Inappropriate behaviour at work
Discussion
Very brief details at this time.
Friend (female) has had a few problems with a colleague at work (male). It started with some comments about her looks. Leaning across to reach things instead of asking her to move out of the way.
Refusing to move on stairs outside so she has to brush past him.
Today he has touched her. On the side of her hips and neck.
He has been told not to and has still done it again.
Friend is worried about work. Doesn't believe that they will do anything.
What should they (work) do?
Legally I have no concerns about that process if that is needed.
Friend (female) has had a few problems with a colleague at work (male). It started with some comments about her looks. Leaning across to reach things instead of asking her to move out of the way.
Refusing to move on stairs outside so she has to brush past him.
Today he has touched her. On the side of her hips and neck.
He has been told not to and has still done it again.
Friend is worried about work. Doesn't believe that they will do anything.
What should they (work) do?
Legally I have no concerns about that process if that is needed.
Firstly I hope she is keeping a diary of all incidents and times she has spoken to him/management about the behaviour.
Secondly I would report it to the highest authority in the business that she can - in writing - making a formal complaint.
If nothing is done report to the police as harassment.
Secondly I would report it to the highest authority in the business that she can - in writing - making a formal complaint.
If nothing is done report to the police as harassment.
RedWhiteMonkey said:
Seems quite obvious to me, she should report it to her line manager and speak to HR.
I dont think there is a HR department. Its a small company. What should the company do? In my mind its simple. Speak to the offender. If it continues sack him. As mentioned, the legal side of it ive got no issues with and will discuss that with them later today. The company side i dont know.
Has she considered Meta glasses or recording on her phone when he is near?
Might be a bit obvious, though, and there might be gdpr issues if there is a screen with info in view. (Perhaps she could record herself as that would hopefully capture any intrusions into personal space without any concerns about data protection etc.)
Might be a bit obvious, though, and there might be gdpr issues if there is a screen with info in view. (Perhaps she could record herself as that would hopefully capture any intrusions into personal space without any concerns about data protection etc.)
king sex-case nonce or something?"
LosingGrip said:
I dont think there is a HR department. Its a small company.
What should the company do? In my mind its simple. Speak to the offender. If it continues sack him. As mentioned, the legal side of it ive got no issues with and will discuss that with them later today. The company side i dont know.
Ok, irrespective of the company size they have a responsibility for the safety and well-being of their staff. Absolute bare minimum, she needs to lodge a complaint with her line manager or boss (possibly in writing). It needs stopping quickly, doing nothing will only encourage the creep.What should the company do? In my mind its simple. Speak to the offender. If it continues sack him. As mentioned, the legal side of it ive got no issues with and will discuss that with them later today. The company side i dont know.
As difficult as I imagine it is, personally I think she needs raising this with her line manager, or if it's a small firm, the main boss directly.
From the descriptions given, it sounds like this guy is preying on her, with instances getting more and more serious. He's tested the water and having 'got away with it' to date, isn't going to ease up. In fact, I dread to think what his next 'move' might be, or what indeed he might be doing to other females in the firm?
It's one of those where whilst your friend might be concerned about her position in the company by not speaking out, but it's going to do herself (and maybe others) no good in the long run. Push comes to shove and she get's dismissed (not sure how that's technically feasible, but I know small companies can make things very awkward), she's probably best out the company in any case...?
Good luck to your friend, keep us posted.
From the descriptions given, it sounds like this guy is preying on her, with instances getting more and more serious. He's tested the water and having 'got away with it' to date, isn't going to ease up. In fact, I dread to think what his next 'move' might be, or what indeed he might be doing to other females in the firm?
It's one of those where whilst your friend might be concerned about her position in the company by not speaking out, but it's going to do herself (and maybe others) no good in the long run. Push comes to shove and she get's dismissed (not sure how that's technically feasible, but I know small companies can make things very awkward), she's probably best out the company in any case...?
Good luck to your friend, keep us posted.
RedWhiteMonkey said:
LosingGrip said:
I dont think there is a HR department. Its a small company.
What should the company do? In my mind its simple. Speak to the offender. If it continues sack him. As mentioned, the legal side of it ive got no issues with and will discuss that with them later today. The company side i dont know.
Ok, irrespective of the company size they have a responsibility for the safety and well-being of their staff. Absolute bare minimum, she needs to lodge a complaint with her line manager or boss (possibly in writing). It needs stopping quickly, doing nothing will only encourage the creep.What should the company do? In my mind its simple. Speak to the offender. If it continues sack him. As mentioned, the legal side of it ive got no issues with and will discuss that with them later today. The company side i dont know.
carguy45 said:
First thing I'd advise, regardless of HR or anything else, is to start noting down every single incident and date/time. There will be a time when this is needed to be recalled accurately.
Perhaps she could email incident details (as and when they take place) to her personal email from her work address so she has 2x copies of a time-stamped document, held in different places.Thanks for the replies. All taken on board.
Reference filming. She works in a care home, so this wont be possible. I will ask about any CCTV but I dont think there will be any.
She has called him out four times. Once when he made her feel awkward when leaning next to her to get something.
The next when he refused to move off the steps when she was leaving so she had to brush up against him to pass. She called him a dick and I think a team leader heard and told him not to be a dick.
Then today with touching her hips she called him out again. Not sure about the neck, but id imagine she would have.
In terms of me doing something and confronting him. Id love to. But one im away for five weeks and he knows I work for the police, so could make it worse job wise for me.
She is worried about the implications of reporting it job wise. Shes on a zero hour contact on bank. She used to work there around six years ago, left on good terms and came back last month following a period of long-term illness.
I'll chat with her more later tonight. Annoyingly, knowing how the criminal justice system works i have no faith in it if she was to report it. I know it will be NFA.
Reference filming. She works in a care home, so this wont be possible. I will ask about any CCTV but I dont think there will be any.
She has called him out four times. Once when he made her feel awkward when leaning next to her to get something.
The next when he refused to move off the steps when she was leaving so she had to brush up against him to pass. She called him a dick and I think a team leader heard and told him not to be a dick.
Then today with touching her hips she called him out again. Not sure about the neck, but id imagine she would have.
In terms of me doing something and confronting him. Id love to. But one im away for five weeks and he knows I work for the police, so could make it worse job wise for me.
She is worried about the implications of reporting it job wise. Shes on a zero hour contact on bank. She used to work there around six years ago, left on good terms and came back last month following a period of long-term illness.
I'll chat with her more later tonight. Annoyingly, knowing how the criminal justice system works i have no faith in it if she was to report it. I know it will be NFA.
RGG said:
I'm making assumptions.
Is the person a registered nurse?
They've been spoken to at local level.
Telephone Nursing Midwifery Council (NMC) - They will sort it.
If not registered, call Care Quality Commission (CQC).
Police.
They arent a nurse, but CQC is a good shout if work do nothing. Is the person a registered nurse?
They've been spoken to at local level.
Telephone Nursing Midwifery Council (NMC) - They will sort it.
If not registered, call Care Quality Commission (CQC).
Police.
Edited by RGG on Tuesday 17th February 17:29
I think you should report to the employer - officially not just "a team leader" before doing any of those things shouldn't you?
I mean if you're concerned how the employer will react CQC or Police or anything like that pretty much drags them into it anyway so it seems it's quite an escalation if your friend has not yet formally reported it.
I mean if you're concerned how the employer will react CQC or Police or anything like that pretty much drags them into it anyway so it seems it's quite an escalation if your friend has not yet formally reported it.
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