Colleague ignoring phone-calls and emails

[czechout]

Hello all,
Just a quick question - a colleague is currently ignoring phone-calls and emails. By way of background we are recently out of redundancies and a colleague was made redundant in a very unfair manner, I could not take on all their workload (I took on what I could) despite the organisation trying I fought back as already do well beyond contracted hours.
Boss was very unhappy with result (they have to do some of this work) and the team secretary has now clearly been asked not to cooperate with me.
I'm emailing politely, getting no response (working from home). If I call secretary they are refusing to pick up phone. Have been advised by another colleague to keep emailing so there is a record of refusal. Not sure what else to do, not sure there is any point complaining to the boss who is likely behind this.

Any ideas most welcome :)

Hello Mumsnet,
Following yesterday's admission I felt bullied made on a phone-call I did not know was being listened to by Senior Manager I was then passed onto I had another email today from senior manager saying that it has been a busy period etc. They are I believe preparing the ground for excuses. They don't yet know all my grounds for this claim but are attempting to whitewash said Line Manager before the process has even begun. Is this normal?
Also, I had another email from said senior manager suddenly demanding I now cc this Line Manager into every email I send about work 'whether an individual or a group'. What could be behind this? Feels very unfair to staff who ask light, easily answered questions to receive a cc from the big boss but I had to agree to this. Can I blind copy them in to get round this (comply to request but not intimidate staff members)?

The justification for this was 'better communication during a busy period'

I am sorry to read how things have gone OP.

I am not up to date on matters of how allegations of bullying and/or harassment are handled, but recall in a previous job how a company failing to follow due process led to an employee winning an employment tribunal and getting compensation.

Start getting all admin in place and as a few other have suggested, print it out

I went through something similar but they could not argue with the timeline and the folder of e-mails when I had a chat with Line Manager with HR present👍👍

If they say they have no record of e mail, request IT involvement as their is an electronic footprint which will back up the printed copies

Give them Hell 👍👍😎

Been following.

Yes, bcc'ing a good idea. You're doing what you were asked to do.

Thank you all for feedback, really appreciate it :) Guess in a strange way I can hope they are sloppy in the process then should I end up in tribunal

Morning mumsnet,
A quick question - The wording I used to my manager last week was 'I felt bullied' in answer to question as to why I didn't raise (yet another) objection to taking on a task which I had not agreed to do following redundancy of colleague. Senior manager was in room unknown to me and boss passed phone to them. I then got an email saying I have made a bullying allegation against X. My questions are - is this an invasion of privacy as boss didn't say who was there? Also - I feel like it was a set up to get this allegation process going as that is what is now happening, senior boss saying there is now an investigation. Why would they want that and do you advise I say, I didn't raise a formal grievance, I answered a question and expressed my feeling of being bullied.

You could try and deescalate by emailing senior manager and stating you did not make an accusation of bullying. You said you felt bullied, to explain to line manager how their behaviour was impacting on you.

Reiterate that sending emails to secretary and getting no response, being given most of the work from redundant colleague, other colleagues not being given the same amount of work, line managers behaviour etc. It feels like you are not being treated with the dignity and respect that you would expect from an employer/manager/colleagues.

You are happy to have a conversation on how to resolve this. A good manager would use this to mediate and try to resolve the situation.

Unfortunately, I am not sure if this will work as it sounds like they want you out. Look for another job but in the interim you have a time line and evidence so if they proceed with the investigation make sure you have a copy of the procedure. If you are in a TU ask them for support.

They would be duty bound to investigate an employee stating that they felt bullied.
You can try acas for advice.
Word everything carefully and say as little as possible for now. Make sure you have secure copies of evidence.
They will be arse covering

Thanks @Margaritatime yes they definitely do.
Can employees be disciplined for making 'allegations of bullying' if they decide to whitewash it all? (which they have started doing)

Disciplining someone for alleging harassment or bullying is victimisation. Not allowed. The only valid instance would be if you made proven groundless allegations, for example if you had alleged language or words that were not used (alleging use of the N word for example).

An employee could be disciplined if they raised numerous grievances as this could be deemed vexatious. This is not what is happening in your case so they should not discipline you.

Trying to explain away the issue is very common, particularly when they have taken the upper hand by starting the investigation when you have not made a formal complaint. Knowing what the policy and procedures are will enable you to identify where they fail to follow their own procedures.

@HotelCaliforniaOnRepeat suggests a sensible way to proceed. Evidence is key so make sure you have a timeline to show a continued pattern of behaviour.

How you approach this depends on what outcome you want and what type of organisation you work for. If, as you say, they unfairly made someone redundant they may have no hesitation in doing the same to you.

Do not underestimate how hard this will be on you, even if they are in the wrong. Having TU support can help. Sometimes getting another job is the right option, sometimes standing up for what is right is worth it. Only you can know what is right for you.

Hi, if you haven’t already, please contact acas.

Thank you all for great advice, @Margaritatime they are not following their own procedures here as grievance policy says try to resolve informally first which they haven't done. Why would they want to go straight in? Shall I highlight failure or let them make mistakes? Sorry for all the questions!
Yes I agree it is very taxing, sleepless nights, heart rate high, I assume this is all normal, like you say I may just ask them if voluntary redundancy is an option eventually but feel like I need time to work it all out. The fact I am shielding and they are all in same workplace together I think adds to this - mobbing.

@CuthbertDibbleandGrubb thank you that's reassuring at least!

Thank you @HotelCaliforniaOnRepeat yes, less is more I think right now
@TheAudie - on my list for tomorrow thank you!

Let them make the mistakes as it strengthens your case, but Follow ACAS advice.

Evening all,
So after asking for an informal chat and it being agreed to I received an email from HR saying 'You made a bullying allegation against X and you stated you have evidence' then something about how they don't take these things lightly and that there will be an investigation. That I will be hearing from someone else about the meeting.
I do have evidence but at no stage did I mention this. I am ignoring this email as I think: a. They are determined to escalate
b. I think they want me tell them whether I have evidence

Any advice MN on what I should do here?

In the meantime they have also loaded me with an impossible task which I'm doing to the best of my ability but they will know is a ridiculous and unnecessary ask. They are ticking all the text book bullying tactics it seems

Anyone ? :)

OP, is there any union you are part of?
As to your response, I would reply ''Noted with thanks'' and nothing more but make sure you have collated evidence and someone to attend that meeting with you if possible (would depend if you are unionised or not).
Also in terms of the impossible task, I would also outline what current barriers/problems stop you achieving it - is it an unrealistic target? is it measurable? do you have enough time to meet the deadline if one is specified? what support/budget/manpower would you need to achieve it and is it a specific goal?

Thanks @JarvisCockerSpanieI yes I'm part of a union but they are very slow to get back so still waiting for person to get in touch. So I don't need to deny in writing the part about 'you stated you have evidence'? Hope it won't look like I've accepted it as fact.
Thank you, will note down as you suggest in relation to task set, I'm WFH due to shielding and can't obtain all the information needed to complete task properly. No help will be given. Told do the best with what you know but this is professional integrity.

Evidence could be a log of negative interactions. It could be the spreadsheet of date-stamped unanswered mails. It could be witness testimony from colleagues - do you have any who could back you?
Anything that isn't he said-she said hearsay?
Bumping for you in the hope that someone more useful comes along

Ah thanks @JarvisCockerSpanieI appreciated! I have evidence for definite but I didn't say I did if you see what I mean. I feel they are looking for answers/how strong I think my case is so want me to respond.

Just acknowledge email. You could add as per procedures (check what they say) I expect to be notified who the independent investigator will be and that I will be interviewed within x working days.

Wait to be interviewed to set out your case and provide supporting evidence. Take someone with you who can take notes for you, ideally a TU rep. Also list any witnesses you want then to also interview.