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<blockquote data-quote="AndBreathe" data-source="post: 796538" data-attributes="member: 88961"><p>Initially, I woud send an email to HR, just informing them of the incident, and asking it be logged, with no further action at this stage. If they ask why you want that to happen, you can just say there have been a few uncomfortable instances where you feel there is the potential for a blow up, and would like your time/date evidence logged, on record.</p><p></p><p>If your colleague is submitting a grievance, somebody somewhere will probably raise an eyebrow if there is staff disquiet with the same manager, but at least you have something there, should you need to go formal in the future.</p><p></p><p>Grievances are important and valuable processes, but also I stressful and do little to build entente cordiale between the parties. It usually leads to one or other party moving on, as there will almost certainly be a winner and a loser at he outcome stage.</p></blockquote><p></p>
[QUOTE="AndBreathe, post: 796538, member: 88961"] Initially, I woud send an email to HR, just informing them of the incident, and asking it be logged, with no further action at this stage. If they ask why you want that to happen, you can just say there have been a few uncomfortable instances where you feel there is the potential for a blow up, and would like your time/date evidence logged, on record. If your colleague is submitting a grievance, somebody somewhere will probably raise an eyebrow if there is staff disquiet with the same manager, but at least you have something there, should you need to go formal in the future. Grievances are important and valuable processes, but also I stressful and do little to build entente cordiale between the parties. It usually leads to one or other party moving on, as there will almost certainly be a winner and a loser at he outcome stage. [/QUOTE]
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