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anyone work In hr
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By (user no longer on site) OP
over a year ago
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He is putting in complaints against me regarding my work, I work harder than him but he is saying that my work is sloppy and it causes him to work harder and when I confronted him about it he played the bullying card |
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By (user no longer on site)
over a year ago
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Surely this is a problem for your supervisor to sort out first, unless you are his supervisor.
Do you not have a grievance procedure at work ?
Who exactly is he complaining to ? If it is your supervisor then I am sure that she/he would raise the issue with you and if they are not,then maybe you should speak to them about it.
I would avoid making any comments to the guy complaining about you, it saves any redress from him. Additionally the fact that he is continually complaining about you, for what may be unfounded reasons, can also be a form of bullying in itself.
So....check your works grievance procedure, and speak to your supervisor and avoid confrontation with the guy complaining. |
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By (user no longer on site) OP
over a year ago
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Thanks for the advice, he is talking to the manager, our HR said to me it is being delt with and just asked for a statement from me. Im thinking of leaving and saying it was due to undelt with bullying |
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By (user no longer on site)
over a year ago
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How long has it been going on? i would think if it has been a while and they have not had a formal meeting with you about your performance i think they are just going through the motions with his complaints. Its hard to give good advice without knowing the dynamics of your office. Are you peers? Do you do the same job? How does each of your positions directly affect the others? Is collaboration with each other unavoidable? |
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By (user no longer on site) OP
over a year ago
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We both work nights and are not superior to each other. Im going to have a sit down with him and record it, go though everything. See if he says anything that he shouldn't. I will let him know its being recorded |
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By (user no longer on site)
over a year ago
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I would request a sit down with the supervisor/hr rep as a mediator. Make sure to present factual examples of your work. focus on solutions. You want to come accross as an employee who communicates well and strives for improvements, Not defensive and emotional. I would not suggest doing this without a third person present even with a recording device. It could be thought of as harassment on your part. |
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By (user no longer on site)
over a year ago
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"We both work nights and are not superior to each other. Im going to have a sit down with him and record it, go though everything. See if he says anything that he shouldn't. I will let him know its being recorded"
Are you in a union? They should support you through this process...
If you're considering leaving then going for constructive dismissal, make sure that you have very very good records about everything you have done in order to resolve this, all your written records of the processes you have gone through and any conversations you have had with your superiors about the situation including dates, times and examples...it's very difficult to succeed in this process without good records |
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By (user no longer on site)
over a year ago
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Objective evidence is key when dealing with competency issues.
No point saying a person is sloppy without a scrap of evidence to support the claim.
Ask for evidence such as proven errors that required additional efforts such as rework/reprocessing to rectify the issues, frequency of such errors, etc...
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"We both work nights and are not superior to each other. Im going to have a sit down with him and record it, go though everything. See if he says anything that he shouldn't. I will let him know its being recorded
Are you in a union? They should support you through this process...
If you're considering leaving then going for constructive dismissal, make sure that you have very very good records about everything you have done in order to resolve this, all your written records of the processes you have gone through and any conversations you have had with your superiors about the situation including dates, times and examples...it's very difficult to succeed in this process without good records"
This is very good advice. Don't sit down with the other guy without your superior or a hr bod. Keeping a log of everything going on is important in the event it goes further . If a formal meeting is called, your superiors have to listen to your side of the story and actually find evidence of truth in his allegations beforehand. |
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"We both work nights and are not superior to each other. Im going to have a sit down with him and record it, go though everything. See if he says anything that he shouldn't. I will let him know its being recorded"
DO NOT DO THIS. Never met with someone on your own even if it is being recorded. He can then accuse you of saying anything he likes before or after the tape started and you won't have a leg to stand on.
Speak to your union of you have one. Speak to your own hr department and raise your own formal complaint about this person and tell hr you are leaving as "they have placed you in a position whereby you cannot realistically be expected to continue working as it is causing you physical and mental harm in the form of stress". At this point as an employer they have a duty of care to you as an employee.
They may be able to transfer you or him to a different department to seoarate you from him.
God luck. Xx |
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By (user no longer on site)
over a year ago
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I agree with others on this. Do not sit down with him on your own, even if you are recording the meeting. Have a HR rep or supervisor present throughout. But if he has been complaining to your supervisor about it, then they should have recorded any complaints formally and made some sort of approach to you. Transferring you or him is not really the answer, as this could be classed as victimisation by either of you, depending on whom is transferred.
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By (user no longer on site)
over a year ago
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Inform hr that you are considering having the union deal with this if u have one as its now causing u un due stress and u may need to consider leagal action for the un founded claims the company are legal bound to protect all its staff from any type of hasrasment and if this keeps going on it could be classed as harasment |
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By *-and-KCouple
over a year ago
Back of Beyond |
Seems very much like a problem I am having except mine is being done by a woman, which makes it worse because you can't challenge her. That then gives her more grounds against me!
This last week I have had various verbal put downs and last wednesday she rang our manager. I know this because my supervisor took me to his office to let me know!
Apparently according to her, now that we have the new girl in the office, I am surplus to requirements and should be moved! I am lazy and have sat there for two days and not done a thing (lies of course)
I can't do anything about it. She is personal friends with the manager who I approached on friday, she told me to forget it all. Failing that she couldn't deal with it as she is friends, it would have to go to HR. There view is that I should be moved, so whichever way it goes she wins!  |
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By (user no longer on site)
over a year ago
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"Seems very much like a problem I am having except mine is being done by a woman, which makes it worse because you can't challenge her. That then gives her more grounds against me!
This last week I have had various verbal put downs and last wednesday she rang our manager. I know this because my supervisor took me to his office to let me know!
Apparently according to her, now that we have the new girl in the office, I am surplus to requirements and should be moved! I am lazy and have sat there for two days and not done a thing (lies of course)
I can't do anything about it. She is personal friends with the manager who I approached on friday, she told me to forget it all. Failing that she couldn't deal with it as she is friends, it would have to go to HR. There view is that I should be moved, so whichever way it goes she wins! "
If you are moved, for no reason at all, apart from petty, unfounded complaints from the other woman, then it would be classed as victimisation on your supervisors part. She is right of course, when she says it would be wrong for her to deal with it, as she is a personal friend of the other woman. You should have a grievance procedure policy, which allows you to go to other supervisors to help sort this, or go to HR.It should not be allowed to continue, and if no one does anything about it, it could lead to further problems, and claims for harrassment etc. HR should not considr moving you either, unless it is something you are happy to do. Again this could be classed as victimisation if you have done nothing wrong. |
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By (user no longer on site)
over a year ago
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Speak to ACAS (they construct GB business law), they provide a free advice service. Get yourself a notepad and make notes on every occasion. You are spoken to etc-so time date who said what. |
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By (user no longer on site)
over a year ago
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"Speak to ACAS (they construct GB business law), they provide a free advice service. Get yourself a notepad and make notes on every occasion. You are spoken to etc-so time date who said what."
Should have added more importantly don't take advice re business law from people on a swinging forum speak to the experts |
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