topic Re: Work Issue - Want your OPINION in Among Friends

Work Issue - Want your OPINION

Happiness Is Inside JOB — Thu, 07 Feb 2019 14:12:20 GMT

Hey QVC Friends - I want your opinion on how to handle a problem at work. First off this is not a private sector job so I have more security from immediate firing.

I'll give a quick summary. I assist managers with OHR issues including vacancy annnouncements. Employee A and Employee B were hired for the same job. Employee B's family is friends with senior leadership. Hence she has been promoted several times and has not had any increase in duty.

Employee A and Employee B are on the same postion description but Employee A is given a 80% more work than Employee B.

Hence Employee A filed an EEO Compliant. She listed me as a witness and several other employees.

I never said anything to anyone that i knew she listed me as a witness. Now that the case is moving forward, the EEO Compliants Investigator met with Employee A. The EEO Investigator sent her an email that he has to meet with management prior to meeting with her witnesses.

Now here is the sticky part. I never discussed with anyone and I KNOW my supervisor knows I am listed as a witness. I say that because I'm sure they were contacted by now.

So I have just kept working as normal, and made come comments about the issue.

Well on Tuesday my immediate supervisor asked to have a meeting with ME on today. He did not say the topic. So on Wednesday, I sent him a professional email and just inquired the topic and possible attendees so I can prepare and bring the appropriate OHR files. I can't confirm that he wants to talk about the EEO case.

Now here is my question and need for advice.

If he asks about it, what do I say.

I DO NOT WANT TO TALK ABOUT IT WITH HIM.

I don't want to give any statement. If he says something like, tell me what you will say or plan to say in the EEO Case? Or he might say, you work for management and we don't want you to talk to the EEO POC.

As a side comment:

Also, the Employee A can later do an EEO complaint against me that I conspired with management when I knew I was listed as her witness.In the federal government, one employee can file a complaint against another.

SO....

What should I prepare myself to say?

Can I say I'm a hostile witness and dont want any retailation so I don't want to speak about this matter with him.

I want to hear all comments and suggestions.

Re: Work Issue - Want your OPINION

ValuSkr — Thu, 07 Feb 2019 14:23:55 GMT

I would ask Human Resources what they'd recommend. If you are Human Resources (that wasn't clear), then just be honest. You have to live with your conscience. It seems government workers have all kinds of protection that poor private sector folk do not, so I wouldn't fear for your job.

Re: Work Issue - Want your OPINION

Happiness Is Inside JOB — Thu, 07 Feb 2019 14:27:55 GMT

@ValuSkr wrote:
I would ask Human Resources what they'd recommend. If you are Human Resources (that wasn't clear), then just be honest. You have to live with your conscience. It seems government workers have all kinds of protection that poor private sector folk do not, so I wouldn't fear for your job.

Thanks

Our OHR Office is not in our state, so I work with them to get things done but I'm not in the OHR Office.

I'm hesitant to call OHR because they or at least many of the people....to get ahead....they go RIGHT BACK and tell management. I need to get legal advice from an outside source who can't come back and tell the same managers I work with.

Re: Work Issue - Want your OPINION

Imaoldhippie — Thu, 07 Feb 2019 14:39:11 GMT

You are inbeween a rock and a hard place. I am sorry that you are in this position.

However, if it were me and if they ask I would tell them that I am going to tell the truth. You will feel good about yourself. It is the companies fault that you are in this position, not yours. If you fib to cover the facts how will you justify that with yourself?

You could consider recording the conversation just to CYA.

Sounds like this company needs a comeuppance and not be allowed to continue with unfair treatment of their employee's. If they would do this to others they would not hesitate to do this or worse to you.

I wish you the best.

Re: Work Issue - Want your OPINION

RinaRina — Thu, 07 Feb 2019 14:47:24 GMT

When you said "Employee A and Employee B" and "gov't" followed, I didn't need to read past paragraph 3. You must go to EEOC and ask them what to do if your supervisor asks you questions about the case.

If EEOC does not get back to you in time, then tell your supervisor, you have to check with EEOC before you can say anythying. In the meantime, you'll have to be evasive.

If I were you, I'd just say, "I can't talk about it."

BTW, knowing how the gov't works and how EEOC works, I'd tell Employee A to transfer to another agency.

Re: Work Issue - Want your OPINION

CelticCrafter — Thu, 07 Feb 2019 14:45:53 GMT

Unless he's involved directly in the investigation I would politely tell him that you don't care to discuss the situation with him?

Re: Work Issue - Want your OPINION

Eileen in Virginia — Thu, 07 Feb 2019 14:48:15 GMT

Your assumption that he wants to discuss the EEO claim might be wrong. But if it isn’t, if I were in your shoes, I would tell my supervisor that I don’t know what I’m going to tell the investigator because I don’t know what they’re going to ask me. Until you’re in the room with the investigator, you really don’t know the questions they’ll ask you. Also, it may be in your best interest NOT TO KNOW beforehand. Midway through my Federal career, I and about 5 other women were named in an EEO complaint that someone who shared work space with my organization had filed against his supervisor. The only thing we knew was that we would be interviewed by the EEO investigator. The shocked expression on my face, coupled with my exclamation of “He said what?!!” was all the investigator needed to determine that the guy was lying about me. Of course, he asked me some other questions, but it was clear that I didn’t do/say what the guy had alleged. Up until that point, I thought this guy and I had a decent workplace relationship, so you could have knocked me over with a feather.

Do you have any official responsibility for supervising and/or assigning work to either of these employees? If not, you don’t really know about performance that may have led to Employee B’s promotions and Employee A’s lack thereof. Sure, there’s the rumor mill, but that’s just gossip. If I were you, I’d keep good notes about your meeting with your supervisor. If higher management pressured him into promoting Employee B before she was eligible and qualified, he’ll need to provide his own documentation for his actions. Just tell the EEO investigator the truth and let your supervisor take care of himself.

Re: Work Issue - Want your OPINION

hayseed00 — Thu, 07 Feb 2019 14:54:55 GMT

I know you're in management, but do you belong to a union, because they could give you some guidance. I worked for the state of NY and I know most individuals in supervisory position didn't belong to a union.

Re: Work Issue - Want your OPINION

CAcableGirl2 — Thu, 07 Feb 2019 15:10:07 GMT

@Happiness Is Inside JOB I would have the meeting and if asked about this situation, tell him/her that you don't know what they will ask you, but you will be honest. You never know, this meeting request could be something entirely different.

If they start grilling you about this EEO complaint, then tell them you don't feel comfortable being asked those questions (that should be the clue for them to stop hounding you). And then STOP TALKING about the situation - the fact that you don't feel comfortable in their questioning should stop the meeting.

And depending on how it goes from there, I would notify the group that will be doing the investigating of the meeting and go with their advice.

I have found in many years, that honesty is the only way to go, otherwise, you will start to dig a hole for yourself and won't be able to stop.

Make sure you arrive to your meeting with a note pad and a pen. Take notes of what was asked. Those who are asking/doing things that they don't like won't like the fact that you will be taking notes.

I once had a meeting with a HR person that was pretty high up there regarding something that the company had done that was legal but I felt was not right for my department. When I whipped out the pen and paper and started to take notes, her entire attitude changed because she DID not want a record of what she was asking and talking to me about.

Re: Work Issue - Want your OPINION

Sooner — Thu, 07 Feb 2019 15:12:42 GMT

Get a lawyer.

Re: Work Issue - Want your OPINION

Happiness Is Inside JOB — Thu, 07 Feb 2019 15:13:24 GMT

THANK YOU so much. Everyone has provided such good advice.

I am not in management and we don't have a union in our specific office. In the agency, some offices have a union but it is a case by case basis.

Re: Work Issue - Want your OPINION

brandiwine — Thu, 07 Feb 2019 15:23:50 GMT

Be honest. Tell him what you have observed. Don't elaborate. If he tells you what he wants you to say, tell him to email his instructions to you so you have a full understanding of what's expected of you.

Re: Work Issue - Want your OPINION

SXMGirl — Thu, 07 Feb 2019 15:32:14 GMT

@Happiness Is Inside JOB, the main thing is to be honest. You should not be discussing anything with your boss about this case.

I am wondering how you became a witness for A. You mention that you go about your work and made cmments. Did these comments agree that A was given much more work than B? Is that how you became a witness? The EEOC will want to know what you know and how you know it.

One job of your boss is to protect the company. Another job is to protect employees. What is the dynamic between your boss and A? Does A report to your boss? Are you, A, and B all on the same level job-wise? If not, what is the relationship between your boss and theirs?

While I would tell the boss that you will answer all questions honestly, this might be the time to find out things from him/her about how work is distributed. In other words, was A given more work so that A would quit. Hopefully, you have the type of relationship with your boss that you can find out a few things before your meeting with EEOC.

Re: Work Issue - Want your OPINION

Laura14 — Thu, 07 Feb 2019 15:32:52 GMT

@Happiness Is Inside JOB I have been in a couple sticky spots at work. I am private sector and we go through owners like potato chips so I have had to train quite a few.

I ended up in a "meeting" with the second owners pretty quickly and I can tell you the thing I am most proud of myself for is that I told the truth, was constructive as could be with my words, and I stood up for myself especially when the guy crossed the line into unprofessional immaturity.

I know this is counter to a lot of our upbringing and ingrained manners but CYA at all costs. Because what I have learned since then is even the people who you think will definitely hold you up with the truth will actually disappear like the rats they can be when you are fighting the good fight.

Always be true to yourself and the facts of whatever is going on and people will respect that. I thought for sure I was going to be out the door but they kept me and that guy I had such a row with became one of my top admirers because at the end of it all, I was trying to help him and told him so. After a while, he believed me and I did.

Good Luck!

Re: Work Issue - Want your OPINION

LTT1 — Thu, 07 Feb 2019 19:23:03 GMT

@Happiness Is Inside JOB

I will speak with DH later...sorry because he already left for walking. He retired from management from a major national bank and always had the best advice having prepared for employee situations.

He prepared me also for a few teaching situations from the classroom, such as a court trial because of two students fighting.

He would tell me first off, say as little as possible. You are not required to play miss nicey -

That means do not volunteer ANY information. Answer “yes” or “no” if you feel pressed.

Human Resources is not your friend... it functions to protect the company.

per DH “You never know what you are getting with the EOC (regarding personality of one of their reps) and yes, he has had a few of these situations.

If boss asks you, say you will answer their questions truthfully.

If you are asked to give an opinion, say you don’t feel qualified to have or give an opinion.

Re: Work Issue - Want your OPINION

FranandZoe — Thu, 07 Feb 2019 15:59:45 GMT

I agree - HR is not your friend and neither is your boss. If your boss wants info about the meeting with EEOC tell him you're not comfortable discussing it. Sounds like he's on a fishing expedition. Say nothing. Be honest with EEOC. Don't volunteer - just answer what is asked of you. In the future keep your mouth shut. Good luck.

Re: Work Issue - Want your OPINION

Eileen in Virginia — Thu, 07 Feb 2019 16:14:07 GMT

@SXMGirl wrote:
@Happiness Is Inside JOB, the main thing is to be honest. You should not be discussing anything with your boss about this case.

I am wondering how you became a witness for A. You mention that you go about your work and made cmments. Did these comments agree that A was given much more work than B? Is that how you became a witness? The EEOC will want to know what you know and how you know it.

One job of your boss is to protect the company. Another job is to protect employees. What is the dynamic between your boss and A? Does A report to your boss? Are you, A, and B all on the same level job-wise? If not, what is the relationship between your boss and theirs?

While I would tell the boss that you will answer all questions honestly, this might be the time to find out things from him/her about how work is distributed. In other words, was A given more work so that A would quit. Hopefully, you have the type of relationship with your boss that you can find out a few things before your meeting with EEOC.

@SXMGirl I respectfully disagree with the last paragraph of your advice, except for telling him that she’ll answer the investigator’s questions honestly. Unless @Happiness Is Inside JOB is responsible for supervising or assigning work to these employees, neither she nor her supervisor should be discussing their work assignments or performance. If Employee A’s claim is valid, the supervisor has a lot to answer for. @Happiness Is Inside JOB doesn’t want to know anything about any of that going into the EEO interview. If it comes out that she and her supervisor spent more than a couple of minutes discussing the EEO interview, the interviewer might decide they were trying to get their stories straight.

Re: Work Issue - Want your OPINION

chrystaltree — Thu, 07 Feb 2019 16:16:18 GMT

@RinaRina wrote:
When you said "Employee A and Employee B" and "gov't" followed, I didn't need to read past paragraph 3. You must go to EEOC and ask them what to do if your supervisor asks you questions about the case.
If EEOC does not get back to you in time, then tell your supervisor, you have to check with EEOC before you can say anythying. In the meantime, you'll have to be evasive.
If I were you, I'd just say, "I can't talk about it."

BTW, knowing how the gov't works and how EEOC works, I'd tell Employee A to transfer to another agency.

I do work in the private sector; the initials and jargon are different, but the process is the same for everyone. I agree with the above poster, ask your EEOC officer how you should handle the situation with your supervisor, if he ask. I'm pretty sure that they will advise you not to discuss it with him. I would say "It involves a third party and it is a confidential matter that I cannot discuss with anyone".

Re: Work Issue - Want your OPINION

Pook — Thu, 07 Feb 2019 16:40:50 GMT

@Happiness Is Inside JOB Do not discuss this with management or anyone for that matter no matter what they tell you. If you are called as a witness, you are not to discuss anything until you testify! I would just say that you are not at liberty to discuss the situation which is the truth. If there is any retaliation from management, you should file a complaint based on that.

I don't understand what you mean by you don't have a union in your specific office. It sounds to me like you still should be covered by the union contract of the other offices affiliated with yours unless you are considered a confidential management employee.

Re: Work Issue - Want your OPINION

Silver Lining — Thu, 07 Feb 2019 17:23:58 GMT

@Happiness Is Inside JOB, please know that I am not taking sides. My interpretation follows. From what you said in this post, apparently you have made comments to other staff,and maybe to Employee A, that are in agreement and favorable to Employee A's complaint against Employee B. The remark that Employee B's "family is friends with senior leadership. Hence she has been promoted several times and has not had any increase in duty" is inflammatory. It is an opinion but worse because it is an accusation of wrongdoing by management.

You learned that the EEO investigator told your supervisor that he has to meet with management before he meets with Employee A's witneses. He is following the procedure requested by EEO. Go the meeting. If you don't want to answer your supervisor's questions, tell him you decline and want to talk to EEO. Stay calm and professional. DO NOT take some adversarial stance as some posters here have advised. Answer or don't answer just be honest.