Sometimes, an employee facing discipline will fight back with allegations of her own. Handle those allegations separately from any pending disciplinary action, and be sure to carefully document each step of both processes.
Include a timeline showing when you began the original disciplinary process, when you received the employee’s complaint and when each was processed.
Don’t dismiss the employee’s allegations. Instead, handle them as you would any other employee’s harassment or discrimination complaint. If the employee’s complaint turns out to be founded, then address it appropriately. If you conclude it is unfounded, handle it as you would any other unfounded complaint.
Recent case: Penny worked in maintenance at a medical facility. She had a spotty disciplinary record, having been disciplined several times for poor work and behavior. She had even faced discharge, but got a reprieve after filing a grievance through her unio...(register to read more)