Question from the Job Seeker

The company I work for is highly professional; there are proper rules and regulations strictly enforced. A proper check and balance ensures a steady smooth work flow. I started having problems when my superior was transferred to another branch; with her I had absolutely no issues. We used to work together brilliantly and I could feel my productivity increased with every passing day since I used learn something new all the time. Now, there sits a new manager in her seat; he has a flirtatious attitude towards almost all the females working in the office, and particularly towards me – perhaps because I am her direct subordinate. Now, I know I have to keep my superiors happy to be successful in the company and I have all the intentions to stay and grow. However, he often suggests me to do things that go against my values. With a performance evaluation coming up, I have no idea what to do. Please help!

Anonymous

Answer from ROZEE

Dear Anonymous,

It is sad to say the least, to hear that you are suffering from an issue that plagues most of us. On the other hand you should consider yourself lucky for being at an organization that has proper policies and procedures for issues. Well, the first thing you do is take a good look at the policy handbook – if you don’t have one with you, ask your HR Manager to issue you one. For the moment do not let anyone know about the issue since that might alert your supervisor. Go through the handbook and see if you can find any SOPs regarding “Employee Harassment” or “Fraternization Policy”. Responsible companies do believe issues like the one you are going through is a serious matter and they deal with such issues promptly. If your company’s policy handbook details the course of action a victim of harassment should take – go ahead and proceed. Following the “proper channel” safeguards your own position and augments your standing.

Just in case you cannot find any such policy, get in touch with your HR Manager through e-mail and ask him/her for a few moments of their time. Make sure you use e-mail for all your correspondence, using the telephone might seem the most convenient, but you need to have a record of all your communication throughout the case since you might be asked to provide evidence. Once you have secured a sitting with your HR Manager, detail everything you are going through and everything you fear. Try to keep a calm head while explaining, since your choice of words will make a serious impact – make sure you don’t use any “implying” words – make everything simple, professional and clear.

Issues like these normally take anywhere between 15 to 30 days before coming to a satisfactory conclusion; during this time if your performance is evaluated and you think you have been assessed partially, you have the right to challenge it by providing a motive and evidence towards that. From the time you launch a formal application against what you are going through till the time your direct supervisor is informed, it is advised that you keep a calm head and just carry on like you normally do. Just make sure you have copies of any and all correspondence between you and your direct superior as well as your HR Manager; to augment your case even more, you can use your mobile to at least record the voice of  your supervisor during one of his advances. Play by the book.

May He watch over you and your grace!

ROZEE Team

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