Colleague issue

hippygran

I had to wait almost a week for HR to deal with it in my case, as the company had a whole week of staff training scheduled and HR were undertaking the training.
But they didnt suspend him during this time, hence staff screening my phone calls. He knew nothing about this in the meantime, but I simply could not have had a conversation with him.
That was slightly different though, as he worked in a building a few miles away, but I was concerned as he was a frequent visitor to my place of work.
HR took statements from my witnesses (there were a couple of other managers who had witnessed previous incidents at company meetings and 'dos'), and one in particular who I had asked not to leave me alone with him, plus the member of staff who saw the incident immediately prior, and who interupted the incindent.
But I would have expected more prompt action, or expected leave if we had worked at the same location, as I simply couldnt have done it.
You CAN suspend people while evidence is being collected, as long as you tell them what you are investigating, and pay them while the investigation is carried out.
Gwen, it is correct that you dont want to give him grounds for appeal, so keep it quiet and play your cards close to your chest for now!
X

gwen80

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.

I totally agree with you. I was shocked at how things panned out today...HR too busy!?!? But then I think about the start of today when my manager sent me the 'Dignity at Work' policy and asked me if I wanted to make an informal or formal complaint. I skimmed the policy and said formal straight away...I mean, as if a little chat is really appropriate in these circumstances?? I really think they do not know what they are doing.

booter

Just wanted to say well done Gwen!

Sambucus_Nigra

Loanranger wrote: »

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.

99% of the internet is speculation. Whether it is helpful or not depends on your point of view.

Politely suggest if you have your own ideas then perhaps share them?

AnonymousForObviousReason

Your HR department are behaving in a quite bizzar way but think you're right when you say they are just incompetent not malicious, perhaps they are doing the headless chicken routine, or the person with experience is back in the office Wednesday - any conspiracy theory about creating loopholes is just silly.

What you could do is spend the time writing your own written statement (this along with your older postings are possibly a good way of helping you get things in order and be able to quote dates). Just put the facts in, friendship and history are not needed at this stage. Any communication he attempts from now on don't delete just save them and present to manager/HR. It may also be worth while listing the dates of the more inappropriate emails as evidence (along with printouts - two sets, one of which you take home).

How has the suspension of the person been dealt with was it announced or was just not mentioned?

gwen80 wrote: »

One of the younger girls has (with no prompting from me I may add) just told me he had his hand on her @rse at the Christmas do last week. If I did have any regrets, I certainly don't now. I've done the right thing, the creep needs stopping.

Gwenx

Did you discuss the problems you had with the girl above? You seem to have enough support outside work, so I'd advise you not to mention anything till it's over - then slag the chap off till you feel better.

If you didn't discuss with the girl above, when your manager/HR asks how you're doing, say that you were feeling embarrassed but that when X above confided in you with what had happened to her, you felt better about doing the right thing. Ask when they get her statement not to mention your issue as nobody knows in work (if that is true - you don't want to make any false statements). The only problem with doing this is breaking the confidentially of the girl, you could let her know that you have a duty to report it because it was inappropriate behaviour.

Resist the temptation to start trying to get evidence from other people, as soon as it comes out I'm sure there will be a flood of others.

Congrats and well done again.

ceridwen

Yep....what "anonymous for obvious reasons" said ^^:T

Any speculation as to how HR are handling this is not constructive and as for conspiracy theories - Pftttt....(ie ignore them).

hippygran

I expect today at work will be a little more comfortable for you!
It will get better from now on!
x

e60london

it would be interesting to know if you have been advised by Hr to go speak to your union member and write a statement with them. For future correspondence/tribunal they will refer back to the date a written statement was given in. In my case, I went straight to formal complaint as the supervisor had really p***ed me off! Gave my union a statement dated 1/4/10 only for Hr to respond in my tribunal claim 8 months later that i handed in a statment on the 6th April that was dated 1st April...erm thank you Unision!!!! Moral of the story, have your witts about you even with your union.

i would be looking for witnesses if I were you Gwen, even for any kind of flirt he done towards you with someone present - that way its more than a he said she said thing and his behaviour can be contextually understood. i.e. witnesses are excellent (If they corroborate of course). Once again, look out for how your employer handles this because it would be a shame for them to mishandle this issue and cause added distress to your feelings & psychological well being which in the long run wil cost them £.

SueC_2

I'm not sure I agree with some of the comments about HR getting it wrong. For whatever reason (and we have no idea of the size of this company / HR department, whether they provide 'functional' support, or managerial advice), they don't have the resource to deal with this situation until Wednesday. They are faced with a serious allegation, and someone in the workplace who presents a potential risk to other employees. They have a choice:

a/ Leave the guy where he is until they have the time to deal with it, and hope that he doesn't re-offend in the meantime. Or:
b/ Suspend him on full pay pending investigation, thus protecting every other employee.

I know which I'd do.

ceridwen

I think this may well be "on the back burner" now till after Christmas/new Year - but that will be just because everything else is likely to be as well.

So - they've suspended him and will probably think further where to go from here in the New Year. Anyway - they've done the correct "holding action" - making sure he cant do anything else that might cause complaint. They obviously are taking this seriously - after all the first reaction from the manager was one of shock and sympathy by the sound of it - which I take as positive.