Source
r/CanadaPublicServants•
NotMyInternet

Policy advice, inappropriate management behaviour

Management / Gestion

I’m currently located in a workplace 2.0 space, where sound travels easily. Several different operational groups share this space - we all work in different portfolios, under different management structures.

Someone who works in another structure but whose office is nearby mine is repeatedly dressed down by their boss, in public, while that person’s coworkers and the rest of the floor are in earshot, often watching awkwardly in horror. My management training always taught me that you never issue discipline in an open space and that you always take your employee to a private space removed from the open floor so that your discussion is between only you and the employee.

Are there specific public service policy guidelines on this, something we can point to the manager having violated? I’m really feeling for my colleagues here, because it is clearly emotionally distressing to them and to me it seems entirely inappropriate behaviour as a manager - but I don’t quite know what recourse options are available, either for me or for that manager’s employees.

My own team are made uncomfortable through regularly witnessing this, but are at a loss as to how to do anything about it. I’m tempted to broach this to my own management as something impacting the wellness of our team but am admittedly a bit worried about the ‘tattling’ perspective. Advice welcome.

Posted Jun 27, 2019, 2:03 PM UTC

4013
turnkeyer3•

If they are unionized then the Union really needs to get involved.

37
NotMyInternetOP•

My first thought was to fire off a quick email to my local rep but then realized I don’t even know the classification of the employees in question - so my local may not cover them. Regardless, they can probably give me some guidance on possible next steps, so good advice - maybe I’ll send that email after all!

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hi_0•

I believe one of the scenarios in management training was literally "what would you do if you saw another employee get shouted at by their manager in a public space"

Iirc, some people suggested approaching the employee in question to talk with them to let them know that you see what is going on and that it is clearly inappropriate behaviour and that you would have their back should the issue need to be escalated.

I can't say I've ever been put in this kind of situation, but clearly this manager needs better training on appropriate workplace behaviour.

19
NotMyInternetOP•

That is exactly what I did with the situation I observed this morning, but I’m left being a bit helpless wondering if there’s a way I can escalate this myself despite not being that manager’s subordinate.

Thanks for the input!

10
illuminantmeg•

If you believe this is a situation where you are witnessing workplace bullying (harassment), you can report it as it's a violation of workplace health and safety conditions (as set out by Canada Labour Code Part II - Violence in the Workplace). Your manager, becoming aware of it, has a proactive obligation to take it forward. If nothing comes of that, you can file a formal harassment complaint, but one would hope it doesn't come to that.

10
kookiemaster•

I do believe that repeated public humiliation would fall squarely under the definition of harassment and I am fairly certain that any and all collective agreements have provisions regarding harassment.

17
Majromaxmoderator/modérateur•

I am fairly certain that any and all collective agreements have provisions regarding harassment.

Surprisingly, no. Collective agreements tend to have specific clauses forbidding sexual harassment, and they additionally have language forbidding harassment on human rights grounds. To my knowledge, however, none of the major agreements have a free-standing prohibition on harassment.

For example, the PA agreement reads:

19.01 There shall be no discrimination, interference, restriction, coercion, harassment, intimidation, or any disciplinary action exercised or practiced with respect to an employee by reason of age, race, creed, colour, national or ethnic origin, religious affiliation, sex, sexual orientation, gender identity and expression, family status, marital status, mental or physical disability, membership or activity in the Alliance or a conviction for which a pardon has been granted.

and

20.01 The Alliance and the Employer recognize the right of employees to work in an environment free from sexual harassment, and agree that sexual harassment will not be tolerated in the workplace.

That doesn't mean that free-standing harassment is okay, just that it can't be the subject of a grievance brought to the labour relations board; it has to be dealt with under the employer's general policies.

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mudbunnymoderator/modérateur•

Fire off a message to your union rep to let them know and ask what to do.

Also, if you are ongood terms with your manager, maybe mention it to them casually and ask them if they want to leave it at that, or if they prefer you sending an email so there is a paper trail for them to say "I had an employee ask me to look into it."

You might also, and this depends on your comfort level, head over to that employee and suggest to them to contact their union rep, as behaviour like this is 100% unacceptable.

14
aqua_zebra•

Getting the Union involved is always a good idea. If the employee chooses to file a complaint, their union rep will be integral to that process. They can provide very good advice.

5
Workplace3PointOhNo•

I’m tempted to broach this to my own management as something impacting the wellness of our team but am admittedly a bit worried about the ‘tattling’ perspective.

Nobody will know unless you tell them.

They either get to hear it from you, or they get notified of a grievance. I think they'd rather hear it from you.

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aqua_zebra•

This beaks my heart. I went through a similar experience, as did many of my colleagues. Luckily, another colleague did report the situation to the Director and Director General and they took swift action. From what I understood, the Director General has the ability to move a person who is harassing others to another role. My previous supervisor is no longer able to supervise employees, but maintained the same job level. Another option is filing a formal harassment complaint, but I believe the person being harassed has to do that...and the process is lengthy and daunting. It would probably be worth discussing this situation with the Director General, or even the ADM if the DG isn't interested in escalating the situation.

7
is_this_ATIPable•

If you get nowhere with the union, another option would be to contact your ombudsman or informal conflict management office. They should be able to advise on options to address this behaviour.

When raising with your management, I would suggest focussing the impact this behaviour is having on your team (i.e. is work coming to a halt when these incidents occur? Are people becoming unhappy and at risk of leaving for other work?), in addition to mentioning how uncomfortable/unacceptable this behaviour is and the risk of a grievance arising from it.

7
llrdc101•

That’s harassment pure and simple and the manager should be provided some training and potentially some time to reflect outside the office if they need it. The employee should definitely speak to their rep, or the dept conflict mgmt folks.

Considering the massive push for mental health and how hard it is to get through a day without wanting to take someone out as it is, this should be something to be dealt with swiftly by competent and responsible mgmt above.

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