Difficult employee and skimpy clothing

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I would just do an email to my whole team sandwich style. Front part of paragraph would be me empathically apologizing for the heat. Reminding everyone it will just be a few more weeks of this heat and how much I appreciate everyones focus under these conditions. Thats my padding that will lead to the smack down…. "Unfortunately this heat doesn't alter our dress code. Please remember we are meeting with clients and need to look professional under all weather conditions. Refer to _______ page in the employee handbook for specifics. Then I would probably copy and paste a few sentences from the handbook that directly reflect the issues. Then I would end the paragraph with another padding of encouragement. "Im so proud of our team and truly appreciate every single one of you." or something like that.

Good managers don't direct a message to their whole team that's meant for one person.

This.

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08/28/2017 12:54

Subject: Difficult employee and skimpy clothing

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Anonymous

You will have to prove she is violating an established dress code policy and everyone will need to be held to that policy (not just her.)

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08/28/2017 14:11

Subject: Difficult employee and skimpy clothing

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Anonymous

Anonymous wrote:I have an employee who seems to live to make my life difficult. She wants to be a manager as she has more seniority than others and feels very slighted that she isn't a manager. She will never be a manager as she intentionally works against me, tries to stir up trouble, is over outspoken and critical of others, is emotionally reactive and does not take direction. She does hae a wealth of knowledge but doesn't use it in productive ways. She is about 50 and has been at the company for about 15 years with multiple moves between departments.

Also since she isn't a manager she is a unionized employee and she goes to the union over every little thing, even if it isn't a union issue.

So our building is warm (old building with poor air circulation) so she has decided to wear minimal clothing as a way to show us how warm she is. She has fans in her office and we all know the temp as we all work in it too.
Last week there were two days where she was dressed inappropriately. She wore a thin strap form fitting tank top with a little sports skirt that was so short that when she sat it barely covered her underwear. She sees clients in her role so professionalism matters. Another day she wore a sundress with an open back that was also very short.

If I raise this with her she will make a huge deal about it (I am also female). She will go to everyone on the team, the union and HR. HR backs me up as they are very aware if all the past incidents but it will be a week of drama and meetings before it calms down.

I feel like I am held hostage a little by her. It takes so much energy and time and so turns damage to the team to deal with saying anything that sometimes I just don't. She is exhausting and she wants me to say something. I feel as though we are in a lose-lose dynamic and I am not sure how to fix it.

You are part of the guys club hold this woman back. Hope she sues.

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08/28/2017 14:30

Subject: Difficult employee and skimpy clothing

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Anonymous

Anonymous wrote:Can you promoter her out of the union position and then fire her?

I'd be tempted to do this.

We had an employee we wanted gone, but she never did anything too serious to warrant firing. She was just, as someone said below, an energy suck. The Dept. head promoted her to manager, something she'd been vocal about wanting to happen, because we all knew she'd crash and burn. She didn't even make it the full 90 day eval period before she was let go. It was just huge screw up after screw up.

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08/28/2017 16:15

Subject: Difficult employee and skimpy clothing

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Anonymous

Or, maybe go to HR, as someone else mentioned. If her union is worth its salt, her steward will help get her to act professionally.

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08/28/2017 16:16

Subject: Difficult employee and skimpy clothing

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Anonymous

Anonymous wrote:Or, maybe go to HR, as someone else mentioned. If her union is worth its salt, her steward will help get her to act professionally.

-by the way, I'm the pp and a union steward. Being covered by a CBA isn't license to be an unprofessional PITA.