Colleague sending mail to all saying management have not given direction

[Wishmelucknow]

we have a colleague at work who has been causing trouble. Said person has taken me and my boss to HR. The matter will be resolved where said person will be given feedback on attitude and behaviour. The escalations about me and my manager are fever pitch. On Friday however said person undermined her own manager by sending a mail to all managers saying no direction was being given and there to follow her direction. In a group IM chat said person accused me of creating an unsafe and toxic environment in front of peers who I have to work alongside. The issues are now going to the highest HR level due to said person causing a hostile culture and my boss wants to name me on the list of people to speak to WWYD? This has been going on a loooooong time I’ve heard from staff as said person been at the company 20 years and I’ve been there less than a year. Said person passed over this year for promotion due to bad attitude.

this is impossible to follow I'm afraid. Are you asking a question?

In a group IM chat said person accused me of creating an unsafe and toxic environment in front of peers

Why would she say this about you?

You and your manager have been reported to HR by someone.
That someone has messaged other managers in the company complaining about their manager.
You have been accused of creating a toxic atmosphere in the workplace.

You've had a busy year.

Decide what you want to come out of this. Can HR actually do anything except listen to all parties and possibly recommend a formal grievance? Who is in a position to sack this person?

Why does it need to go to "the highest HR person"?

Performance management just requires the manager of this person to follow a process.

If they've completed the investigation, they call a formal meeting, outline the findings of the investigation, give an opportunity for this person to comment, adjourn to review the comments against the findings, then give an outcome. That outcome will be in line with the disciplinary process.

If the person retains their job and the negative behaviours continue then the disciplinary process moves to the next stage, this is either repeated until they reach the stage where they are fired or they improve.

It doesn't need to be a drama, it should all be transparent and managed by the line manager with consultation and advice from HR.

Can you give the person in this story an initial or something? Because "said person" over and over again is really confusing and clumsy.

I'd maintain a dignified silence at all costs.

Your boss can do whatever the hell they want. What they say to HR is up to them, not you. If HR subsequently ask to speak to you, then it is up to you to agree or not - nobody can force you to say anything.

If your boss wants to name you that's up to him , who your boss names is up to him . Just as it's up to you if you want to report the latest developments to HR .

How did you supposedly "create an unsafe and toxic environment"? What is her example?

@Wishmelucknow really difficult to understand your op.

You colleague, let’s call her Brenda, has raised a grievance against you and your manager. HR have investigated, not upheld the complaints and will be giving Brenda feedback about behaving professionally.

On Friday Brenda behaved unprofessionally on two separate occasions. One of the incidents was where Brenda on IM accused you of creating an unsafe and toxic environment at work. Your managers and HR have started a disciplinary investigation and want to include you as both the injured party and as a witness.

You should agree to this and engage with the investigation. HR/Management need evidence to take action against Brenda. There may be an explanation for Brenda’s behaviour but that doesn’t mean it is acceptable.