How do I report my boss's behavior to someone who will do something about it? - behavior report template
I recently started at FedEx Ground, and the client is not very one-sided. It shows clear preference for all treated differently, and sometimes fire, as people from personal feelings towards them. I've just found out is that maybe can be laid off, because I have friends with someone there that does not work. Another type is a personal friend, the work of the past week, was drunk and that he was aware of this and said nothing to the people. It has a very bad attitude and was constantly with vulgar and sexual language and behavior. I knew what was going on before I was hired, but now I see it firsthand, and I think this man deserves to be fired. How do I do that? It needs to do something.
I want to see the truth. I do not want to someone who goes to investigate only to speak, and he sleeps with them or people for him and everything are back to normal.
Behavior Report Template How Do I Report My Boss's Behavior To Someone Who Will Do Something About It?
6 comments:
Go to the person above him, preferably as high as possible, the President, if you can. However, for the consequences that his boss, probably you know has reported, were being prepared.
When I remind you that you are unionized, and it would be very difficult to shoot. In addition, management of human resources and rarely wants to go against the union. When this guy in rats (them) for certain episodes of severe reprisals should be prepared. From the description in any case to a hostile work environment rife with sexual harassment. You may also be regarded as a spy, "if the report has reached about the status of your employees, and its peak turn the other cheek. A snitch is usually the fault is a violation of the laws, rules, regulations and / or an imminent threat for the public interest - fraud, health, safety violations and corruption are just some examples. They know the rich human resources in this manner, using these words in particular (sexual harassment and hostile work environment) so that it that your right to know. Should be fired after filing a formal complaint (and make sure you have everything documented), the so-called retaliation and the reasons for greater legal certaintySue.
When I remind you that you are unionized, and it would be very difficult to shoot. In addition, management of human resources and rarely wants to go against the union. When this guy in rats (them) for certain episodes of severe reprisals should be prepared. From the description in any case to a hostile work environment rife with sexual harassment. You may also be regarded as a spy, "if the report has reached about the status of your employees, and its peak turn the other cheek. A snitch is usually the fault is a violation of the laws, rules, regulations and / or an imminent threat for the public interest - fraud, health, safety violations and corruption are just some examples. They know the rich human resources in this manner, using these words in particular (sexual harassment and hostile work environment) so that it that your right to know. Should be fired after filing a formal complaint (and make sure you have everything documented), the so-called retaliation and the reasons for greater legal certaintySue.
Be sure to write everything goes including dates and times. Talk with your human resources department. Also check your manual to politics, who see in these cases, contact.
Be careful. It could explode in your face and that it would be in the cold.
I agree, you need to document what is this man - dates, times, has the names of the persons involved, etc. Some of the things he does is illegal, while others are not. Here is a brief summary:
This is a horrible practice, administration, there is nothing illegal about a bad attitude, not discipline an employee for misconduct or liking some employees better than others. The question is, are all people like it or not to the particular demographic (in other words, the truth "as" not just blacks? Only women? Asian? Older Workers? Etc.) So, it disriminating that is illegal.
It is also unlawful if an administrator to create a "hostile environment" sexual and derogatory language and behavior. (Opposite hostile environment is the least serious forms of sexual harassment - the other is "quid pro quo," meaning "for this" and asked for sexual favors in exchange for raises, promotions, etc. - and retribution threatened, if such plans fornot eligible.) jokes, photos, comments on the body of the employee, pipes, squint, etc. are all types of actions such as creating a hostile environment could be understood.
Talk to your website first person HR. If other employees who feel so, so, gathering in a group - there is power in numbers and resources tend to take immediate action if a pattern instead of a disgruntled employee. Alternative would be a nuisance and / or complaints about discrimination in his case by the U.S. Equal Employment Opportunity (www.eeoc.gov) The EEOC began an investigation file that is free for him.
You can also more by reading the posters that are likely to be bored in their break room or near your time - are legally obliged to publish at all workplaces. They have information on harassment and laws against discrimination and the relevant government contacts in your state.
Good luck - Go Get 'em!
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