I chose to be the Human Resources (HR) Manager and my phone partner, Jess Walton, took the roll of the employee. The workplace problem he put forth was sexual harassment by a supervisor. As the HR Manager, I asked him if he had spoken with his supervisor and let him/her know that this type of behavior makes him uncomfortable or is he not comfortable having this dialog with his supervisor. He responded that because the person is in a supervisory position, he was concerned there would be repercussions if he attempted to discuss it with the supervisor.
As the HR Manager, I offered Jess two possible solutions. The first solution is that I could have him placed in another department so that he would no longer be supervised by the same person. The drawbacks to relocation is that it may take some time and although his position and pay would remain the same, it is likely that his job duties would change entirely. The second solution (and also the one that I recommended) is that I would discuss the situation with his supervisor without using specifics that would tie the complaint to Jess and see if the situation improves.
Jess agreed to the solution and I suggested that we set a time, two weeks from today, that he meet back with the HR Manager to revisit the situation and effectiveness of the solution. He was pleased with this solution but requested he have confidential contact with the HR Manager during that time to report any problems.
Subscribe to:
Post Comments (Atom)
1 comment:
Hey Christine we also did the subject of sexual harassment for our week two phone call. it seems like a popular choice since it is very common in the work place. you had some great ideas for resolving the conflict! keep up the good work!
Post a Comment