Slaying Office Slander
When it comes to workplace gossip, we know it’s usually best not to get involved.
But when potentially career-damaging rumors start flying, brushing them off won’t do – it’s time to take action.
Mary Ellen O’Toole, author of Dangerous Instincts and a former FBI profiler, says knowing the difference between gossip and slander (which you can sue for) is imperative.
Slander, by definition, means there was an intention to cause harm. “This is gossip: ‘Can you believe she wore that to the company party?’ This is slander: ‘She made up all of those numbers on her accounting report,’” explains O’Toole.
Companies and employees can help avoid slander by not tolerating workplace rumors and including consequences for doing so in the employee handbook.
The Legal Aid Society further identifies what slander and defamation entail, how to know when you’ve been defamed and what steps to take. Plus, other experts list tips for making sure you’re not the one doing the slandering.
Avoid asking if someone has said something negative about you, says O’Toole. “By asking people what they’ve heard, you are inadvertently slandering the alleged slanderer and could find yourself in legal hot water.”
Once the slanderer has been confirmed, she says it’s time to set the record straight by bringing the issue to your supervisor or HR department. “Be diplomatic, stay positive and take the high road. Don’t stoop to the accuser’s level.”
Bonus PINK Link: Ready to ditch office drama? Here’s how.
By Farren Davis
“Do not repeat anything you will not sign your name to.” Unknown
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