One of my employees was terminated at / during their mid-probation evaluation. Simply put, she didn't pass probation. The decision was not my decision alone, 2 Administrators above me and HR's Labor Relations were involved in the decision. She did not pass probation because she didn't follow procedures and protocols. (Didn't sign-in or out, didn't submit itineraries and travel orders, etc . . .).
She has now claimed that I sexually harassed her. She has made false allegations that are horrible and disgusting. (Claimed I asked her if she found me attractive, etc . . .).
She had talked about her recent divorce and since I am going through a similar situation, I told her that I understood some of what she was going through and talked to her a little about my own situation.
I was promoted to this position in December 2004 and this employee was actually my replacement. In her compliant, she mentioned a few things that I know I have said while I was in my previous position. These were comments made about our supervisor that were less they polite and I guess in hindsight, sexual in nature. She was not an employee at the time of these comments, and I did not make them in front of her, but I know that I did say them. Obviously someone told her about my comments. I don't know if I should admit to this, or how to handle it.
Since becoming a supervisor I completely understand that I can't pal around with the staff and things I said previously would be completely out of line now.
I will be interviewed by the EEO officer and I'm not sure how to handle this. 55 - 60 % of the complaint is complete fabrication, 25 % is twisting around comments that were made, and the other 15 - 20 percent is the truth, but a portion of that is comments I never made in front of this employee.
The most important fact for me is that I never, never made any comments and even implied that I was interested in her in any way other than as a co-worker/employee.
thanks in advance.
I am a supervisor for a state agency. One of my employees was terminated at / during their mid-probation evaluation. Simply put, she didn't pass probation. The decision was not my decision alone, 2 Administrators above me and HR's Labor Relations were involved in the decision. She did not pass probation because she didn't follow procedures and protocols. (Didn't sign-in or out, didn't submit itineraries and travel orders, etc . . .).
She has now claimed that I sexually harassed her. She has made false allegations that are horrible and disgusting. (Claimed I asked her if she found me attractive, etc . . .).
She had talked about her recent divorce and since I am going through a similar situation, I told her that I understood some of what she was going through and talked to her a little about my own situation.
I was promoted to this position in December 2004 and this employee was actually my replacement. In her compliant, she mentioned a few things that I know I have said while I was in my previous position. These were comments made about our supervisor that were less they polite and I guess in hindsight, sexual in nature. She was not an employee at the time of these comments, and I did not make them in front of her, but I know that I did say them. Obviously someone told her about my comments. I don't know if I should admit to this, or how to handle it.
Since becoming a supervisor I completely understand that I can't pal around with the staff and things I said previously would be completely out of line now.
I will be interviewed by the EEO officer and I'm not sure how to handle this. 55 - 60 % of the complaint is complete fabrication, 25 % is twisting around comments that were made, and the other 15 - 20 percent is the truth, but a portion of that is comments I never made in front of this employee.
The most important fact for me is that I never, never made any comments and even implied that I was interested in her in any way other than as a co-worker/employee.
thanks in advance.