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[quote=Anonymous][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.  [b]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. [/b] Just saying there is an exception to EVERY case...[/quote]

I disagree.  Okay, in that case, HR investigated and employee's claims were baseless.

But on the whole, my experience is that unless you are really tight with your boss, issues of hostile work environment should go straight to HR.  Managers and bosses DON'T want things to go to HR because it creates a hassle for them.  So there is always a risk that when you go to your boss, you will either be just ignored or appeased (best case scenario) or the boss will make it worse, intentionally or, i think in OP's case, unintentionally.

And often -- VERY OFTEN -- the boss is part of the problem, again intentionally or unintentionally.  At the very least, find out what HR's policy is on confidentiality.  Go to HR and tell them what's going on, tell them that you are going to try to address it with your boss, but you wanted them to be aware and you will follow up.

If you do go to your boss first, make sure you have a written record of your exact complaint.  So if you have a conversation with the boss, follow it up with an email to have a clear record.

If OP's boss is saying he can't do anything and that OP should document, then, again, unintentionally or intentionally, he's part of the problem.  He is the one who should be documenting.  He is the manager.  He's not powerless.  [/quote]

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