Bro Need Help!

[Callughan]

My younger brother was bullied at his previous employer(Private Bank)in various guises. He feels that they bullied him because he was the youngest in the department, had an MBA and was also the only foreigner in the whole department(difficult to prove).

He could not find a resolution internally, he went through HR, the Union and of course management who were part of the problem and eventually resigned. He now feel very much abused and is quite down most of all he would hate another employee to go through what he did. Is it advisable for him to inform the CEO of what is going on. Or are there other channels that he should be looking at. I don't think he has the emotional capacity to take this to a legal level.

Thanks,

C

[The Moose]

surely there can be no harm in writing a carefully worded letter to the CEO. by all means have him tell the CEO what the score is, but try not to get too emmotional in the letter - i mean, obviously this is an emmotional issue, and by all means tell him/her so...but dont let the whole letter focus around this, because it wont be of much use without the facts.

anyway, wish him all the best - it isn't nice at all for anyone to be in this situation - i dont understand how management can sometimes be like this!

The Moose

[MRDIITD5]

As a Union Rep myself, I find it difficult to believe that the Union didn't do anything to help. In cases of harassment/bullying/racism the Unions are in there like a shot. I know I would be. The problem is proof. Is there any evidence of wrongdoing? I am not being judgemental, just devils advocate. I deal with cases where someone accuses a co-worker of some sort of abuse and offers no firm evidence. The phrase "it happened last week" is a bit wearing when you finally wangle the day out of the victim only to find the "perp" was on a day off.

PM me your number if you think I can help. It is difficult to know which is the best course of action to take. To take things to an Employment tribunal you need to exhaust the companies grievance procedure.

Please don't think I am being negative but the burden of proof is on the victim in these cases and diary evidence certainly helps

Cheers
John

[Callughan]

The union said they could not get involved until a formal grievance had been registered. He was in a very small team and that would have escalated the tension therefore not a practical option.

The individuals involved were old timers in the company, if he was to take it down the legal avenue he would have to provide supporting evidence which is very difficult when it is his word against theirs, in terms of witnesses this would be current employees so again highly unlikely that they would risk losing their jobs, not to mention legal fees and the emotional cost involved etc...

The only thing is I doubt if this particular organisation would want it to get to that level as it would be very poor for their public image as it is what they count on. A letter to the CEO would at best I believe be met with an ackowledgement of receipt and of course no liability? (but at least she would be aware of what has happened)

He has again asked the union and is still awaiting a response. They may not care now his subscription has run out?

Thanks John,

Edited by Callughan on Sunday 24th August 01:12