Inappropriate behaviour in the work place.

aileth

maninthestreet wrote: »

The OP needs to find out who are the directors of the company. Wouldn't any complaint need to be made to them if the OP's request for this person to cease and desist their unacceptable behaviour has no effect?

Unfortunately it sounds as if the Directors are this bloke's biggest fans and chances are could get her labelled as 'trouble' as they are desperate to keep him, as incredibly sad as that is.

OP, I don't you've said yet, or I've missed, why can't you simply apply for other jobs? Surely this job isn't worth suffering this behaviour.

maninthestreet

aileth wrote: »

Unfortunately it sounds as if the Directors are this bloke's biggest fans and chances are could get her labelled as 'trouble' as they are desperate to keep him, as incredibly sad as that is.

Any company director that receives a complaint that a senior manager of the company has been sexually assaulting more junior female members of staff is unlikely to try to cover it up, given the current heightened awareness of such issues brought on by the Jimmy Savile case.

FatVonD

I think you'd be a fool to complain to anybody until you have proper proof as there is a good chance your services will suddenly become redundant as a result of complaining, either formally or informally. Does your work computer have an inbuilt webcam by any chance?

Surely it's worth a week of switching your phone to record every time he approaches you (or buy a dictaphone with the longest record time you can find and a couple of spare cassettes) to be able to prove your case, either in court or to higher management. I'm sure the management won't be so keen to employ him once they realise his behaviour could cost them heavily in an unfair/constructive dismissal case.

maninthestreet

FatVonD wrote: »

I think you'd be a fool to complain to anybody until you have proper proof as there is a good chance your services will suddenly become redundant as a result of complaining, either formally or informally. Does your work computer have an inbuilt webcam by any chance?

Surely it's worth a week of switching your phone to record every time he approaches you (or buy a dictaphone with the longest record time you can find and a couple of spare cassettes) to be able to prove your case, either in court or to higher management. I'm sure the management won't be so keen to employ him once they realise his behaviour could cost them heavily in an unfair/constructive dismissal case.

Dictaphones are digitial recorders now.
A small, hidden (wide angle?) webcam is a good idea.

Gavin83

FatVonD wrote: »

I'm sure the management won't be so keen to employ him once they realise his behaviour could cost them heavily in an unfair/constructive dismissal case.

She can't claim unfair/constructive dismissal, she hasn't been working there 2 years. The employers haven't really got anything to worry about.

mum2one

The op may not be able to go down the constructive/ unfair dismissal if under 2 yrs service but maybe sexual harassment angle.

I would contact acas for advice, I would also log incidents, and report him to the police x

Generali

Gavin83 wrote: »

She can't claim unfair/constructive dismissal, she hasn't been working there 2 years. The employers haven't really got anything to worry about.

Apart from the fact that sexual harassment/discrimination in the workplace is punishable by an unlimited fine.

If I found out my employee was behaving like this they'd be straight out the door. The risks are too big these days to do anything else.

maninthestreet

mum2one wrote: »

The op may not be able to go down the constructive/ unfair dismissal if under 2 yrs service but maybe sexual harassment angle.

I would contact acas for advice, I would also log incidents, and report him to the police x

The 'Two year service' rule does not apply to sex/gender discrimination claims.