I work for a large company with over 1000+ employees. There is one manager here that has been with the company for 30 years and has been very abusive to other employees without punishment. Not only is he explosive and verbally abusive, but also he has been physical such as throwing things, grabbing and slapping male co-workers as well as females! Our director has said nothing of this behavior tending to look the other way or encouraging us to ignore this bad attitude. The V.P of our department and Human Resources know the situation and despite being reported a few times, he still continues to work here today. What are the options for employees that have to endure this difficult person’s rage when a “Zero Tolerance Policy” isn’t even adhered to by the people who wrote it? Isn’t this Human Resource’s job to get rid of people like this?
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4 comments to Difficult Co-worker And Company? |
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I had a boss like that once, a backslapper, an elbow to the solar plexus broke him of that real fast.
I would threaten to sue for a hostile work environment. In fact if you actually wanted to sue you would have a strong case. Perhaps you and your coworkers can file a class action suite. More than likely this manager is buddies with someone in authority and is being protected. Usually when a lawsuit is brought to the attention of the company their loyalty to the manger goes out the window and they let the manager go rather than risking having to pay out.
I’ve worked for companies and managers like this (Albetsons foods) and it is extremely difficult to remain positive and motivted.
Good Luck
If the company is aware of the abusive manager’s actions and attitude, and refuses to do anything, the next step is to go outside the company and report it. File a complaint with either the state or federal Department of Labor and have them investigate the situation.
If there is a reason this manager is being kept in the company, there is no good reason for him to be kept in a position where he deals with people.
Depending on how the company is structured and how their job duties are defined, Human Resources should be responsible for terminating this employee, or for recommending his termination. It’s possible they have recommended his termination or moving him to another position. It’s possible the HR recommendations are not being accepted by the board, CEO, or owner — whoever calls the shots.
You should talk with the HR Director. Let them know how you feel about the situation and how it affects your job performance. Some employees are afraid to speak up and often choose to quit the company rather than speak to HR.