How AI Legalese Decoder Can Help Decipher Verbal Warnings Sent by Email in the Workplace
- April 15, 2024
- Posted by: legaleseblogger
- Category: Related News
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## Dealing with a Verbal Warning at Work
Hi everyone,
Recently, my boss approached me with a verbal warning regarding an alleged incident that happened on Wednesday. I want to stress the word “alleged” here, as I firmly believe that the accusation is unfounded.
Following the verbal warning, my boss then proceeded to send me an email reiterating the warning. What struck me as particularly concerning was that this email was sent on the company-wide email platform, essentially making the warning public knowledge. While the email was directly addressed to me, it was visible to all employees – creating a sense of exposure and vulnerability.
Feeling blindsided and unprotected, I can’t help but feel that my right to privacy has been flagrantly violated. This breach of privacy has left me feeling uneasy and uncertain about the fairness of the situation. I find myself questioning whether I have any recourse in this matter, and if there are any steps I can take to address the situation.
## How AI Legalese Decoder Can Help
In navigating the complex realm of employment law, it can be incredibly helpful to leverage tools like the AI Legalese Decoder. This innovative technology can assist in deciphering the legal jargon and intricacies of your rights as an employee in Quebec. By inputting the details of your situation into the decoder, you can gain valuable insights and guidance on potential recourse options.
With the support of the AI Legalese Decoder, you can approach the matter with greater clarity and confidence. By understanding the legal landscape and your rights as an employee, you can make informed decisions and take proactive steps to address the breach of privacy and unfair treatment you have experienced.
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****** just grabbed a
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Presumably this is a very small company if everyone has access to the same inbox or a single retail location of a larger company? Meaning there may be a reasonable argument that the others with access would need to aware of a warning given to an employee due to an incident.
Regardless, while definitely a bit embarrassing what they did is not illegal. Just because you *felt* violated, doesn’t mean your privacy has been violated from a legal standpoint.
If you still feel strongly that you deserve something or have been wronged, you can try to pursue it with the labour board, but after a 5 minute phone call with them they’ll confirm no laws have been broken and no recourse is needed.
The bigger concern is if your manager is going around making up fake incidents just to write you up then you may want to consider looking a new job and get out of there.
That’s the opposite of verbal.
Not illegal.
is this the first time this person tries to humiliate you or that this person does something like that to you in the workplace?
I don’t think there is any recourse no. You could go over their head and file a complaint with their boss and state that it’s inappropriate and you feel that behaviour is creating a hostile work environment among employees.
May at least stop it from happening again, could make it worse for you as well. Depends on the company and the management team.
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Get a new job doing the same things. Go to the competition. Good luck.
Are we missing any information? Was there a proper investigation done to conclude this actually happened, or didn’t? Any manager worth a penny would know this has to be done to give a formal discipline. If not, it could border on defamation to have shared with everyone as a shaming tactic but it’s unlikely and definitely not worth your time for a “strike 1”. The manager can absolutely share this information with the team, without naming you, to ensure this does not happen again though and he can say he gave a verbal to someone recently because of it to help bring others in line, so to speak. The way he did it is very unprofessional though, regardless of legal or not.
The best route to go, imo, would be to reply in writing (email), that you do not agree with this discipline and the reasons why it’s unfounded. ie: no proper investigation, no witnesses interviewed (including yourself), no hard proof or whatever else you may have. Forward a copy of this email to a personal email for your records. This way, if a proper investigation was not done, and you receive more disciplines down the line and they try to use this against you in the termination, you may be able to contest or at the very least get a small severance to “go away quietly”.
If this is your career, it’s worth contesting to a degree but do it politely and factually. If this is just a min wage job that you know you won’t spend your life at, forget it, move on and just cover your ass for the foreseeable future. Most disciplines only stay on your record for a predetermined amount of time, usually a year or 2. Ask him/her or your HR how long this will be on your record and decide from there how you move forward. Regardless, if you’re worried about your job because you feel this manager has it out for you – document everything!
Quit. Fuck that guy doesn’t have decent respect. Doesn’t matter if he’s allowed to give you crap in front of everyone…. You should be respected
I haven’t seen anyone else mention it, but technically there could be an argument for libel. It’s probably not enough evidence, but it could fall under that category.
You’re probably better off going through company policies instead/first though.
I can’t give any legal advice but if you have a manager documenting warnings for made up incidents and engaging in workplace humiliation of you then it’s past time to make yourself an exit plan.
Make sure you document all this in case it eventually becomes harassment or constructive dismissal. But according to the legal advice you’ve gotten so far, it has not yet even approached that threshold.
Could constitute harassment under the labour code. You’d have to spend some time determining if it met the merits of that..
I’m confused by this post.
What on earth do you mean that your right to privacy has been breached?
You think your employer cannot publicly discipline an employee?
There are places that layoff hundreds of employees by simply posting a list on a bulletin board.
I’m sorry your feelings got hurt, but sweetie, the answer is not to turn around and sue the big meanie that wasn’t nice to you.
Grow up.
Honestly, I think this is a topic that would be better as a question in an HR sub, or sending an email off to Ask A Manager for advice. He hasn’t done anything illegal, but the lack of confidentiality is bad management, and may be against your company policies concerning disciplinary procedures.
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What is your workplace harassment and violence policy. Could be seen as intimidation by doing it publicly.
What right to privacy?
>verbal warning by email
Speak to your union rep
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