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Submitted by tommyl2478 on


If you receive information from a 3rd party regarding one of your directs that you believe to be true, can this be used as the deciding factor in suspension or termination?   The source is reliable, the input is reliable, and the information is consistent with a pattern of behavior that you have been working with your direct to change for a good amount of time. I'd appreciate everyone's thoughts on this situation.  Thanks.

vlines's picture

In my organization, 3rd party reports cannot be used for disciplinary actions, even if the reporting party is another manager.  Your situation may be different, so it's worth checking with HR first.