It is possible to sue for slander against another co-worker that makes false allegations - however, doing so will require expensive legal guidance; as well, going outside the company to deal with such a serious issue may damage or end your career with that corporate entity, regardless of the outcome of your suit. Sometimes, it may be better to deal with the slanderous person directly, while always remaining polite and professional.
If this gets you nowhere, you may wish to pursue a complaint with HR (Human Resources); however, you should always understand that Human Resources exists to protect the company, not its employees. If you're a unionized employee, you may want to contact your trade union before you proceed with an action; they may be able to support you through their organization. In general, it can be difficult to get "justice" in these sorts of situations. Sometimes, the whistleblower can be punished simply for calling attention to a nasty situation. You must proceed with the utmost planning and care when you begin to accuse a work colleague of making slanderous accusations towards you. The most common slanders (that become court cases) usually deal with a staff member maliciously calling another employee inept or dishonest.
It's also important to guard yourself against these sorts of lawsuits by avoiding gossip about co-workers. In this day and age, the "grape vine" may be a digital snarl that entangles you. Be certain you never say anything slanderous in an email you send at work, or while chatting on Instant Messenger. You can be 100 per cent positive that these communications are being monitored by IT, and they represent hard proof of slander. Be circumspect in your dealing at all times and protect yourself. To sue someone else for slander, you must have this sort of hard proof at your disposal. If you only have hearsay reports and so on, it may be a tough sell in a courtroom.
If this gets you nowhere, you may wish to pursue a complaint with HR (Human Resources); however, you should always understand that Human Resources exists to protect the company, not its employees. If you're a unionized employee, you may want to contact your trade union before you proceed with an action; they may be able to support you through their organization. In general, it can be difficult to get "justice" in these sorts of situations. Sometimes, the whistleblower can be punished simply for calling attention to a nasty situation. You must proceed with the utmost planning and care when you begin to accuse a work colleague of making slanderous accusations towards you. The most common slanders (that become court cases) usually deal with a staff member maliciously calling another employee inept or dishonest.
It's also important to guard yourself against these sorts of lawsuits by avoiding gossip about co-workers. In this day and age, the "grape vine" may be a digital snarl that entangles you. Be certain you never say anything slanderous in an email you send at work, or while chatting on Instant Messenger. You can be 100 per cent positive that these communications are being monitored by IT, and they represent hard proof of slander. Be circumspect in your dealing at all times and protect yourself. To sue someone else for slander, you must have this sort of hard proof at your disposal. If you only have hearsay reports and so on, it may be a tough sell in a courtroom.
