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[quote=Anonymous]PP here.  We do know the boss spoke to the employee in question.  My advice was premised, perhaps wrongly, on believing the boss didn't know about the retaliation.  That ups the ante considerably for the boss and, hence the need for him to take much stronger action--like steps to eliminate OP's interaction with bully.

If OP has good reason to believe that the boss knows about the retaliation and has done nothing or that the boss could take it out on OP that he/she is is continuing to pose a problem to him, I agree OP should go straight to HR.

BTW in our recent case, the employee went straight to HR without giving any inkling to any of her supervisors.  It came the week she had made a significant error of commission on a project that she was called out for firmly but with assurances we would work through it.  It was a real red flag IMO that she went straight to HR to accuse her colleague--strong indication her accusations were groundless as even HR eventually concluded.  Just saying there is an exception to EVERY case...[/quote]

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