Re: off topic questions

[Daniel <dascamel@gmail.com>]

I agree with Doc, also I am a manager at a fortune 500 company, and
the only thing I can add is keep very good records of any incidents. 
I know internally we rely on documentation very heavily.  wiether it
is a email to yourself or a text file of times, dates and
descriptions.

Daniel

On 11/7/05, Robert G. (Doc) Savage <dsavage@peaknet.net> wrote:
> On Mon, 2005-11-07 at 20:20 -0600, bentley_rhodes wrote:
> > does anyone know who i should contact if i have some discrimination,
> > harassment, and slander/ libel going on at work?  i was thinking about
> > the EEOC (equal oppurtunity) people, but i need someone that i can talk
> > to for help if my work center doesn't help me first.
>
> Bentley,
>
> Rule #1: Choose your words carefully. Make them smooth and sweet, lest
> you have to eat them later.
>
> Rule #2: Above all, burn no bridges. Most people spend 40-45 years
> working for one company after another. In this age of mergers and
> acquisitions it's common for someone to find themselves again working
> for a company they'd left a few years ago. This is especially true of
> consulting and contract work.
>
> Rule #3: If the problem is a co-worker, talk privately to your
> supervisor. If your supervisor is the problem, talk privately to his/her
> supervisor. If at all possible, and I cannot emphasize this point too
> much: KEEP THE PROBLEM CONFINED TO YOUR CHAIN OF COMMAND. If that's not
> possible, talk privately to the HR specialist assigned to your area. If
> you don't keep things private, you'll take away their ability to fix the
> problem in a professional and dignified manner. If they choose to fix
> the problem by firing someone, don't be the the most obvious target.
>
> No matter what you may hear from friends and co-workers, lawyers and
> other outsiders never fix a problem. They just take their financial cut
> and move on to the next battle. The only good solutions to problems are
> worked out inside the system.
>
> --Doc
>
>
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