Team Member Accuses Me of Abuse and Leaves: How Should I Handle This Situation?

Hi, can anyone suggest a solution to my issue below?

One of my team members has absconded from the company, claiming that I abused him and told him to leave, which I did not do.

What do I have to do in this case?

Dear Ravindra Patnala,

How did you come to know about the allegation made against you? Who informed you?

Occasionally, scraps do happen in the team. Was there any incident that can be considered a fight between you and the team member? If yes, then who else was present when the incident happened? What was the cause of the incident? Did you shout at the subordinate? In a fit of rage, did you use words that are considered bad?

You may write an application refuting the allegation. However, while writing, you should mention the facts in chronological order. Hence the above questions.

Thanks,

Dinesh Divekar

My reporting manager informed me over the phone and shared an email he sent to HR (I was not included in that email). I did not use any harsh words when, one Sunday, I requested him to come to the office, but he refused. However, he came the next day (Monday). I requested him to come early by 8 am, but he did not show up, nor did he call to inform me about the delay. So, I called him, and he mentioned that he had been late the previous day as well, questioning if I could not accept it if he came late. He also said not to argue.

Subsequently, he absconded and confirmed the legal rules to fight against these false allegations.

Dear Ravindra Patnala,

I have given a reply in my previous post. Write in sequence what happened. Do not add your logic in your sentences. Just write the facts. At the last, just write, "From the above facts, it emerges that I did not use abusive language against ______. The allegation of using abusive language is false, and I refute it. I am making this submission with total truthfulness".

Thanks,

Dinesh Divekar

Okay, sir. Can I mention any rule of law for this? The person had mentioned the POSH Act in response to my abusive words.

Dear Ravindra Patnala,

Your queries are repetitive and piecemeal. The person who made an allegation against you—was it a male or female? If it was a male, then where does the question of Prevention of Sexual Harassment (PoSH) come into play? In your initial post, you referred to this person as "him," yet you raised a query about PoSH. Is this not a contradiction?

I wish you had provided comprehensive information in your first post. The posts on this forum should not be treated as casual WhatsApp discussions. The members of this forum are not paid consultants, so please refrain from raising queries leisurely.

Thanks,

Dinesh Divekar

Sir, I am very sorry for causing you trouble. Actually, I am not aware of what the POSH Act entails, as he had mentioned sentences like "I've faced a lot of discrimination personally. He used unparliamentary language against me, which goes against employees' freedom. I was considering filing a case under the POSH Act, but due to the goodwill I have towards your organization, I decided to withdraw my actions at that time.

I believed that using an "Act" in my email would be more effective in this situation. Thank you for your response and I apologize once again. If you could suggest any actions for the false allegations made against me, I would appreciate it, and I can send an email to HR to present my case effectively. If not, that's okay, sir. Thank you for your response.

It appears that no explanation has been sought from you. As such, it is sufficient that you inform the Reporting Manager. It is unnecessary to qualify the facts when they speak for themselves.