An employee received a covert recording of a Management meeting. In this meeting the employee’s character and personality, besides other derogatory remarks, was called into question by those present. The employee sent a copy of the recording to the personnel department and raised a grievance against the managers. The employer has a duty of care and therefore cannot ignore the complaint even though the recording was made covertly. If the employer allows the grievance to proceed, and allows the recording as evidence a dangerous precedent will be set. On the other hand if the employer does not allow the recording they may be liable at a later stage.
Your views would be much appreciated.
HR Zone member