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Well its very interesting example of -VE workplace politics now suspect have2 options .............
1. Turn it into +VE by discussing with alleged victim trust me if they ready to talk half of the problem will be solved and it could be fixed nicely through Dialogue , She can also discuss with the line manager and request the manager to intervene to fix the problem .
2. Tell the truth to HR about falls complaint and request them to take appropriate action on that or tell everything true in meeting with HR .
Note: This is not example of conflict management infect it is area of issue management.
Your friend should give an written explanation stating about false complaint made against her.
It creates an bad office atmosphere, bring both of them along with immediate manager / department head for open discussion, and if necessary issue an warning letter for making an false complaint.
First, (HR) should Establish an effective complaint procedure and encourage employees to feel comfortable coming to you with any problems they face at work, including any harassment that might occur, once any complaints arise ,Quickly investigate any claims that occur/reported.
Ask then Complainant to be honest and explain the incident openly ,As a HR you should Avoid favor at any cost and Don't take any action that can be seen as harming the person making the complaint. For example, don't transfer the complaining party to a worse location in order to separate the parties. Once you identify the culprit and have evidence do whatever is necessary to stop the harassment immediately.
And if Necessary Take action to correct past discrimination based on the harassing conduct, if appropriate...
Upon this complain,she should respond formally to the HR via a Memo.
Only HR can decide whether the complaint is genuine or not.
CASE1: Complaint is genuine
The HR would sulry take corrective actions against the culprit. Where she is your friend or relative.
CASE 2: Complaint is not genuine
HR would surly give the complainent proper feedback along with the proper coaching to approach the HR in the presence respective department head.
Difficult to offer a realistic response without any details. The best advice I can offer given this is that you go in feeling confident but avoid being defensive.
Listen carefully to what you are told by the HR Manager. Say little to nothing while the HR Manager is providing details of what you are there to talk about. Ensure you understand what you are being told (verify points as needed) by asking good non-defensive, objective questions. Remain calm, professional and open. Avoid making negative comments about the person who filed the complaint.
State your perspective in a calm and professional manner, avoiding any commentary or judgement about the complaint or the complainant. If the HR Manager is a professional and skilled the manager will be able to assess the situation fairly.
Just respond by telling the truth.
Even no complaint should be between colleage if not hard
At work, any complaint against a colleague related to human resources, whatever the reason, and therefore appropriate measures must be taken in accordance with the institution's internal system
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