|mutant hedgehog worm|
I have a jackarse boss.
Fortunately I have been able to limit the amount of interactions I have to have with him.
He is the company CEO/President. So is based in another city to my office.
However he has started to massively micromanage and harass our new office manager.
He treats her as if she was incompetent, makes impossible demands and just generally makes her life hell.
This morning I had to comfort her as she was in tears after him yelling down the phone at her, because he was too stupid to understand what she was telling him.
What do I do? Do I tell our direct manager who is also in another office? Do I just leave it? as you can't change fuckwits, just have to deal with them.
I just don't know how to address a boss that could fire me tomorrow, to indicate that their behavior isn't acceptable in the workplace?
And let nature take it's course. Sorry for your friend.
Can you both join a union? (I have no idea if Canadian unions are any use!)
In the meantime, keep a diary of the incidents, with dates, in case it all blows up and you want to support her with evidence when it does.
Anyway, props to you for being on her side (as of course you would be). Here's hoping he gets eaten by a bear.
"bring on the be-tentacled oppressors" - fluffyllama
|Has no front teeth|
What does Canada have by way of a Labor Relations Board?
And yes, document, document document.
He may be CEO, but does the company have a Board of Directors or an owner he is answerable to?
Fandangling across the moony sky,
went the Beezee bold as brass,
side-saddle she sat, on a big painted bat,
shooting moonbeams out of her a(censored)e.
Isn't sanity really just a one trick pony, anyway? I mean, all you get is one trick, rational thinking! But when you're good and crazy¦ooh ooh ooh the sky's the limit!
|Dane Cook's Final Horcrux|
NOt knowledgeable about this sort of thing, but with anything you might want to complain about real-time records (ie keeping a note of incidents at the time, rather than relying on memory later) as Hive said, is essential. That way if it ever does go further, you have a far more compelling case.
I'm thinking that a lot of my internal conflict and malaise comes from the tension between the life I ACTUALLY want to live, and the stories I'd love to be able to tell? - T-Rex, qwantz.com
|mutant hedgehog worm|
Yeah I doubt a union would be any help,
We are a small company there is only us 2 in the office and only 2 higher level staff, both work from home.
I just checked and the company is supposed to have workplace harassment policies etc.
Previously we have all been contractors, I don't think the CEO realises the shitpile of laws he has got himself into with bringing people on as employees.
So if I do anything I can get fired with no notice etc, as I'm a contractor. I don't come under any of those laws etc.
Labour laws do exist for this it's just hard in such a small company.I think I'm just going to sit on it. If it continues I will try and get her to discuss it with the other manager. As I'm worried I would just get fired if I bring it up. You are supposed to address complaints to your supervisor according to the law, it would only go to the ministries if you were wrongfully dismissed due to it etc.
|Tori lookalike contest winner, 2001|
What a timely topic as I am currently having to deal with such a situation myself.
As everyone has said, document document document.
From what you are saying, it seems to me that your office manager needs to be the one to address this issue since she is the one experiencing the direct harassment.
In dealing with upper management, the important thing is to keep emotions out of it and stick with the facts when addressing issues. Frame it in terms of how it is negatively impacting the work environment and/or work flow process. My suggestion would be if you were to approach your direct manager, to frame you conversation in that way, i.e. how his management style and ways off communicating are negatively impacting the ability of your office to do their jobs.
My suggestion to her would to be not to engage in his tantrums. If he's going to yell, treat him like a child. "I can't understand you when you are screaming. If you want to have this conversation as a professional, we can engage, otherwise I would request that you submit your concerns or communications in writing since it appears we aren't able to effectively communication orally at this time." (Yes, this is bullshit I've had to deal with...)
Maybe the other office managers have suggestions. The only other solution that I can think of is for her to have a meeting with him with a neutral third party. Does Canada have something comparable to the US's EEO?
The World's End.. as Sims!
|Part-time amateur cardiologist|
Unfortunate voice of reality here: get your resume together and move on.
I am speaking from a USAian perspective, but there is very little you can do without a ton of capital to go to court. Best method I have found is just to cut your (or convince her) loses as sad as that may be.
|mutant hedgehog worm|
|daysleeper's love-slave (now with documentation!)|
I can somewhat relate, without really adding much to the solution. My unit is experiencing a lot of bullying, but is "horizontal violence." Coworkers are bullying new hires, especially on night shift where there is currently an obvious lack of strong leadership. The experinced crew is expecting new hires to be up and running with skills comparative to them right out of the gate. And when the new hire asks a "stupid question" they become the target of ridicule. It does not promote a safe environment for the clients at all, as it will just lead to new hires not asking questions to learn and will make a major mistake eventually, or they will just be run off and we will be perpetually short staffed as we repeatedly spend money to orient the newbies then have them go somewhere else.
Ah Billy. After the Arctic and Pacific, you're my favorite Ocean
|Knows what a real civil war should be|
The U.S. Workforce, 2013:
|Powered by Social Strata|