Can a Job Fire You for ‘He Say She Say’?
The answer to this question is ‘yes’ – a job can fire you over ‘he said, she said’ type of situations. This type of situation is when either one or both of the people involved in the dispute are giving a different version of events. Most commonly, it arises when two people have had an argument, and they both remember it differently.
When Does Someone Get Fired?
In most cases, a job will investigate any ‘he say she say’ incident to determine if there has been a breach in company policy or any other infraction of the rules. If this is found to be the case, then the person can be fired. Additionally, some employers may choose to fire an employee simply for getting involved in a dispute with a colleague or colleague, even if there has been no breach of policy or any other infraction of the rules.
Which Circumstances Can Lead to Someone Being Fired
Examples of serious enough infractions which may warrant someone being fired include:
- Verbal and/or physical abuse or harassment;
- Violation of company policies or procedures;
- Cutting corners that effect the job that is being done;
- Taking or stealing items belonging to the company;
- Damage to company property;
- Falsifying information on job applications or timesheets;
- Engaging in inappropriate behavior.
In some cases, a company may choose to issue a warning before deciding to fire an employee. Additionally, if the employee is on a probationary period, then a minor incident may be enough to warrant an immediate dismissal.
What Should An Employee Do
If an employee finds themselves in ‘he say she say’ circumstances, then they should take the following advice:
- Document everything – keep a written account of all conversations and interactions, as well as making a note of all dates and times. This may help if things do reach an official disciplinary hearing.
- Stay professional – It may be tempting to respond in an emotional manner, but try to remain professional and factual in any response when addressing the issue.
- Keep your boss informed – make sure that your boss is aware of the situation, as well as any incidents leading up to it. This may help them to make an informed decision in regards to any disciplinary action.
It is important to remember that a ‘he say she say’ situation can be a difficult and stressful environment. It is, therefore, important to remain professional, keep records of all incidents, and ensure that your boss is in the loop at all times. Doing so may help to make sure that any disciplinary action taken is fair and reasonable.