Anonymous wrote:Ok, so does anyone know standard HR Policy in situations like this? Poor performer filing complaints, manager trying to navigate figuring out what the specifics of the complaints are while at the same time managing the poor performance.

Manager, it's not your responsibility to figure this out. Let HR or your supervisor do that. They will tell you what you need to know. Just continue with your job of documenting and managing the poor performance.

Ok, so does anyone know standard HR Policy in situations like this? Poor performer filing complaints, manager trying to navigate figuring out what the specifics of the complaints are while at the same time managing the poor performance.

This happens all the time. From the manager's perspective, the best course is probably for him/her to alert HR to the issues with the troublesome employee, just to give them a head's up and avoid risk management issues. The manager also will want to talk to the employee, explain how that employee's actions interfere with the business (assuming there's a legitimate argument to made to that effect), get the employee's point of view, consider compromises, if any, then document the entire thing carefully. Depending on what happens next HR may need to become more involved, or the problem may get resolved. Basically, I'd consult with HR sooner rather than later.

This is a HR policy question, not a question of "HR law".

If a challenging employee is complaining to HR, not EEO complaints but general dissatisfaction complaints that in part target his/her manager, what should the manager do? Can/should HR tell the manager, even if the manager is part of the complaint? What if the manager is having performance issues with the employee and needs to counsel them?