An incident at work

Orville

On this actual point.

Can anything be done if there are NO witnesses...?. Can they act for example if one other colleague said that they have seen them doing it to someone else or them even, albeit in a joking way or not..?

alonehiker

Orville wrote: »

Basically because he's an idiot, attention seeking maybe..? i mean he named his son kurt cobain after the singer and he goes around with a pony tail calling himself obi won kannobi from starwars..

Need i say more..?

As for a whistle blowing line i have no idea, i'ts a major supermarket, the second largest one in the country which is american owned.

I know it's the 'Green' one, as you mentioned before, so surely they will have a whistle blowing line for complaints/grievances to be made to HR. I would ask your Manager for the number but if she's reluctant the next step would be your area/district Manager, again, any sign of reluctance then I would phone head office.

marleyboy

If it stops from this moment on, you can assume its been nipped in the bud. Should he do this again, ignore it once more, this will build his confidence to do it a little more assertively the next time. Thats when you either set your phone to record it, either visually or audibly, or have a witness present.

With enough evidence, particularly after he has at least been given enough warning from the manager for him to deny it, he will be out on his ear.

Tiddlywinks

The company needs to take reasonable steps to protect you from harassment - the first step would be for them to properly investigate the allegations.

Do you have a union or staff rep to help with the complaint.

Go through the formal prcess and quote the Equalities Act 2010 - at least then you will have started the process.

The leaflet gives loads of advice and they have a helpline to assist as well.

Orville

Jamtastic87 wrote: »

I know it's the 'Green' one, as you mentioned before, so surely they will have a whistle blowing line for complaints/grievances to be made to HR. I would ask your Manager for the number but if she's reluctant the next step would be your area/district Manager, again, any sign of reluctance then I would phone head office.

Thanks for the advice, i will speak to my manager tomorrow as the meeting took place on saturday and i had already left.

Orville

Tiddlywinks wrote: »

The company needs to take reasonable steps to protect you from harassment - the first step would be for them to properly investigate the allegations.

Do you have a union or staff rep to help with the complaint.

Go through the formal prcess and quote the Equalities Act 2010 - at least then you will have started the process.

The leaflet gives loads of advice and they have a helpline to assist as well.

I don't know what constitutes a formal meeting, she called up said they had both them in the office with their respective managers and they denied it. Because of that nothing could be done.

Southend1

OP they are trying to wind you up because they find it funny. You are getting wound up. Hence they get their giggle. Here are some options I would consider in your situation...

1. Ignore them. They will soon get fed up, or if they don't at least it won't be bothering you anymore because you have realised that at the end of the day some guy wolf whistling at you is not a threat to your sexuality.

2. Call the game. Sit down with them in the staff canteen at lunchtime and look them in the eye and say "I noticed you whistling at me and I can see you find it funny, but it's not so please don't do it any more. Now, who watched Murray beat Federer on centre court on Sunday?".

3. Play along. Next time they whistle just say "gee thanks for the appreciation lads". (be careful not to do anything that could get you into trouble e.g. Acting camp if you're not normally like that.

Whatever course of action you choose, DO NOT threaten to hit someone again. If they choose to up the ante and make a complaint that you have threatened them then you will be in trouble and probably looking for a new job.

Takeaway_Addict

Orville wrote: »

I did sarah, this is why i am on here seeking advice as after the meetings, my manager phone me to say that because they both stuck togther and denied it coupled with the fact there are no witnesses to "my" harassment they can't do anything.

Personally i think they should have interviewed people in each of their sections and asked if any were aware of this behaviour. I wanted to know that one of the people turned round and said yes they do it, then would that give management good cause to believe my complaint and actually be able to act on it.

I have read posts on here where people have been accused of stealing etc but not actually been caught doing it, but because the probability is that they did, they then got sacked based on that.

Was wondering if the same would apply to my case.

Problem is you didn't tell the manager that others had the same problem so you shouldn't expect the manager to be a mind reader and interview those people you believe should be interviewed.

Not the managers fault when there is no evidence. I would suggest you do as has been suggested and mention that other members of staff have said similar things to you about these two guys and point her in their direction

Orville

Takeaway_Addict wrote: »

Problem is you didn't tell the manager that others had the same problem so you shouldn't expect the manager to be a mind reader and interview those people you believe should be interviewed.

Not the managers fault when there is no evidence. I would suggest you do as has been suggested and mention that other members of staff have said similar things to you about these two guys and point her in their direction

Yes i intend to when i see her tomorrow..

Tiddlywinks

Orville wrote: »

I don't know what constitutes a formal meeting, she called up said they had both them in the office with their respective managers and they denied it. Because of that nothing could be done.

Ask your manager for a copy of the company grievance procedure and then check that all actions so far have complied with this procedure...