[Closed] Private & Confidential disclosure in the workplace

This is one of those "shouldn't have happened but what do you want to actually happen now?" type situations

You can't go back in time, it can't be undone, so what do you actually want to happen? Presumably the company will follow whatever disciplinary procedure they have in place (if it covers this) with the individual who made the mistake?

Bombers - then take off and nuke from Space.

Pretty poor really when this kind of thing happens but a. your company are a bunch of tightwads for docking the pay and b. someone made genuine mistake so I don't think there is much to be done. Does the other guy earn more, in which case he WGAS if he does the same job but earns less then it's the company's problem.

You want us to hit you?

I'm not really sure what you're asking but if it's "what can I get out of this" then I'll suggest an apology and nothing else.

To make good their error they could overlook your deduction.

I had a similar situation at work a few years ago, an apology and an email (BCC copied to me) to the unintended recipient explaining their duty of confidentiality was what I got out of it.

Yes, i'm more miffed about the tightwad scenario - which itself has heightened my miffedness about the confidentiality issue.

I'm not keen on the idea of the payroll person being reprimanded. But i'm in an awkward limbo of being several hundreds down, and seemingly having a small amount of leverage..

ethically - I'm not sure where I stand here. What would Jesus do?

I'd try qwerty's route. Or, to put yourself on equal terms with the other recipient, demand to know his salary

jimw - sounds a likely outcome to me. And as i'm not over keen on ruining someone elses weekend I'm not convinced its even worth me seeking an apology.

[i]What would Jesus do? [/i]

Well he only ever took 3 days off for a lie down and he wasn't moaning when he returned to work on Easter Sunday?

To make good their error they could overlook your deduction.

This^

Or can you take the sick days as holiday?

What would Jesus do?

probs wouldn't pull a sicky in the first place

Well he only ever took 3 days off for a lie down and he wasn't moaning when he returned to work on Easter Sunday?

probs wouldn't pull a sicky in the first place

True dat, he took his lie down over Passover, missed out on his own riding time.

I've never understood folk being coy about salries though. I once worked for the council and there was a huge kerfuffle about who was on what one day, so after that I put my grade and salary in my email signature for anyone who was interested to see.

Understandable human error non issue.

If it is a big organisation they should have a security breach policy.

People should get disciplinary warnings for this kind of carelessness. One day it is a misdirected email, the next day all your staff files are blowing about in a Tesco carpark in Fyfe.

I deal with this kind of stuff all the time - sadly I can't divulge any details.

To make good their error they could overlook your deduction.

I'd suggest that would be bloody generous (and not something I'd entertain in their position), considering you've incurred precisely zero financial impact!

There's another chap with the same name as me in my organisation, we regularly get each other's emails, and joke about it. He got my last job offer. Not brilliant from HR. However I just got his nomination for our annual awards ceremony last week. Swings and roundabouts. Whilst this is a minor inconvenience, it's quite amusing, I don't really care if he knows what I earn (he probably didn't even open the attachment to check).

Life's too short, I'd not be going and creating ill feeling by suggesting you need financial recompense for a minor clerical error.

Honestly?

It's probably just one of those things that you should file under "OhFFS" and get on with your day.

bit shit, but what's done is done

Hi xxx,

I am not particularly pleased that this confidential information was forwarded erroneously to another party.

Can you please confirm the length of duty required in my contract to be eligible for company sick pay. And can you please also confirm if I am able to substitute holiday in lieu of salary deduction.

My drafted response. Overkill?

Not passive aggressive enough.

I have no idea what you're asking, but I'm presuming it's something along the lines of how did our society get to the point whereby it was acceptable for employers to withhold sick pay for a legitimate illness? It's a complex issue, I suggest speaking to your union rep.

I am not particularly pleased that [s]this confidential information was forwarded erroneously to another party.[/s] you have made a mistake

[i]I have no idea what you're asking[/i]

Have you considered reading the whole of the OP?

Have you considered reading the whole of the OP?

I did, doesn't seem to be a question in there.

The question was assumed.

'Should I act upon this potential leverage?'

Opinion seems mixed, leaning towards no.

I may just change my response to 'see you next tuesday'.

'Should I act upon this potential leverage?'

In that case. Nah, life's too short, draw a line under it and move on whilst remembering that your employers did you no favours. If ever the tables are turned and you can tell them to do one you can do it with a clear conscience.

[edit in response to your edit]

I may just change my response to 'see you next tuesday'.

Seems perfect. 😀

That is spectacularly tight on the part of the company. And worthy of a few days off [s]riding[/s] terribly ill in, say, about a week's time?

Would they rather you couldn't afford not to come into work, spent three days being totally unproductive and then infected your whole team with the lurgy?

It does seem a trifle harsh doesn't it

Data protection act is your freind as are the information commisoners in cheshire.

It's "policy" though isn't it. If they waive policy because it's only a week, what happens to the next guy who's only ten days, or two weeks? Got to draw a line somewhere. Harsh but I can see why they'd do it.

Inside of six months' service I'd be wary of making too much of a stink about it TBH.

This is quite a common policy and should have been clearly identified in your staff handbook or offer letter.
My own company has a progressive generosity of sickness pay based on length of service. This is partly because in the service industry it is common to get people only working for a few months (students etc) and they do sadly tend to take more "sick" than longer term employees. Sick pay (beyond statutory) is not an entitlement, its a benefit offered by the company.

It does seem a trifle harsh doesn't it

Wait, they withheld pudding too?

Who here has never made a mistake? It doesn't help your cause, but it's a sad fact of life and hopefully the company will learn from it

Wait, they withheld pudding too?

Pitchforks!

Presumably they know about the mistake? They are probably embaressed, how is expressing your displeasure going to have a positive outcome?

The other person would/will know what "P&C" means and implications of ignoring it. HR should remind him/her and apologise to you. Make sure email is deleted.

Then move on - oh and check your contract.

A genuine mistake was made, you've been sick too much and now are on half pay when you go off.

Pick your teddy back up and get on with life.

I earn £1380.89 after stoppages a month, now what use is that information to anyone?

id have more sympathy if it was some sort of chronic illness or an STD or something that would cause alienation they had just advertised but its just your pay......

Benji - lend us a tenner?

The point, I think, is - this is a large corporation with strict policies and procedures in place for good reasons. If we the employees slip up or contravene you better believe that the full weight of thier 'law' will come down on you.
Whilst I agree that this disclosure is relatively minor, it is still my own personal and private information and it is protected by thier own rules.
Now, if this email happened to be about a disciplinary procedure I was going through, or an even more sensitive matter like a complaint I had made or accusations etc etc - then one would assume the same result could/would have happened.
The policies, If in place are there to protect both parties and if breached then confidence is lost. They are the global corporation worth circa billions, they should really know better and practice what they preach. No?

This is really very simple.

If you are genuinely aggrieved at the breach of confidence with regard to your personal data, then raise a grievance of some sort and let it be dealt with correctly.

the fact that you've not been paid is irrelevant, unless of course you'd like use someone else's mistake to your own advantage?

What can they do? A genuine error was made and it cannot be undone [ assuming the person who sent it does not have previous for being sloppy with confidential information.

IMHO move on as it is not that big a deal.
At my works everyone knows what everyone else earns as your job title = a certain salary level. This info is all available on the intranet - though you do have to cross reference job title with salary on two separate documents

I have never bothered to do this.

it is still my own personal and private information

benji - Member

I earn £1380.89 after stoppages a month, now what use is that information to anyone?

I try not to associate myself with those earning less than £10k/month, therefore you've just been added to my "Poor People" list, thank you for your help.

paulsoxo +1

I'd get over it. Otherwise you'll be "that bloke who joined 5 months ago who whinged about his sick pay then kicked up a stink over an email". How are you really harmed by this? Or are you just trying to get one over on your employer? That's bound to ingratiate you! 🙄

A related anecdote which is of no help whatsovere to the OP but shows that things could have been worse!

I used to work for a company where the HR director accidentally sent a spreadsheet containing every employees personal information including home address, phone number, national insurance number, salary details etc. (I.e. all of the information necessary to ‘clone’ an identity) to everyone within the corporation. She managed to survive the incident but did have a few months off due to a stress related illness until the dust settled. Appraisals were interesting that year!

Junkyard - im only going by my companies very own policy - it is them stating that my financial info is P&C and IT is them including 'private & confidential' at the start of the very email in question.

They have crossed thier own strict policy. Other examples of such examples are all well and good, but each company is their own, with their own procedures and outcomes.

I'm not saying I want heads to roll or anything like that, and I am agrieved somewhat by may salary reduction so perhaps somewhat biased - but I'm merely trying to gauge reaction and opinion. I tend to agree with the 'brush it under the carpet' approach, but then again my power to the people button has been tickled.

I don't get why people are so sensitive about salary details. Everyone should get to know what everyone else in the company earns anyway IMO.

Again, that's not the point being raised.

Opinion on what should/shouldn't be sensitive info is just that, opinion.

In this case, the info is sensitive and private according to the corporation strict policy

It's a genuine mistake. I it take you've never made a mistake at work? When you're there of course.

They have crossed thier own strict policy. Other examples of such examples are all well and good, but each company is their own, with their own procedures and outcomes.

I doubt any company will have a procedure in place for gratuitously sharing P&C details about employees...

'm not saying I want heads to roll or anything like that, and I am agrieved somewhat by may salary reduction so perhaps somewhat biased - but I'm merely trying to gauge reaction and opinion. I tend to agree with the 'brush it under the carpet' approach,

No you don't - everyone has said it's one of those things, you're still disputing every post. You started the thread to work out how best to exploit your 'leverage', which is basically non existent, you've suffered no loss whatsoever. God I hope you never work for a company with me.

Ok so according to the strict company rules does it say 'if we make a minor mistake with the confidentiality of your salary details you get to flout the usual sickness policy'? If not then I'm not sure what you're expecting to happen.

It shouldn't happen and in a sensible world someone from HR would walk around and apologise.

But when did HR ever apologise for anything? It might set a precedent, and they can't risk that.

You just want a hug don't you.Come here baby bear.....ahhhhhh.Let it all out.
See.All betters now.

and seemingly having a small amount of leverage..

I don't think you have any at all.

Or at least if you do, it's going to be to someone else's detriment rather than to your advantage.

They will give you nothing, as you have lost nothing.

However they could discipline someone else for the mistake. And what the point in forcing that ?

Move on.

Yeah, I guess so. As already said, im less inclined to do anything for the very reason that I don't want anyone else to get into trouble.
My main interest was garnering opinion and I always tend to play Devils advocate. Despite njees claim, I havent ever caused undue suffering to another employee for my own gain, but conversely i have previously been on the receiving end and privy to some rather nasty HR heavy handedness. As a result I don't tend to trust the HR departments and never assume they are actually there for my/other workers protection.

There were initially some comments regarding having a case, which I found interesting but the general consensus does seem to be to move on which I already have done - I do try to be a nice person, honestly.

Neal - I would counter that i did lose confidentiality, according to thier policy. However minor, it could have been worse. They have set a precident against the same confidentiality rules that I am bound by.

What do you think would happen if I made a human error and gave away trade info or some such misdemeanour? Would they brush it under the carpet?

If nothing more I think it's an interesting scenario.

[b]What do you think would happen [/b]if I made a human error and gave away trade info or some such misdemeanour? Would they brush it under the carpet?

Nothing if you play it smart.

Do nothing now except keep a record of what happened.

Keep it as your "get out of jail free card" if you ever make a similar mistake and use it as a precedent that was set 🙂

I think the best you can hope for is an apology from the company and a reprimand for the individual who made the mistake. Move on.

Would you realistically hope for someone else to be reprimanded for a genuine mistake?

Devil's Advocate here - if I've got an employee who is five months in the door and I'm debating whether to keep them on, I'd be looking at their absence record and whether they're likely to cause trouble for the company at all...

I it take you've never made a mistake at work? When you're there of course.

😆

If you work for such a big global company unless you are one of the top bods you are nothing more than a number to the HR dept. Suck it up and move on.

I hope you're feeling better x

 

[i]Would you realistically hope for someone else to be reprimanded for a genuine mistake[/i]

Yep.What that entails is a debatable point, it could just be a bit of a bollocking.

If I make a mistake at work I expect to get bollocked, don't you?

Forward email to the head of whatever department sent you it in the first place ---

'Dear XXXX.

Please may I bring to your attention the below email in which I was deducted salary for illness.

It is not the policy I am concerned with, but the fact that the email was copied into XXXXXX. As the content contained my salary information I feel maybe there should be more control in place before the originator simply presses 'send'

Best regards,
Wastedtoomuchtime already.'

In doing this you'll bring it to the attention of whoever needs it. It is then up to them how it is dealt with and you can get on with your life.

It was a mistake and we all make them.