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Accusations of serious crimes or immoral conduct constitute defamation per se.Slander refers to defamation when spoken, and libel means written defamation.An employer has a qualified privilege to make statements about its employees concerning matters of their employment, especially when made in response to another employer's request for a reference.The "privilege" is a defense to a defamation claim.A negative employment references can prevent an employee from getting a new job, for example, and would amount to defamation if false, but employers have a "qualified privilege," or a defense to defamation claims for employment references.The qualified privilege protects employers from verdicts for false and harmful references, as long as the employer did not act with malice when it made the false reference.If the employer knows that the employee did not steal but says so anyways, the employer probably loses the privilege.

The employee must still prove that the statement caused damage, though.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.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.Our Word of the Year choice serves as a symbol of each year’s most meaningful events and lookup trends.It is an opportunity for us to reflect on the language and ideas that represented each year.

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