Is it "unsafe" to be forced to work with a disuptive and threatening employee?

Question

I believe I am about to be asked to work with a disruptive troublemaker on an important project. This individual has regularly threatened supervisors but has been somewhat protected by the manager. I think by failing to take the proper actions years ago he has now dug himself a hole and it is more difficult to get rid of her.
He says he will "read her the riot act" prior to any new activities. But past experience has shown that ultimately the individual she upset and/or threatened with labour or legal action, is asked to find a way to make it work and warned to not lose their cool.
My concern is by being forced to work with her I may be putting myself in a vulnerable position and risk losing my cool.
Can I refuse claiming it is "unsafe work" because my health and welfare is at risk because she has a record of bullying and threats with no substansive discipline?
I live in Canada.

Answer 1

If you refuse to do the project, they can terminate you with cause and replace you with a more cooperative employee.

For your protection, I would lodge a formal complaint with HR before beginning any project with her, expressing your concern. Be prepared to support your concerns with evidence (not just unfounded rumors from around the office).

Answer 2

I was once in your situation. I personally believe that complaining doesn't work. Why should you carry the burden of not feeling any tension and holding on to all responsibility when you are a good employee and valuable member of the project. If possible - then leave. Try a formal complaint but if nothing gets done - then leave. It's so sick how our society works - you would be the one to be considered "uncooperative" when in fact it is the "bully" who is the problem.

I have already been legally labeled "unsafe" to be around because of a bully...the only reason I was able to get out of the situation is because there was no evidence to prove I did anything wrong. By being in a vulnerable position - you are not only at risk of "losing your cool", but of being physically harmed as well. These situations could become so much more than just psychological or emotional intimidation...they could become physically violent...I feel for you!

You sound like a nice person...we are usually the ones that suffer for the bad people.

Answer 3

A clever take on the situation, but "unsafe" typically refers to activities that place the employee at more substantive risk. For example, it would be permissible to refuse to enter a room filled with toxic vapor without any personal protective equipment, even if your manager ordered you to do so. This employee is not your manager and is not directly responsible for delegating tasks and requirements to you.

Another legitimate "threat to safety" issue would be if the employee in question has threatened you with bodily harm, i.e., "I'll kill you if you go to the boss," or if you have reason to believe that your personal safety is in jeopardy - she's bringing weapons to work, following you, leaving death threats on your home phone, etc.

If the threat is simply that she is disruptive, malicious, and/or abrasive, that won't fly from a legal perspective. In this case, try to get agreement up front from the manager as to how the project will be structured, what the process will be if you run into difficulty, how will success be measured, and so on. Ask for some level of authority - you would be the project lead with the ability to remove team members who don't pull their weight. Establish metrics and milestones for the project so that it will be simple to determine who is succeeding by looking at data rather than relying on subjective opinions.

Good luck!

Answer 4

Hi,Yours is a difficult but not that unique situation.
It is very unlikely that any attempt on your part to claim stress related issues based on the potential for conflict will get you anywhere,it will make you look weak or foolish,maybe both.
However given this person's history it is unlikely that they will perform any differently,I presume that you are in charge and that this person is a labour unit.
Study carefully your company's written policy on employee behaviour,with a view to monitoring behaviour and performance,both theirs and yours,the awkward position that you are in, is that you are not able to pre- empt any action ,that may be deemed to be discriminatory against that individual,believe it or not,even bullies have rights.!!!
Try to avoid placing your employer in an awkward position re labour laws etc .
Without being excessive,keep a day book,times/dates etc of any discussions,actions,events, conflicts etc,keep it PRIVATE
Your mental position is paramount here, assume the dominant role without stating it,be unrelenting in your presumption of that ,always hold the mental view that YOU are in charge ,be firm but fair.
Try to identify the strengths and weaknesses that this individual possesses,channel and use those energies if you can.
Compare them to a lead dog in a sled team they are often strong and aggressive,sometimes they need a soft hand,sometimes the whip,in any case,bend them to your will or you go nowhere.
Always try to state your position in an assertive manner without raising your voice,should conflict arise [and it often will] dont buy into it.
Some individuals thrive on disharmony.
attempt to reflect their actions back on them without being manipulative,by avoiding or not engaging in conflict situations you disempower the other party.
When they are passive,be more assertive,when they are aggressive,with draw yourself.
Do not in any way adopt the role of an appeaser
Without being a "pimp" or tell tale,keep your management team informed of events ,progress actions etc,place yourself in their[management's] position,ask yourself " what would I expect this person[you] to do to maintain control".
At the end of the day,you[both] are there to achieve a stated objective,if an individual feels unable to come to terms with that then maybe they should be encouraged to relocate their prescence
It is not easy,I have been in charge of people much older and more experienced than myself,having a mentor helps,however,your results are a direct result of YOUR actions.
Always attempt to FEEL what it is like to have this person work for you in a harmonious and productive way, you may be amazed at the results.
Negative thinking generally produces negative results.
If all else fails,and you have nothing left to lose[ I am not suggesting this],although occaision I have done it,enter fully into the arena of conflict,by provocation,antipathy and aggression,rouse the emotions of the other person to such an extent that they lose control.
Cause them to be the one to feel the fear,frustration ,anxiety
Be aware,this can go badly wrong,once started is very hard to stop,you must maintain your actions right to the end ,it will lead to a result,not necessarily the one that you wish for.
After any conflict,there are generally no clear winners[often a lose/lose result]
Remember,the strong can only take that which the weak are prepared to give!!

Good luck,be brave.

Answer 5

Speak to your Union Representative and explain the problem.Your boss sounds as though he shouldn't be in a managerial position if he's afraid to take the necessary action. The Union may 'stimulate' him into activity, when they contact the owners of the business.
If you're not a member of a Union, approach the owners direct, they will be interested to know of any disharmony in their business, and support you for bringing it to their attention.

Answer 6

You can do something by going to a supervisor and advising that in light of this persons behavior you feel the work environment has become unstable. He will then take into consideration everything..please advise if there is others who are afraid to come foreward at that time as well.

Answer 7

I have had similar experiences with a manager that was breathing down my neck. I went to the store manager and told him my problem. He knows I'm a pretty stable person to work with and few people get under my skin,but she was like 2 people,borderline schizo,and she backed off,,but of course not without first telling me he told her to.I told her I couldn't work with her for health reasons,made my blood pressure go up...and that was the truth.Better to nip it now, then to let the stress make you ill,and it can. good luck

Answer 8

I think you should not work in these conditions. As you mentioned, it is "unsafe" to work this way. I would say see a lawyer.

Answer 9

heck yeah!quit!.
I've had a similar expeiriance where my employee would threaten to kill me.I quit before things got out of hand.thingsare all taken care of now.

Answer 10

The management should done something by now.