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AIBU?

Share your dilemmas and get honest opinions from other Mumsnetters.

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Original poster

Work made me take the blame when it wasn’t my fault

176 replies

madamovaries · 17/03/2022 10:31

I have a job which involves significant public scrutiny. There was a screw up at work where a male colleague messed up - I did nothing wrong, as my employer has repeatedly stated - and for complicated reasons, I’ve been made to take the public flak for it. I asked the company repeatedly to make clear it wasn’t my error but they refused. My (nice) colleagues are shocked and don’t understand why this man has been protected at my expense.

It has had a big knock-on effect on my ability to do my job as everyone I deal with keeps raising it with me and some people are even refusing to work with me. Over something I didn’t even do! The bosses keep saying it will blow over but it hasn’t at all.

It has also affected my health. I got sick with the stress, then caught covid. I also had a miscarriage which I don’t know was related obviously but has broken my heart.

I don’t really want to leave the job right now as I’d need to be somewhere else a while to qualify for mat leave pay, but should I just cut my losses and go elsewhere (another employer has thankfully been trying to poach me). I guess that would help restore my confidence which is at absolute rock bottom.

Aibu to feel my employer has failed in its duty of care?

OP posts:

implantreplace · 17/03/2022 16:48

If it is press office

Then EVEN more odd they were supposedly daft enough to put in writing that the OP wasn’t to blame at all!!

crispmidnightpeace · 17/03/2022 16:50

You should be asking a lawyer about this as it sounds like you could get quite a bit of compensation around this.

SheldonesqueTheBstard · 17/03/2022 16:54

Personally? I would go straight to a solicitor.

I made the mistake of going to a union rep who was also looking after the interests of the management.

SheldonesqueTheBstard · 17/03/2022 16:55

And yes. In my experience HR looked after the management too.

BernadetteRostankowskiWolowitz · 17/03/2022 17:06

@SheldonesqueTheBstard

And yes. In my experience HR looked after the management too.

HRs primary function is to make sure the business doesn't get sued.

Satsumaeater · 17/03/2022 17:19

But the issue is, I work in a small industry. The risk of taking a constructive dismissal claim is that I would never work in this sector again - and I don't want to leave the industry. I think they know I will take mat leave soon, and are resting on that

I disagree that you can never get a job in the same industry if you raise a grievance or a claim. It's an oft-trotted out trope but I am not convinced.

On the assumption that you are 100% not to blame, I would write to your boss again, saying once again that you are not willing to be the fall girl for this man's error, that it is having an adverse impact on your relationship with colleagues, and if they do not deal with the matter within the next five working days (ie by next Friday if you get the email to them tomorrow), you will be taking legal advice on how to take the matter further.

Yellownightmare · 17/03/2022 17:24

@Satsumaeater

I disagree that you can never get a job in the same industry if you raise a grievance or a claim. It's an oft-trotted out trope but I am not convinced.

Surely this?

I think they're banking on the fact that you won't kick up a fuss because women are supposed to play nice. But this is your reputation and your future.

I can't quite understand why they're protecting the guy though. Is it some kind of guy code?

Cocomarine · 17/03/2022 17:36

I think this is too complex for MN when you’re not - understandably able to clearly explain it.

It hinges on what “putting a bow on it” means. If it was your job to officially sign this off, then you’re at fault for not saying, “I can’t sign this off as I don’t have access to the research.”

You know what level of checking was required, we don’t.

Your manager saying they know it’s not your fault may be kind words to say they know you didn’t create the turd yourself. But you chose to sign off someone you couldn’t check. So the devil is in the detail here - on how important accuracy was, and exactly what your role in checking is.

You could go from having no case at all to having every case. I’d talk to Union or solicitor.

SheldonesqueTheBstard · 17/03/2022 17:36

It certainly was like that for me Bernadette

Between them, the management and the Union, I was done up like the proverbial kipper.

I wish I’d gone straight to a solicitor.

We live and learn.

Alonelonelylonersbadidea · 17/03/2022 17:45

If you are the one whose name is on the paper, then despite the fact that you should be able to trust the data, you should still check.
I sign off on financial statements regularly. I have to check the data even though I completely trust the accountants. If it's wrong, that's on me.

If it's a published paper, I can understand how you are still taking the fall though it's painful.
I would speak to a lawyer to see your best course of action.
I'd also look beyond working in the industry you are in.

ProfessionalWeirdo · 17/03/2022 17:46

I haven't RTFT so apologies if this has already been said, but I can't help wondering if it has anything to do with the fact that he's a man and you're a woman...

WilsonMilson · 17/03/2022 17:49

Fuck that for a game of soldiers, I would be creating absolute hell and I’d be contacting a solicitor immediately. There is no way I would be publicly having my reputation defamed for something I didn’t do. Sod that shit.

Sounds like you have a strong case given that you have written evidence of no wrongdoing. Do not let this go.

HollowTalk · 17/03/2022 17:53

Do you know why they want to protect him and are willing to throw you under the bus?

SarahBellam · 17/03/2022 17:55

I’d go straight to a solicitor with the evidence. HR are there to protect the reputation of the company, unions are often good, but often not. In my place of work they appear to be a bit too cosy with the senior leadership team. Check if you’re covered by your house insurance so see a solicitor. See the solicitor before you raise a grievance to ensure that everything is done correctly. Don’t tell them in advance. Make sure you have everything documented as far as you can remember - meetings, phone calls, emails, minutes of meetings, etc. You might want to email your boss/leadership team one more time to reiterate how upset you are and how this has damaged your professional reputation to the extent that people are refusing to work with you both internally and externally, how inappropriate it is, and ask them what steps they intend to take to rectify it. Hopefully you’ll get an email in return which will then contribute to your evidence base. Ask colleagues if they can send you any emails that directly show your reputation has been damaged - e.g. ‘I don’t want to work with MadamOvaries. She ballsed up xxx’. Or ask your colleagues what was said and write it down. If it comes to a grievance they will likely be interviewed so it is good for you to also have access to that supporting evidence. Get a shit hot employment lawyer. Be clear about what you want the outcome to be - complete and public exoneration, a good reference If you’re not staying, etc. etc.

PoshPyjamas · 17/03/2022 18:09

if they do not deal with the matter within the next five working days (ie by next Friday if you get the email to them tomorrow), you will be taking legal advice on how to take the matter further

If you are going to take legal action, then don't give them warning.

HardbackWriter · 17/03/2022 18:19

The thing is - would a statement now, at this point, setting the record straight even help? Given the situation you describe - lots of people know, think it's your fault, it happened some time (weeks? Months?) ago - a statement now saying it wasn't actually your fault it was (presumably more junior?) researcher's fault would look pretty awful really - it would make people more aware of the issue than ever, and it wouldn't make people keener to work with you.

Choccy21 · 17/03/2022 18:22

Your workplace may not have a trade union but you can join as an individual.
Many unions have solicitors attached to go to court if necessary and provide advice.

For £10 a month you should join.

HardbackWriter · 17/03/2022 18:23

@Alonelonelylonersbadidea

If you are the one whose name is on the paper, then despite the fact that you should be able to trust the data, you should still check. I sign off on financial statements regularly. I have to check the data even though I completely trust the accountants. If it's wrong, that's on me.

This just isn't always possible - lots of people rely on researchers, assistants and juniors who do things they can't practically check - but I agree that it will be be the person who's name is at the top who takes the hit, even if it isn't their fault as such. If this work would have usually been all to OP's credit, even though it wasn't all her work, then it's the way the cookie crumble that it's also her that takes the reputational hit if it's not up to scratch.

Choccy21 · 17/03/2022 18:24

Just to add, where I worked before we had a workplace union. A national one.

I actually joined a separate union who were totally independent and nothing to do with my workplace.

xmaswiththeinlaws · 17/03/2022 18:24

@TheUsualShitshow you post stuff to yourself an keep the envelope sealed and date stamped to prove it was sent on that day and not made up after an issue came to light publicly later. Somebody told me years ago, a teacher I think, that if you couldn't afford to patent something you could prove you came up with the idea first by doing it.

BornBlonde · 17/03/2022 18:33

Yes to union/if not solicitor and ACAS. I presume you have 2 years' service?

I'm so sorry house lost your baby

AndSoFinally · 17/03/2022 18:40

I don't understand. If this is the way this always works in your industry, ie there's no way to check the raw data submitted and you just have to sign off on it, why does everyone think it's your fault? Surely they know that your sign off was just a formality and you couldn't be to blame.

Or was this some sort of deviation from the normal policy in this case? Should you have gone back and asked for the data but didn't?

Otherwise I can't see why everyone wouldn't already have a pretty good grasp of this not being your fault?!

(Also to the PPs suggesting a union, you can't join a union after the event. It's like taking out insurance, you have to do it before your car gets nicked if you want their help)

TheUsualShitshow · 17/03/2022 19:15

[quote xmaswiththeinlaws]@TheUsualShitshow you post stuff to yourself an keep the envelope sealed and date stamped to prove it was sent on that day and not made up after an issue came to light publicly later. Somebody told me years ago, a teacher I think, that if you couldn't afford to patent something you could prove you came up with the idea first by doing it.[/quote]
That's genius

Tiddlesthecat · 17/03/2022 22:09

It reminds me of Cressida Dicks having to take in the responsibility of corrupt male officers. Sadly many high profile figures have to carry the can in public for the incompetence of others. But I would expect anyone incompetent to also face some consequences.

Original poster

madamovaries · 17/03/2022 22:53

@implantreplace

I think it’s probably a little bit of both

You should have obtained original research if you were working on something so high profile or explicitly said in your covering email when sending it onto him that you can not verify XYZ as no access to the research.

The fact you have it explicitly in writing that they are going to use you to take the blame is just plain odd.

Did theyActually say - we know you aren’t to blame at all. Or is that your interpretation?

Yes - the exact wording is "everyone here knows that you are in no way to blame for any of this". Because I am not. It's a shitshow.

I realise I haven't given too many details for fear of me being identified. So just to be clear: this isn't a "buck stops with me" situation. I'm just really unlucky I had to deal with this colleague's poor work - it could easily have been anyone else on my team. Essentially, they don't trust his team to do this part of the job, so their work comes to us and we do the final, small bit. You're supposed to be able to trust that what you've received is accurate. It's always been like this and I've never had a problem like this before. The problem is publicly that it looks like it's my work and his error has had serious repercussions.

OP posts:

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