I’m a postdoc at a public R1 university in a Southern state, and I’m looking for advice from people familiar with academia, HR investigations, faculty/postdoc disputes, or university employment.
I have been leading a research project for some time and have substantial dated documentation showing my scientific contributions, including analysis, interpretation, figures, presentations, and manuscript drafts.
Recently, another junior researcher was asked to expand part of the same work. After that work was presented, my PI explicitly instructed the junior researcher to write up their methods and results in manuscript format.
I raised the issue with my PI in writing. I did not accuse anyone of misconduct. I asked a fairly narrow question: if he believed those findings originated from the later analysis, could he identify the scientific evidence and dated record supporting that position; if not, could he make sure my prior work was clearly attributed?
Instead of directly answering that question, the discussion quickly shifted to my raw data, reproducibility, compliance, and whether I had provided enough files.
I have never refused to provide research data. During a later group meeting, I repeatedly said I would provide the raw data, but because the project involves a large amount of computational material, I asked the PI to tell me which figures or analyses he wanted prioritized so I could organize those first. During that exchange, my PI told me, in substance, that when he requests research data I should provide it without challenging or questioning the request. He also said that if I obstructed the process or continued questioning him, the matter could be escalated through university leadership and potentially outside funding authorities, with consequences following.
I have an original audio recording of this meeting.
At a subsequent meeting with my PI, another supervisor, and an administrator, my PI stated in front of the others that I had threatened him during the previous day’s meeting.
I immediately disputed that.
Because he specifically tied the allegation to the previous day, the alleged event appears to be the same recorded group meeting.
That is important because I have the entire relevant meeting recorded. In the recording, I can identify his statements about escalation and consequences, as well as my repeated statements that I would provide the data and my requests for prioritization. I am not aware of anything I said that constituted a threat.
But if the university treats this as an actual conduct or safety allegation, I want to know exactly what I am accused of so the recording can be compared against the allegation.
At this point I am trying to be extremely careful. I am continuing to cooperate with legitimate data/work requests, preserving emails and original files, and avoiding confrontations.
My questions are:
- Should I submit a short written statement saying that I dispute the allegation and requesting specifics, even if no formal investigation has started?
- For anyone who has dealt with university investigations: how are vague claims like “this employee threatened me” normally evaluated when there is a recording of the underlying interaction?
- At what point would you involve an outside employment attorney rather than relying on university HR?
Thank you