Timeline for How should I approach reporting a discriminating comments to my company?
Current License: CC BY-SA 3.0
7 events
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| Apr 23, 2014 at 15:32 | comment | added | Eric J Fisher | This question was edited multiple times but in other comments the OP mentioned his boss and others were already aware of the problem but no one did anything about it. In the initial post he had planned to do a company wide email blast issuing this complaint as he quit. That being said it's already a known problem and he's already quitting over it. HR might not be aware but if he calmly explains there was a problem reported to x,y,z and it remained unresolved it should not jeopardize rehire. (Unless there are serious company health issues here) | |
| Apr 23, 2014 at 15:14 | comment | added | ChrisLively | I'm with Chad, waiting until the exit interview is the worst time to bring it up. The entire purpose of reporting an issue is to try and effect change. When you are in an exit interview then it's way too late for the company to do anything at all. I'd certainly put an employee on a no rehire list if they waited until the exit interview to highlight personality issues that they failed to bring up with the appropriate people. Mainly because it would show that I couldn't count on them to bring up important issues in a timely manner. | |
| Apr 22, 2014 at 20:52 | comment | added | IDrinkandIKnowThings | If they really cared about why you were leaving they would have asked back then. Dropping a bomb in an exit interview is a good way to get put on their do not rehire list. Which you think may not matter but most companies will only tell if you are eligible for rehire when asked for a reference. Being told no you can not be rehired acts as a bad review even if you were an otherwise good employee. | |
| Apr 22, 2014 at 20:45 | comment | added | Bill Leeper | I think there is definitely a case for sending these to the appropriate people. The OP feels bullied, and that is not fair to them. That said, law and culture vary by country, so you may or may not have success with this approach. | |
| Apr 22, 2014 at 20:23 | comment | added | Eric J Fisher | Exit interviews are intended on getting the honest opinion of those exiting your company on their own accord. Their entire purpose is to sort out what the company could have done but failed to do to retain an employee. I wouldn't make a huge thing at the exit interview but not having a reason for quitting is no better than saying the truth. The critical point is not to make it an attack on the coworker rather just make it clear what was happening. That way HR can make an informed decision on if or how they want to react. (also according to saar the boss was aware of the issue) | |
| Apr 22, 2014 at 20:03 | comment | added | IDrinkandIKnowThings | In my opinion the proper solution is to provide details of this issue on the exit interview - This is a very bad idea. You should avoid airing dirty laundry in an exit interview that you are unwilling to give them a chance to fix. | |
| Apr 22, 2014 at 19:59 | history | answered | Eric J Fisher | CC BY-SA 3.0 |