Sexual harrassment and intimidation in the workplace
- Thread starter Six6siX
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In all curiosity what effect does this have?
Obviously - that is why I posted it. But since I posted it, the problem still exists and it appears that posting alone is not the solution to this particular problem.
Am I right in thinking that recordings are only able to used in evidence if the other party is aware they are being recorded? I suppose if she is asked to any meeting with him or he tries something under the pretense that it is a work related conversation, she could ask whether or not she could record it. If he refuses this though and she declines to continue - would this come across as refusal to comply with a reasonable request in the workplace?
I fully understand that - I know a good number of Pakistanis and Muslims who are exactly the opposite to the people I describe there. The statement was included for context only. I don't wish to start a debate on racial issues - that's not what this thread is for.
Goberpiles316 said:
I said in the OP that she has *some* messages but not all. The worst ones were unfortunately lost when her phone had some issues.
trigger-happy said:
No.
To those who suggested unions, I don't believe there is one for the company. Joining one now may not be much use as you need to have been a member for x months, blah blah. At least, that was my impression.
As for keeping it internal,
I'm not sure she has any confidence in the internal HR procedures or the company in general and from what she has said, the area manager and her manager are up each others arses.
I don't know enough about how the company works from that point of view to know whether the complaint would get passed straight to the Area Manager as he is next in the hierarchy or it would go elsewhere. I will ask her to print off a copy of the policy for me to take a look at things more closely.
Would it be reasonable to request HR to look at the case without him being involved?
If the police/CAB were involved what would the procedure be? What can be expected? And would a complaint directly to HR hold more weight if there are things like CAB/Police references involved?
It was a long winded way of saying "waterboard him."
Associate
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Waterboarding? It feels like you're drowning. Said to be utterly terrifying and leaves no marks. As such, it's excellent for torturing people.
Ahh ok, never heard of it before! I really should brush up on my Torturing techniques
I would still just get her to go to HR with all the examples, citing that she still has some text messages as evidence (and wherever else she has).
I would also ask that this is dealt with by HR due the the close relating ship of manager and area-manager. And say that she is considering contacting the police if this continues.
I think HR would get it sorted pronto, as no large company can afford to have people acting like that, it's too much of a risk for their image. If it really is a large company it could make the news etc.
This is admittedly something that crossed my mind too. Which is why I was looking for a resolution to her immediate issues till she finds a new job rather than a cure to the problem itself. On the other hand, what does she have to lose i guess!
True. It would make quite an interesting headline and detract quite significantly from the image the company tries to portray. There is far more than the harrassment side of things too such as the way the branch is run that would add to the case but if she decides to go ahead with this through HR would i be right in thinking that including such things would detract from her core complaint?
I will link her to see opinions here, I'd given my thoughts on the situation but its nice to see others agreeing that its entirely out of order and how to go about taking it further. Comments much appreciated so far but any input still welcome!
She needs to leave the job asap and get to a lawyer/solicitor.
The longer this goes on the more and more danger she will be in. The reason for this is the culprits will feel they are getting away with it and push the issues even more and from the sounds of it it has already gotten pretty bad.
Voice recordings can be used even if people do not know that they are being recorded. If she tries to get voice recordings of any sort they need to be very very clear but a hidden cam is a much better alternative.
She is not alone this type of thing is a lot more common than most people think but sadly 90-95% of cases never get reported.
The longer this goes on the more and more danger she will be in. The reason for this is the culprits will feel they are getting away with it and push the issues even more and from the sounds of it it has already gotten pretty bad.
Voice recordings can be used even if people do not know that they are being recorded. If she tries to get voice recordings of any sort they need to be very very clear but a hidden cam is a much better alternative.
She is not alone this type of thing is a lot more common than most people think but sadly 90-95% of cases never get reported.
Last edited:
Soldato
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wow 1st my thread about my work issues and now this.
Definatly get a trade union, theres GMB, Unison, Unite..... unite is Uks no1 biggest trade union, sadly you need to be registered with any trade union for a number or weeks sometimes 4 weeks, before anyone can represent you but they can still help/assist you.
I would also speak to ACAS who deal with employee issues there really good there the only people out there that really know what to do in work situations there number is : 08457 47 47 47, also google ACAS theres lots more info advising you on what you can do.
You can always file for a grievance and report it within the company, or with HR. HR will go thru a employee relations officer thats within her region and advise her accordingly.
Yes definatly keep note of any text messages photo them or print them and keep them safe, perhaps if someone else in the work place another female worker or friend can vouch for you, if so draw up a witness statement and get her to sign it.
Every last bit of evidence will count and help.
The job sounds quite bad, to the point where its easier to leave which is always an option. But bare in mind some places need 2 or 4 weeks notice to resign, and sometimes simply leaving can leave a ? for the next employer as I have recently found out !
Definatly get a trade union, theres GMB, Unison, Unite..... unite is Uks no1 biggest trade union, sadly you need to be registered with any trade union for a number or weeks sometimes 4 weeks, before anyone can represent you but they can still help/assist you.
I would also speak to ACAS who deal with employee issues there really good there the only people out there that really know what to do in work situations there number is : 08457 47 47 47, also google ACAS theres lots more info advising you on what you can do.
You can always file for a grievance and report it within the company, or with HR. HR will go thru a employee relations officer thats within her region and advise her accordingly.
Yes definatly keep note of any text messages photo them or print them and keep them safe, perhaps if someone else in the work place another female worker or friend can vouch for you, if so draw up a witness statement and get her to sign it.
Every last bit of evidence will count and help.
The job sounds quite bad, to the point where its easier to leave which is always an option. But bare in mind some places need 2 or 4 weeks notice to resign, and sometimes simply leaving can leave a ? for the next employer as I have recently found out !
some good advice there.
if the company has a moderately separate HR dept then try that, otherwise it might be best to go the outside route (CAB or acas etc.)
and she is ok to record conversations - as long as one person is aware of the recording (i.e. her) its totally legal.
if the company has a moderately separate HR dept then try that, otherwise it might be best to go the outside route (CAB or acas etc.)
and she is ok to record conversations - as long as one person is aware of the recording (i.e. her) its totally legal.