Is this bullying/harassment?

[Aprilnineteen]

My friend had a disagreement at work with a senior manager (his line manager's boss) as he'd asked his line manager for support with excessive workload and hadn't received any.

The senior manager poo poohed his concerns and said they had no time for people like him who weren't team players.

Friend objected to that statement and defended himself, pointing out the work over and above his duties that he'd done previously to help the business.

Eventually the senior manager stormed off. Now friend has been told by his line manager that the senior manager has lodged a grievance (saying friend was insubordinate) and an investigation needs to be held.
It will be conducted by another senior manager and a middle manager who will take notes.

Friend feels harassed/bullied, not sure what advice to give.

Talk to union.

Thanks for replying; there is no union and he isn't a member of one unfortunately.

I would say launching a grievance is not bullying.
A grievance is a set procedure which will involve hr.
Whether they are right to bring it is another matter but your friend will get their say ina proper meeting. So no. Its not bullying

I wondered that but there will be no hr present at the meeting, just a different senior manager and a middle manager to take notes.

Is it definitely a grievance, not a disciplinary?

Your friend does seem to have tackled two different managers in his company, and depending on how vigorously he 'defended' himself, he may have come across as being argumentative.

Does he have any witnesses at work, or anyone who would accompany him to the meeting? Read the company policy as well.

I haven't seen the letter he's received, will have to check what it says.

He should be allowed to bring a representative with him. Either a friend/relation or colleague (or any combination of that mix).

Tell your friend to get the representative to write down EVERYTHING that is said by all parties. I used to be a union rep, and this was my tactic in meetings it was VERY successful, because I made it obvious what I was doing (pad out on the desk. Asking for clarification on exact wording every now and again, etc). It makes people think about what they're saying AND provides evidence of the meeting (and if you ask for clarification every now and again "sorry, did you say this happen on the 14th or the 15th?") then everyone in the room trusts that this is an accurate record. And, btw, it always was because I was a good union rep

This is an opportunity for your friend to air their original issue, so make sure they state that and do it calmly and with as many examples as possible.

The only 'thing' we don't know here is how your friend tackled the original issue. For example, if he stormed up to his boss shouting "oi, fatso, I've got too much work on. sort it out you cunt. I'm behind on updating my FB statuses" while the manager was in the middle of an important phone call to a client; then the manager has a point about raising a grievance!

He should be allowed to bring a representative with him. Either a friend/relation or colleague (or any combination of that mix).

That's not strictly true, he has the right to be accompanied by a work colleague or trade union rep - unless it was exceptional circumstances (eg a reasonable adjustment for disability or ill health) there is no way most companies will allow a friend or relative to attend

Lodging a grievance against someone else is not bullying harassment.

Your friend needs to contact HR and find out what the grievance process is from his side so he knows what to expect and if he can have someone with him in the meeting etc.

He also carefully needs to reflect at what he said and did when defending himself. Did he raise his voice, swear, use disparaging language, was he disrespectful, did physically intimidate the senior manager in anyway? I am not saying your friend is at fault but to launch a grievance this guy is basing it on something or more than one thing. Your friend needs to be prepared so he is not blindsided in the meeting.

Submit a grievance about your workload and expectations of you stating that you did not get support from Senior Management and that in fact her stormed of and relay the comment he made.

They will have to follow a process for both concerns and at least you're not on the back foot. Have clearly written notes about all of the duties you feel are not in your role and unfair on you. Have your job description for the investigation meeting.

Re writing everything down - try telling them that you want to record the meeting. They can only say no. All the union reps I deal with record meetings openly.