Reviving your career

My work is a nice mix of backgrounds, and we have enjoyed diversity and harmony until recently. I have a female POC employee who has experienced situations of racial discrimination and many negative personal experiences at other jobs and in her home life. Unfortunately since starting here, she has been targeting caucasian employees whom she believes are not suitable for the work. She insists that one in particular is unkind and treats her differently, that there is something wrong with him and she zeroes in on anything this person does that she deems is wrong (even if it isnt) and insists that conversations in writing and in person have been disrespectful to her. However the conversations that she complains about are conversations that others including POCs are in or have witnessed and they report that this person isnt acting out of sorts against her in any way. In fact they have gone to the employee she is targeting to make sure he is okay because of how she lashes out at him. She is also overriding and undermining another employee until they shut down and cried. She insists that situations, many of which I have been witness to went differently than it has. She has gone after and said rude things to other employees that are also POC and we have complaints from those employees too. She gets very aggressive and visibly angry when ever someone has a different opinion than her and has no tolerance for anyone other than those that agree with her completely. She will lash out, restage events and details that puts anyone that she disagrees with in a bad light. Every one of her coworkers except one have complained that they arent sure which of her they are going to get in a day as she fluxuates from very friendly to very callous, to very mean and suspicious of everyone. I have to let her go for bullying. I have complaints from caucasian and from POC employees about how she talks down to them. How would you handle this? What type of documentation would you make to protect the company from a wrongful claim of discrimination? I am very cautious with this employee and am working on an exit strategy for her. I cannot see any option or have any idea how to relay that it is her actions that see her out the door as she believes she is being discriminated against when we have counseled her on appropriate behaviour and how to act kind in the workplace. She backslides after a day or two of being nice and seems worse than she was before each time.

Began interviewing for a senior-level position at a global marketing company at the end of October. After 5 interviews I was asked to meet the CEO, CTO, and Managing Director for breakfast in NYC (I live in CT). We discussed the role, the future of the company, and the optimism everyone at the table felt for the future with a few chuckles thrown in for good measure. We ended with big smiles, handshakes and a promise from the CEO that HR would be in touch. That was last Tuesday and still not a peep. I was laid off in June and need to get back to work asap.

I know the pushback on this one. "It's a party! We shouldn't be talking business!" "Don't make something fun very un-fun, Becca..." "Why are you trying to make a stressful season even more stressful!" But hear me out. I'm NOT talking about walking around your work/neighborhood/family party laying your elevator pitch on thick. Nope. ❌ You will not be popular at that party if you do that. What I mean by creating wonderful opportunities for networking at a holiday party is that this is a time for you to get CURIOUS about people. You could spend the holiday party talking to strangers/friends/family about where they parked and how the traffic was getting in. OR you could ask them about... ✅ What they are working on right now ✅ What they are reading ✅ What they are listening to You could follow those questions up with more questions and LEARN something new and build a genuine connection. Then when your party friend asks YOU about what you're working on/reading/listening to, be honest! Talk about the fact that you're... ✅ Working on making a transition in your career ✅ Reading about a new industry ✅ Listening to a podcast about entrepreneurship You'll be AMAZED at what cool conversations you can have because you talked with people about real things, and how those real thing conversations can lead to introductions/new companies/more clients/exciting opportunities. Don't take my word for it. Try it once, just once. Then see what happens. I have a feeling you'll be jingle bell rocking your way into the New Year and a new chapter in your career!

I'd like to report him, but it is complicated because she is my supervisor, and he hasn't been outright abusive to me. And technically, she probably shouldn't have shown the messages he sent her to me. I've voiced to her that it's absolutely not okay and not normal for someone to treat her like that, but she is convinced it's "just how it is" with faculty (despite him being the only one who treats her like this and to this extent). I'm sure the way to navigate this will be different depending on what universities you work at, but does anyone have experience with this kind of situation? I find it extremely demoralizing, and it's incredibly hard to focus on my job having to deal with him and the way he treats my supervisor. Any advice or recommendations are appreciated!

Hi all, I was seeing if there was anyone on this platform who has had experience of an appeal process with an employer and Unemployment before that can offer a quick chat or or share advise/suggestions a part from getting all my paperwork together. Details: -Resigned due to toxic environment -Tried my luck with UI and got approved -Employer is now appealing I am nervous and I absolutely suck at advocating for myself and really could use a helping hand. If you are open please let me know if I can send a message to you directly. ANY HELP would be much appreciated.

Hi FGB Community, My employer, like many, lost several talented folks during the pandemic. Getting their replacements up to speed during the remote-work time has been challenging. My supervisor has been dangling the promotion carrot for the last year or so and they’ve been candid that I’m already performing at that level. I would agree. I know these things take time and it’s frustrating but par-for-the-course. Now into the current challenge/opportunity. My supervisor has stepped up, leaving the position between myself and them vacant. I’ve been clear that I do not want that position, for job satisfaction and personal reasons. That position is one step above the promised-promotion. I want an outsider to come in because I think that would be best for dismantling some entrenched patterns. But we’re constantly onboarding new staff, and I find myself covering some of the responsibilities of that 2-up position due to leadership vacuum and my own tendencies to not tolerate dysfunction. Recently, my supervisor began dumping further tasks on my plate, and I said “Listen, you can’t keep doing this. I’m already burnt out. Please come up with a plan that involves developing more skills in some of the under-engaged or newly hired staff.” Their response was tired/cranky/retaliatory and in the vein of “Listen, we’re all in the sh*t, get in here with me”. Wasn't their best moment. They made their own choice to step up. I’m uncompensated for the work I’m already doing. So, any advice/thoughts on whom to involve if this gets worse or how to hold boundaries? I’m a little wary of my organization’s HR solely based on some of the outdated or disorganized trainings we webinar in to. I do belong to a union but have never considered trying to find an omansbud. At present we’re onboarding new staff without the position of their supervisor filled, so several people are covering it partially, and I anticipate a bumpy several months.