Complaint about aggressive, intimidating colleague(20 Posts)
How did you get on? I love Fads email!
Follow up with HR, or with your manager, under a pretext of checking when it is likely to be dealt with, so you don't book clashing annual leave?
Watching this thread with interest. I resigned from (private) healthcare due to bullying as management dumped it all on me to "prove" my case. Never heard of anyone actually being fired for being a bully. I wish you lots of luck, though, maybe NHS is better.
I knew there would be a procedure to be followed, rather than your manager seemingly expecting you to make it up as you went along!
Well done OP. actually sound like the HR department have initiated the first steps which is good.
Keep us updated, even if by PM (I work in HR so intrigued as to what your HR dept will do next!)
If you go down the grievance route they will have to investigate it properly (hopefully).
I think you also have to state what you would want the 'outcome' to be.
You have already filled out an incident form and now you need to decide whether to go forward to a grievance. I think that is what your boss is getting at.
Sometimes you have to stand up for what is right to stop these monstrous people.
I am a workplace counsellor and most of my job comes as a result of piss weak managers refusing to do anything about people like this. "Consider what you feel needs to be done?" He is hoping you'll drop it. (I saw this with a grievance - the boss said to the person putting in the grievance "Have you thought very seriously about this? It won't be a pleasant process you know, and could have serious repercussions for you.")
So what Fadbook said - you want the proper procedures to be adhered to and will co-operate fully in line with them. What you don't want is for the manager to just "have a word" with him - either this won't happen or it will be along the lines of "oh she was a bit upset, try not to upset her again, there's a good chap - women, eh?"
I would respond to the manager, in writing (by email), stating something like this:
Following your request for me to consider what action should be taken with Joe Bloggs, I request that a full investigation is initiated by you into Joe's serious inappropriate and aggressive behaviour on x date towards me.
As detailed on my incident report, Joe was aggressive in his manner and behaved completely inappropriately in the workplace (add more detail here in terms of how you felt, i.e. scared, vulnerable)
I am happy to take part in any investigative interviews with you, so you can gain a better picture of what happened and i understand these interview notes may be used as evidence to present to Joe, when you confront him about my concerns about his inappropriate behaviour.
I would also like to mention, on record, that this is not the first time I have witnessed Joe's inappropriate aggressive behaviour and I trust that you as his manager, will follow the correct NHS disciplianry policy, and fully investigate this particular matter immediately. His behaviour potentially comes under Gross Misconduct according to the Disciplinary policy.
Hopefully the italics have worked!
I'm making massive assumptions that him acting out on you was aggressive and towards you- if so, then it could be seen as gross misconduct and he could be dismissed (following full investigation and then a disciplinary hearing). If it is a milder version of inappropriate behaviour (eg a two way argument, angry but at himself not directly towards you...) it could be a conduct issue but not gross and warrant a warning (1st, final depending on your NHS disciplinary policy). Either way, your manager needs to take action now and not stand around doing nothing.
Your manager is taking a very soft approach following receipt of your incident report. Could it be he thinks you two had a disagreement and it was 6 of one, half a dozen of the other? Have you clashed in the past with this person? By asking you what you want to happen,he's trying to suss how far you wish to take it. The response above, should be clear enough!
Let us know how you get on.
Why should you decide what the action should be? If you suggest parading him through the reception area with a sandwich board detailing his failings, will they act upon that? Unless you have HR training, how do you know what is an acceptable and legally correct method of dealing with aggression and abuse? I would go back to your manager and ask them to follow up on your complaint with the appropriate, documented disciplinary procedure. This is the NHS, not some one-man show. They will have policies in place.
Contact your union rep for advice. Or join a union and then contact your union rep.
Well they should follow procedure surely? It's not up to you to decide, nice one for speaking up. Too much goes unreported IME.
terrible grammar I blame the vodka
I am sorry that I don't have any advice to give. I didn't want your post to go unanswered.
A similar thing happened to me when I was younger. A male co-worker stuck a finger down the back of my pants. His manager asked me to suggest how he aught to be disciplined. I asked them to follow their sexual harassment policy.
To cut a long story short, I ended up leaving the company soon after. My co-worker 'had a stern talking to'.
I hope that your situation is managed better!
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