Thursday, October 8, 2009

Labour Board Etiquette

Months back, my company released an employee.  There was ample reason, and she had been given many warnings and opportunities to improve.  She never did, so, sayonara.  We knew that she might be the type of person to file a grievance with the labour board, so we made sure that we had everything properly documented.  Though we assumed she would complain, we also knew she had no reason to complain.

And this morning we received a message from the labour board confirming our suspicions.

And less than an hour later, she showed up at the office to say "hi" to everyone.  I am not kidding; less than two weeks ago she filed a complaint against us and this morning she was all sunshine and lollipops as she visited.

The issue will easily be resolved in our favour.  We have a wealth of HR experience in our office and we consulted the labour board before we took any drastic measures.  She will be rather surprised when my boss and I show up at the hearing and demonstrate just all the ways she let us down as an employee.

The thing is, we have a small office.  We are owned by a large multi-national, but there were never more than five of us who worked in the office in Ottawa.  She might think she is only going after the head office, but the tasks associated with this naturally fall on the representatives in Ottawa.

Oh, and did I mention that she asked to be called when the owners are back in town; she'd love to see them again.  It was shocking; she was bringing action against these people, but also wants to be their friend.

So, here's my advice for anyone who will be lodging a complaint with the labour board: don't try to be friends with people against whom you are bringing action.  (Let's call it, 'Jonathan's Law').

I can't believe that it would even be necessary to explain this.  Well... I can believe it... but it'd be nice to be unable to believe it.

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