I must say that I take this article pretty personal, in the way that I had to deal with colleagues that were not quite affable in my day. With the boom of mandated Sexual Harassment Training laws there is an underlying problem that also needs to be subscribed to. Perhaps even an unavoidable question that needs to be asked. Is the importance of addressing harassment in it's own right truly have to be sexual in nature, or can it just be the looming process of when one colleague tortures another?
I know, I know a long question and right off the bat you would immediately say ABSOLUTELY NOT! But here is the problem...the federal government states that harassment has to be truly defined as being discriminatory in nature. It is merely impossible to prove that someone is discriminating against you for the number of reasons it would take to define it by US Department of Labor standards.
So, when you are in HR and a Manager comes to you and says "Don't pay so and so for working overtime, because I didn't approve it." HR has to deny that request because it is against the law to not pay someone for working, especially with computerized documentation. However, HR tells the Manager that the only recourse is to write the person up. The Manager disagrees and becomes so irate that from that point on begins to ignore HR for the next 6 months. All HR requests are shrugged off, all policies and procedures are ignored to the detriment of the organization. When addressed with the big boss - their fear of being stuck without this person (that they may leave) is stronger than what is right - it continues, getting worse with every passing day.
How to Deal With a Bully at Work Becoming an easy target is very disturbing and destroys your well - being and capacity to do your work. This article may be quite helpful.
But please comment on this article and share your stories so that we might be able to re-define how our colleagues must be dealt with when they insist on being futile workers.
Written By: Aries HR Consulting