No she was not the harasser it was a hard situation on the individual however she asked to be moved from that team. Secondly she stated she did not want an individual to lose their job in the economy; I though was a brave moved based on the facts.

Of the situation.
There is no requirement to place her for training in the new shift unless it is policy to do so and retaliation for filing the harrassment claim. If she was a prior leader, I am surprised she didn't already have the training needed. I Also one reason that companies hate to demote is that it is a very hard adjustment for both the employee and other employees and the new boss. I've NEVER had one go smoothly.

This is a complex process many individuals can explain in theory however hands on requires training for any individual.


Did she claim ADA coverage for PTSD and when? What accommodations did she ask for and what accommodations did you give?

This was brought forth at the time of the sexual harassment and no accommodations were asked for and none were offered.


Any employee can be held to performance standards regardless of any prior claims.

Unfortunately the part of the process that the individual was learning is a very technical process requiring a high level of technical knowledge. The whole validation process concerns me for the lack of consistency in the information being asked of individuals which I say again lacks "consistency" and no true standards exists. The validation questionnaire has over 200 questions and the VRB Board can ask any question and this varies depending on individuals as least it is feedback I have received from many that have gone through the process.

As the employer, you have to make sure that you are not using the claims as any reason for the bad performance.

There unfortunately has been a broad disconnect again concerning consistency across the facility. Another concern I have is that the OHN required an medical examination & pushed the need for medication on the individual. Which, her diagnosis was she was chronic/severe however she has always been able to perform. On a last note we terminated her 8/3/12 I'm afraid we need to get ready for this one. The individual has always been a good performer until issues began to surface. This was out of my hands the Mill Manager ultimately made his own decision.

If another employee had not had a presentation ready, would they have been on action and then suspended? If another employee avoided their Team Leader, what would the consequence be? Just some thoughts. My opinion definitely hinges on whether she was the harrasser or not.


Posted by rrupert