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So, it would be unlikely that they would terminate him over something...i have just got my letter to sue from eeoc and i think i have several issues sexual discrimination to a male by male supervisor ie pinching pulling of arm hair, on job harassing phone calls while i am...first i was hired as an Adm. 3 months into the job I was in a meeting w/the pres, dir, and accountant.
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However, since defamation involves harm to an individual's reputation, and because reputation is difficult to quantify, actual damage is often difficult or impossible to prove.
The law assumes, however, that some statements cause harm to reputation, by the very nature of the statement.
Defamation at work requires publication of the false statement to a third party.
As a result, supervisors do not defame employees by telling only them that they did something terrible even if, in fact, they did not. In a similar sense, if the supervisor told the Human Resources Director that the employee did something awful, when the employee did not, the supervisor still has not defamed the employee.
If the employer knows that the employee did not steal but says so anyways, the employer probably loses the privilege.Generally, though, defamation at work means: Defamation requires an untrue statement of fact.Opinions are not facts, so defamation claims based solely on unfavorable opinions will fail.When the supervisor and Human Resource Director talk to each other about something that falls within the scope of their respective jobs, they are both speaking as the employer, and conversation amounts, in defamation law, to the employer talking to itself.If the supervisor tells a co-worker who has no need to know that the employee did something horrible, then the co-worker is probably a third party, and the supervisor's statement is defamatory.