EEO filing lousy employee

[Anonymous]

(Federal government) I have a mid 50's, female employee who is absolutely lousy at her job. She runs to EEO and files complaints of discrimination (age/sex) in order to protect her job. I am at loss with how to effectively manage this employee without having to tip toe around her. Any advice?

[Anonymous]

Talk to your HR and/or labor/employment attorney. If you don't know who to contact, ask your manager or call HR directly. They will walk you through how to document her performance issues. Take the time to do it right or you'll be stuck with her for even longer.

[Anonymous]

Do you work in my office? I'm not a supervisor (senior analyst is enough crap for me, thank you) but we have one of these. Veteran, older, minority. He is also lazy, dumb and incompetent. Apparently the protocol for dealing with him is to isolate him, give him inconsequential menial tasks, and allow him to do whatever the hell he wants including teleworking more than what our office allows. Then when that doesn't work, you leave the supervisory post and the problem to someone else. That has now happened twice in two years.

He's a "senior" analyst. Pretty sure he got that through threats and intimidation, too. Quite frankly it's why I'm looking for another job (one of many reasons) because senior leadership in our organization tolerates this bullshit.

[Anonymous]

Senior federal manager here.

OP, employees with their backs to the wall frequently file complaints and grievances. That's a fact of life for a manager.

You don't want to do or say anything retaliatory -- indeed the flavor of this post is kind of retaliatory. Ask yourself why we (your DCUM audience) needed to know that she's an older female? Was that relevant? Why? Do you in fact respect her?

If she has performance issues, continue to deal with them as you would any other poor performer who had not filed a complaint -- with a performance plan (a PIP if she's been rated Unacceptable). But do not do anything that even appears retaliatory. And as a PP said, worth with HR and legal counsel every step of the way on this. Posting on social media is a terrible idea. DISCOVERY.

[Anonymous]

Anonymous wrote:(Federal government) I have a mid 50's, female employee who is absolutely lousy at her job. She runs to EEO and files complaints of discrimination (age/sex) in order to protect her job. I am at loss with how to effectively manage this employee without having to tip toe around her. Any advice?

Do you work with me? We have one of those who absolutely fits the bill. Unless you have the support of senior management, it's difficult to do anything.

[Anonymous]

Anonymous wrote:Senior federal manager here.

OP, employees with their backs to the wall frequently file complaints and grievances. That's a fact of life for a manager.

You don't want to do or say anything retaliatory -- indeed the flavor of this post is kind of retaliatory. Ask yourself why we (your DCUM audience) needed to know that she's an older female? Was that relevant? Why? Do you in fact respect her?

If she has performance issues, continue to deal with them as you would any other poor performer who had not filed a complaint -- with a performance plan (a PIP if she's been rated Unacceptable). But do not do anything that even appears retaliatory. And as a PP said, worth with HR and legal counsel every step of the way on this. Posting on social media is a terrible idea. DISCOVERY.

Np here. How can you describe op's post as "retaliatory"? He described the facts. You called her "older", op didn't. There's nothing identifiable in his post, at all. This could be any office. This sort of kid glove handling of incompetent federal employees is frustrating to taxpayers who know it wouldn't fly in private industry.

[Anonymous]

As a taxpayer, this is all nauseating.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Senior federal manager here.

OP, employees with their backs to the wall frequently file complaints and grievances. That's a fact of life for a manager.

You don't want to do or say anything retaliatory -- indeed the flavor of this post is kind of retaliatory. Ask yourself why we (your DCUM audience) needed to know that she's an older female? Was that relevant? Why? Do you in fact respect her?

If she has performance issues, continue to deal with them as you would any other poor performer who had not filed a complaint -- with a performance plan (a PIP if she's been rated Unacceptable). But do not do anything that even appears retaliatory. And as a PP said, worth with HR and legal counsel every step of the way on this. Posting on social media is a terrible idea. DISCOVERY.

Np here. How can you describe op's post as "retaliatory"? He described the facts. You called her "older", op didn't. There's nothing identifiable in his post, at all. This could be any office. This sort of kid glove handling of incompetent federal employees is frustrating to taxpayers who know it wouldn't fly in private industry.

Op here, thank you for coming to my defense on this.

I only mentioned her age and sex, so you would know the categories that she files her complaints under. Those two and hostile work environment, because apparently asking her to come to work and do her work create a hostile work environment for her. Her age and sex are not an issue for me, as I have managed numerous highly competent women over 50 for years. I just feel like she uses the two categories that she falls under as get out of jail free cards. My hands are tied. Things have gotten so petty that I feel like if she sneezes and I don't say "god bless you" I will be accused of creating a hostile work environment.

[Anonymous]

Anonymous wrote:Senior federal manager here.

OP, employees with their backs to the wall frequently file complaints and grievances. That's a fact of life for a manager.

You don't want to do or say anything retaliatory -- indeed the flavor of this post is kind of retaliatory. Ask yourself why we (your DCUM audience) needed to know that she's an older female? Was that relevant? Why? Do you in fact respect her?

If she has performance issues, continue to deal with them as you would any other poor performer who had not filed a complaint -- with a performance plan (a PIP if she's been rated Unacceptable). But do not do anything that even appears retaliatory. And as a PP said, worth with HR and legal counsel every step of the way on this. Posting on social media is a terrible idea. DISCOVERY.

+1, more or less.

This happens at any federal agency from time to time. Manage her by reporting honestly on her performance. Entirely separately, consider whether there is any legitimacy to the complaints. if she is lousy, document, document everything. do NOT post on DCUM about it.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Senior federal manager here.

OP, employees with their backs to the wall frequently file complaints and grievances. That's a fact of life for a manager.

You don't want to do or say anything retaliatory -- indeed the flavor of this post is kind of retaliatory. Ask yourself why we (your DCUM audience) needed to know that she's an older female? Was that relevant? Why? Do you in fact respect her?

If she has performance issues, continue to deal with them as you would any other poor performer who had not filed a complaint -- with a performance plan (a PIP if she's been rated Unacceptable). But do not do anything that even appears retaliatory. And as a PP said, worth with HR and legal counsel every step of the way on this. Posting on social media is a terrible idea. DISCOVERY.

+1, more or less.

This happens at any federal agency from time to time. Manage her by reporting honestly on her performance. Entirely separately, consider whether there is any legitimacy to the complaints. if she is lousy, document, document everything. do NOT post on DCUM about it.

Why are you saying not to post on DCUM The postings are anonymous if made from your personal device on your personal coverage plan.