False allegation made against me at work

[proudmary]

Hi all, I need some advice please. I was accussed of bullying, harrassing, intimidating a member of my team. He made the accusations in writing to the HR dept and sent copies to several staff under seperate cover. I have had to endure a thorough investigation where it has been proved this was all lies. This man is coming back to work tomorrow as though nothing has happened yet my life has been turned upside down. I feel as though I have been put on trial but the not guilty verdict will not be announced, our dignity at work policy states that should a false allegation be found then the person making the allegation will be disciplined, this is not happening. Am I right to feel aggrieved? What action should I take next, I am not going to meet with him alone as I cannot trust him not to tell more lies, other than that I'm not sure what to do. Any advice would be much appreciated. Many thanks in advance xx

[Andy_G]

I would push HR to start discipline procedure against this person. It's there job to sort this out for you. It seems to me like they have not finished their obligation to you.

If anyone in my team made false allegations against me, and it was proved false I would push for that person to be removed from the team or given there marching orders.

If you sit back and do nothing then HR will assume everything is OK and carry on as normal.

This is heavy stuff, hope things work out.

[buildersmate]

Based on what you have said, at the very least there should be a written warning for misconduct here.
If the company does not do that, it severely undermines your position with your colleagues and your role in the organisation - afterall, everyone is going to know about this in the company.
Then there is the issue about whether you can reasonably be expected to continue managing him. This is more difficult (for the company to deal with), but I would advise discussing with HR the possibility of him being moved to another department. This would also send a supporting message from the company to you, in the eyes of others in the company. It may not be possible - depends on too many factors to advise.
If the above is not possible, depending on how you feel about it, you could raise with the company about his dismissal. Much will depend on how he is perceived, how you are preceived. If they don't value him much but you are highly valued, the concern an HR department would have is about claims for unfair dismissal. Of the various 'fair' reasons for dismissal, 'misconduct' could be used, on the grounds that his conduct has resulted in a total breakdown of trust between him and you, and the company has no other alternative role for him.