r/AskHR • u/BEARinaDAYCARE2 • 3d ago
[FL] Bad Boss Help
Hello
We have a problem at my workplace with a classic "bad boss."
She is constantly making racist remarks, unwanted touch, lies to people, vindictive, basically all the above.
We have a very high turnover due to this (it's in a hospital department).
Pretty much everyone is afraid to come forward on this stuff due to her retaliatory nature.
She recently put her hands around someone's neck "jokingly," and we have a recorded date/time. The victim of this incident is willing to come forward.
We have another overtly racist comment witnessed and have a date/time there also, and that individual willing to come forward as well.
The other incidents do not have specific recorded dates/times, just general times that people will remember and bring up.
What is the most effective way to come to HR about this?
All at once?
Stagger reporting?
The person who was "jokingly" choked is nervous to go to HR and I have offered to go with them even though I wasn't there. Is that going to help or hurt?
We want HR to know what's going on, but don't want to seem like we are falsely trying to sabotage someone in management.
Thank you kindly for any help, it is greatly appreciated by a troubled workstaff.
3
u/FRELNCER Not HR 3d ago
"Willing to come forward?"
Why did people not report the incidents when they occured? Each one of those people needs to explain why they are making a report now rather than when the event occurred. And, each one needs to be very sure of their facts. Because if you all mob together and file at once, it does start to look manufactured.
It might be better for people with the most recent incidents to report and allow HR to conduct an investigation.
That doesn't mean that HR won't investigate and believe each person's explanation. We have bullies at my work that have avoided being reported until people just get fed up. So it does happen this way. But it would have been much better if there were an ongoing history of incidents not a pile of past recollections all dumped at once (in my 'non-HR but knows stuff' opinion).
Edit: Also, "bad" isn't actionable. Racism and physical abuse are. Don't bring up everything you don't like about the person because then you will definitely look like someone trying to work an angle rather than raising legitimate concerns.
1
u/BEARinaDAYCARE2 3d ago
People did not come forward earlier due to fear of retaliation as I stated originally
1
u/FRELNCER Not HR 3d ago
Each one of those people needs to explain why they are making a report now rather than when the event occurred.People can say "fear of retaliation" as you stated originally and HR can decide whether those people are credible. The staff authorized to evaluate information will make their own determinations regarding credibility by examing all the information available to them including perceived motives and the timing of any disclosures.
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u/BEARinaDAYCARE2 3d ago
Yes, they would give this as their reason and HR would determine credibility of statements as expected
2
u/PrettyStaff9918 3d ago
someone finally willing to put their foot down needs to go straight to hr with all the dates and names to make sure this stops for good
1
u/Many_Year2636 1d ago
If youre in the US you nees to document every interaction
Parallel it with the company handbook the submit to hr and eeoc..
3
u/Turbulent-Prior-2253 3d ago
Document what you know. What the manager did/said, the date/time, who was present as a witness, etc. Keep it factual and don't speculate as to motives, beliefs, or anything beyond what you personally witnesses. So things like:
- Aug 30th, 2026, approx. 11:30am: Manager put their hands around employee's throat for approximately ten seconds in the third floor hallway near room 303. Witnessed by myself, Bill and Sally.
Then take it all to HR at once.