False Allegations - Detrimental for the Organisation
Organisations often come across false allegations pertaining to areas like finance, HR, corruption of any kind, data breech, etc raised by different stakeholders. These allegations can be made both anonymous as well as specific.
False allegations have the potential to rock the stability of even the firmest of foundations. They not only disrupt the working of any organisation but also result in loss of resources and brand name. There is also an erosion of trust between the organisation and the stakeholder in these cases. False allegations not only impact the accuser and the accused but can also adversely impact other members who are witnesses.
While Companies need to investigate every allegation that is made, in order to know its authenticity, it is the responsibility of both the stakeholder and the Company to avoid such a situation.
Employees must be mindful before making allegations and companies can spread awareness towards avoiding these kind of allegations.
Our Whistleblower policy states that any employee or Director, who knowingly makes frivolous, misleading or false complaints, or without a reasonable belief as to the truth or accuracy of the complaint, will not be protected by the Policy and may be subject to disciplinary action including termination of his/her employment. This will also apply to those Directors and employees, who make false statements or give false evidence during the investigations.
Hence while it is important to raise concerns and issues that appear unfair and unjust, but it is all the more important to be sure of the authenticity of a claim. Awareness emailers on the subject are circulated regularly to increase cognizance amongst employees.
