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how did that go if so?
thankfully never had to, but wouldn't have any qualms about doing so
I guess I was part of a committee who talked to the boss about her, so it might have been a bit easier on my end.
Have you tried talking to your coworker about it? I did when I had a similar issue, even though it went against every sinew of my non-confrontational wimp self. She didn't quit being an asshole, but maybe its the right thing do before you go marching to management.
bit intimidated by the person though, i'm also terrible at confrontation. and i have a feeling it won't do any good.
it'll at least be confirmation that you need to refer it to the higher ups
But not really through formal channels. Be prepared to cite examples and if the behaviour is insidious then try to have a variety of examples which demonstrate a pattern of behaviour / attitude. This isn't strictly speaking my specialism but i know a bit about employment law- just shout if you need a steer. Is it just you that you us affected by this (I've had to have a word with our head of dept recently and it helped that I wasn't the only one speaking up about this person) .
i'm trying to stay very vague but it's kind of a reflection of wider patterns of behaviour that have been going on in this workplace for years (it was actually brought to the attention of a previous personnel manager who basically told everyone in the shop to stop blanking their co-workers, which didn't seem to change anything). i may well just couch it in general terms like that if i complain. last thing i want is to get someone in disciplinary trouble, it's more about just sticking up for myself.
With HILARIOUS consequences.
(Pretty sure nothing happened)
What's the point? Always kept in the back of my mind I could kill them if it came to it. They wouldnt have the balls. I win.
But good luck if you do. Also sorry you have crappy co-workers, it can really be a bummer seeing as you have to spend so much time with them.
with the person first (try and keep it polite and rational). In my experience, sometimes people aren't always aware of the effect of their behaviour on others, and this might actually resolve the issue.
If it doesn't (and it could be that this person is just unpleasant/etc), then you will need to approach the relevant manager about it. Make sure you have some concrete examples, with evidence, to back up what you're saying (keeping a diary might help with this). If you have a union rep, talk to them about it and see if they can give you some support.
Just be careful, though, if the person is otherwise popular - particularly with the bosses. This shouldn't be an issue in an ideal world, but unfortunately human nature doesn't always work like that.
with times and details focused particularly on the way in which it breaks company policy. It's a manager's nightmare to deal with this sort of situation, and many will be too worried about fucking it up to actually do anything well. Most have no training on how to handle these situations, so will be just as shit as you in knowing what to do. Whatever happens, whether it gets escalated to HR etc., all that those who have the power to make a difference will end up caring about are the cold hard facts which can be used as constructive dismissal about someone. Though the person may be an obvious utter cunt, something small they did which obstructed your work will have a much bigger impact to an impartial observer than laughing at a suggestion you made in a meeting.
This is easier said than done when someone's being an absolute tool, and if you've reached that point already, then you're probably nearing the end of your tether, but by keeping records, you cover yourself, and it'll be cathartic collecting it all. Just don't flip your lid and end up becoming the prick, whatever you do and no matter how justified you feel.
getting very close to flipping which is why i want to do something more sensible