My manager filed an HR complaint against someone on my behalf.

Anonymous

September 9,2022 at 2:10AM UTC

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My manager filed an HR complaint against someone on my behalf.

They have asked if I want to stay on the project working with that individual.

this project is a growth opportunity for me. If I leave I won’t have the same opportunity on other open projects.

additionally, I just found out I’m pregnant.

any recommendations on how to navigate this decision?

thanks!

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AnonymousSeptember 9,2022 at 2:22AM UTC
I'd stay for the insurance, assuming you have it. Plus possible maternity leave.
I'd take the project as well. You certainly can't lose--
If they filed a complaint on your behalf, that shows they want you around.
AnonymousSeptember 18,2022 at 5:10PM UTC
I agree.
JJSeptember 9,2022 at 3:24AM UTC
HR complaint says leave, but pregnancy says stability and insurance, so I guess stay? You missed a big part of the issue—is this person harassing you, attacking you, discriminating against you? If do maybe you do not need to work closely with them.
AnonymousSeptember 9,2022 at 3:35AM UTC
Bottom line don't look for permission. Do what's best for you and your family.
Sharon GrehanSeptember 10,2022 at 11:02PM UTC
I recommend staying on the project while staying aware of any emotional toll working with this person. If there has been an HR investigation and they found the person at fault, they should be on disciplinary action and it's important to report any retaliatory behavior.
Julie HumbirdSeptember 12,2022 at 7:21PM UTC
Stay and learn if you feel you can handle the situation with limited stress. I had a manager file an HR complaint on my behalf and I was still able to work with the person. He apologized and understood that he made others uncomfortable with the compliments he gave me. He didn't know that excessive complements can be harassment in a workplace.
Margaux GuineySeptember 15,2022 at 8:22PM UTC
My question is, why would YOU have to leave this project? Why aren't they asking the PROBLEM PERSON to leave the project? I know no details but it seems like HR isn't tackling this very effectively or fairly. Is this "problem person" the leader of said project?