Correct. Neither party being aware would be secret 3rd party surveillance (e.g. police, or recording your neighbor’s private conversations through an open window).
Audio takes way less storage space than video, so tends to be more practical if you need to record multiple hours (e.g. have the phone recording all day). Although there’s probably apps out there that stream directly to the cloud.
Bottom line, if the company is going to take her and the complaint seriously, they won’t need a recording. I wouldn’t risk doing a recording and being subject to breaking any company rules or state laws. If the company doesn’t take her complaint seriously, she is better off finding a job elsewhere and protecting her own integrity by working for a company with better values and employee support.
Is this grocery store unionized? Then the union rep would be the person to get involved.
Supervisor is away for the week. The Union is going to handle the case.
@gearmom Kudos to your son for being such a caring guy.
@CheddarcheeseMN Just read your post. That is the answer though. Those. Union dues going to good use.
@doschicos Thanks. They’re both students with big exams coming.This has been an unnecessary stress.
But whatever, whatever it takes to keep her safe.
Agree with oldfort- she needs to tell the offender that what he is doing is offensive and unacceptable. If it persists, she has put it on record. Does this guy do it to other employees too?
@jym626 I don’t know about others. He’s rude in general. Probably took advantage of the fact that the supervisor was away for the week.
I will suggest that she try to say something. This will be outside her comfort zone.
At this point it has been reported and is in union/HR hands. I don’t think she needs to confront him as long as they are going to handle it, IMO. If it happened again, I’d be tempted to go directly to the store manager right then and there.
Glad to hear the union/HR will be involved. When I’ve heard of these situations, from a variety of sources, even when union, HR or EEOC is involved, it seems, IIRC, they asked the complaintant if they ever told the perpetrator that the talk/behavior was bothersome to them. Doesn’t mean its required, but it seems to have come up. Might be worth looking at the employee handbook to see what the procedures are for how to handle these situations.
@gearmom - Didn’t realize that it was a union shop, that’s a good thing. Also, if you think that having the notes sent to your son would upset him, have her send them to you or to a separate account.
@techmom99 I will talk to him. There certainly is a certain temptation to just go beat the stuffing out of him. Hopefully level heads will prevail. Though he would deserve it.
But doesn’t the union represent the offender, also?
@Yeah. He gets there strikes. So it’s not over but will be addressed.
@gearmom, I know she is shy, but one thing I learned years ago as a young woman is that sometimes you can stop the abuse by confronting the offender loudly as soon as it happens. I had a colleague who was constantly telling me nasty jokes, talking about his genitalia and generally harassing me. I finally lost my temper and said “Steven, you are a repulsive pig and there is no way in hell any woman is going to be attracted to you, especially not someone like me.” And I said this in front of a client, who I didn’t know was within earshot. Nothing bad happened to me and Steven the pig left me alone after that. As in, he wouldn’t even make eye contact and slunk through any room where I happened to be.
I’m not saying this will work every time (obviously, it depends on the situation and whether the offender is normal or sane), but slapping down a jerk sometimes works better than reporting him. In the meantime, I’m happy to slap your daughter’s offender for her.
The purpose of telling him to stop is not to actually get him to stop. It is to go on the record that she didn’t appreciate what he was doing, and if he were to continue then he would be creating a hostile working environment.
Like many people in the corporate world, I have been through numerous sexual harassment training programs (my guys would tell me that they don’t need the training because they already know how. haha).
We are told if we do not like sexual advances or jokes people tell at work, we should tell them to stop it, otherwise it may not be viewed as offensive to you.
We are also told It is not against the policy to ask a co-worker out on a date, but after 2 refusals then it needs to stop or it is viewed as harassment.
Most companies are very explicit about dos and don’ts in their employee handbook.
When/if someone should file a formal complain to a manager or HR about sexual harassment then it needs to go on the record and be investigated. Once it is filed then the whole system/protocol kicks into place. It is not something to be taken lightly.
If your company is a publicly traded company then any sexual harassment, sex/age discrimination complaints need to be disclosed to the shareholders because they could potentially be very big liabilities for the company.
@Massmomm I had to learn to be more assertive to. With GF a cultural influence (East Asian) could be factoring in also. That is what they tell me to explain the quietness which I don’t think needs an explanation. I think it’s just fine for people to be more reserved but of course in this instance having the ability to stand up when needed in your toolbox is the ideal.
@oldfort I understand. We’ll try to move past above ^ . Tough when you are raised with a different model.
If it becomes racist in addition would that be a separate complaint issue. Just want to be prepared.
Yes, it would be a separate complaint.