#WorkplaceEthics #EmployeeIssues #HRCompliance
[IL] An employee secretly recorded me – What to do?
Hi there,
Have you ever found yourself in a situation where you felt violated, betrayed, and downright flabbergasted by the actions of a coworker? Well, if you’re nodding your head in agreement, you’re not alone. Being secretly recorded by an employee is a serious breach of trust, privacy, and workplace ethics. But fear not, we’re here to guide you through this sticky situation and empower you with practical solutions to address it head-on.
The problem at hand:
Imagine this – you’re in a meeting, discussing important matters with your team, when suddenly you discover that one of your colleagues has been secretly recording the entire conversation without your consent. How would you feel? Angry? Betrayed? Violated? These are all valid emotions to experience when faced with such a situation.
Emotions running high:
It’s normal to feel a whirlwind of emotions when you realize that your privacy has been invaded in such a blatant manner. Anger, frustration, and confusion are just a few of the feelings that may arise. Remember, it’s okay to feel upset – your emotions are valid and deserve to be acknowledged.
Possible HR implications:
Now, let’s delve into the potential HR implications of this covert recording. If an employee were to bring this recording to the attention of HR, what could the repercussions be? Would HR side with the employee who recorded you, or would they prioritize your rights and privacy?
Practical solutions:
Here are some practical solutions to consider when faced with the unsettling reality of being secretly recorded by a coworker:
- Confront the individual: Schedule a private meeting with the employee who recorded you to discuss the situation openly and honestly. Express how their actions have made you feel and set clear boundaries moving forward.
- Consult HR: Take the initiative to approach HR yourself and inform them of the covert recording. Provide them with all the necessary details and evidence to support your case.
- Document everything: Keep detailed records of the incident, including dates, times, and any relevant communication that took place. This documentation will serve as valuable evidence in case further action needs to be taken.
Remember, the key is to remain composed, professional, and assertive throughout this process. Your rights and privacy matter, and you deserve to be treated with respect in the workplace.
Stay strong, stay vigilant, and remember – you’re not alone in this. We’ve got your back.
Best regards,
Your supportive peers
IL is a two-party consent state, which, despite its name, means all parties need to agree to the recording in order for it to be legal. It’s a crime to record someone without their consent, but I doubt the police would get involved in a situation like this.
Does your workplace have a written policy about recording in the workplace? If they do, they might be inclined to lean on it if they learned about the recording. But no one here can predict what will happen because the range of consequences the other employee might face may be nothing or it may be termination, with everything in between also being a possibility.
In Canada and I believe the US you can record anyone so long as one party is aware (e.i., yourself)
They lost their cool and yet…lol. They played themselves.
Okay, back to HR.
This is the very reason many HR teams would take the time to think about making a policy about recording in the workplace. (Hashtag this is why we can’t have anything nice.)
Focus on the insubordination factor and disregard the illegal behavior that they did. If it were used against you, you could sue them for damages. This is one of those crimes that it’s about financial damages in the end.