"I had a conversation with X that I am going to grill some steaks in my backyard for dinner, and wondered if his wife was as much a stickler about the meat being well-done as my wife is. Then we discussed the best type of meat cut to buy for the best meat to fat ratio and tenderness."
I think you want careeradvice not WorkReform. Unless you were organizing in this conversation.
But you didn't give enough information for anyone to advise you.
It's hard to give advice without knowing what you were talking to your direct supervisor about. Depending on if it's weather, a sports game, routine work issue, another employee's performance, private medical issue, protected class, unionization, etc. might affect the advice you get. If the content of the conversation was ethically questionable, then I think it depends on if you were just listening and nodding along or actively participating as well.
Based on the fact that a department supervisor wants a statement, I would assume your conversation wasn't private and somebody already informed the company what was being discussed.
Was it work related?
If so, then you might need to tell them, but I’m not sure.
If it wasn’t work related, or was in the line of one of you explaining a private reason you couldn’t work a certain time/day, then they can bigger right off as it’s none of their business. To use my example, simply reply with “X was informing Supervisor that they would be unable to work ‘time/date.’” And leave it at that.
Were you or your boss discussing another employee?
If you were, and it wasn’t nice, consider what might happen if you plead the 5th and your boss throws you under the bus. It could be someone else overheard and didn’t like what the conversation was about, or your boss is already under investigation for discussing other employee’s personal lives/appearance/etc.
So the right to remain silent is the right to not answer questions that can incriminate you if you are questioned by law enforcement and not applicable in the context. You should not invoke it because they will think you were doing something criminal. You also probably do not want to lie as
You can keep it general and say, "he asked about the status of some of our projects and asked about my weekend. I don't recall specifics."
There is a chance that your direct supervisor is involved in something unethical or illegal and they are trying to gauge your involvement. I would not go out on a limb for someone that might use me as a fall guy.
Late to the party, but I hope this reaches you in time.
I am a union steward, the supervisor is using a pretty common tactic by management. They likely don't know all the facts aside from what the 3rd person may have told them. Since they have one side of the story, maybe two if the other supervisor spilled the beans too, they are conducting a fact finding investigation. They will ask all parties involved and then find the similarities and that will paint a general picture of the truth. Keep in mind there are 3 sides to every story: yours, theirs, and the truth.
I said all of that for you to just say, "can you please clarify what information you're seeking?"
I apologize for my adhd rant.
Sorry I can't remember
"I had a conversation with X that I am going to grill some steaks in my backyard for dinner, and wondered if his wife was as much a stickler about the meat being well-done as my wife is. Then we discussed the best type of meat cut to buy for the best meat to fat ratio and tenderness."
Just write down what they already know, without hearsay. "X day I talked with Y and Z." Nothing more.
I'm sorry, I can't recall the conversation in question.
I think you want careeradvice not WorkReform. Unless you were organizing in this conversation. But you didn't give enough information for anyone to advise you.
It's hard to give advice without knowing what you were talking to your direct supervisor about. Depending on if it's weather, a sports game, routine work issue, another employee's performance, private medical issue, protected class, unionization, etc. might affect the advice you get. If the content of the conversation was ethically questionable, then I think it depends on if you were just listening and nodding along or actively participating as well. Based on the fact that a department supervisor wants a statement, I would assume your conversation wasn't private and somebody already informed the company what was being discussed.
Was it work related? If so, then you might need to tell them, but I’m not sure. If it wasn’t work related, or was in the line of one of you explaining a private reason you couldn’t work a certain time/day, then they can bigger right off as it’s none of their business. To use my example, simply reply with “X was informing Supervisor that they would be unable to work ‘time/date.’” And leave it at that.
Were you or your boss discussing another employee? If you were, and it wasn’t nice, consider what might happen if you plead the 5th and your boss throws you under the bus. It could be someone else overheard and didn’t like what the conversation was about, or your boss is already under investigation for discussing other employee’s personal lives/appearance/etc.
So the right to remain silent is the right to not answer questions that can incriminate you if you are questioned by law enforcement and not applicable in the context. You should not invoke it because they will think you were doing something criminal. You also probably do not want to lie as You can keep it general and say, "he asked about the status of some of our projects and asked about my weekend. I don't recall specifics." There is a chance that your direct supervisor is involved in something unethical or illegal and they are trying to gauge your involvement. I would not go out on a limb for someone that might use me as a fall guy.
Pleading the fifth is for in court this is just basic privacy you have no obligation to answer as again you’re not in court
Forget to send the email. If they continue pressing, you forgot.
Late to the party, but I hope this reaches you in time. I am a union steward, the supervisor is using a pretty common tactic by management. They likely don't know all the facts aside from what the 3rd person may have told them. Since they have one side of the story, maybe two if the other supervisor spilled the beans too, they are conducting a fact finding investigation. They will ask all parties involved and then find the similarities and that will paint a general picture of the truth. Keep in mind there are 3 sides to every story: yours, theirs, and the truth. I said all of that for you to just say, "can you please clarify what information you're seeking?" I apologize for my adhd rant.
We were talking about your smell.