Anonymous Complaint

System

Most companies (i think) have to give employers some protection from "whistleblowing" (which i'd assume this comes under, check your employer handbook/rules if you have that). Talk to your manager or a higher up to ensure you get this.

Mersey_2

Yes, its now a statutory right in employment law, but also in most companies' staff handbooks.

TELLIT01

xXMessedUpXx wrote: »

Most companies (i think) have to give employers some protection from "whistleblowing" (which i'd assume this comes under, check your employer handbook/rules if you have that). Talk to your manager or a higher up to ensure you get this.

That's the theory, but it doesn't always happen. I've seen situations where somebody has rocked the boat by expressing valid concerns and they end up being viewed as the problem by management who would rather not face up to the real problem.

sangie595

I think that the advice here is getting way off target. The OP wants "protection" from threats. But no threats have actually been made against them. They reported this anonymously, so the only result of going to management to complain about the "threats" will be to admit that it was them that made the report that got two of their colleagues dismissed. How long that remains a secret then is anyone's guess, but I wouldn't hold my breath. You cannot both keep it a secret that the OP made the tip off, and then have management intervene to warn people not to threaten the OP. And management can't say that they know about threats of violence against persons unknown without everyone being able to create a very short list of who might have heard the comments and gone to management. If one wishes to be anonymous, then dealing with the comments people make about the actions of an anonymous person is part of the deal. You can't complain that they are threats against you because they aren't. If they are threats at all, rather than bravado aimed at giving some comfort to a colleague who has been dismissed, they are aimed at some person they don't know about. Going to management will simply paint a target for them.


And speaking personally I think the OP needs to be rather more careful here. Judging by everything they have said, there has not really been any evidenced reason for complaints at all anyway. They admit that the actions of their colleagues that they complain about has been "sly". In other words, nothing has actually been said to them directly at all. Assuming that the OP is right - and there are other explanations which you can guarantee their colleagues will use ("it's all in their head") - what are they complaining about? Comments under their breath that they don't quite hear? What they deem to be "filthy looks"? Nothing direct has ever been said. The OP said so.


So turn this around and look at it from the point of the management. The OP has no evidence of anything ever been said or done to them because the OP admits that there is nothing. They have already been to management six times complaining about the majority of their colleagues. And they have been in the job maybe a year but no longer than that. Who is now coming across as the troublemaker here? New person joins the team, and in a short period of time is constantly complaining to management about everyone else, when everyone else hasn't actually done anything - certainly hasn't done anything that warrants disciplinary action. And it isn't managements job to make people like the people they work with - if the OP doesn't like their colleagues and/or their colleagues don't like them, then that is what it is. This is work and not a friendship circle.


In the OP's shoes I would prefer to come to managements attention much less frequently because it may not be their colleagues that management decide is the problem, and dismissing the OP is easy. And if they genuinely cannot tolerate work under the current circumstances, there is only one option - find another job.

Thunderchild2015

Sangie595 - Thanks for the lengthy response and advice, I completely agree that as part of the anonymity, I cannot approach anyone and say anything I get that. And if I get any comment, questions or anything else tomorrow I will simply have to flat out deny any involvemen. Although, I find it unlikely that management would take me to one side and begin questioning someone's involvement, especially as I made it clear when I placed the tip off I did want it anonymous, did not leave my name, and rang from a withheld number.

However, the bottom line factor is that if you value your job, don't drink on it.

In response to proof or threats, comments, general harassment etc you are right as most people involved would simply say they know nothing or refuse to get involved. My direct line manager though is very aware of what is going on, and when I approached him about it last time he replied "well what am I supposed to do? Start disciplining people" - One of the main ring leaders has already had 5 bullying complaints launched against him this year

I feel if anything, he is reluctant to take things further because I have already approached him 6 timed, and any action taken at this late stage will be proof of his inaction

sacha28

Sorry Sangie I disagree with pretty much everything you have said.

It's pretty short-sighted to think that action cannot be taken on indirect bullying. Indirect bullying is far more damaging than direct bullying as the perpetrator knows that what they are doing is going under the radar and can easily be denied or played down as the sufferer being 'paranoid'.

As a different analogy, if this were the OP talking about her relationship with her DH in this way, that he made sly digs at her when nobody was within earshot, shot filthy looks when nobody was looking etc, then that is classed as emotional/mental abuse. Just because these are people she works with, it doesn't make it right.

I can only hope that you are not a manager because there are quite a few quotes that I could pull out that concern me greatly.

sangie595

sacha28 wrote: »

Sorry Sangie I disagree with pretty much everything you have said.

It's pretty short-sighted to think that action cannot be taken on indirect bullying. Indirect bullying is far more damaging than direct bullying as the perpetrator knows that what they are doing is going under the radar and can easily be denied or played down as the sufferer being 'paranoid'.

As a different analogy, if this were the OP talking about her relationship with her DH in this way, that he made sly digs at her when nobody was within earshot, shot filthy looks when nobody was looking etc, then that is classed as emotional/mental abuse. Just because these are people she works with, it doesn't make it right.

I can only hope that you are not a manager because there are quite a few quotes that I could pull out that concern me greatly.

At no point in time did I ever say that what the OP says is happening is "right". Nor have I expressed any opinion about the actions of the OP. What I said is that the OP cannot prove their claims. They have not claimed that one person is doing this - this have said that the majority of a team of eight people are involved. They have said that they have not heard the comments and/or that no comments have actually been directed at them. No threat was made to them and the people concerned had no idea that the OP had reported the colleagues, resulting in their dismissal. You are suggesting that a number of people should be disciplined on the basis of no evidence of wrongdoing - I certainly hope that you are not a manager if that is how you think managers should conduct themselves.


I certainly agree that emotional/ mental abuse exists in all walks of life and I do not underestimate it at all. On the other hand, in the circumstances you have compared this to, I would expect a woman (or a man) in such a relationship who does not find it acceptable to "walk". And personally I hope that they would. I wouldn't expect them to call the police over sly looks and digs. And they wouldn't get anywhere if they did.


It remains the case that the OP has confirmed that there is no evidence to support their concerns, and without such evidence it is one persons word against another's. More than likely it will be the OP's word against several other people who will deny it. Other complaints of bullying against one of the alleged culprits, if also not evidenced, does not then constitute evidence either - it is just as easy to construct a case that the unsubstantiated claims are part of a campaign of harassment against that individual by several other people. In other words - to claim exactly the same thing that the OP is claiming. And who is to say that they would be lying?


The bottom line is that it does not matter what some other manager thinks - the manager in this situation has no evidence and has therefore decided to take no action. Maybe that is because there is no evidence (which the OP says there isn't). Maybe it is because they like a quiet life. Maybe it is because actually the other staff concerned are actually good workers and produce more output than everyone else. Who knows? What is clear is that they aren't going to do anything without evidence, and going over their head, still without evidence, is unlikely to get any different a result but it will annoy the manager. And, as I said, less than two years employment - I know who I would be guess to be going out the door first.


So it is up to the OP - either get evidence, tolerate it, or find another job. Or yes, insist on a formal grievance about something you can't prove, complain about your manager as well, and hope the employer isn't going to sack you. Four options - which one do you advise the OP to take?

Undervalued

sacha28 wrote: »

Sorry Sangie I disagree with pretty much everything you have said.

It's pretty short-sighted to think that action cannot be taken on indirect bullying. Indirect bullying is far more damaging than direct bullying as the perpetrator knows that what they are doing is going under the radar and can easily be denied or played down as the sufferer being 'paranoid'.

As a different analogy, if this were the OP talking about her relationship with her DH in this way, that he made sly digs at her when nobody was within earshot, shot filthy looks when nobody was looking etc, then that is classed as emotional/mental abuse. Just because these are people she works with, it doesn't make it right.

I can only hope that you are not a manager because there are quite a few quotes that I could pull out that concern me greatly.

Whilst I agree with your sentiment sadly I think Sangie is simply being realistic in pointing out just what an uphill battle this could be.

Obviously it depends to some extent on the culture of the business and the integrity of individual managers but sadly many will take the easy option of paying lip service and doing nothing.

If the OP has the opportunity to obtain hard evidence it may help. Realistically, in the workplace, few employees will really back an individual if that might be perceived as being against the company line. Sad but true.

TBagpuss

OP, how did you take the earlier complaints to your manager? Did you put anything in writing, or ask for the issue to be addressed as a formal complaint?
Obviously your manager should have clarified with you whether you wished the matter to be formally addressed, but if you have not done so already, I would suggest that you look at your employee hand book / grievance procedures, and then put a written request to your manager to address this.

Be specific if you can - names, dates, what was said, dates on which you reported the bullying to to your manager.

Keep it factual - what happened, not what you think the motive was.

The drinking on the job is a separate issue and has been resolved, so I would not mention that at all. Your report should be about the bullying / harassment which you feel you are being subjected to.

As a general rule, managers can't do much on the basis of an anonymous complaint, so you do need to be prepared to name names.

Are you the only person who is treated in this way? Does eveyone behave in this way?
If there are other victims, have you talked to them about whether they wish to make a joint report/complaint. If you are the only one - is there any possibility that this is a (nasty and inappropriate) 'hazing' (if you are relatively new)?
Do you know what happened to the person who was in our team before you? Did someone get fired and their friends are (illogically) taking it out on you?
Do other teams have these issues? Could you ask your manager whether you could be moved to a different team?

Thunderchild2015

Hi TBaguss

OP here. In response to your question, the team originally started in early August last year as a full team of eight members of staff.

Very early on, within the first 3 weeks a clicke or group of three formed which began harassing/comments/outbursts against other staff members. My manager does indeed want an easy and quiet life and has the fear of God towards his boss, who punishes him greatly of the apple cart is rocked.

These comments etc go covered under a blanket of 'jokes' and 'lighthearted galantry' which is none the less malicious at heart.

So we have a combination of a manager who turns the other eye, and a group of three trouble makers.

In regards to other team members.... Of the original 8, three have left and have all cited the behaviour of these guys as a reason for leaving. One girl launched 5 separate bullying complaints and nothing was done apart from a seat move.

They seem to target the 'weakest' or most alienated member of staff.....which being one of the quietest, introverted and essentially an outside is me.

However I ABSOLUTELY REFUSE to quit, resign or leave. To me walking is not an option. This reign of harassment will end with me and my resolve/stubbornness.

I will happy process each one of these trouble makers out of the building before that happens. But I know my manager is going to use every tactic and pleasing to avoid me going and laying this before HE. As for evidence, I have recorded a written list of events, dates, names, times to the minute