Colleague issue

jazabelle

Just found this thread and wanted to offer my support.

I reported a workmate for bullying (nothing on this level) and the wait while he was called in and spoken to, and waiting for him to come out was terrible. I can't imagine how you must have felt having to share a room with him. They should have called him in straight away.

I hope they continue to take it seriously and well done for reporting him.

Sambucus_Nigra

Gwen - just one question.

Have HR spoken to you and asked you not to say anything?

gwen80

Sambucus_Nigra wrote: »

Gwen - just one question.

Have HR spoken to you and asked you not to say anything?

No. I haven't spoken to HR yet. They aren't available to take a statement until Wednesday. However they did call my manager this afternoon to advise that the guy be suspended.

Sambucus_Nigra

Interesting......

So who knows about this? Have you mentioned it to anyone?

gwen80

Why interesting? Me, my colleague (who I told when I was in a tiz last week) and my manager.

misskool

gwen80 wrote: »

Why interesting? Me, my colleague (who I told when I was in a tiz last week) and my manager.

I think it's because maybe they aren't supposed to suspend the person who's being accused until they get your statement (as such).

Just reading through and wishing you all the best.

Sambucus_Nigra

gwen80 wrote: »

Why interesting? Me, my colleague (who I told when I was in a tiz last week) and my manager.

Yes, I'd have thought having a statement would be the first step. Which suggests your's isn't the first they had heard of it.

Also; if you haven't been told not to tell anyone then - theoretically - it could 'get out'. Which means it would be harder for them to reinstate him if he was given just a final written warning.

I just think HR dealing with a case like this would have called you in first thing, got a statement AND asked you to keep schtum.

So - if you don't and [for example] broke down and told a flappy mouthed colleague - then it could get out and make it harder for them to reinstate him.

Just very interesting move on their part...not the actions of people for whom this is the first they have heard, or who are trying to make sure that this is contained.

gwen80

Sambucus_Nigra wrote: »

Yes, I'd have thought having a statement would be the first step. Which suggests your's isn't the first they had heard of it.

Also; if you haven't been told not to tell anyone then - theoretically - it could 'get out'. Which means it would be harder for them to reinstate him if he was given just a final written warning.

I just think HR dealing with a case like this would have called you in first thing, got a statement AND asked you to keep schtum.

So - if you don't and [for example] broke down and told a flappy mouthed colleague - then it could get out and make it harder for them to reinstate him.

Just very interesting move on their part...not the actions of people for whom this is the first they have heard, or who are trying to make sure that this is contained.

I honestly don't get the impression they're thinking things through to that extent. I really think they're being slightly incompetent at dealing with it, but I guess I may be wrong.

Also, if this was the case, why didn't they suspend him earlier in the day?

Sambucus_Nigra

gwen80 wrote: »

I honestly don't get the impression they're thinking things through to that extent. I really think they're being slightly incompetent at dealing with it, but I guess I may be wrong.

First rule of managing a situation like this - contain it just in case it is not true.

Second rule - collect the evidence before you make a decision.

I'd never suspend anyone on one person's second hand say so....no offence but it does work in the favour of the accuser to make sure their evidence is watertight before proceeding. Plus you absolutely have to have an interview to be even 90% sure that they are telling the truth.

Any HR dept would know this.....

Nobody available to take a statement about someone exposing themselves at work? What - too busy Christmas shopping??? In most HR depts the staff would be chomping at the bit to make sure procedures were followed, and proper action taken. I'd expect snr HR management to cancel leave to deal with something this serious.

Loanranger

Sambucus_Nigra wrote: »

First rule of managing a situation like this - contain it just in case it is not true.

Second rule - collect the evidence before you make a decision.

I'd never suspend anyone on one person's second hand say so....no offence but it does work in the favour of the accuser to make sure their evidence is watertight before proceeding. Plus you absolutely have to have an interview to be even 90% sure that they are telling the truth.

Any HR dept would know this.....

Nobody available to take a statement about someone exposing themselves at work? What - too busy Christmas shopping??? In most HR depts the staff would be chomping at the bit to make sure procedures were followed, and proper action taken. I'd expect snr HR management to cancel leave to deal with something this serious.

This is unhelpful speculation and will do nothing for Gwen's peace of mind.
Politely suggest that you do not speculate about HR's motives nor detail what you as the consummate HR professional would do. The fact is that Gwen's HR did not do what you would have done.