Your boss has set the ball rolling to create a pile of record against you........................and copies are marked to Line managers and HR to create evidence of 'Loss of Confidence'.......
You should submit a fitting reply...................and start building irrefutable record.................
The actions of Boss may have a tactical approval of Line Management/HR and it might be happenning as per script...
The issue is that you might be sending reply by intranet mail without any copy to you and later although the company is custodian of records it may not provide any access to your own communications hence find a way to keep copies or reply from personal email or by letter thru redg. Post.....
Handling the Boss is a skill and any skill can be acquired.......
Such matters are best handled by employee's unions/Trade Unions/Works Committee/Grievance Redressal committee when individual efforts fail...................
Are you aware that state of karnataka has made it mandatory for all establishments to have 'Grievance Redressal committee' that will equal number of employees...........................and that 'Works Committee' is an authority as per ID Act...........
Rowdiness of bosses is not an unknown thing and even courts of law have passed judgments by passing 'Rowdiness' on record ...........................
I have discussed it in detail at following thread;
http://www.lawyersclubindia.com/forum/3-months-notice-need-advise-86737.asp#.VMueTS2qr5Y
-------Rajasthan High Court
Bhanwarlal And Ors. vs
Rajasthan State Road Transport
http://indiankanoon.org/doc/510946/
“we have to travel through plethora of decisions of Apex Court and yet we are not wiser………………….
4. No one can tolerate gross indiscipline, corruption scandals, violent and rowdism in 'Boss chambers' or Corporation corridors and Courts can ill-afford to encourage them bordering on abetment. But veiled, camouflaged and masked actions of termination simpliciter in such cases whether raise eyebrows of "rule of law", "natural justice" patronagists is important facet in such 'endeavours' termination, in an economy cursed by massive unemployment may be termed as a draconian measure of last resort. 'Causa causans' of misconduct needs enquiry and not 'termination simpliciter' under Standing Orders and the Court can unveil and unmask the hidden foundation by removing plaster of 'innocuous' camouflage.
5.'Loss of confidence' of employer, whether consists of the same old wine of 'service at pleasure' in the 'new bottle' and whether it can be used as 'Allahdins lamp' again to 'hire and fire' and demolish and diminish 'status' to pure 'master and servant' "contract" is yet another dimension of this debate?
The new Industrial jurisprudence of the 'Third world' whether articulates, recognises or postulates "security of service" to workmen is a broad issue,……………………………………†¦â€¦â€¦â€¦â€¦â€¦â€¦â€¦. all of whom have been bid "Goodbye" by unceremonious overnight, sack, without being told, "why so" and "why this homicidal lottery draw against them only"? In rule of law whether such powers are autocratic despotic and yet no exception can be taker, to them due to limitations of Article 311? If so whether Chapter V-A of the I.D. Act occupies this field making Clause 13 redundant is yet another important highlight of it.