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O/T I Need to go to HR About my Boss, but am Really Scared

Evil3's picture

I have a psychotic boss. He has yelled at me and then when people called him on it, he gave a stupid apology and said, "well, I don't know how sensitive you are, so I'm sorry." OK, way to go saying over and over about not knowing how sensitive I am. A$$hole!

He has OCD. Not as a joke like, "oh, I'm so fussy that it's my OCD," but full blown OCD diagnosed and all. I worked with him at a previous job and we all knew he had OCD. That's fine, but if you can't recognize when you're letting it get in the way at work and dealing with people, then it's not OK. I'm tired of other people's issues and agendas negatively impacting me.

Boss will look at my work and say how good it is, but then rip it apart word for word, trap me in his office for three hours at a time while he rewrites it. I'm never allowed to leave. I have to sit there and watch the side of his head in silence while he rewrites my work. Due to his OCD and having to rewrite his own stuff over and over, an item that takes maybe 40 minutes tops will take him three hours. He'll then recite it and when he falters on a word, he doesn't just repeat that word, he starts over from the top, so he'll recite the document about five times over, which adds to the time stuck in his office. He will take quite a while to compose a two-sentence email and recite it and reword it over and over. I mean I'm all for accuracy, but come on! Why should I have to pay the price for his issues?!!!

I cannot get developed in this job. I started over 7 years ago and there was always an issue with getting work at all and when there was work, it was never at my classification level. My skills have significantly devolved and now I can't win a posting of my own level. I cannot get the hell out. Also, boss gave me a bad reference and I lost out on a job. To make matters worse, it was at the level I already am.

I'm afraid to do certain things. I responded to correspondence and boss grilled me on why I took it and didn't refer it to another program. I explained, but he still went on and on and I'm damned if I do and damned if I don't.

I have to walk the long way around the office to go to the bathrrom or leave because I'm constantly afraid of him spotting me and calling me into his office for three hours. I have had medical appointments and other things I've had to tend to and he doesn't care. He doesn't let me lave. I can't have coffee dates with people, because I have to warn them that I might not be able to show up. I'm union, so I started to submit overtime when he keeps me two to three hours after work, but he'll give me crap and he doesn't change.

I keep approaching him about getting more fulsome work to develop, but he comes up with a laundry list of my weaknesses to justify why I can't have such work, yet I'm the only one in my office who knows how to do a certain type of complicated matter and I'm stuck with those. He can't be honest and say he needs me to focus on those for now. He just says how inferior I am to the other analysts to justify why I can't have the same type of projects they get. I've tried EVERYTHING to fix any weakness and develop, but nothing has worked. This jerk promised when he started six months ago that he'd get me developed and now he's changed his tune.

I'm scared to death of going to HR, but I really want a lateral transfer. You can't unring a bell, so I don't know what to say to them without getting gaslighted or told to suck it up. I've been to HR about five years ago about the lack of work, but then they had my former Executive Director rush around to give me work to "fix" the situation. However, I wasn't being abused at the time. The fix didn't last and the lack of work and inappropriately low level of work for the positions has continued. This time the added factor is my weird boss with weird habits that affect me.

Does anyone have any HR experience? I'm really scared, but I'm starting to have physical symptoms from being in my workplace. I'm scared all the time too. I never know what my boss is going to do next. He's been stellar for a few weeks, but that's because he's been busy with his golden child (other analyst on my team). I'm wondering if I'm crazy or if I have grounds to go to HR to ask for a transfer.


STaround's picture

I think most of the people here are in the states, and my perception is that Canada has better labor practices.   It is not clear to me, are there other lateral places that need employees and would take you? 

Evil3's picture

If another branch has an opening, I can get a lateral transfer. That's what I'm wanting. It actually saves that branch money, because they wouldn't have to post a competition.

susanm's picture

You are union.  And things do not seem like they can get much worse with this guy.  You have a certain amount of protections to keep your job but only if you take advantage of them.  Unfortunately beyond him actually yelling at you in front of witnesses there is not much objectively that he is doing wrong.  Everything else is subjective.  If he "doesn't think your work is good and has to re-do it" then it is his word against yours and his is going to prevail.  Unless there are other complaints about him at HR already, one person complaining about bad treatment is not going to go far.

You said that he has you in his office for hours and "won't let you leave" including past normal working hours.  What does that mean exactly?  He can't tie you to a chair.  Have you ever just calmly said "I have to leave now.  I have a pre-approved doctors appointment/it is 5:00 and I must go home like everyone else/I have a scheduled conference call?"  And then simply gotten up and left?  Any of those is completely reasonable and if he freaks out then you have an objective issue for complaint that others will observe.  But if you continue to sit there silently for hours on end then he will continue the treatment and will be able to justify if as having to correct your work.

You are going to have to be willing to have him act out in public rather than behind closed doors if you want grounds for a complaint.

advice.only2's picture

Report it "fraud, waste and abuse" His OCD is a medical condition that is causing you to lose time while you are supposed to be at your desk working. That's waste. Trapping you for 3 hours over your allowed time while he re-writes and re-reads is abuse.

STaround's picture

He will say her work needs correction, and it appears she had a colleuge who does meet expecations. 

She should be filing for OT

I think requesting a transfer, if one might be avaiable, is far better. 

nengooseus's picture

First off, you're union.  Do you have a shop steward or representative that you can speak to about the issue?  They could likely go with you to HR to discuss the matter.  Perhaps help you file a grievance on the subject.

I don't think you're crazy, but I'm also not seeing where you're asserting your own limits--which you can and should do--which is making the situation feel worse.  I get that he's an a$$hole, but that doesn't mean you have to allow yourself to be mistreated.  Push back a little.  It's OK to ask him to return the documents with revisions to you after he's done and leave the room.  And if he doesn't allow you to leave the room, then you've got another claim entirely.

Also, I hear you that you're not getting developed, but sometimes we have to take that fully on ourselves, and not leave it to our superiors.  Take a class, find a mentor, etc.  Again, your union should be able to help you with that by giving you suggestions or resources.

I do think that talking with HR is a good idea for you, but more on the level of I'm not happy where I am and would like to explore opportunities, but my boss has become a barrier...  Can you help?  If he gave you a bad reference for an internal position, that's worth referencing, especially if your performance appraisals indicate otherwise.  HR will hopefully recognize the risk that this guy is creating and start to deal with it.

Evil3's picture

I have pushed back and submitted request for overtime pay and have said I have to leave and he gets mad and reams me out.

I've won awards for some of my work and he's known for being a jerk. HR already knows about him. I'm still really scared though. I guess it's because I started 26 years ago and back then it was the reporter who got punished for speaking up.

I've taken tons of courses, taken on work and had hundreds of meetings to get developed. Other people have said that the problem is widespread in my organization. The higher ups seem to totally inflate the need for high level positions, but the work just isn't there and when it is, it's not a high level of work. There are bored people here, but in my particular branch, there is nepotism and favouritism and I'm definitely not a favourite.

ESMOD's picture

No one is forced to sit there and "take it".. When he starts to ream you out.. you calmly tell him that he is being unprofessional and that he has no right to detain you and you are not obligated to listen to his string of abuse.. if he would like to follow you.. you will lead him directly to the HR office where he can continue his "coaching" in their presence.

I will say.. I did approach HR about a former manager because he just seemed to really have it 'out' for me.  He even switched my responsibilities with another coworker who had a horrible experience serving a group.. and I was pretty sure he was trying to put me in a worse spot so that he could fire  Well.. turns out that I actually ended up handling the new assignment flawlessly and that manager left for another assignment.. and his replacement was only half as bad.. but I ended up moving to a different area of our company where I have been for like 15 years now and love it.

But.. the HR response wasn't great. .. pretty much just tried to get us to make nice with each other etc.. and downplayed my concerns.  I had difficulties in that group from the beginning pretty much with the exception of my first manager there (not the complete ahole.. he was my 2nd).. because I got a lead job that the other ladies in the group thought should have been bestowed on one of them.  I came from outside the company.

In the end.. I loved hearing the gossip back after I left from my one loyal friend there.. who said that they were all swamped with my work.. and they had just thought I "did nothing all day".. lol.  things like "gosh.. I guess she DID do a lot" were bandied about.

Now.. if you can get the boss.. "on record" as being abusive to you in front of others.. you may have a better case.  But, certainly approach HR to work with you on a transfer of some sort is best.  If you make them nervous enough about abusive claims.. they may be well happy to put you somewhere else where your issues don't become a problem for them.


Siemprematahari's picture

This is harrassment and abuse in the work place. You need to report that to HR and/or the department of labor because this is impacting your health and mental well being. Working under these conditions are unacceptable and he needs to be reported ASAP. Document everything and at least you'll have something on file.

nengooseus's picture

In the US, unless there's a unlawful reason for the maltreatment (i.e. discrimination based on gender, race, disability, etc.) it's often *not* harassment under policies.  Companies are wise to address this kind of behavior so that they don't get these kinds of allegations, but in reality, the burden falls to the employee to demonstrate that the abuse stems from unlawful behavior and all too often, people are just jerks.

CLove's picture

Im sorry - I was in this exact position last year and the year before. The dud hired me as a CPA admin, promising that he would teach me taxes and bookkeeping.

He was a sucky teacher. I learned next to nothing. And he would regularly blast me with his temper, tell me I wasnt good enough and tell me how I did EVERYTHING wrong, and blast me in front of clients too. I got really sick, coughing and sneezing and just SICK for several months. I just up and quit, and found my dream job.

ANd am no longer ill.

I hope the same for you!!!

Evil3's picture

I've been sick, coughing, sneezing and headaches for about seven weeks now. I mysteriously feel great on weekends, but come Sunday, I start feeling like crap again and Monday mornings, I start developing migraines.

HowLongIsForever's picture

There are a whole lot of differences in our situations (i.e. US vs Canada, union vs at will, etc.) so please take what I say with a grain of salt.

I experienced what amounts to extreme workplace bullying with a long term (over a decade) employer with an exemplary performance history. 

Things escalated to what I think any normal person would consider off the charts (home stalking, attempting to secure and divulge medical information, etc.) in an effort for my former manager (then director) to abuse my current manager since I was heavily leaned on by said new manager.

Insane amount of damage both professionally and personally.  Nutcase said things like, "I flipped the switch to get things back to normal (after said manager quit), I hope you can see that."

As if acknowledging that the lunacy was all a decision, some sort of personnel management strategy, made it all acceptable and there was ever any chance of going back to the previous decade old working relationship.  Utter insanity.

That aside, please keep in mind that HRs position is to protect the company, not the individual.  Your concerns and complaints will be weighed as a legal risk scenario, not a moral obligation scenario.

I voluntarily left that job, provided appropriate notice, trained my replacement and was still confronted by an angry director/now acting manager that I was doing all of this solely to screw him over.  Ha!

Unfortunately for me, bullying is not illegal and there was nothing to firmly declare the nonsense as under a protected class.  So, while I could have gone the legal route I had zero interest in the financial or emotional expense in the name of vindication.

I was once told early in my career that if I were ever in a position to go to HR I'd better be prepared to leave that job.  I didn't believe it but when push came to shove, that advice was dead on.  Even if you are 100% in the right and perhaps even openly vindicated, that is a very difficult thing to survive let alone come back from.

If you can transfer, without his involvement, do so.  If you cannot, do everything in your power to secure employment elsewhere.  

It's been several years and my career trajectory has been nothing short of positive (better than had I stayed truthfully) but I can still easily be triggered and it does color my view of life these days.

If you are going the documentation route, make sure you remove all emotion from communication.  Follow up phone calls or in person conversations via email to confirm your understanding of the conversation is correct and for documentation.

Ask HR for direction or instruction in how to manage situation x, y, z.  Understand that if they do investigate, that investigation will likely involve more than just the two parties directly involved.  If you are union I would recommend taking that approach with your rep (in writing) before HR.

Having said all of that, there are people who have a much better experience than mine in resolving workplace bullying.  There are resources out there like the Workplace Bullying Institute that may be of some assistance to you regardless of which path you choose.

Best of luck, my heart breaks for you knowing what you're going through.

DarkStar's picture

from my FDH. I might doubt his parenting skills at times, but he is THE MASTER at dealing with this kind of stuff. He's the director of software development for a Fortune500 company and has about 20 years of management experience under his belt. Hold on, it's long!

#1 - You MUST keep your emotions out of these things as much as possible. It's an emotional situation, but if you come forward as a frantic and frustrated person, it will be difficult for anyone to unwind the emotions from the reality of the problem.

#2 - Stick to data and facts. I'll mention this several times because it's one of the most important aspects about any problem solving solution in the workplace. Always have specific examples (and proof when you are able) of anything you're claiming has occurred.

#3 - Don't make any statements about the mental capacity or disabilities of your boss -- to him, to HR, to the union, to anyone...ever. It'll only hurt everything else you're trying to do and everything else you want to say. Besides -- you're just making excuses for his behavior when you say that anyway, so why even go there?

#4 - RE: Boss discussing your emotional sensitivity -- directly address this with him. "I appreciate your apology, but when you say things like 'how sensitive you are', it really bothers me and makes me feel as if you're diminishing my concerns."

#5 - RE: Boss saying good job, then redoing work -- directly address this with him. "When you tell me I've done a good job, then proceed to critique me and change a large percentage of my work, it makes me question if I've actually performed well or if you're not being honest with me. Please let me know where I stand with my performance -- I am willing to hear your direct feedback. Alternatively, if my work is actually good, please explain to me the critique and changes."

#6 RE: Boss spending hours revising work -- directly address this with him. "When we spend hours revising my work together, I feel as if you're diminishing my work product. I would rather you provide your assessment and feedback, and then give me the opportunity to make the necessary changes. This is better use of mine and your time and value, and will help me to grow more effectively."

#7 RE: Boss providing a bad reference -- Do you have proof of this? Or is this just your suspicion? Data and facts. If you have proof and data to support your claim, inquire what areas he felt you were not right for the job you had applied so you can work on improving for the next opportunity.

#8 RE: Being afraid of certain things on the job for fear of backlash -- directly address this with him. "When I responded to ___, and you reacted like ____, it made me feel inadequate. Please explain to me how my performance was lacking in this situation and how an alternate approach would have given better results. How would I know in the future to take the correct action? Would you prefer I consult with you first? Can you please help me understand how you knew the correct action to take so I can learn better for next time?"

#9 RE: Avoidance -- directly address this with him. "Because you have these behaviors with me, I feel uncomfortable working around you. I cannot afford to spend so much time in your office when I have other things I need to attend to. I would like you to better respect my schedule, especially when I tell you I am unable to stay long. We can always schedule time to follow-up when I'm more available to give you my full attention."

#10 RE: Union worker -- Talk to your union representatives about any labor violations on which you have real data and proof. They are there to help these situations.

#11 RE: Work opportunities -- directly address this with him. "Can we please cross-train other team members on *complicated task* so I can have more opportunities for career development and growth? 6 months ago, you said that I'd be able to develop myself in _____ and I have not seen any notable progress. What is your plan for me for the next 6 months?" Also...on the flip side, 6 months goes by fast, and it's certainly not very long on a job. Were you ever given a timeframe on when you'd be cross-trained into other areas? Has a promise actually been broken, or are you just frustrated because of the other issues? Think this one through.

#12 RE: Afraid to go to Human Resources -- HR is absolutely useful when you have documented data and facts. Specific incidents that, together tell a story, also help. In regards to confidentiality, they are not required to be confidential. They have to go to, minimally, the more senior management in your boss' upline. However, you can absolutely ask for confidentiality (and I would always ask this) while you work with them through the process. Tell them you need this to remain confidential for now because you believe the environment to turn more hostile than it already is and that you fear retaliation. Again....HR WILL DISCUSS THIS WITH SENIOR LEADERSHIP. But you've done your job by asking to remain confidential for now until the appropriate time that they need you to go further in the process with them. DO NOT go in without data and facts. Otherwise, everything you report is just hearsay. As frustrating as that may be, if you haven't been keeping notes on specific incidents, then HR will have an extremely difficult time justifying the claims your making or proving any wrongdoing by your boss. Data and facts!

#13 If you truly feel you're in a hostile work environment (look it up, understand what this means), and that it's affecting your health, talk with your union representatives about this. But again -- data and facts!

Lastly -- document, document, document. Large or small, the more documentation you have, the better story it tells. So start now if you haven't already done so. But remember - keep your emotions out of it as best as possible. Data and facts!

STaround's picture

Appear to not have faith in her.   She has an earlier post, indicating she is frozen at times and cannot do work.  My guess is both of these bosses will say they have tried to work with her and coach her and it is hopeless.  They are entitled to say that if they beleive it. 

Yes, she might be able to get HR to cut down on the 3 hour sessions, and if her job is OT eligible, she should be getting it.   They may be able to help her with a transfer, but IMHO, having two bosses in a row not happy with your work, no one else is going to want you.  Too much of a risk.

STaround's picture

I looked at your blog in September, and while your earlier supervisor did not seem as ugly, he did not sppear confident in you

Evil3's picture

I agree, but I found out since that he's got a long history of not developing people or delegating. He's actually been in trouble for it. However, he was very kind and we did have a good rapport and I could talk to him. He never had a cruel streak in him. He even apologized for not developing me.

Evil3's picture

#7 - he admitted to playing giving me a bad reference.

#11 - yes, there was a promise that others would be crosstrained, but we have people leaving in droves, so it never happened.

#9 - I have told him that I have other things to tend to instead of being in his office for so long. He insists of me sitting there. He will even keep me long after the end of my work day, sometimes for three hours and when I started putting in for overtime pay, he has gotten really mad and yelled at me that there is a freeze on OT pay.

#12 - I just came back from HR. I'll post an update.

ITB2012's picture

if you don't want to go barreling into HR to complain directly about your boss another option is to write a letter you want put in your own file. 

I did this in case things went really terribly wrong and if I got accused of things that it didn't look like I was just pulling random stories (lies) out of my butt. I outlined all the situations and what was going on and in the letter I stated that I wanted it placed in my own personnel file and why (that I was afraid of repercussions or being accused of things so I wanted some things on record now). HR called me within five minutes of getting it (I sent it via email so I could be sure they got it and have a trail that it was sent). They wanted to have a meeting with the boss right away and put it in that file, too. I said I would prefer not to and that they didn't put it in her file but that I couldn't stop them.

BethAnne's picture

I have not delt with it in a work setting, but I did have a long term partner who suffered from ocd and the advice given to me was to not actively facilitate his compulsions and not let them interfere with my life. So I was not to stand there and wait while he had to turn the light on and off the required number of times, but get on with what I needed to do. I should not go back and check if the door was locked because he needed it to be checked again. I should not have to participate in counting the number of words actors say in tv shows. In the same vein it may be worth discussing with hr the fact that your boss does not seem to be getting proper support for his ocd and how it is affecting you. One idea could be to ask if you can have some training in dealing with people with ocd and ask if hr can facilitate conversations between you and your boss that could help to develop systems for you to avoid being caught up in his compulsions.

I know that you are suffering and this job is not what you want it to be, but the behaviors you describe from your boss suggest that he is not coping well with his ocd at work and he gets angry when that is made plain to him (when you try to enforce reasonable behavior). If when you talk to HR you can approach the matter with some understanding of both sides of the situation and some humility as to the drop in your performace you might stand a better chance of getting yourself moved to a different postion and some extra support to get going there and get your boss some extra help too. Using your union rep as a sounding board and mediatior is a good idea. 

Evil3's picture


Thank you all for your advice!!!

HR said they could talk to me today. I went and spoke with the HR director for over an hour.

I remained calm, just spoke the facts about what transpired and asked for confidentiality because I was afraid of retaliation. HR admitted that a bunch of really bad managers have been working for the organization for a long time. She said it was because they were hired for their subject matter expertise, but have no clue about leading people. The managers are all known for being really bad at leading or developing and mentoring people. There have been many complaints about people not getting decent work to do, if any, for years. There have been complaints about my manager already and he's only been there for six months.

HR said they can't give me a lateral transfer unless I fully disclose what's going on. I could get a transfer based on being bullied and if I was presenting physical symptoms from it. I didn't want to go that route. Since I specialized in certain types of matters and since my boss and his boss hate that our unit has these matters, I could present to my boss that the matters belong elsewhere and since I've specialized in them, I could go with these matters. I could present it as a benefit to my boss and his boss because then my departure could free up a spot for the boss' boss to bring in someone she prefers. All but two of us were brought on board by the head hauncho. It's all been a non-kosher way and HR wasn't aware of it, but now they are. HR thinks that my boss will go for my idea to ship out those matters and have me go with them. HR warned me that my boss will take full credit and I said that I didn't care. He can have all the credit he wants as long as I can get out.

HR also said to approach my old boss, because they know for a fact that my old boss would take me to where he was. He was shipped out by my boss' boss so that she could bring in my boss. My old boss was really depressed for a while because he worked there for 29 years. I was given the impression that HR had already talked to my old boss, because the HR lady said she knew for a fact that he would take me to work with him if I went and asked him to. I found that to be very interesting. I'm going to go talk to my old boss today, but I"m still going to present the idea of farming out the matters I have and have me go with them.

HR wants to do something about both my boss and his boss, as they have been "watching" them for a while. They can't officially do anything yet, because whenever people go to HR, they say they want confidentiality because they're afraid of retaliation. HR said that unless people give permission for HR to address those two bozos, their hands are tied. HR lady also said that abusive people count on other people's fears to continue to get away with what they do. I think if other people go forward, I'll come forward, but I will not be the one to start it all. It's not worth it to me.

HowLongIsForever's picture

That is how HR (and the director no less?) addressed your concerns? Yikes.

Please tread very, very carefully going forward.

How do you feel about the conversation? 

Evil3's picture

I feel OK about it because I'm doing a proposal right now and I'm confident that both my boss and his boss will go for it.

HowLongIsForever's picture

Considerations before you launch that missle:

HR personnel, including (or especially) the director, should never, ever, ever so casually discuss your concerns in such a manner.  Based on your retelling, the director amounted to gossip to help you feel heard and placed 100% of the responsibility to resolve your concerns on you with no offer of support.

HR has a multitude of options at their disposal when it comes to addressing employee behavior.  Addressing employee behavior does not have to be punitive.  Assigning mentors or coaches, providing management training and development for managers they feel are lacking are just some examples.  Regardless, they should never discuss such things, including the decision to not take such actions, with employee A in regards to employee B.

Revealing the accuser or the victim is not a requirement for the company to take action and again those actions need not be punitive.  That they would tell you they cannot address the situation unless you're willing to crucify yourself is their way of putting the responsibility on you.  Complaints of harassment or mistreatment can come from the person experiencing it directly or a third party witness.  Ethics hotlines are capable of anonymity.  None of these require you to publicly declare yourself or your abuse.

Headcount and the resources dedicated to such are not typically determined by department heads but higher up the corporate ladder.  Be very careful in openly suggesting to your manager (who does not support you or find your work to be of acceptable quality) that he can be rid of you by having the duties of your role moved to another department or that those duties require a full time headcount.  I can virtually guarantee he does not have the authority or decision making rights to make that happen or guarantee the role to you.  If the transition of those duties to another department is successful convincing the company that a full time headcount is required for you when it is not currently a full time position is an uphill battle.

If the HR team felt that their conversation with you was appropriate,  expect the same consideration for the concerns you shared.  They'll not treat your inquiry any differently than those that were divulged to you.

They have told you, in no certain terms, that they do not take your complaint seriously nor are they at all concerned about the outcome of this scenario.  Do not expect any real support from them going forward and do not consider your concern to be recognized as a formal complaint.

I would follow up your conversation via email to confirm you understand what options and suggestions the HR department had for you and forward that to your union representative to get their opinion and recommendations moving forward.

In following up with HR, make sure you thank them for their time, ask that they review the proposal they've suggested you put together and since you're supposed to be building a business case involve them a little more directly by requesting generic information like a time frame for departmental budget reviews (when during the year do these typically happen, etc.) and what the average additional costs above and beyond salary are for headcount at that level (example they may allocate 30% above payroll to cover equipment, benefits, training, etc.). Knowing such basics will help you put together a stronger business case, including where you being the candidate for this new role would save them money from a new hire.

You don't ever want to be accusatory or defensive in your language.  For lack of better words, play innocently dumb and make them tell you exactly what needs to be done, by you, in order to meet their expectations.  Never give them an excuse to label you as the problem.

Best of luck.  I hope it's just a case of an immature employee rather than an overall damaging culture.



Lollybobs's picture

Any idea who else has complained about him? If there's more than just you, it's a stronger case and you're not starting it alone. Just a thought.

I had a bullying boss years ago. Amongst other things, she had no time for anyone who had young children. I was senior management and went on maternity leave at the same time as two other senior managers, all of us from different departments and all with around 15 years experience. When we came back, she put us all in one department, stripped us of our senior management roles (although she coudn't decreaase our pay) and made a guy with 1 year's experience our boss. It was crazy; he had no idea what he was doing and we ran rings round him. In hindsight, I really wish we had gone to our union to fight a complaint on our behalf but we all had enough on our plates with new babies and just didn't have the time or the energy. It still niggles me that we dind't do something though.

Evil3's picture

A person who recently left for a promotion had a chat with HR and spilled her guts about everything about his place including my boss and how cruel he was. Another lady here reported him because he yelled and swore at her when I wasn't there. He was frustrated and took it out on her. His former employees at his former workplace reported him to their HR. One of them moved here and gave HR a heads up on what this guy is like. My boss' boss was reported on by at least three people that I know of.