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07-15-2005
| | Junior Member | | Join Date: Jul 2005
Posts: 1
Rep Power: 0 | |  whistleblower
please advise...currently find myself in the midst of chaos/corruption in a small rural town. one of my co-workers has made unsubstantiated allegations against others in my department. he did not follow the chain of command or greivance procedure. instead, he opted to run to the local politicians who oversee the operation and they have launched an investigation. it's my understanding the politicians are using the whistleblower act to protect this employee. problem is over the past three years i have been compiling 'evidence' of this employees fraudulent claims in work hours, overtime and purchases. our immediate supervisor is well aware of all these fraudulent claims but had taken no action on any of the items presented to him. this employee has a habit of pointing the finger at others when his wrong doings have been detected. is this the right time to present my 'evidence' to the investigator to establish this employee's long history of making false claims in hopes that he will be the one terminated? or will my 'evidence' fall prey to the whistleblower act? please help.   |
07-16-2005
| | Senior Member | | Join Date: Jun 2005 Location: India
Posts: 184
Rep Power: 4 | |  Protect your interests
Quote: |
Originally Posted by jackson96 please advise...currently find myself in the midst of chaos/corruption in a small rural town. one of my co-workers has made unsubstantiated allegations against others in my department. he did not follow the chain of command or greivance procedure. instead, he opted to run to the local politicians who oversee the operation and they have launched an investigation. it's my understanding the politicians are using the whistleblower act to protect this employee. problem is over the past three years i have been compiling 'evidence' of this employees fraudulent claims in work hours, overtime and purchases. our immediate supervisor is well aware of all these fraudulent claims but had taken no action on any of the items presented to him. this employee has a habit of pointing the finger at others when his wrong doings have been detected. is this the right time to present my 'evidence' to the investigator to establish this employee's long history of making false claims in hopes that he will be the one terminated? or will my 'evidence' fall prey to the whistleblower act? please help. | You have to wait until you are asked for suggestions. The employer has a right to determine whether they need you help to nail dishonest employees. Focus on following the rules in your own sphere. | | Domain Names Sponsor |  | |
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