Threatening Interview.

#21
This ballbag verbally loses it then denies he said a word, a few folks have been left embarrassed by this clown.
Taking him round the back of the MT sheds is out of the question. too many cameras ! !
I bet there won't be any cameras in the meeting room though. Just break his legs there*



* this is not a serious suggestion.

Just ask him to substantiate his outlandish claims. "Well thank you for saving my job, I wasn't aware it was under threat. Who, specifically in HR did you talk to? I know they have an open door policy, so there's the opportunity to address any concerns they might have." If he can't or won't give the detail, ask something similar about two or three other subjects/bones of contention. If he can't substantiate any of it, you're then in a position to say "well that's the job preservation, the accusation of mooning the chairman's daughter and the theft of a teabag that don't stack up. I'll have to take this up the chain, because we don't seem to be achieving much here".
 
#23
as above. take rep/HR/impartial 3rd party

I regularly covertly record my interfaces with people on projects who are

1. Unable to control their emotions
2. Don't like straightforward adult discussions with no frills and cry upstairs with lots of finger pointing

At the very least it reminds me to continue to be civil and polite in the face of ferocious quadcuntry from inadequates jobbies, mind you I still get complaints
I might give this a go. I need to have a difficult conversation with our consortium partner and the PM has a habit of being a loud shouty Swiss twat and I really can't be arsed with it.
 
#24
Here is some of what I was sent by Union rep couple of years ago, but wouldn't think it has changed

The manager should carry out return to work interviews to:
  • welcome employees back and check they are well enough to work;
  • update employees about any changes that have taken place during their absence;
  • identify any workplace adjustments that may be needed;
  • develop, or discuss, the details of your agreed Return to Work Plan;
  • confirm that their absence record is correct;
  • allow them to discuss any other issues that you may need to help them with.
Bang on mate. We even have to do even if the fecking wimps have one b@stard day off!
 
#25
Covertly record it then type it up word for word afterwards , say you have an excellent memory should you have to use it .
 
#26
as above. take rep/HR/impartial 3rd party

I regularly covertly record my interfaces with people on projects who are

1. Unable to control their emotions
2. Don't like straightforward adult discussions with no frills and cry upstairs with lots of finger pointing

At the very least it reminds me to continue to be civil and polite in the face of ferocious quadcuntry from inadequates jobbies, mind you I still get complaints
It sure if this is the place to put this, any e-mail activity between you both?

Had a meeting and VTC ,Last month with a project manager who started that I had not told the new location about what was needed for a relocation.

I just dug out the e- mail , power point show and other docs I had sent to them in 2015.

Project manager managed a , thank you for the info and of course you were not at fault.
 
#27
Can you ask for a union rep to be present? Failing that, a member of HR?

He sounds like a bully by the way.

You have to be a member of the Union, before they will provide any representation

I know Unison will not provide any representation or advice unless you are a member fully paid up and your membership is over 3 months membership

I.e. you cannot join up today and expect union to represent you tomorrow

Archie
 
#28
Deffo get a union/HR bod at the interview. If what you say is accurate it might be that you are not the first to have problems with this chap, at the very least it flags him up.

@Archibald a long time back my Unison bloke was saying that people would still ask him to be present even if they weren't members and that if he could he would. He wasn't always best pleased about it but he was a goog bloke.
 
#30
Here is some of what I was sent by Union rep couple of years ago, but wouldn't think it has changed

The manager should carry out return to work interviews to:
  • welcome employees back and check they are well enough to work;
  • update employees about any changes that have taken place during their absence;
  • identify any workplace adjustments that may be needed;
  • develop, or discuss, the details of your agreed Return to Work Plan;
  • confirm that their absence record is correct;
  • allow them to discuss any other issues that you may need to help them with.
That's all pretty standard for a return to work interview. I've done hundreds and there's never been a need for Union or HR presence, it's supposed to be a welfare check FFS.

I honestly wouldn't bother with covert recording, just pop the dictaphone/mobile etc on the desk between you and be prepared to provide the other party with a copy of the recording if the guy is that much of a dick.
 
#31
Union rep, all the way.
Be wary of all this talk of asking HR to protect you. They’ll be covering the arse of the senior manager, first and foremost.


Sent from my iPhone using Tapatalk
 
#32
Union rep, all the way.
Be wary of all this talk of asking HR to protect you. They’ll be covering the arse of the senior manager, first and foremost.


Sent from my iPhone using Tapatalk
HR will be covering the corporate arse, not an individual manager. If he’s as much of a tw@ as you imply he would potentially be leaving the company open to a substantial lawsuit. They will want to avoid this and throwing one manager under a bus is no skin off their chin.
 
#33
I honestly wouldn't bother with covert recording, just pop the dictaphone/mobile etc on the desk between you and be prepared to provide the other party with a copy of the recording if the guy is that much of a dick.
I have only ever had one bloke ask to record a disciplinary hearing, no odds to me and I agreed. He turned it off half way through because he was aware that he was lying and didn't want to record himself doing so.

Over the years I have got much better at doing these things and anything vaguely controversial I run past the lawyers first.

I tend to run them these days almost as if I was a third party and personal feelings don't come in to it.
 
#34
Covertly record it then type it up word for word afterwards , say you have an excellent memory should you have to use it .
This is exactly what I did a few years ago. I had a bullying manager whose interviews were insane flights of fancy where he would make up crazy shit and claim credit for ideas or achievements of others. Sadly the chain of command adhered to a culture that managers can never be wrong or tell lies. They knew there was a problem but did not have the cajones to deal with it, and it was 'the elephant in the room' so to speak

I got so sick of it, and covertly recorded the last interview I had with him. It was the usual diatribe of mad shite, and I hardly said a word throughout, and admitted or accepted nothing. I then awaited the minutes of the interview, which were unsurprisingly complete fiction and where I apparently made several admissions of guilt or misconduct. He wanted me to agree the minutes.

I wrote back, saying I do not agree the minutes and I am reporting the matter to our overall manager and will be making a formal complaint to her about your lies and bullying. So she gets a word for word account,including observations like his facial expressions,and arm waving etc. She phoned me and said 'it's almost like you recorded the whole thing' to which I replied 'If you don't believe me, I might have to provide some more evidence' with an emphasis on the last word. 'Okay. Understood.' she replied. Now she is finally confronted with what successive managers should all have addressed long ago: He is mentally unfit to manage staff. I also pointed out that the complaints I am making here today, have been made by many others, especially women, who have felt uncomfortable in his presence, not in a sex pest way, but as if he despised women in general.

To give her credit, she investigated this far and wide, and spoke to former 'victims' and a clear pattern of behaviour emerged. Many of these former staff were senior long service people with spotless disciplinary records - until he came along and fitted them up with some rubbish transgression. The common denominator was this manager.

I wasn't present when she confronted him with her findings and my complaint, but I later found out he started blubbing like a baby and hyperventilating. He then got his GP to sign him off sick with stress,and he was off for months. He attempted to return to work,but was told he would be reduced in grade and would never manage staff again. I think that was too much for his fragile ego to take. He never came back.

So yeah, covertly tape the bastard. But use it as a weapon of last resort, and maybe 'off the record' as I did. I believe you can get an app now that can live stream to a server so that even if it's found or you are asked to delete it, you will still be able to access it.

As for it being inadmissable, that is up to the tribunal. It's civil law and you've nothing to lose.
 
#36
This is exactly what I did a few years ago. I had a bullying manager whose interviews were insane flights of fancy where he would make up crazy shit and claim credit for ideas or achievements of others. Sadly the chain of command adhered to a culture that managers can never be wrong or tell lies. They knew there was a problem but did not have the cajones to deal with it, and it was 'the elephant in the room' so to speak

I got so sick of it, and covertly recorded the last interview I had with him. It was the usual diatribe of mad shite, and I hardly said a word throughout, and admitted or accepted nothing. I then awaited the minutes of the interview, which were unsurprisingly complete fiction and where I apparently made several admissions of guilt or misconduct. He wanted me to agree the minutes.

I wrote back, saying I do not agree the minutes and I am reporting the matter to our overall manager and will be making a formal complaint to her about your lies and bullying. So she gets a word for word account,including observations like his facial expressions,and arm waving etc. She phoned me and said 'it's almost like you recorded the whole thing' to which I replied 'If you don't believe me, I might have to provide some more evidence' with an emphasis on the last word. 'Okay. Understood.' she replied. Now she is finally confronted with what successive managers should all have addressed long ago: He is mentally unfit to manage staff. I also pointed out that the complaints I am making here today, have been made by many others, especially women, who have felt uncomfortable in his presence, not in a sex pest way, but as if he despised women in general.

To give her credit, she investigated this far and wide, and spoke to former 'victims' and a clear pattern of behaviour emerged. Many of these former staff were senior long service people with spotless disciplinary records - until he came along and fitted them up with some rubbish transgression. The common denominator was this manager.

I wasn't present when she confronted him with her findings and my complaint, but I later found out he started blubbing like a baby and hyperventilating. He then got his GP to sign him off sick with stress,and he was off for months. He attempted to return to work,but was told he would be reduced in grade and would never manage staff again. I think that was too much for his fragile ego to take. He never came back.

So yeah, covertly tape the bastard. But use it as a weapon of last resort, and maybe 'off the record' as I did. I believe you can get an app now that can live stream to a server so that even if it's found or you are asked to delete it, you will still be able to access it.

As for it being inadmissable, that is up to the tribunal. It's civil law and you've nothing to lose.
Even if inadmissible in court a recording could be useful for sweet revenge , just put the twats picture on yutube with their voice spouting their BS in the background then share it with the world , including the companies clients.
I doubt theres anything they could do legally so long as the tape is not doctored.
 
#37
Even if inadmissible in court a recording could be useful for sweet revenge , just put the twats picture on yutube with their voice spouting their BS in the background then share it with the world , including the companies clients.
I doubt theres anything they could do legally so long as the tape is not doctored.
On the inadmissible part, didn't HHJ Pickles once remark, 'Evidence is evidence, however it is obtained'

It might be inadmissible, but it can stop proceedings continuing, as counsel should not represent liars and a judge might adjourn or dismiss a case with the advice that parties should settle out of court or the evidence may become admissible after all if a judge decides to make a precedent!
 
#38
1 Find his home address 192.com is your friend for that.

2 Get a photo of his front door off Google Streetview.

3 Wait until he starts ranting, then just slide the photo of his front door across the table.

4 Mention how convenient it must be that his kids can go to a school so close to his home.

Works every time.
 
#39
1 Find his home address 192.com is your friend for that.

2 Get a photo of his front door off Google Streetview.

3 Wait until he starts ranting, then just slide the photo of his front door across the table.

4 Mention how convenient it must be that his kids can go to a school so close to his home.

Works every time.
Well if thats you in your avatar pic I doubt they'd be quaking in their boots :)
 
#40
Folks, if this is in the wrong place, sorry

In a couple of weeks, I'm to be interviewed by a Senior Manager. Nothing serious just returning back to work after illness.
This Manager is a ballache. the Interview will as usual go to shit. He's under the impression my wage comes out of his pocket.

He will be telling me that he personally saved my job when Human Resources were trying to get rid of me, total bollocks.
Work has been fantastic for me during the past couple of months. In fact, Work arranged for me to be seen by a Specialist privately
NHS would have taken ages.

This ballbag verbally loses it then denies he said a word, a few folks have been left embarrassed by this clown.
Taking him round the back of the MT sheds is out of the question. too many cameras ! !

Is there any sneaky way of recording this pricks verbal bollocks, not trying to sink him, just want a fair professional interview.

Cheers in Advance.
If I understand this correctly, the interview is a simple return-to-work one with no hint of any disciplinary intent. Your manager likes to big himself up and you want to record his ramblings.

For what purpose?

To share with your workmates and take the urine out of him? That seems a good way of getting yourself out of a job.

Attend the interview and nod sagely at appropriate intervals to keep yourself awake then carry on normal jogging in the job that you seem so happy with.
 

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