The Accusations continue...

I almost fell out of my chair over this guy’s allegation. So let me get this straight. I was caught looking down HR’s shirt, was busted, and then had to tap into my “slush” fund in order to pay her off and keep the situation on the down-low. As these thoughts and many more raced through my mind, I realized the genius in the accusation. Why try to motivate or performance manage employee’s when I could just pay them off for their cooperation. At first, it sounded like a great plan and new approach until I realized I was already doing that. Every two weeks, I was already paying each employee for his or her contribution to the organization and for any “pain and suffering” they could have endured. Oh well, back to the drawing board.

Actually, I was aware that HR had in fact received a personal check from corporate for about $500 for reimbursed medical expenses. I didn’t notify him of the real source of the cash, but I had to admit this his version was much more entertaining than the truth.

After he let me know that he knew my “little secret”, he then arrogantly looked at me and told me that he knew I must be surprised that he even knew that piece of information and then quickly said that he wouldn’t reveal his “source”. I told him that his “source” does interest me (due to the gross inaccuracy) but asked him to continue with his complaint.

He continued on, citing claims of unwanted touching, and solicitation and told me that he wasn’t “thirsty” and didn’t need another girl (HR). He said he had a girl, and that was all he needed.

He kept saying that I knew that she (HR) was like that (slept around) because the former SD (Site Director) had told me. He repeated this probably 4-5 times. His statement shocked me, but I actually knew what he was talking about. For long-term followers of Call Center Grit, please revisit the Blog dated 3-25 and titled, “Chop Stick” interrogations.

I just sat and continued to listen. He then began to tell me about guys that she (HR) had “dated” and fired when the employee wanted to break off the relationship. I told him that no one is fired without my approval, and that she doesn’t even have the authority to term an employee. He changed his story just a bit, and said that her aggressive actions, and retaliatory manor would force them (the harassed) to quit on their own, but that she was still responsible.

He then started giving me names, dates, and circumstances around some of employee’s who had witnessed, or were subjected to this type of harassment. Some of the names he gave were actual reps who I had personally wondered why they had unexpected resigned.

Let’s just say now this guy was really starting to get my attention.