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I am reporting to an interim supervisor because I filed a complaint against my 2 supervisors for bullying/harassment.

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Anonymous

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I am reporting to an interim supervisor because I filed a complaint against my 2 supervisors for bullying/harassment.

While reporting to the interim supervisor, he received misinformation about my inquiries and department from the supervisors who I had filed the complaint against. As a result, the interim supervisor inadvertently created obstacles that hindered my ability to perform my work.

I eventually sent the interim supervisor an email explaining that I understood that he was receiving his information about my department from my 2 supervisors. I let him know that I was reporting to him on an interim basis because of a breakdown in communication with the supervisors, and that any information they gave him about me would not be in good faith.

I later got an email from HR stating that I was getting a single warning that I am not

to breach the investigation process again, as stating that there was a breakdown in communication was a confidentiality breach. Personally, I thought I was being careful in my wording, and knew I had to say something.

I later went directly to HR about the issue, but they explained to me that “the workplace is inclusive, and that it would be wrong to exclude the two supervisors listed in my complaint as advisors for my interim supervisor.”

I still feel like how I was treated is wrong, and I’m not sure what to do now.

How could I have handled this situation differently? How should I manage these workplace obstacles caused by my 2 supervisors going forward?

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  1. ppines

    I probably would have done the same thing. However, it seems to me that this interim manager would have been aware of the situation, so I am not understanding why he would create obstacles hindering you. Did you ask about that? I think you need to have a chat with this manager to see how you can work together in a way that benefits you both.

    It seems odd that he would listen to the previous supervisors and then advise HR - after all how could they know, unless you CC'd them? And the fact that HR are allowing the old supervisors to be considered advisors sits uncomfortably with me. That tells me that this interim manager has no room to support or protect you and these bullying supervisors have some clout.

    Have you considered approaching an attorney? This may be your best option. Personally, I would be looking to move company. I don't think this will work out well for you. They may be setting you up to be fired because you are a "bad fit". Better to leave on your own terms.

  2. Anonymous

    I think your company has guidelines in place that prevent you from saying anything post complaint. So while your supervisors felt the interim person required additional information, you must not provide your opinion or context regarding that information.

    I would wait for the investigation to run its course a decisions to be provided. Don't "manage" anything the 2 supervisors say or do or it will most likely have dire consequences for you since HR made a point of saying you have receivedyour only warning. I would stay on the down-low and just perform to the best of your ability. These investigations usually only take a week to complete.

  3. Anonymous

    Based on what HR said and warned you, I am assuming that the interim manager is part of the investigation process. I agree with the poster below that providing any opinion or context could hinder that process, and staying on the down low is your best course of action. This will play out as it will, and running any interference will only look bad for you. Once the investigation is over, you should be given a chance to rebut. I am sorry this is happening to you, and I wish you the best moving forward.

  4. Anonymous

    In what way do you think the interim supervisor would be part of the investigation process if he isn’t named in the complaint? I didn’t consider this, and I’d like to better understand this possibility.

    My concern with playing it out as is, is that these ongoing obstacles appear as performance issues to my superiors, colleagues and clients. My interim supervisor is from a completely different department, and doesn’t fully understand the operations of my department. My department is new and it a mess. I hope I am given a chance to rebut like you said. I am still very concerned about my professional reputation while navigating these obstacles though.

  5. Anonymous

    Based on HR telling you that you breached the investigation process by emailing your opinion of your supervisors' conduct/opinions, I was assuming he was put in as an independent observer to gather information on what happened and report back to HR while allowing you and your former supervisors to maintain some distance. I also think your other supervisors got the same warning unless he interviewed them as part of the process. He likely had to use them (like HR said) as advisors, as he is not entirely familiar with how your department works (like you said). Because of the complaint and your company's policy on confidentiality, anything they said about you would have been a similar breach unless that was why he was interviewing them. In the future, only discuss how you understand your operating procedures and leave your former supervisors out of the discussion.

    Retaliation for reporting abuse or harassment is illegal. Have you consulted with an employment attorney or the EEOC yet?

  6. Anonymous

    I’ve reported my situation to the equivalent in Canada. Complaints are taking 5-6 years to resolve in my province right now. Unfortunately unionized employees don’t have rights under OHS laws (my province only) if the union is unwilling to help. It would first require a DFR which is a 2 year process. Those complaints are successful less than 1% of the time.

  7. Anonymous

    Wow—that’s a whole new spin on “inclusive.”

    So their *inclusive* process is to rely on the perpetrators as informational sources for the new interim supervisor?

    If you can, maybe consider looking for a new position before the harassment issue is adjudicated. This seems like a no-win situation.

  8. Anonymous

    My thoughts exactly. There is a time and place for “inclusive”, and bullies shouldn’t be included in that.

    The whole situation where the accused is innocent until proven guilty, and the complainant is guilty until proven innocent does not work in real life. I am being seen as an inconvenience for reporting how I’ve been treated.

    i wish there were other positions available in my field. I’d leave in a heartbeat. Alternate gainful employment will be difficult with my disability limitations.

  9. Mayumi Florek

    I am sorry to hear you experienced harassment and bullying. Once you filed a complaint, it should have been confidential. How did you receive proof that your interim supervisor received information about your original complaint? How you could have processed this better was to ask for interim supervisor's time to discuss that and end it there, reach out to HR that he had this information. Once facts are on the table, that person, HR and you could have found a solution together.

  10. Anonymous

    What an icky situation. Sounds stressful and no fun. I’m not sure how these things resolve. No way that this is kept confidential at least in this day and age. Did they give you a plan and timeline for resolution? I’m curious what the end game is here. Once they complete the investigation are you privy to the results? Will you be reprimanded if their findings don’t agree with you? Will the managers you’re complaining about be educated and apologize to you should you prevail? I’d like to know how all this works if anyone can enlighten me. I hope you come out ok on this.

  11. Anonymous

    I think the timeline is 110 days total. I’m not sure if certain measures will have to take place after that though. If I can remember to update once this plays out, I will comment here again.

  12. Anonymous

    HR is always going to act in favor of the company. You're in a no-win situation. Consider nothing that you say as being confidential.

    I would advise you spiff up your resume and get outa Dodge while you still have your samity. It is easy for anxiety to set in when we are subjected to work injustices ongoing. Trust me, save yourself.

  13. Anonymous

    I’m concerned about finding new work. There are no other opportunities in my field, and my skills are not transferable as they are software specific. This has been causing the most anxiety because I am limited to certain types of work because of a permanent disability. I wish there were services that could help with this.

  14. Anonymous

    HR works for the company, not for you. I would start looking for a new job or prepare yourself to suing the company. You best be committed to suing as the long haul commitment that it is. I sued a company for the same thing and it was a 3.5 year commitment on my end. They'll do everything in their power to push you to quit, unless and until you lawyer up.

  15. Anonymous

    Fortunately I was able to find a lawyer, but there is only so much they can do when there is a union. My union won’t do anything, but I keep them updated with proof of everything that’s going on. Lawyers have no jurisdiction over my union, which makes this difficult. I’ve been pursuing the legal battle for about a year now, and I’m concerned about finding new work. There are no other opportunities in my field, and my skills are not transferable as they are software specific.

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