Job dilemma and office drama

wrigley · #1 10-09-2004, 06:09 PM

My friend's mom has been in the banking industry, ie branch type stuff for over 20yrs. She has no degree and worked her way up starting as a teller. She's always gotten good reviews and never rocked the boat. She has worked at bank A for a total of 9yrs(left after 5yrs on good terms and came back and how now been there for 2yrs.) Her present title is as a Assistant Branch Manager.
Let's call her "Mary".

This past May, HR person who places branch managers *I'm sorry I forgot the proper title*put in a branch manager who was completely wrong for the job. Mary starts receiving complaints from the rest of the staff within the first few weeks of new manager's arrival. Following proper procedure, Mary kept HR person informed of the staff complaints. HR person and Mary had been good friends before placement of drama boss.

The additional red flags that fbrought to HR person included the following behaviour her boss. The boss was constantly fielding personal calls and emails from her family and the man she was having an affair with, keeping her door constantly closed ,never doing her job, treating the staff like crap, and dressing inappropriately for work. Originally Mary shared the office with drama boss but ended up having to get desk outside so she could get some work done and get out of drama boss's path. Nothing had been done by HR about removing drama boss for 6 months.

Flash forward to a baby shower that happened 2weeks ago for a staff member of the bank. The party happened off of company property and it was a non company event. Well someone starts to trash talk about the boss. Mary puts her two cents in too about the toxic workplace, she specifically said was that she didn't agree with drama boss being involved in a interacial affair.
I don't what was said but I doubt it was pretty.

Unbeknownst to Mary, the rest of the staff is emailing back and forth with in the bank about what was said during the party along with her comments. Heads start to roll. Mary's boss was fired this past Tuesday for failure to do her job. HR person asks Mary if she made comments at the party. Mary says yes because Mary is honest and good friends with HR person. HR person tells her that they are having a meeting this Wednesday about everything that is going on and she is being written up for her racist comment. Those who wrote the original emails were just told that they can no longer email non business issues on company time. Mary is concerned if and when she tries to get another job that this incident will haunt her whether she signs the written warning or not. Keep in mind HR person's boss also is aware of what's been going on at this branch.

I have no clue about the corporate culture. I agree that Mary should not have said in front of her staff. All I could think of to suggest is to get a hold of a lawyer for advice because she doesnt think she should be held accountable for something that was said out of the workplace. I'd appreciate any comments.

Munchkin03 · #2 10-09-2004, 06:30 PM

"Mary" has learned an expensive lesson.

Perhaps next time she will keep her mouth shut. You never know who is listening to what you have to say--and work environments can be especially catty and cutthroat.

RUASTgrrl · #3 10-09-2004, 06:40 PM

Don't say anything to people you work with unless you want the whole office to know. You have that one office confidant, well so do they. Also I don't really think she has any legal recourse, esp. since her comments were racially motivated. But who knows.

Peaches-n-Cream · #4 10-09-2004, 06:48 PM

I agree with Munchkin. Mary really screwed herself by making racist remarks.

Behavior that takes place out of the office can have a huge impact on the job. I think that people forget that when they socialize with coworkers.

Boodleboy322 · #5 10-09-2004, 07:50 PM

The only person at fault in this case is whoever hired this new person.

jess_pom · #6 10-11-2004, 05:11 PM

I know my company has an employee assistance program that we can call and get legal advice for free. Tell her to check into that. Although her comments were in poor taste, if it wasn't technically a work function, I don't think she should get in trouble. I think the rules of free speech come into play, although an attorney could probaby correct me.

Honeykiss1974 · #7 10-11-2004, 05:35 PM

Quote:

Originally posted by Peaches-n-Cream

Behavior that takes place out of the office can have a huge impact on the job. I think that people forget that when they socialize with coworkers.

So true. I've seen it many times (i.e. co-workers out for drinks, someone gets drunk and acts foolish). People will and do take those impressions (and gossip) with them back to work. Now that there is an "inquiry" involved, people will be scrambling to NOT get into trouble, so the stories of what happened could easily change (for example, even if other employees agreed with Mary and added in their own 2 cents, they may try to put it all on Mary in order to save themselves from any trouble).

Muchkin said it best......keep your mouth shut in the presence of thine co-workers.

Eclipse · #8 10-11-2004, 06:45 PM

Quote:

Originally posted by jess_pom
Although her comments were in poor taste, if it wasn't technically a work function, I don't think she should get in trouble. I think the rules of free speech come into play, although an attorney could probaby correct me.

Nnot an attorney, but I do work in HR and many (including my company's) Anti-Harassment policies include a stipulation that says that employees are "covered" from harassment anywhere and at all times--having drinks after work, at the company party/picnic, etc. So, yep, Mary can get in trouble if someone said they are being harassed or felt uncomfortable by her comments. It is even more important since Mary is a part of management.

That being said, if this is the first time it happened with Mary she will probably get nothing more than a formal warning and maybe sent to training.

Just because people share similar characteristics (race, gender, sexual orientation, etc.) does not mean they believe the same thing that you do. Mary's HR people have to do something so they will have an affirmative defensive if someone wants to go outside the company and complain (to EEOC for instance).

Oh, and please tell Mary not to try to find out who said what, to "get back" at people or to start playing favorites. Retailation is just as serious as the initial complaint.