Grievance at work

[HelpNeeded492]

I've name changed for this.

My work is not a happy place to work. There are a lot of issues with lack of flexibility & understanding, a lot of red tape, many strong characters who aren't always easy to work with... The staff turnover is very high as bosses don't always treat staff well and they are not appreciated.

I've not personally had problems with anyone in particular, and get on well with most people there. I rely on the money so try to keep my head down and work hard, just getting through the day and looking forward to going home. A colleague & friend (worker A) has raised a formal grievance about another team member (worker B). I know worker A has had issues there and hasn't always been treated properly by worker B and some others. She has lodged a formal complaint about bullying and now all other staff in the office will be interviewed. I work closely with both A and B and get on with them both. I can't afford to risk my job by backing up worker A (worker B has been there a long time & is highly respected by the bosses. I believe my life at work would be made very difficult if I went on record agreeing that there has been bullying). I feel guilty for not supporting my friend, but can't afford to risk making work any worse than it is already or to limit my options of progression there.

What would you do? It is clear I will be interviwed and asked to go on record about what has happened in the office. Is it ok just to say that I know there has been done tension/issues between the two but that I get on well with both of them? I'm really worried I'll say the wrong thing.

I think that you should be honest and report what you have seen. If person A has been treated poorly and you have witnessed it you should say that. I understand that you don’t want to get into the middle of this but if you were in person A’s shoes wouldn’t you want to be afforded the same level of support? If there has been bullying going on and you have witnessed it you have a duty to disclose this if you are interviewed.

You don’t need to, and shouldn’t be asked to, give your opinion on if there has been any bullying.

You should only be asked if you witnessed xyz incidents happening, and respond by stating facts.

The point of the investigation is to establish facts and then it’s for the reviewer to decide if those facts amount to bullying /breach of any policies.

As someone who has been bullied and most people who had seen it put their heads down and either refused to witness or dumbed it down so much that it sounded like I was picking up petty things, please don't do this.

Say factually what you have witnessed without emotions. You don't need to say "and she is always really nasty, and the way she said it was contemptuous", but "when she came in she said hello to everyone by name and then ignored the other person."

It would have meant everything to me if people had done that. The number of people who told me after I left that they'd seen it and didn't dare speak up because they knew they'd be treated badly was quite upsetting.

Also if they're interviewing everyone, they can't put it back to you as easily. It's a good sign that they may want to get to the bottom of it, so your report is important.
In my case, they avoided asking anyone who might have said anything supporting me. The report basically said "they say they're not bullying and their sockpuppets say that too therefore, (despite several independent reports submitted to the safeguarding department), they can't possibly be bullying."

If the shoe was on the other foot, what would you want A to do?

And if A goes, which is a reasonably high chance if they get no support, then the bully's not going to turn over a new leaf. Bullies don't stop; they move onto their next victim. That might be you.

I haven't personally witnessed a lot. Mainly B sounding frustrated and sometimes being a bit snappy with A. I've heard lots of stories about things that happened before I started working there and problems between B and previous employees who have now left. I don't for a second think work will do anything to change the situation and atmosphere there. Although I get on well with everyone I am desperate to find a new job.

Surely they will keep what you say confidential....?

I don't know, but I don't really trust any of the management there.

I agree you should just tell the truth of what you have personally witnessed. Nothing you have heard on grapevine is relevant, just what you witnessed.

Gosh sounds like hell!

Id tell the truth

B might come for you anyway regardless of whether you say anything or not!

It's not B I'm worried about it's the rest of the management. It is not a nice place to work at the best of times and if management don't like you it can be even worse.

what @vdbfamily said about the grapevine is correct. Don’t mention anything you didn’t actually witness.

what you say, if relevant to the investigation, is unlikely to be kept confidential from A or B as both have a right to know what evidence is being used to draw conclusions. The investigator may be able to keep your identity protected if you were one of several who witnessed certain things, but they should only do this if there is a genuine reason that your identity shouldn’t be disclosed.

If the investigation is performed properly, you will not be asked to opine or editorialise on the relationship between the two individuals. You will be asked factual questions in relation to the matters set out in the complaint. This could be quite specific if you are listed as a witness for particular events. You should report accurately what you have witnessed, focusing on describing what you saw and heard and not your conclusions from it. I would avoid all mention of rumours as this is not from your own direct perception.

Thank you. Do you know whether we should be given any notice about when we will be interviewed or can they just spring it on us? At the moment I only know because A was told by management that the team would all be interviewed.

You are unlikely to be given any notice. This may feel unfair but it’s normal, and is important so you can’t confer with others ahead of the meeting. It may feel quite formal but just remember - it’s not you that’s in trouble, and just state facts.

Thank you @Sierra26 that's really helpful. I get the impression that A has basically said to management that I will back up everything she is saying. I really haven't seen a lot first hand though, just a few times of B being snappy and sounding frustrated but I can not recall what it was about specifically or when it was. Other than that I really don't feel I can add anything factual and feel I am in a very tricky position being stuck in the middle. Any other awareness of the situation comes from hearing stories about what happened which I do not want to discuss with work..