Conversation about alleged labor conflict admissible?

Questioner

Two weeks ago I had a conversation with two managers (previous and current) about a substantive topic. At the beginning of the conversation it immediately became clear that they did not want to talk about that, but about certain allegations that colleagues had allegedly made about the way in which I addressed them about the content of the work they had delivered. They did not want to give me names, describe any incidents and also did not want to say when this had taken place. I felt overwhelmed by a. the content of the conversation (it had not been made known to me in advance that the conversation would be about this), b. the 2 against 1 situation, if I had known that in combination with the subject I would have wanted someone from HR or a confidant present, c. the accusations that I cannot defend myself against because I do not know what it is about, who feels unfairly treated by me and when this happened. Are managers allowed to do it this way?

Lawyer

Employer is obliged, when there is such a situation with colleagues, to apply audi alteram partem. Although they do not have to mention names because anonymity and trust are important, it is important to be able to make yourself heard when such allegations are thrown at you. In principle, such a conversation is allowed, but the manner in which and the content of this seems too vague and uninformative to me. In addition, I also wonder what the employer wanted to achieve with this conversation. Perhaps it would be a good idea to speak to each other again to discuss this further and to see what follow-up steps you could take, with or without a lawyer. Feel free to contact us via boksjuristen.nl