advice please

[FloggingMolly]

work related I'm afraid.

My nasty boss, who has been making everyone stressed to the point my supervisor has been signed off for a month, lied directly to me when she pushed head office to extend my probation period then told me it wasnt her, picks at me more than anyone else, is generally disinterested in her job, has in the past fiddled her hours and frequently takes stock home before paying for it is in trouble. A customer complaint implicates her in having two members of staff at lunch at the same time (both her and her asst manager), but head office havent been able to confirm dates. the MD has threatened to suspend whichever two of the management team it was (I'm just a standard asst).

Now, this manager always insists on one of us going with her at lunchtime, even though its against company rules and policy. this has been going on since early december. she even did this again yesterday after being told about the complaint! I normally get left on the shop floor on my own for at least half hour trying to juggle delievery, customer service, using the till etc.

Do I send an anonymous email to head office saying that shes told me about the complaint, and that I thought they should know that she always insists on this, even though she knows it isnt allowed?

Is it wrong, because she could get suspended / sacked? what would you do?

sorry its so long.

 

[midwestyankee]

work related I'm afraid.

My nasty boss, who has been making everyone stressed to the point my supervisor has been signed off for a month, lied directly to me when she pushed head office to extend my probation period then told me it wasnt her, picks at me more than anyone else, is generally disinterested in her job, has in the past fiddled her hours and frequently takes stock home before paying for it is in trouble. A customer complaint implicates her in having two members of staff at lunch at the same time (both her and her asst manager), but head office havent been able to confirm dates. the MD has threatened to suspend whichever two of the management team it was (I'm just a standard asst).

Now, this manager always insists on one of us going with her at lunchtime, even though its against company rules and policy. this has been going on since early december. she even did this again yesterday after being told about the complaint! I normally get left on the shop floor on my own for at least half hour trying to juggle delievery, customer service, using the till etc.

Do I send an anonymous email to head office saying that shes told me about the complaint, and that I thought they should know that she always insists on this, even though she knows it isnt allowed?

Is it wrong, because she could get suspended / sacked? what would you do?

sorry its so long.

It's not an easy thing to go around or over your boss but let me ask this: where does your loyalty lie? I suppose it's entirely possible that the offending manager could fire you upon learning that you alerted her management to a problem of violating policy, but it's also possible that her management might back you up should she try to do so.

It's also hard to disregard expediency and outstanding conditions when deciding how to take a risk with your job. And surely telling on your boss when she violates company policy is a risky maneuver. So it's easy to take the state of the economy, the likelihood of finding a replacement position should you be fired, and so forth into account as if they were valid parts of the decision. I'm not sure they should be.

Stand up for what you believe. Regardless of the consequences, you'll always be able to look yourself in the eye when you look in the mirror.

Sending a message anonymously may or may not be the right way to go. Perhaps others with more retail experience may have tales to tell about this but I'm not in favor of using anonymity when communicating within a company. As a manager, I'd be much more inclined to take such a message seriously if it was signed by an employee. It would be easy to presume that an anonymous message was sent out of vindictiveness and thus the receiver might be more likely to discount it as being possibly untrue.

 

[subwannabe]

I don't know how bad you need the job but it sounds like you should go ahead and report her, even though it could possibly backfire somehow. Things must be different in the UK than here in the states. Several things you said either don't make sense or seem wrong.

 

[Primalex]

I don't see a reason why you should do something. Decline to violate the company policies if you get in the situation. That's it.

 

[Primalex]

It would be easy to presume that an anonymous message was sent out of vindictiveness and thus the receiver might be more likely to discount it as being possibly untrue.

Maybe. Unfortunately though, there is already a record about the manager extending Mollys probation period. Now Molly complains about the manager violating company policies...will this look better?

 

[catalina_francisco]

I would be careful about sending an anonymous email as it can easily be traced.

Catalina

 

[Keroin]

First and most important question: What is your motivation here?

If you are genuinely looking to improve working conditions for you and your fellow employees and ensure a better experience for the customer, then some sort of action should likely be taken.

If you are angry at her treatment of you and seeking some kind of retribution, then take a deep breath, count to a hundred and reconsider.

If it's the former, here's what you need to consider:

1. Remove your emotions from the equation. Look at the situation as objectively as possible from all viewpoints.
2. Any correspondence you send to head office "ratting her out", anonymous or otherwise, is going to read as petty and vindictive.
3. Facts & documentation - you need these.

If you want to solve the problem of your boss, you need to think well ahead. The first thing you should do is write about your concerns regarding you being left on your own during breaks - to your boss, not head office. You can send this via email or on hard copy but make sure it's in writing and make sure you have some sort of proof that she receives it.

Phrase your complaint in such a way that you are not complaining about "her" but that you are considering what's best for the store and the customer (very important). Eg: "When I am alone in the store, I am unable to provide adequate customer service and this has resulted in a loss of potential sales". Quote the company policy. And make sure the document is dated. Make a specific request: "From this date on, I ask that you make sure, (with the exception of an emergency), I am not left alone in the store during breaks."

Something to that effect.

From that date on, write down every date and time you are left alone in the store. Names, dates, times. (Very important).

If she doesn't comply, I would send her a second request.

If she still doesn't comply, then it's time to go to head office. Again, everything needs to be phrased so that they know you have come to them for the benefit of the company - not for your benefit or the benefit of other staff members.

Present head office with copies of the letters or emails you sent as well as the list of dates and times. Explain that you have tried to solve the problem on your own (oh and look I have proof!) but that you have reached an impasse.

Remember you have to see this from the perspective of the owner/upper management. Theirs is a world of numbers and bottom lines - that is where your argument must come from. Show them (through factual documentation) that your boss's behavior negatively affects sales and company image and you will win them to your side. Trust me, they don't give a shit about anything else, no matter what they say.

Good luck.

 

[eastern sun]

In this case, I would do nothing. She seems capable of doing it all by herself.

 

[DVS]

Only you know the true circumstances of what's going on. Take into account the possible scenarios that could result, whatever choice you decide on. You have to think about the possibilities.

Could your decision affect your job?

Could it affect someone you work with and care about?

Would your boss be fired or just reprimanded? If just reprimanded, would she still be your boss? That could result in an unpleasant work relationship in the future.

How large is this company? Do they have a good Human Resources department? Do you have knowledge of a situation in the past that was handled correctly, in your opinion? If you say something, would they keep your name private?

How well liked is your boss? You say she's been doing this for some time now, and even after she was put on notice. That sounds like she has knowledge that she will come out OK in this.

Has she had any issues in the past or is her record pretty clean? Past issues can help a company make a decision, even if the present issue isn't that bad. It can be a kind of "3 strikes and your out" type of thing. But, if her record is clean, she could come out fine in this.

You mention the probation you're on. Is this something that can come back against you? Could the company see you as vindictive against her in some way?

You just have to weigh all of the possibilities. It's sad, but sometimes something done in good conscience can end up worse. Doing the right thing has a lot of variables. Is doing the right thing for the company also doing the right thing for your fellow employees? But most importantly, what is the right thing for you? Sit down and think things through. Don't let your emotions take over. These decisions are never easy. Good luck in what you decide to do.

 

[the captians wench]

Sending a message anonymously may or may not be the right way to go. Perhaps others with more retail experience may have tales to tell about this but I'm not in favor of using anonymity when communicating within a company. As a manager, I'd be much more inclined to take such a message seriously if it was signed by an employee. It would be easy to presume that an anonymous message was sent out of vindictiveness and thus the receiver might be more likely to discount it as being possibly untrue.

I agree. Sending messages anonymously usually looks like some one just trying to stir the port.

I don't see a reason why you should do something. Decline to violate the company policies if you get in the situation. That's it.

In this case, I would do nothing. She seems capable of doing it all by herself.

I also agree here. If it were me, I wouldn't do anything. I surely wouldn't go to lunch with her, but it doesn't sound like you're getting invited anyway. I think she'll end up sinking herself. Customers know when things aren't right, and if there's been one complaint, there are sure to be others.

 

[minx1]

work related I'm afraid.

My nasty boss, who has been making everyone stressed to the point my supervisor has been signed off for a month, lied directly to me when she pushed head office to extend my probation period then told me it wasnt her, picks at me more than anyone else, is generally disinterested in her job, has in the past fiddled her hours and frequently takes stock home before paying for it is in trouble. A customer complaint implicates her in having two members of staff at lunch at the same time (both her and her asst manager), but head office havent been able to confirm dates. the MD has threatened to suspend whichever two of the management team it was (I'm just a standard asst).

Now, this manager always insists on one of us going with her at lunchtime, even though its against company rules and policy. this has been going on since early december. she even did this again yesterday after being told about the complaint! I normally get left on the shop floor on my own for at least half hour trying to juggle delievery, customer service, using the till etc.

Do I send an anonymous email to head office saying that shes told me about the complaint, and that I thought they should know that she always insists on this, even though she knows it isnt allowed?

Is it wrong, because she could get suspended / sacked? what would you do?

sorry its so long.

1. contact your union to get some advice and support. There will be company procedures in place that can sort this out. It's important that you dont flout company policy even if its at her instruction. It may be that the union advises you to start putting things in writing so that you have a record of refusing to go with her at lunch or they might suggest you go down the grievance route although its hard to say without seeing the grievance procedure.

2. Keep a diary - log any dates of when she requests these things from you or when she bullies/picks on you or acts inappropriately. Make a note of the incident and any witnesses.

3. If you arent in a union but this is effecting a number of you, try to get them together and discuss how they feel about what she is doing. If you all stick together and refuse as a group to do the things that are against company policy, she will be far less likely that she will continue to do it or bully a particular individual for refusing. The same applies for bullying. If an individual is being picked on deal with it as a group.

You are right to be concerned and you are right to deal with it. Ultimately her actions are putting you all in a really dodgy position in terms of breaking company rules. I think you need to act.

Also no one should have to accept bullying or being picked on as part of their working day.

Best of luck

 

[rktktvi]

work related I'm afraid.

My nasty boss, who has been making everyone stressed to the point my supervisor has been signed off for a month, lied directly to me when she pushed head office to extend my probation period then told me it wasnt her, picks at me more than anyone else, is generally disinterested in her job, has in the past fiddled her hours and frequently takes stock home before paying for it is in trouble. A customer complaint implicates her in having two members of staff at lunch at the same time (both her and her asst manager), but head office havent been able to confirm dates. the MD has threatened to suspend whichever two of the management team it was (I'm just a standard asst).

Now, this manager always insists on one of us going with her at lunchtime, even though its against company rules and policy. this has been going on since early december. she even did this again yesterday after being told about the complaint! I normally get left on the shop floor on my own for at least half hour trying to juggle delievery, customer service, using the till etc.

Do I send an anonymous email to head office saying that shes told me about the complaint, and that I thought they should know that she always insists on this, even though she knows it isnt allowed?

Is it wrong, because she could get suspended / sacked? what would you do?

sorry its so long.

I guess you need to decide where your loyalties lie. If they are with your company and not the person, than your course of action is clear. Most major corporations (that I know of) will have protections put in place for whistleblowers... not only to protect you, but more importantly to protect themselves. If you make a report and it falls back on you in a bad way somehow, you can not only go after the company legally, but you can go after the individual as well. So having said that... this manager has been playing with fire, and undoubtedly knows it. She hasn't changed her behavior in the face of the heat, so... you should feel no shame in doing what you need to do to protect your company.

 

[DeepGreenEyes]

Hey Mol, I got nothing to add, except that this is a tough situation, and I hope you get it resolved without getting burned.

 

[FloggingMolly]

I think I'm going to leave it for the minute, and start keeping a record of her behaviour. All the other staff dislike the way she does things and abuses the rules, but no-one else would actually consider taking action, it's all talk and no do.


Thanks for your input

 

[FloggingMolly]

Just an update. Our regular auditor was down today, and the asst. manager and the rest of us told him about our issues. He also found out from security that she's been claiming hours she hasn't worked.

Hopefully the final nail is now in her coffin.

 

[Curious_in_Cali]

Be patient and just CYA ... stupid is a problem that always solves itself.

 

[where]

I'm a bit late in with this, but, if you had complained or snitched and she sacked you, wouldn't you have a case for wrongful dismissal?

 

[YourCaptor]

Get 5 people or more together and go above the manager.

 

[AngusMan]

Nice to know you're story has a good ending. My advice would have been to send a non-anonymous email. Let them know who you are, gather as much evidence as you could, including statements from coworkers, security and regulars and lay it on her bosses.
Now that may seem like rocking the boat, but in my experience, the only boat that doesn't rock is the one on dry land. (ie. its going nowhere.)