Potential client has a problematic employee I can't work with2019 Community Moderator ElectionManager takes...
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Potential client has a problematic employee I can't work with
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Background :
I'm newly hired in a Consulting Company (IT), recently I've met with a client where my employer would like me to go to work. I had an interview and met the team.
The problem is that I know one member of the team as I had worked with him for 4 years.
Let's call him Bill. Bill is an IT technician, not a good one, may I add. I'm an admin / engineer. During that time together, Bill never wanted to do something he didn't come with. Got a solution about that problem that bugs everyone for 6 months, too bad, Bill doesn't like it, Bill doesn't do it.
My work relationship with Bill went from bad to worse during this time.
But the worst part is that Bill has a history of sexual harassment. He has been fired for sending dirty texts to non-consenting female coworkers. He found their numbers by searching in HR files (which he had access to because).
After he was fired, several female coworkers on the office said that he texted them at some point.
That was 1 year ago, and Bill didn't show any remorse at the time.
To conclude, there is no way I want to, or will work with Bill again.
Question(s) :
1 - I'm newly hired, so I can't refuse a client without explanation. Should I be honest with my employer or should I find another reason?
2 - I'm quite sure the client doesn't know about Bill "past". Should I let them know?
ethics unprofessional-behavior france
New contributor
add a comment |
Background :
I'm newly hired in a Consulting Company (IT), recently I've met with a client where my employer would like me to go to work. I had an interview and met the team.
The problem is that I know one member of the team as I had worked with him for 4 years.
Let's call him Bill. Bill is an IT technician, not a good one, may I add. I'm an admin / engineer. During that time together, Bill never wanted to do something he didn't come with. Got a solution about that problem that bugs everyone for 6 months, too bad, Bill doesn't like it, Bill doesn't do it.
My work relationship with Bill went from bad to worse during this time.
But the worst part is that Bill has a history of sexual harassment. He has been fired for sending dirty texts to non-consenting female coworkers. He found their numbers by searching in HR files (which he had access to because).
After he was fired, several female coworkers on the office said that he texted them at some point.
That was 1 year ago, and Bill didn't show any remorse at the time.
To conclude, there is no way I want to, or will work with Bill again.
Question(s) :
1 - I'm newly hired, so I can't refuse a client without explanation. Should I be honest with my employer or should I find another reason?
2 - I'm quite sure the client doesn't know about Bill "past". Should I let them know?
ethics unprofessional-behavior france
New contributor
4
This is your boss' problem, not yours. Simply and clearly (without being dramatic) tell your boss about the sexual harassment background, and do that immediately hesitation.
– Fattie
1 hour ago
He found their numbers by searching in HR files (which he had access to because) I think you are missing something here. Did he have access to their files because of legitimate reasons (e.g. he was their manager) or illicit reasons (e.g. he knew somebody else's password, etc.)?
– yoozer8
2 mins ago
add a comment |
Background :
I'm newly hired in a Consulting Company (IT), recently I've met with a client where my employer would like me to go to work. I had an interview and met the team.
The problem is that I know one member of the team as I had worked with him for 4 years.
Let's call him Bill. Bill is an IT technician, not a good one, may I add. I'm an admin / engineer. During that time together, Bill never wanted to do something he didn't come with. Got a solution about that problem that bugs everyone for 6 months, too bad, Bill doesn't like it, Bill doesn't do it.
My work relationship with Bill went from bad to worse during this time.
But the worst part is that Bill has a history of sexual harassment. He has been fired for sending dirty texts to non-consenting female coworkers. He found their numbers by searching in HR files (which he had access to because).
After he was fired, several female coworkers on the office said that he texted them at some point.
That was 1 year ago, and Bill didn't show any remorse at the time.
To conclude, there is no way I want to, or will work with Bill again.
Question(s) :
1 - I'm newly hired, so I can't refuse a client without explanation. Should I be honest with my employer or should I find another reason?
2 - I'm quite sure the client doesn't know about Bill "past". Should I let them know?
ethics unprofessional-behavior france
New contributor
Background :
I'm newly hired in a Consulting Company (IT), recently I've met with a client where my employer would like me to go to work. I had an interview and met the team.
The problem is that I know one member of the team as I had worked with him for 4 years.
Let's call him Bill. Bill is an IT technician, not a good one, may I add. I'm an admin / engineer. During that time together, Bill never wanted to do something he didn't come with. Got a solution about that problem that bugs everyone for 6 months, too bad, Bill doesn't like it, Bill doesn't do it.
My work relationship with Bill went from bad to worse during this time.
But the worst part is that Bill has a history of sexual harassment. He has been fired for sending dirty texts to non-consenting female coworkers. He found their numbers by searching in HR files (which he had access to because).
After he was fired, several female coworkers on the office said that he texted them at some point.
That was 1 year ago, and Bill didn't show any remorse at the time.
To conclude, there is no way I want to, or will work with Bill again.
Question(s) :
1 - I'm newly hired, so I can't refuse a client without explanation. Should I be honest with my employer or should I find another reason?
2 - I'm quite sure the client doesn't know about Bill "past". Should I let them know?
ethics unprofessional-behavior france
ethics unprofessional-behavior france
New contributor
New contributor
edited 22 mins ago
Uciebila
38613
38613
New contributor
asked 4 hours ago
RomainRomain
392
392
New contributor
New contributor
4
This is your boss' problem, not yours. Simply and clearly (without being dramatic) tell your boss about the sexual harassment background, and do that immediately hesitation.
– Fattie
1 hour ago
He found their numbers by searching in HR files (which he had access to because) I think you are missing something here. Did he have access to their files because of legitimate reasons (e.g. he was their manager) or illicit reasons (e.g. he knew somebody else's password, etc.)?
– yoozer8
2 mins ago
add a comment |
4
This is your boss' problem, not yours. Simply and clearly (without being dramatic) tell your boss about the sexual harassment background, and do that immediately hesitation.
– Fattie
1 hour ago
He found their numbers by searching in HR files (which he had access to because) I think you are missing something here. Did he have access to their files because of legitimate reasons (e.g. he was their manager) or illicit reasons (e.g. he knew somebody else's password, etc.)?
– yoozer8
2 mins ago
4
4
This is your boss' problem, not yours. Simply and clearly (without being dramatic) tell your boss about the sexual harassment background, and do that immediately hesitation.
– Fattie
1 hour ago
This is your boss' problem, not yours. Simply and clearly (without being dramatic) tell your boss about the sexual harassment background, and do that immediately hesitation.
– Fattie
1 hour ago
He found their numbers by searching in HR files (which he had access to because) I think you are missing something here. Did he have access to their files because of legitimate reasons (e.g. he was their manager) or illicit reasons (e.g. he knew somebody else's password, etc.)?
– yoozer8
2 mins ago
He found their numbers by searching in HR files (which he had access to because) I think you are missing something here. Did he have access to their files because of legitimate reasons (e.g. he was their manager) or illicit reasons (e.g. he knew somebody else's password, etc.)?
– yoozer8
2 mins ago
add a comment |
4 Answers
4
active
oldest
votes
I'll focus on the work-related issue.
Bill never wanted to do something he didn't come with. Got a solution about that problem that bugs everyone for 6 months, too bad, Bill doesn't like it, Bill doesn't do it.
As a consultant you're in a much better position to deal with this. If you ask Bill to do something, he's expected to do it unless he has a good reason not to.
His company is paying for your time and expertise, if Bill wilfully ignores your advice, then you document it, make the implications clear of failing to follow your advice, and ask his boss what they want you to do next.
In terms of 'Not wanting to work with him because he's a creep,' unless you believe you are personally at risk; I don't think it's a good reason, of course if you witness anything out of line you are morally obliged to report it. Unless you have hard evidence of his past misdemeanours, discussing them might open you up to being sued for defamation etc.
2
" if Bill wilfully ignores your advice, then you document it, make the implications clear of failing to follow your advice, and ask his boss what they want you to do next." Why would a consultant even care about that? Consultants are paid to give advice. They are not paid to make people follow their advice (which is just as well, considering the quality of the advice you sometimes get from them!)
– alephzero
15 mins ago
add a comment |
I would suggest that you have a meeting with your manager and HR and explain the situation - giving them your reasons is one thing - that should stay private between them and you.
However, what is said to the customer is up to your manager - he may say "oh, for X reason we have had to change engineer"...
I don't think you should tell Bill's employer your true reason.
Definitely talk with your HR or someone who can give you solid advice, step carefully... BUT definitely talk to someone; if Bill has changed his game (possibly for the worse...) you don't want to be around...
Best wishes...
The problem with "telling HR" is that the OP was only tangentially aware of some of Bill's bad behavior. There is huge difference between "Bill did this to me" and "I heard that Bill did this to other people", so that if the OP goes to HR he has a very fine line to tread - otherwise things could go south very quickly.
– Peter M
11 mins ago
I'd re-iterate that it's worth talking to your manager and maybe HR to try to (as factually as possible) talk about Bill's previous history. However, I'd do it in such a way as to say "there may be trouble ahead" rather than "I don't want to work with him". When talking to the client, or indeed working on their site - you know nothing. If your client asks you about Bill's past, say "I can't talk about this - please take it up with my manager" - keep yourself out of it as much as possible. If you witness something bad, then report it to your manager (and not the client).
– Ralph Bolton
9 mins ago
@PeterM that's usually why conversations with HR are in small rooms, not in the middle of the canteen... I did put "stay private...".
– Solar Mike
9 mins ago
@SolarMike It's not the location, its the difference between knowledge and hearsay that is the issue
– Peter M
8 mins ago
@PeterM Which is why conversations are private - and not in a law court...
– Solar Mike
7 mins ago
|
show 1 more comment
You can't pick and chose who you work with, nor are you there to police peoples behaviour or provide "community service" by informing their employer of their past.
That last part might be confidential or private information btw.so bite your tongue!
If you have valid(!) professional reasons, inform your superior that those are why you can't work with the person.
If you have been harrassed by him, you can tell that your manager as well.
However, from what you said, I'm afraid you just need to be professional and suck it up.
You still can let your superior know that out of professional and private reasons you don't want to work with him.
If you're not the only one they can send and if your boss doesn't think you're being unprofessional you still might dodge that bullet.
Be prepared however that your managers opinion about you might shift negatively.
Yep, a sign of professionalism is not letting personal issues impact your work.
– Kilisi
3 hours ago
You certainly can pick and choose who you work with, it's just that the price of making a choice may be very high indeed
– Dave Gremlin
2 hours ago
add a comment |
If you were personally harassed by Bill in a former job, and you have reasonable evidence of that fact, then you certainly have some grounds to tell your management why you don't want to work with him again. But your OP doesn't actually say that was what happened.
The fact that you think he will ignore your advice is irrelevant. Consultants are paid to give advice, not to enforce its use. (And considering the number of poor consultants around, it's just as well that some of them can't force their clients to follow their advice!)
If you can't handle the fact that clients often think consultants are nothing more than a time-wasting irrelevance imposed on them by their own managers who don't know any better, you are not going to have a happy working life as a consultant!
Managing Bill's behaviour is what Bill's manager is paid to do, and that is none of your business unless you are personally affected by it. Of course, if he does do something inappropriate, you know enough about his past not to ignore the first occurrence "in case it was just be a one-off and you don't want to cause any trouble" - go straight onto your manager (note, your manager, not his manager!) about it.
add a comment |
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4 Answers
4
active
oldest
votes
4 Answers
4
active
oldest
votes
active
oldest
votes
active
oldest
votes
I'll focus on the work-related issue.
Bill never wanted to do something he didn't come with. Got a solution about that problem that bugs everyone for 6 months, too bad, Bill doesn't like it, Bill doesn't do it.
As a consultant you're in a much better position to deal with this. If you ask Bill to do something, he's expected to do it unless he has a good reason not to.
His company is paying for your time and expertise, if Bill wilfully ignores your advice, then you document it, make the implications clear of failing to follow your advice, and ask his boss what they want you to do next.
In terms of 'Not wanting to work with him because he's a creep,' unless you believe you are personally at risk; I don't think it's a good reason, of course if you witness anything out of line you are morally obliged to report it. Unless you have hard evidence of his past misdemeanours, discussing them might open you up to being sued for defamation etc.
2
" if Bill wilfully ignores your advice, then you document it, make the implications clear of failing to follow your advice, and ask his boss what they want you to do next." Why would a consultant even care about that? Consultants are paid to give advice. They are not paid to make people follow their advice (which is just as well, considering the quality of the advice you sometimes get from them!)
– alephzero
15 mins ago
add a comment |
I'll focus on the work-related issue.
Bill never wanted to do something he didn't come with. Got a solution about that problem that bugs everyone for 6 months, too bad, Bill doesn't like it, Bill doesn't do it.
As a consultant you're in a much better position to deal with this. If you ask Bill to do something, he's expected to do it unless he has a good reason not to.
His company is paying for your time and expertise, if Bill wilfully ignores your advice, then you document it, make the implications clear of failing to follow your advice, and ask his boss what they want you to do next.
In terms of 'Not wanting to work with him because he's a creep,' unless you believe you are personally at risk; I don't think it's a good reason, of course if you witness anything out of line you are morally obliged to report it. Unless you have hard evidence of his past misdemeanours, discussing them might open you up to being sued for defamation etc.
2
" if Bill wilfully ignores your advice, then you document it, make the implications clear of failing to follow your advice, and ask his boss what they want you to do next." Why would a consultant even care about that? Consultants are paid to give advice. They are not paid to make people follow their advice (which is just as well, considering the quality of the advice you sometimes get from them!)
– alephzero
15 mins ago
add a comment |
I'll focus on the work-related issue.
Bill never wanted to do something he didn't come with. Got a solution about that problem that bugs everyone for 6 months, too bad, Bill doesn't like it, Bill doesn't do it.
As a consultant you're in a much better position to deal with this. If you ask Bill to do something, he's expected to do it unless he has a good reason not to.
His company is paying for your time and expertise, if Bill wilfully ignores your advice, then you document it, make the implications clear of failing to follow your advice, and ask his boss what they want you to do next.
In terms of 'Not wanting to work with him because he's a creep,' unless you believe you are personally at risk; I don't think it's a good reason, of course if you witness anything out of line you are morally obliged to report it. Unless you have hard evidence of his past misdemeanours, discussing them might open you up to being sued for defamation etc.
I'll focus on the work-related issue.
Bill never wanted to do something he didn't come with. Got a solution about that problem that bugs everyone for 6 months, too bad, Bill doesn't like it, Bill doesn't do it.
As a consultant you're in a much better position to deal with this. If you ask Bill to do something, he's expected to do it unless he has a good reason not to.
His company is paying for your time and expertise, if Bill wilfully ignores your advice, then you document it, make the implications clear of failing to follow your advice, and ask his boss what they want you to do next.
In terms of 'Not wanting to work with him because he's a creep,' unless you believe you are personally at risk; I don't think it's a good reason, of course if you witness anything out of line you are morally obliged to report it. Unless you have hard evidence of his past misdemeanours, discussing them might open you up to being sued for defamation etc.
answered 2 hours ago
JeffUKJeffUK
47227
47227
2
" if Bill wilfully ignores your advice, then you document it, make the implications clear of failing to follow your advice, and ask his boss what they want you to do next." Why would a consultant even care about that? Consultants are paid to give advice. They are not paid to make people follow their advice (which is just as well, considering the quality of the advice you sometimes get from them!)
– alephzero
15 mins ago
add a comment |
2
" if Bill wilfully ignores your advice, then you document it, make the implications clear of failing to follow your advice, and ask his boss what they want you to do next." Why would a consultant even care about that? Consultants are paid to give advice. They are not paid to make people follow their advice (which is just as well, considering the quality of the advice you sometimes get from them!)
– alephzero
15 mins ago
2
2
" if Bill wilfully ignores your advice, then you document it, make the implications clear of failing to follow your advice, and ask his boss what they want you to do next." Why would a consultant even care about that? Consultants are paid to give advice. They are not paid to make people follow their advice (which is just as well, considering the quality of the advice you sometimes get from them!)
– alephzero
15 mins ago
" if Bill wilfully ignores your advice, then you document it, make the implications clear of failing to follow your advice, and ask his boss what they want you to do next." Why would a consultant even care about that? Consultants are paid to give advice. They are not paid to make people follow their advice (which is just as well, considering the quality of the advice you sometimes get from them!)
– alephzero
15 mins ago
add a comment |
I would suggest that you have a meeting with your manager and HR and explain the situation - giving them your reasons is one thing - that should stay private between them and you.
However, what is said to the customer is up to your manager - he may say "oh, for X reason we have had to change engineer"...
I don't think you should tell Bill's employer your true reason.
Definitely talk with your HR or someone who can give you solid advice, step carefully... BUT definitely talk to someone; if Bill has changed his game (possibly for the worse...) you don't want to be around...
Best wishes...
The problem with "telling HR" is that the OP was only tangentially aware of some of Bill's bad behavior. There is huge difference between "Bill did this to me" and "I heard that Bill did this to other people", so that if the OP goes to HR he has a very fine line to tread - otherwise things could go south very quickly.
– Peter M
11 mins ago
I'd re-iterate that it's worth talking to your manager and maybe HR to try to (as factually as possible) talk about Bill's previous history. However, I'd do it in such a way as to say "there may be trouble ahead" rather than "I don't want to work with him". When talking to the client, or indeed working on their site - you know nothing. If your client asks you about Bill's past, say "I can't talk about this - please take it up with my manager" - keep yourself out of it as much as possible. If you witness something bad, then report it to your manager (and not the client).
– Ralph Bolton
9 mins ago
@PeterM that's usually why conversations with HR are in small rooms, not in the middle of the canteen... I did put "stay private...".
– Solar Mike
9 mins ago
@SolarMike It's not the location, its the difference between knowledge and hearsay that is the issue
– Peter M
8 mins ago
@PeterM Which is why conversations are private - and not in a law court...
– Solar Mike
7 mins ago
|
show 1 more comment
I would suggest that you have a meeting with your manager and HR and explain the situation - giving them your reasons is one thing - that should stay private between them and you.
However, what is said to the customer is up to your manager - he may say "oh, for X reason we have had to change engineer"...
I don't think you should tell Bill's employer your true reason.
Definitely talk with your HR or someone who can give you solid advice, step carefully... BUT definitely talk to someone; if Bill has changed his game (possibly for the worse...) you don't want to be around...
Best wishes...
The problem with "telling HR" is that the OP was only tangentially aware of some of Bill's bad behavior. There is huge difference between "Bill did this to me" and "I heard that Bill did this to other people", so that if the OP goes to HR he has a very fine line to tread - otherwise things could go south very quickly.
– Peter M
11 mins ago
I'd re-iterate that it's worth talking to your manager and maybe HR to try to (as factually as possible) talk about Bill's previous history. However, I'd do it in such a way as to say "there may be trouble ahead" rather than "I don't want to work with him". When talking to the client, or indeed working on their site - you know nothing. If your client asks you about Bill's past, say "I can't talk about this - please take it up with my manager" - keep yourself out of it as much as possible. If you witness something bad, then report it to your manager (and not the client).
– Ralph Bolton
9 mins ago
@PeterM that's usually why conversations with HR are in small rooms, not in the middle of the canteen... I did put "stay private...".
– Solar Mike
9 mins ago
@SolarMike It's not the location, its the difference between knowledge and hearsay that is the issue
– Peter M
8 mins ago
@PeterM Which is why conversations are private - and not in a law court...
– Solar Mike
7 mins ago
|
show 1 more comment
I would suggest that you have a meeting with your manager and HR and explain the situation - giving them your reasons is one thing - that should stay private between them and you.
However, what is said to the customer is up to your manager - he may say "oh, for X reason we have had to change engineer"...
I don't think you should tell Bill's employer your true reason.
Definitely talk with your HR or someone who can give you solid advice, step carefully... BUT definitely talk to someone; if Bill has changed his game (possibly for the worse...) you don't want to be around...
Best wishes...
I would suggest that you have a meeting with your manager and HR and explain the situation - giving them your reasons is one thing - that should stay private between them and you.
However, what is said to the customer is up to your manager - he may say "oh, for X reason we have had to change engineer"...
I don't think you should tell Bill's employer your true reason.
Definitely talk with your HR or someone who can give you solid advice, step carefully... BUT definitely talk to someone; if Bill has changed his game (possibly for the worse...) you don't want to be around...
Best wishes...
edited 1 hour ago
answered 4 hours ago
Solar MikeSolar Mike
1,151311
1,151311
The problem with "telling HR" is that the OP was only tangentially aware of some of Bill's bad behavior. There is huge difference between "Bill did this to me" and "I heard that Bill did this to other people", so that if the OP goes to HR he has a very fine line to tread - otherwise things could go south very quickly.
– Peter M
11 mins ago
I'd re-iterate that it's worth talking to your manager and maybe HR to try to (as factually as possible) talk about Bill's previous history. However, I'd do it in such a way as to say "there may be trouble ahead" rather than "I don't want to work with him". When talking to the client, or indeed working on their site - you know nothing. If your client asks you about Bill's past, say "I can't talk about this - please take it up with my manager" - keep yourself out of it as much as possible. If you witness something bad, then report it to your manager (and not the client).
– Ralph Bolton
9 mins ago
@PeterM that's usually why conversations with HR are in small rooms, not in the middle of the canteen... I did put "stay private...".
– Solar Mike
9 mins ago
@SolarMike It's not the location, its the difference between knowledge and hearsay that is the issue
– Peter M
8 mins ago
@PeterM Which is why conversations are private - and not in a law court...
– Solar Mike
7 mins ago
|
show 1 more comment
The problem with "telling HR" is that the OP was only tangentially aware of some of Bill's bad behavior. There is huge difference between "Bill did this to me" and "I heard that Bill did this to other people", so that if the OP goes to HR he has a very fine line to tread - otherwise things could go south very quickly.
– Peter M
11 mins ago
I'd re-iterate that it's worth talking to your manager and maybe HR to try to (as factually as possible) talk about Bill's previous history. However, I'd do it in such a way as to say "there may be trouble ahead" rather than "I don't want to work with him". When talking to the client, or indeed working on their site - you know nothing. If your client asks you about Bill's past, say "I can't talk about this - please take it up with my manager" - keep yourself out of it as much as possible. If you witness something bad, then report it to your manager (and not the client).
– Ralph Bolton
9 mins ago
@PeterM that's usually why conversations with HR are in small rooms, not in the middle of the canteen... I did put "stay private...".
– Solar Mike
9 mins ago
@SolarMike It's not the location, its the difference between knowledge and hearsay that is the issue
– Peter M
8 mins ago
@PeterM Which is why conversations are private - and not in a law court...
– Solar Mike
7 mins ago
The problem with "telling HR" is that the OP was only tangentially aware of some of Bill's bad behavior. There is huge difference between "Bill did this to me" and "I heard that Bill did this to other people", so that if the OP goes to HR he has a very fine line to tread - otherwise things could go south very quickly.
– Peter M
11 mins ago
The problem with "telling HR" is that the OP was only tangentially aware of some of Bill's bad behavior. There is huge difference between "Bill did this to me" and "I heard that Bill did this to other people", so that if the OP goes to HR he has a very fine line to tread - otherwise things could go south very quickly.
– Peter M
11 mins ago
I'd re-iterate that it's worth talking to your manager and maybe HR to try to (as factually as possible) talk about Bill's previous history. However, I'd do it in such a way as to say "there may be trouble ahead" rather than "I don't want to work with him". When talking to the client, or indeed working on their site - you know nothing. If your client asks you about Bill's past, say "I can't talk about this - please take it up with my manager" - keep yourself out of it as much as possible. If you witness something bad, then report it to your manager (and not the client).
– Ralph Bolton
9 mins ago
I'd re-iterate that it's worth talking to your manager and maybe HR to try to (as factually as possible) talk about Bill's previous history. However, I'd do it in such a way as to say "there may be trouble ahead" rather than "I don't want to work with him". When talking to the client, or indeed working on their site - you know nothing. If your client asks you about Bill's past, say "I can't talk about this - please take it up with my manager" - keep yourself out of it as much as possible. If you witness something bad, then report it to your manager (and not the client).
– Ralph Bolton
9 mins ago
@PeterM that's usually why conversations with HR are in small rooms, not in the middle of the canteen... I did put "stay private...".
– Solar Mike
9 mins ago
@PeterM that's usually why conversations with HR are in small rooms, not in the middle of the canteen... I did put "stay private...".
– Solar Mike
9 mins ago
@SolarMike It's not the location, its the difference between knowledge and hearsay that is the issue
– Peter M
8 mins ago
@SolarMike It's not the location, its the difference between knowledge and hearsay that is the issue
– Peter M
8 mins ago
@PeterM Which is why conversations are private - and not in a law court...
– Solar Mike
7 mins ago
@PeterM Which is why conversations are private - and not in a law court...
– Solar Mike
7 mins ago
|
show 1 more comment
You can't pick and chose who you work with, nor are you there to police peoples behaviour or provide "community service" by informing their employer of their past.
That last part might be confidential or private information btw.so bite your tongue!
If you have valid(!) professional reasons, inform your superior that those are why you can't work with the person.
If you have been harrassed by him, you can tell that your manager as well.
However, from what you said, I'm afraid you just need to be professional and suck it up.
You still can let your superior know that out of professional and private reasons you don't want to work with him.
If you're not the only one they can send and if your boss doesn't think you're being unprofessional you still might dodge that bullet.
Be prepared however that your managers opinion about you might shift negatively.
Yep, a sign of professionalism is not letting personal issues impact your work.
– Kilisi
3 hours ago
You certainly can pick and choose who you work with, it's just that the price of making a choice may be very high indeed
– Dave Gremlin
2 hours ago
add a comment |
You can't pick and chose who you work with, nor are you there to police peoples behaviour or provide "community service" by informing their employer of their past.
That last part might be confidential or private information btw.so bite your tongue!
If you have valid(!) professional reasons, inform your superior that those are why you can't work with the person.
If you have been harrassed by him, you can tell that your manager as well.
However, from what you said, I'm afraid you just need to be professional and suck it up.
You still can let your superior know that out of professional and private reasons you don't want to work with him.
If you're not the only one they can send and if your boss doesn't think you're being unprofessional you still might dodge that bullet.
Be prepared however that your managers opinion about you might shift negatively.
Yep, a sign of professionalism is not letting personal issues impact your work.
– Kilisi
3 hours ago
You certainly can pick and choose who you work with, it's just that the price of making a choice may be very high indeed
– Dave Gremlin
2 hours ago
add a comment |
You can't pick and chose who you work with, nor are you there to police peoples behaviour or provide "community service" by informing their employer of their past.
That last part might be confidential or private information btw.so bite your tongue!
If you have valid(!) professional reasons, inform your superior that those are why you can't work with the person.
If you have been harrassed by him, you can tell that your manager as well.
However, from what you said, I'm afraid you just need to be professional and suck it up.
You still can let your superior know that out of professional and private reasons you don't want to work with him.
If you're not the only one they can send and if your boss doesn't think you're being unprofessional you still might dodge that bullet.
Be prepared however that your managers opinion about you might shift negatively.
You can't pick and chose who you work with, nor are you there to police peoples behaviour or provide "community service" by informing their employer of their past.
That last part might be confidential or private information btw.so bite your tongue!
If you have valid(!) professional reasons, inform your superior that those are why you can't work with the person.
If you have been harrassed by him, you can tell that your manager as well.
However, from what you said, I'm afraid you just need to be professional and suck it up.
You still can let your superior know that out of professional and private reasons you don't want to work with him.
If you're not the only one they can send and if your boss doesn't think you're being unprofessional you still might dodge that bullet.
Be prepared however that your managers opinion about you might shift negatively.
edited 3 hours ago
answered 4 hours ago
DigitalBlade969DigitalBlade969
8,2902932
8,2902932
Yep, a sign of professionalism is not letting personal issues impact your work.
– Kilisi
3 hours ago
You certainly can pick and choose who you work with, it's just that the price of making a choice may be very high indeed
– Dave Gremlin
2 hours ago
add a comment |
Yep, a sign of professionalism is not letting personal issues impact your work.
– Kilisi
3 hours ago
You certainly can pick and choose who you work with, it's just that the price of making a choice may be very high indeed
– Dave Gremlin
2 hours ago
Yep, a sign of professionalism is not letting personal issues impact your work.
– Kilisi
3 hours ago
Yep, a sign of professionalism is not letting personal issues impact your work.
– Kilisi
3 hours ago
You certainly can pick and choose who you work with, it's just that the price of making a choice may be very high indeed
– Dave Gremlin
2 hours ago
You certainly can pick and choose who you work with, it's just that the price of making a choice may be very high indeed
– Dave Gremlin
2 hours ago
add a comment |
If you were personally harassed by Bill in a former job, and you have reasonable evidence of that fact, then you certainly have some grounds to tell your management why you don't want to work with him again. But your OP doesn't actually say that was what happened.
The fact that you think he will ignore your advice is irrelevant. Consultants are paid to give advice, not to enforce its use. (And considering the number of poor consultants around, it's just as well that some of them can't force their clients to follow their advice!)
If you can't handle the fact that clients often think consultants are nothing more than a time-wasting irrelevance imposed on them by their own managers who don't know any better, you are not going to have a happy working life as a consultant!
Managing Bill's behaviour is what Bill's manager is paid to do, and that is none of your business unless you are personally affected by it. Of course, if he does do something inappropriate, you know enough about his past not to ignore the first occurrence "in case it was just be a one-off and you don't want to cause any trouble" - go straight onto your manager (note, your manager, not his manager!) about it.
add a comment |
If you were personally harassed by Bill in a former job, and you have reasonable evidence of that fact, then you certainly have some grounds to tell your management why you don't want to work with him again. But your OP doesn't actually say that was what happened.
The fact that you think he will ignore your advice is irrelevant. Consultants are paid to give advice, not to enforce its use. (And considering the number of poor consultants around, it's just as well that some of them can't force their clients to follow their advice!)
If you can't handle the fact that clients often think consultants are nothing more than a time-wasting irrelevance imposed on them by their own managers who don't know any better, you are not going to have a happy working life as a consultant!
Managing Bill's behaviour is what Bill's manager is paid to do, and that is none of your business unless you are personally affected by it. Of course, if he does do something inappropriate, you know enough about his past not to ignore the first occurrence "in case it was just be a one-off and you don't want to cause any trouble" - go straight onto your manager (note, your manager, not his manager!) about it.
add a comment |
If you were personally harassed by Bill in a former job, and you have reasonable evidence of that fact, then you certainly have some grounds to tell your management why you don't want to work with him again. But your OP doesn't actually say that was what happened.
The fact that you think he will ignore your advice is irrelevant. Consultants are paid to give advice, not to enforce its use. (And considering the number of poor consultants around, it's just as well that some of them can't force their clients to follow their advice!)
If you can't handle the fact that clients often think consultants are nothing more than a time-wasting irrelevance imposed on them by their own managers who don't know any better, you are not going to have a happy working life as a consultant!
Managing Bill's behaviour is what Bill's manager is paid to do, and that is none of your business unless you are personally affected by it. Of course, if he does do something inappropriate, you know enough about his past not to ignore the first occurrence "in case it was just be a one-off and you don't want to cause any trouble" - go straight onto your manager (note, your manager, not his manager!) about it.
If you were personally harassed by Bill in a former job, and you have reasonable evidence of that fact, then you certainly have some grounds to tell your management why you don't want to work with him again. But your OP doesn't actually say that was what happened.
The fact that you think he will ignore your advice is irrelevant. Consultants are paid to give advice, not to enforce its use. (And considering the number of poor consultants around, it's just as well that some of them can't force their clients to follow their advice!)
If you can't handle the fact that clients often think consultants are nothing more than a time-wasting irrelevance imposed on them by their own managers who don't know any better, you are not going to have a happy working life as a consultant!
Managing Bill's behaviour is what Bill's manager is paid to do, and that is none of your business unless you are personally affected by it. Of course, if he does do something inappropriate, you know enough about his past not to ignore the first occurrence "in case it was just be a one-off and you don't want to cause any trouble" - go straight onto your manager (note, your manager, not his manager!) about it.
answered 4 mins ago
alephzeroalephzero
2,7601816
2,7601816
add a comment |
add a comment |
Romain is a new contributor. Be nice, and check out our Code of Conduct.
Romain is a new contributor. Be nice, and check out our Code of Conduct.
Romain is a new contributor. Be nice, and check out our Code of Conduct.
Romain is a new contributor. Be nice, and check out our Code of Conduct.
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This is your boss' problem, not yours. Simply and clearly (without being dramatic) tell your boss about the sexual harassment background, and do that immediately hesitation.
– Fattie
1 hour ago
He found their numbers by searching in HR files (which he had access to because) I think you are missing something here. Did he have access to their files because of legitimate reasons (e.g. he was their manager) or illicit reasons (e.g. he knew somebody else's password, etc.)?
– yoozer8
2 mins ago