Work Colleague 'Researching' Me

[hrd2018]

Name changed as this is massively outing of my bosses are reading! Also, more of a WWYD than an AIBU but posting for traffic.

I'm a senior HR person in my organisation; am currently supervising the investigation of misconduct by a maverick member of staff.

Said member of staff has now started researching my life including making threats to contact my universities and professional body to suggest I've fraudulently claimed qualifications and don't deserve professional membership. FWIW I am legitimately very well qualified.

I'm not concerned about him looking at my qualifications but I am nervous about what he might do next to 'discredit' me ("bring you down" was the actual phrase used). I've deleted my social media (sadly, I have a lot of family abroad and it's easy to keep in contact) and reported to my boss.

I really don't know what to do next. I know what the policies are about grievances etc but I'm not sure what it would achieve and I don't want to stoke the fire- I suspect he has mental health problems. That being said he's manipulative, condescending (especially to young women) and I feel I have a responsibility to raise it more formally so it's recorded and can be reported to future employees.

I feel like I should know better than to get upset about this- I've don't nothing wrong and just need to pull my big girl pants up!

Have you thought about taking it to HR?

She is HR.

Fuck bullies like this. Fight like hell and take it as far as you need to. Don't let a prick like this get away with making threats against you. He wants war? Fine. Bring WWIII to his door. Pathetic bastard.

I think I'd tell the police

Similar situation but my employee was an ex employee.

With full support from the MD I logged it with 111, non emergency police. They took it very seriously. Ex-employee had implied he knew my address and that scared me.

I was given several options and good advice, which we followed.

Really sorry you’re going through this. PM me if you’d like more information- I will help where I can.

Contact your professional organisation for advice, this cannot be that uncommon and also update your training, such incidents will become more common.

Hi OP. I’ve had all sorts said to me over the years. Keep your social media but remove anyone from work and change your name, don’t comment on any work social media etc. This is what I do and I’ve had no social media issues as no one at work knows my Facebook name. If you’re on LinkedIn maybe suspend your account for a while.

It feels tough now as you’re stuck in the middle of it but just stay focused and professional. In my experience the wind goes from peoples sails when the disciplinary process has ended.

The manager leading the investigation and hearings should be taking the lead in front of the employee. I find a planning meeting prior is helpful and you can give your advice and opinion out of ear shot of the employee.

Don’t react to their behaviour, agree with the manager leading the process what will happen when / if their behaviour becomes unreasonable. I’m very firm that the meeting will be stopped and will be rescheduled minus the employee if they can’t behave.

Sadly this is part of the job (it absolutely shouldn’t be) so try your best to let it in one ear and out of the other.

So this is only hearsay from someone else, you don't know that he has said it?

Without written proof, you don't have much to stand on. Yeah he probably did say it, but you're investigating him already for misconduct. How do you know the colleague isn't just trying to stir things?

If you are part of a Union, most have legal helpline where you can get a call from a solicitor for free legal advice. Used this a few times (from the very minor to the more serious) for a range of issues and found the service very helpful.

OP his behaviour probably breaches your bullying and harassment policy. You need to add his threats to the investigation but as you would then become a witness it probably rules you out from any further involvement. He really should be dismissed.

You’re right that this sort of person will probably end up in ET but the fear of this shouldn’t stop the company handling it. Provided your processes and procedures are robust you will be able to successfully defend the claim.

Can't decide whether the people saying "take it to HR" think they're being funny or are just terrible at reading.

You can lock down your facebook as much as possible.

Does your organisation have a head of security? If so, please talk to them about keeping safe and protecting your self in real life and on social media. The person should also be issued with a letter by the organisation listing the behaviours that must stop. This is a precursor to legal action for stalking and harassment if the behaviour continues. There have been a couple of very rude posts on your thread. Irrespective of your role, you are a human being and you are feeling worried and with good reason. You are describing an individual with traits of personality disorder. You have to seek practical and emotional support for yourself. Good luck

I'd go to the police.

@hrd2018 being a member of CIPD means you get so many free legal advice calls per year. So it may be worth calling them following your email, just owing to the urgency of the situation.

As you have started noting these threats, I agree that your company solicitors should be involved and guide the company on an appropriate cease and desist letter for his behaviour, however, whilst you haven’t raised a grievance this needs to be investigated by your manager - so you report into an M.D. or more senior HR? I know it depends on size of company etc, but there needs to be a factfind on what’s going on, otherwise it’s hearsay.

I agree with a PP. If he has told another staff member this, could he be sacked for gross misconduct ? Would the staff member be prepared to see this through?

Something similar happened at my workplace a while ago. The employee was being investigated and eventually started making threats against the investigators/managers - not directly to them but through colleagues. He was savvy enough to stalk social media or think about contacting universities etc, but the sentiment was the same.

He was eventually escorted off the premises and dismissed for gross misconduct after one of the threats referred to physical harm.

You certainly need to let your employers know what you have heard about his threats, and ask for their support going forward.

You are not raising a grievance because you’re afraid of being seen as a trouble maker?!!!!!! Hope you don’t run the whistle blowing line as well. Blimey - I think i’ve heard it all from HR now.

That said, very sorry this is happening to you. It happened to someone I know who was followed to the station by the husband of someone she was in the process of making redundant. It then stopped when the person left. Personally I would make sure there’s an official record at your workplace of what he said to you and if he makes more specific threats, take appropriate measures (report to police if physical threats for example)

I had similar from someone on my team who had gone for the same job as me (and was older than me, I was mid-20s). We went out for work drinks and she got very drunk and said she would get me fired.

I responded by asking my own line manager for a coffee and telling him what had been said, saying I didn't want to come down like a ton of bricks over it, but there was no point me claiming she'd said this AFTER she did something, as it wouldn't be credible. It was just noted.

because, as an HR person I am not immune to feelings and self doubt.

Yes it is so easy to see the legalities of a situation when you are emotionally removed fromthe case. When it involves yourself or immediate family, emotions can cloud your judgement and doubts set in.

Agree with others, consult legal advice. And if this really is likely to go to Tribunal, make sure as a company you have followed the law and company policies to the letter. It wouldn't be the first time someone wins their case because the employer has not followed the correct procedure.

**So this is only hearsay from someone else, you don't know that he has said it?

Without written proof, you don't have much to stand on. Yeah he probably did say it, but you're investigating him already for misconduct. How do you know the colleague isn't just trying to stir things?**

^This

*Similar situation but my employee was an ex employee.

With full support from the MD I logged it with 111, non emergency police. They took it very seriously. Ex-employee had implied he knew my address and that scared me.*

You were lucky. I got several, well documented threats (email and text) from an ex-client and the police wouldn't do a thing, even though the woman appeared to have followed me home as she knew where I lived. The police wouldn't even tell me what car she dove, so that I could look out for her.

I had a very difficult and scarey few weeks until she was sectioned.

You can't ignore this, if the person he said this to is willing to speak up my guess is that he has committed gross misconduct.
As a HR professional you should know that you have to tell your manager.

Presumably he doesn't know that you know, so you are one step ahead of his pathetic little games. And the fact that someone else reported it to you of their own accord means that others are against him too. Is the report from the other person off the record? Would they be prepared to have an on the record meeting? Also bear in mind that if he said it to others around the office, not to your face, it's probably just face-saving bluster. It would have been more worrying if he said it to you in private without witnesses.

Is there any way you can record what he's doing for example ask your colleague to email you as a record of his comments. I guess it would be difficult to take any action if it's all 'he said / she said'.

When you have some evidence please raise this internally. I accept your comments about stats of people leaving after raising a grievance but a lot of people raise grievances about petty things or subjective things or its about workload etc...if this individual is actively carrying out some sort of vendetta against you then this does need to be raised and is completely justifiable and nobody would think any less of you!

Also if you're already supervising an investigation into this person, the company already have concerns about him...it's not like youd be reporting a squeaky clean employee of the year for something out of character

Is his still having to come in there during the investigation?

What a twat honestly if he's done nothing wrong then he's nothing to worry about. You will be following the company HR procedures.

I would certainly report officially. Say what he is doing and the reasons why. If your employer took issue with his digging, then I think they'd really need to sack most of their work force as most peoples experience is exaggerated.

I think in HR you'd be unlikely to lie about what GCSEs you got etc. Although only when I applied to a school was I asked for all my qualification certificates. I've had some very well paid jobs and never asked ever before expect for proof of certain insurances. But this really has nothing to do with him.