A co-worker wrote a derogatory e-mail about me to our team and didn’t realize that I was copied on the e-mail. I haven’t responded, and she hasn’t said anything to me. I’m not sure if the others noticed, but no one else has said anything either. Do you think I should let it go or address this person?

Oh, your colleagues noticed. I’m surprised, though, that no one acknowledged it. One telltale sign is if the e-mail chain has come to an abrupt stop — there’s likely side-chain activity without you on it, wondering if you saw the e-mail, what you thought or were going to do. A true friend would have your back and make sure that you were aware of this, if so. Regardless, while not responding immediately was a good thing, my inclination is that you should take this offline and address the person who sent the e-mail. What you say depends on what was said. If it was hate speech or anything violating company policy, enlist the help of HR. At the very least, schedule a time to connect one-on-one with the sender. Put the burden on her to explain. Did she intend to copy everyone? Be gracious but firm that if there’s anything to say, be professional and discuss it with you directly.

I was fired from my job and was denied unemployment because I refused to wear a mask at work. Now, reports are coming out that the masks we have been wearing don’t really do anything. So why was I fired and then denied unemployment?

We need to unmask some of these leaders and their dumb directives. Let’s recap. We say “Follow the science,” yet many employers are following the herd, not the science, which says you should wear N95 masks, which almost no one is. The science also says that the vaccine doesn’t stop the transmission of the virus to others, only decreases the spread. So I can’t explain to you how these employers are making decisions and worse, denying you unemployment. Shame on them. Appeal the decision and perhaps get an attorney, in light of how poorly our health-care workers, first responders, fire department and law enforcement are currently being treated.

Gregory Giangrande has over 25 years of experience as a chief human resources executive. Hear Greg Wed. at 9:35 a.m. on iHeartRadio 710 WOR with Len Berman and Michael Riedel. E-mail: GoToGreg@NYPost.com. Follow: GoToGreg.com and on Twitter: @greggiangrande