Workplace Bully about to become my boss, help
July 3, 2018 5:39 AM Subscribe
There's a person in a senior position in my organization who has been moved around for years because he's bully, he harasses women in particular, yells and abused contractors and is overall a nasty person.
This individual is still here because he's very knowledgable and because this is the Federal Government where it takes a ton of paperwork and documentation to fire someone and no one has time to do that. While he hasn't been fired, he has been moved out of several organizations - and some documentation was done to have that happen, though the people who made that happen are no longer with the organization or are easily reachable so tracking that documentation down is difficult.
This person, I've been told, is about to become my supervisor. Do I have any recourse here other than having to find another job? What steps can I take to possibly prevent this from happening? Everyone knows about this person, his reputation is widespread. Even the person who is the head of the organization was once a victim of abuse, but this person won't take the time/invest resources to do the proper paperwork to get rid of him. Is this legal?
This individual is still here because he's very knowledgable and because this is the Federal Government where it takes a ton of paperwork and documentation to fire someone and no one has time to do that. While he hasn't been fired, he has been moved out of several organizations - and some documentation was done to have that happen, though the people who made that happen are no longer with the organization or are easily reachable so tracking that documentation down is difficult.
This person, I've been told, is about to become my supervisor. Do I have any recourse here other than having to find another job? What steps can I take to possibly prevent this from happening? Everyone knows about this person, his reputation is widespread. Even the person who is the head of the organization was once a victim of abuse, but this person won't take the time/invest resources to do the proper paperwork to get rid of him. Is this legal?
background - i left a job in (non federal) government because i couldnt handle working for an abusive asshole for a minute longer, and in my exit interview with HR (whom i had gone to repeatedly to report his inappropriate behavior and comments previously) the head of HR for our agency told me that she knew he was the reason numerous other folks had left, despite being otherwise happy with their roles and our work.
if you dont want to just get out (and i cannot honestly tell you that the job i moved to was remotely perfect) id suggest you think about the flip side of your "no one will take the time or energy to get rid of him because its too onerous" observation: its going to be an enormous pain in the ass and lengthy process to remove you from your role too. im not suggesting abdicating your responsibilities or not showing up, but respond to abusive comments by pointing out that they are inappropriate and abusive and reminding everyone within earshot that you are documenting them. i would tell whomever was responsible for making this person your supervisor, in writing, that you have serious concerns about your new supervisors comportment and outlining whatever steps you feel are needed to keep it reasonably in check (for me, at a minimum, it would be the expectation that all instructions be written/sent via email for later clarification and probably a refusal to ever have to meet one-on-one - this seems extreme and is probably unworkable in many office settings but its a totally reasonable expectation if you want to protect yourself from an abuser. ) If they push back on your request id play dumb and ask what they expected when they continually moved and promoted an abuser, and if you felt like playing hardball id suggest that whatever documentation his previous lateral moves had generated could become discovery fodder in a lawsuit.
posted by Exceptional_Hubris at 6:03 AM on July 3, 2018 [30 favorites]
if you dont want to just get out (and i cannot honestly tell you that the job i moved to was remotely perfect) id suggest you think about the flip side of your "no one will take the time or energy to get rid of him because its too onerous" observation: its going to be an enormous pain in the ass and lengthy process to remove you from your role too. im not suggesting abdicating your responsibilities or not showing up, but respond to abusive comments by pointing out that they are inappropriate and abusive and reminding everyone within earshot that you are documenting them. i would tell whomever was responsible for making this person your supervisor, in writing, that you have serious concerns about your new supervisors comportment and outlining whatever steps you feel are needed to keep it reasonably in check (for me, at a minimum, it would be the expectation that all instructions be written/sent via email for later clarification and probably a refusal to ever have to meet one-on-one - this seems extreme and is probably unworkable in many office settings but its a totally reasonable expectation if you want to protect yourself from an abuser. ) If they push back on your request id play dumb and ask what they expected when they continually moved and promoted an abuser, and if you felt like playing hardball id suggest that whatever documentation his previous lateral moves had generated could become discovery fodder in a lawsuit.
posted by Exceptional_Hubris at 6:03 AM on July 3, 2018 [30 favorites]
I'm sorry to say that unless you have some kind of promotion or job change on the horizon, I would be looking for the exit. If you have a very strong mentor higher up, then you have some other options. If you do not, you won't have much leverage, I fear.
If you don't have direct experience with him, give him some kind of chance. But if you do, it is fairly difficult to remove even an abusive boss when it's obvious the person in question has some good experience staying just on the right side of the line. I would find myself other options, and run. Sorry.
posted by frumiousb at 6:43 AM on July 3, 2018 [2 favorites]
If you don't have direct experience with him, give him some kind of chance. But if you do, it is fairly difficult to remove even an abusive boss when it's obvious the person in question has some good experience staying just on the right side of the line. I would find myself other options, and run. Sorry.
posted by frumiousb at 6:43 AM on July 3, 2018 [2 favorites]
people dont quit jobs, they quit their boss is a saying for a reason. You need to take care of you, because your employer wont do it for you. Unless you yourself are in a position of power high enough to have this person removed (or have enough influence on someone who is), then you probably need to get out if you're not willing to try and deal with the situation. Sorry, it sucks, I know.
posted by cgg at 6:50 AM on July 3, 2018 [3 favorites]
posted by cgg at 6:50 AM on July 3, 2018 [3 favorites]
A year ago your recourse would have been depressingly bureaucratic. The good news is: The times, for harassers of women, they are a'changin. The words "he harasses women in particular" are your friend. There are cultural and social media shortcuts through the paperwork now to make life very difficult for a powerful man who harasses women in the workplace. I can't give you an actual plan, but if I were in your shoes I would document everything questionable this guy does or says that could be interpreted as gender-based intimidation, and take that exact phrase -- he harasses women -- to a woman in power in your organization the minute you have any data at all. People are leaping off the ships that harbor guys like this and making big splashes. Good luck!
posted by nantucket at 6:53 AM on July 3, 2018 [9 favorites]
posted by nantucket at 6:53 AM on July 3, 2018 [9 favorites]
I am in Federal service and I worked for a micro-managing, bullying boss. (He wasn't an obvious, nasty, bully, but more insidious and controlling.) I went to his supervisor with my complaint, and was told that supervisors in my organization are given a lot of leeway in how they run their offices, so he didn't want to interfere if he wasn't doing anything explicitly against the rules. I went one level higher, and that manager encouraged me to make a formal complaint to the regional director's office, which I did. Everyone in my office was interviewed, and had the same experiences: being yelled at for no reason, being given conflicting instructions, setting employees against each other by revealing confidential information. Then... nothing happened.
I met with the Assistant Director to ask about the outcome, and he said there was nothing he was doing that was against a rules. I said: "OK, then that means in this organization, we accept that it's ok for supervisors to yell at their employees rather than act in a professional manner." He said "No, not at all!" I said, "Well, that is one of the major complaints! And you say you won't do anything." He leaned back in his chair and said, "Well. Then, yes, I guess it's ok." I left absolutely furious.
Fast forward a few months. His first-level supervisor retired and someone else got promoted to the position. The new supervisor was someone I had kept in the loop about the issues to get advice and feedback. He immediately called a staff meeting and with everyone present said that those behaviors would not be tolerated, and that his door was open and anyone with a complaint about our supervisor should let him know. Bully Supervisor's behavior changed immediately.
In my experience and the experience of others I have talked to in various agencies, it really comes down to the culture of that agency but more importantly the local group. I would document EVERYTHING no matter how small, and familiarize yourself with whistle-blower protections. Your best course of action may be approaching his supervisor, or EEO, or HR. Some agencies have an Ombuds officer. It might even take an email or call to someone at the national level.
Regarding that, one more story: Years ago I had a supervisor who was impossible, but also clearly breaking rules of the workplace. He was drinking at his desk, to the point of passing out, in addition to his terrible treatment of staff. He thought he was hiding it because our office was relatively secluded, and, even though we were in a Federal building, his supervisor was 500 miles away. Calls and complaints to his supervisor fell on deaf ears. No one wanted to deal with it. Finally, in a fit of desperation, I sent an email to the national Office of the Inspector General enumerating the issues. I got a reply that a redacted version of my email was sent to our national Human Resources office. I didn't expect anything to happen, but within a month or so, an HR officer showed up unannounced with a printed copy of my redacted email in hand. She gathered us all an said she had received this, but didn't know who sent it and didn't care, but had to follow up. I volunteered that it was me, so any questions she had I would be happy to address. After giving our supervisor "one more chance," and after another few awkward months, he was fired.
So, things can happen. If you're not up for the drama of going higher up, and have other options for jobs, I'd sure look into it. Otherwise you'll have to put up with it or keep knocking on doors to get something done. In my case, I didn't have a choice. My field of expertise was so limited that I couldn't make a lateral move without relocating.
Good luck.
posted by The Deej at 8:07 AM on July 3, 2018 [13 favorites]
I met with the Assistant Director to ask about the outcome, and he said there was nothing he was doing that was against a rules. I said: "OK, then that means in this organization, we accept that it's ok for supervisors to yell at their employees rather than act in a professional manner." He said "No, not at all!" I said, "Well, that is one of the major complaints! And you say you won't do anything." He leaned back in his chair and said, "Well. Then, yes, I guess it's ok." I left absolutely furious.
Fast forward a few months. His first-level supervisor retired and someone else got promoted to the position. The new supervisor was someone I had kept in the loop about the issues to get advice and feedback. He immediately called a staff meeting and with everyone present said that those behaviors would not be tolerated, and that his door was open and anyone with a complaint about our supervisor should let him know. Bully Supervisor's behavior changed immediately.
In my experience and the experience of others I have talked to in various agencies, it really comes down to the culture of that agency but more importantly the local group. I would document EVERYTHING no matter how small, and familiarize yourself with whistle-blower protections. Your best course of action may be approaching his supervisor, or EEO, or HR. Some agencies have an Ombuds officer. It might even take an email or call to someone at the national level.
Regarding that, one more story: Years ago I had a supervisor who was impossible, but also clearly breaking rules of the workplace. He was drinking at his desk, to the point of passing out, in addition to his terrible treatment of staff. He thought he was hiding it because our office was relatively secluded, and, even though we were in a Federal building, his supervisor was 500 miles away. Calls and complaints to his supervisor fell on deaf ears. No one wanted to deal with it. Finally, in a fit of desperation, I sent an email to the national Office of the Inspector General enumerating the issues. I got a reply that a redacted version of my email was sent to our national Human Resources office. I didn't expect anything to happen, but within a month or so, an HR officer showed up unannounced with a printed copy of my redacted email in hand. She gathered us all an said she had received this, but didn't know who sent it and didn't care, but had to follow up. I volunteered that it was me, so any questions she had I would be happy to address. After giving our supervisor "one more chance," and after another few awkward months, he was fired.
So, things can happen. If you're not up for the drama of going higher up, and have other options for jobs, I'd sure look into it. Otherwise you'll have to put up with it or keep knocking on doors to get something done. In my case, I didn't have a choice. My field of expertise was so limited that I couldn't make a lateral move without relocating.
Good luck.
posted by The Deej at 8:07 AM on July 3, 2018 [13 favorites]
You seem to actually be willing to find another job. So you can do pretty much anything you want that might result in your losing this job. That makes you very powerful.
Make it more painful for Head Of Organization to keep Bully Supervisor around. Complain every time that BS abuses you. File grievances via your union. Send detailed reports of how much time you spend not working because BS is yelling at you or how many supported organizations are not availing themselves of your services because they don't want to deal with BS.
Think of the amount of effort (official, unofficial, emotional, fiscal, bureaucratic, loss of expertise, etc.) that HOO would have to undertake to get rid of BS as "X".
Think of the amount of effort (official, unofficial, emotional, fiscal, bureaucratic, loss of time, etc.) you can make HOO undertake if BS sticks around as "Y".
When Y > X, BS will go.
If that never happens and you get fired, well, you were expecting that job to be so shitty that you were looking for another one anyway, and at least you tried.
posted by Etrigan at 8:28 AM on July 3, 2018 [12 favorites]
Make it more painful for Head Of Organization to keep Bully Supervisor around. Complain every time that BS abuses you. File grievances via your union. Send detailed reports of how much time you spend not working because BS is yelling at you or how many supported organizations are not availing themselves of your services because they don't want to deal with BS.
Think of the amount of effort (official, unofficial, emotional, fiscal, bureaucratic, loss of expertise, etc.) that HOO would have to undertake to get rid of BS as "X".
Think of the amount of effort (official, unofficial, emotional, fiscal, bureaucratic, loss of time, etc.) you can make HOO undertake if BS sticks around as "Y".
When Y > X, BS will go.
If that never happens and you get fired, well, you were expecting that job to be so shitty that you were looking for another one anyway, and at least you tried.
posted by Etrigan at 8:28 AM on July 3, 2018 [12 favorites]
This (and Ask A Manager in general) seems relevant to your interests.
"Making this even more troubling, your boss’s own manager and HR know about the situation and aren’t intervening. They have the power to step in and insist she stop this, and they don’t need you to jump through bureaucratic hoops (“file a formal grievance”) before they’re able to do that. That means that the best avenue you had for addressing this — alerting someone over her head about what’s going on — has been cut off, because you’ve tried and they’ve essentially thrown up their hands."
posted by jenfullmoon at 10:38 AM on July 3, 2018
"Making this even more troubling, your boss’s own manager and HR know about the situation and aren’t intervening. They have the power to step in and insist she stop this, and they don’t need you to jump through bureaucratic hoops (“file a formal grievance”) before they’re able to do that. That means that the best avenue you had for addressing this — alerting someone over her head about what’s going on — has been cut off, because you’ve tried and they’ve essentially thrown up their hands."
posted by jenfullmoon at 10:38 AM on July 3, 2018
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posted by lunasol at 6:02 AM on July 3, 2018 [5 favorites]