837

What I thought was harmless fun ended up showing me his true colors. I would think very hard about whether this really showed his true colors. You tracked him down/stalked him. Singled him out to destroy his fun When you are fresh out of college you may not know this, but spare time is valuable when you have a job. It's no longer this always available ...


424

Honestly in my opinion if he's not behaving that way at work, it's none of your (or HR's) business. I think it's as simple as that. Lots of people will curse and shout at home, but at work they put on their professional hat. Unless they're publicly and visibly representing a company there's no problem there.


412

As a gamer of more than 20 years, your behavior is abhorrent, and a shining example of what types of behaviors toxic people/players exhibit; the type that should be purged from the community. tl;dr No, you should not bring this to HR. You should not bring this to anybody. Why: You didn't mention whether or not the name or logo of the company was ...


377

There is no ethical dilemna here. The simple fact that experience allows you do something more efficiently has nothing to do with ethics.


283

We can not tell you what you did wrong (that sounds odd to me too), but your HR person has given you the hook you need by claiming that the employee handbook forbids it. This means you can (politely) ask the HR person to point out the relevant policy, so you can review it and make sure you understand it. If you'd thought of this during the meeting you ...


273

Yes you are in danger. However, anything your manager does (like printing a new letter over the signature) is fraud, and quite the bad variety too. As she was doing what she was doing in the capacity of your manager, this is now the problem of your school/company/district or whatever the organisation is where you work. HR is not your friend but in this ...


237

After graduating I had about 15 interviews at different companies. I was prepared for all of them: I knew the way, I knew what message I wanted to convey. I still ended up getting lost awfully while going to one interview. It was a short, easy way, so I've no idea how this could have happened. I called them to excuse the delay telling them I would be there ...


234

If you want to report this behaviour, then use the in-game/platform abuse reporting tools and leave it at that. Separate this incident from the workplace and do whatever you would do if you saw this guy online and didn't know him: Report and block/ignore Taking this into the workplace will only create ongoing problems in real life. Unless this guy ...


226

The incident you described is unethical, unprofessional, abusive and borderline harassment. Irrespective of the facts about the efficiency, technical capability, time management etc or that person's "importance" in the organization (or whatever you are assuming by saying "greater asset").- this is about work ethics. Time to have a talk with HR, without any ...


222

I would personally use both her first and her last name, and do the same for everyone else in the raffle. While not bigoted per se, refusing to treat all entrants the same is a problem in the workplace. That her name resembles an offensive word in English should not be a serious consideration in any case, as (hopefully) persons in your business (be they ...


221

This might be a good reason to consider remote work - that way you won't have to deal with other people working beside you. You say you don't want to appear to be the person who "causes problems", but that's exactly what you are. Really, you should work on your ability to tolerate other people living around you in a workspace.


210

Speak to HR immediately, you signed a blank piece of paper - make sure it stays blank Normally advice around speaking to HR is "HR are not your friend". However, this is in the context of bringing up general workplace greivances - as HR's remit is to protect the company, not the employees. In this case, you have a manager who plans to break the law - by ...


206

This sounds like someone actively trying to sabotage your position in this company. In a situation like this, it's plain bullying. It's time to end the pleasantries and fight back hard whenever anything like this occurs. So as soon as something like this happens: He gave me an official warning for something I didn't do Then you reply, copying HR and the ...


205

A simple follow-up email would be sufficient: Hey boss, just wanted to thank you again for the pay rise before Christmas, definitely came as a very welcome surprise! Happy holidays, Sirence. Even if you are indifferent, he's gone out of his way (ie 2nd time interacting with you) to give you a raise. It doesn't cost anything to thank him, and it'll keep ...


156

Don't think about them. That company is living rent free in your head right now. Just throw them out and move on. I too have given free rent to a former company, and it was hard to forget them. But I mostly have now, and I am better for it. That company will likely go belly up soon anyways if they can't keep any talent at all. And the problem with ...


147

I think that there is a different point of view that's not being considered here, but it's difficult to know for sure with the little detail that you provided in your question. It seems very unusual and unlikely that HR would have a policy that prohibits something as simple as a visit to a co-worker in the hospital. Obviously, I'm basing this off of my ...


144

So the first question is whether or not this is a drop-dead requirement. Are you willing to simply discard any job that does not offer this out of hand? How will you handle it if there are no potential openings that offer a sufficiently strict no-eating policy? This is an unusual personal hangup. You can tell it's an unusual personal hangup because no ...


142

And he is a greater asset than me to the company No. An abusive co-worker is never a greater asset to the company. Everyone in your company, regardless of their level, has the right to be treated with respect - from the cleaner to the CEO. Your manager should know this, and simply moving people around this guy isn't dealing with the situation. It looks ...


132

I'll end up seeing him this coming Monday and would like to know if I should let HR know about this story or tell him that I found his behavior extremely offensive ( though I won't say it was me who did that to him ). I can't imagine how whining to HR "We were playing a game and he was mean to me" could be a good thing for your career. And do you ...


128

I think rather than trying to find out what the eating policy is, you need to find a way to work around this. I don't believe I have ever worked in an office where eating at your desk is prohibited (with the exception of certain foods due to allergies). There are plenty of ways to block sounds such as ear plugs or headphones. Hearing people chew or crunch ...


116

In my opinion, you were the one that behaved in a very toxic way. As other posters already stated, when having a full-time job and maybe a family, you no longer have that much time to spend on your hobbies as you had during college. He probably did not spend as much time in the game as you. You, on the other hand, are a new employee and behaved, ...


115

Frankly your accusation of being unprofessional is pure conjecture and you don’t have any idea what was going on. Life is life and things happen. Maybe the guy was in a hospital on the operating table when your HR tried to reach him. Worst case, he found out something about your company that you never found out and decided that no contact with that company ...


112

If you don't have any NDA or such similar contracts with your main gig then there is nothing legally or ethically wrong with what you are doing - the way you described it. Sometimes people are knowledgeable in certain areas for various reasons, it doesn't make you a bad person, it is the opposite, it makes you highly desired and sought after. On the other ...


110

What should I do? You should maybe take an hour or so to get your version of events clear in your head so you know exactly what happened, then go straight to the police and file a report, clearly stating the facts, and leaving emotion out of it. You should file the same version of events with HR, advise that you have filed a police report, and state that ...


101

I'll focus on the work-related issue. Bill never wanted to do something he didn't come with. Got a solution about that problem that bugs everyone for 6 months, too bad, Bill doesn't like it, Bill doesn't do it. As a consultant you're in a much better position to deal with this. If you ask Bill to do something, he's expected to do it unless he has a good ...


94

Here's a simple solution (for you): pass the buck. You can just follow through on the original plan of the promotion and name the conference room after her. I'd expect management to object to the name for the same reasons you gave, and now it's their problem to appease the employee. And if they don't, then maybe you were wrong in thinking that most people ...


94

Given that his past behaviour was unprofessional, what should I be doing in this case? Assume good intentions. Don't draw conclusions about a person from a single instance of past behaviour. Give the candidate the benefit of the doubt and another chance to impress you. Generally when you do this with people you'll be rewarded for it. Should I highlight ...


89

Do nothing. Anything you do would contribute to validating the story she possibly could tell. That story now would be "I watched through the closed blinds of the office of a co-worker, and I thought he may be masturbating" and then it could be followed by "so I watched long enough to be sure" or "I turned away quickly". No matter how inappropriate or ...


82

Wow. The senior dev sounds like a complete creep. Are her weirded-out, uncomfortable feelings justified? Yes, I think you'd struggle to find anyone who would consider this as reasonable or normal behaviour. It's not standard practice in the industry - far from it. If (as a senior dev), I want to review work, I sit with the intern and we go through ...


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