[King Rudi]

Originally Posted by DETRoadster

Beware! People like her like to come back to utter chaos for several reasons:

1) The chaos is an indication that they are needed. They leave = Sh*t blows up.
2) She gets to ride in and save the day. Be the hero. The only one with the skills to solve the problem.
3) It allows her to bitch and moan the entire time she's saving the day that it's all your fault.
4) You are out in the shipping yard enjoying your sweet victory while she is back in the office taking every opportunity to throw you under the bus for the sh*t show that has engulfed the department, while simultaneously telling everyone she's fixing your mistakes. You, meanwhile, and no where to be seen.

You are exactly right and this is exactly the mentality that is being displayed as I type this very statement. I have already heard multiple times this morning, "This place would fall apart without me working here." I came in to work this morning mentally prepared for the shit storm and it's blowing with gale force shit winds (R.I.P. Jim Dunsworth).

Originally Posted by MKSixer

Ok, my friend I read the whole thread and there are some great suggestions and I love the idea that you're starting psyops on her. Now it's time to open another front and begin the administrative battle. HR is your friend if you er on the side of the company. Risk mitigation is their task. Let's dive in here:

1. Document EVERYTHING she says to you about any coworker that's negative. EVERYTHING. Time. Place. Target. Words. This will be difficult and you'll have to make a real effort but trust me, it will pay off.

2. Document EVERYTHING she does that's a short-cut to policy and procedures. EVERYTHING. Compare this to the policies and procedures manual your company has.

3. Do you have a common area for supplies. Count her current supplies and acquisition of new supplies. Is she over the limit? Do things disappear? Document all of it.

4. What is your job description? Get it in writing from HR. Ditto for hers. Uncover the spillover and waste from you doing her work rather than yours because she's a lazy slacker. Present it to your management and HR.

5. Now for the coup de gras...when you speak to HR with all of your evidence, you need to go a little whiny millennial bitch and speak their language:

Ms. Stickuptheass, I'm sorry to bother you with this but I've been FEELING really out of sorts and unable to process everything that's been happening since I've been teamed with Jabba. I get so depressed when she speaks negatively about my fellow coworkers in all departments because I know everyone wants to do the best job that they can for the company. It's caused me such a high amount of angst. Ms. Stickuptheass I also FEEL that I'm not able to perform optimally because my job description requires the utmost concentration and I'm constantly interrupted by Jabbas emergencies which I'm certain are the result of poor planning on her part. I FEEL really strongly about this.

You get the point.

This is how you manage that idiot and get her out of your life. The language and posture is very important. The documentation is critical. Don't tip your hand. HR engagement is best served with shock and awe.

Time to play offense. Get it done.

This is where the entire equation becomes very sketchy. HR is not my friend. HR is her friend, literally. The first time I ran into this issue, during the first day of training, when she verbally stated, and I quote, "I can't wait to take some time off so I can see you fall flat on your face." (yes this came from the person training me to do her job, on the first day in the first hour) I go to HR and explain the situation in a non-emotional manner, later that day the difficult co-worker states verbatim what I had said to HR. Yes, the HR girl went straight to her and told her what I had complained about. Not in "Closed Door HR" type setting but more of a gossip type manner. The HR girl is one the gossip group that is constantly in this office whispering and gossiping. Topic of conversation this morning is the TV show Teen Mom on MTV if this helps paint a picture of these individuals.

Policies and procedures only come into play here in the event that it works to the advantage of the company to terminate someone. We have safety directors that blatantly go against company policy for safety standards, we have a 5S/Kaizen "Champion" that straight up refuses to do his job, etc. Nothing is ever done about any of this. The biggest complaint from all employees is that there is no accountability held for anyone in any position, unless they don't like you and want to get rid of you.

As for job descriptions/duties, they refuse to give them; in verbal or written form. The reason behind this is so that they can ask anyone to do anything without the luxury of being able to say, "That's not part of my job or in my job description." This grants said employer to to not set clear guide lines or define any one specific job, i.e. my working in engineering suddenly being thrust into a logistics position. Side note: Said employees previous back up was the HR girl. The reason for me being asked to take of this responsibility is simply due to the HR girl no longer wanting to do it because it's a pain in the ass.

Originally Posted by Never_Enough

Stop letting this company take advantage of you.

I am not a fan of this company taking advantage of me, however; there is nowhere else in this shitty little town for me to make what I am making currently. Without a degree, I am very fortunate to be making what I am making. I do plan to move to an area where there are better employment opportunities but I'm about 2 years away from being able to put this plan in motion.

I have applied for a different position with this company which will eliminate most of this headache if I am chosen. In fact, it will put me in a management role. My second interview is next Tuesday. The only issue with this is that the plant manager, who wants me in this position has resigned and is leaving the company, next Friday.

Originally Posted by 8thgenE92

I don't know if someone gave you this answer, but what you can do is document all the work you're doing that is not in your job title, once you make that file you can go to HR and show them the things you did and ask them to pay you more/ for your time. If you show them all the work you did that is not in your job description, you have to be reimbursed. You're basically doing two jobs, but are getting paid for one, they will either give you a raise or basically stop making you help her. I know my coworkers do that and HR just stop asking them to do something that is not in their job tittle. They have to pay you for you time unless you're a salary worker. My coworker says it all the time "that's not in my job title." (which is not because he gets paid less in his position, so they're basically making him work my position for less money)

This is not at all how things work. To compound the notion of how things work here, I am a Project Coordinator. My job is to asses work to be completed by outside companies, instruct said companies of work to be performed, maintain project scope budgets and timelines. There is MUCH that goes into all of this. Since I have been employed here, on top of my job duties I have been asked to: hang signs on the outside of the buidling, (because our maintenance guys are afraid to use a boom or scissor lift), certify/train our maintenance guys on safe operation of boom/scissor lifts, paint forklifts (yes, an office employee coming in on weekends all last summer to physically tape-off and paint 20 forklifts by hand), hang dome mirrors in the warehouse for forklift visibility (again, maintenance crew afraid to use equipment), train production forklift operators, and general resident genius when it comes to computers as we do not have an in-house IT department.

Originally Posted by Bayerische Motoren Werke

Good luck dood - wish you the best! Definitely beat her ass to the rat race and be the one that fixed her mistakes, NOT letting her be the one that fixed "your" mistakes.




Yes as a "milennial" I can attest - everything nowadays is based on how people "feel" rather than logic. Don't spare an expense (don't spend too much tho) on getting this bitch on her ass again; the more you "employ" your feelings (true or not, a little white lie never hurt anyone) the more she'll start to lose the game you're playing. The one by her rules.

As I said definitely pull the "MAY FEELINGZ ARE HERT!!!!!" card, in the age of #Metoo and shit it can get you far or very deep depending on which side of the equation you are.

My game plan at this point is to focus on the position that I have applied for keep quiet about everything. I will make no mention of my distaste with her to management or HR as this will make it look like I am complaining. This also removes HR's ability to say anything to her to make her think she is getting to me. I'd rather internalize it all, keep quiet and remove myself from the situation with a promotion. At that time, I will outrank her and no longer have to deal with any of this. Versus playing games with her, I will rise above the situation, thus making better money and furthering my career for future positions by adding to my resume. My plan is not to stay here and make do. I plan to build on my career while here and take my services elsewhere.

Originally Posted by Surg_Capt_R

She probably feels entitled and self righteous because she is part of the furniture. People like that have the grandiose attitude of believing they know what is best for the company. Thinking they know it inside out. When such behaviour goes unchallenged it becomes a habit. She has got away with gossip for so long and creating drama or reporting back to management is probably how she survives. Either to get by or out of fear of losing her job. Whatever has happened has contributed to an unhealthy work culture and possibly one you don't agree with. HR usually refer to it as "interpersonal differences."

So what can you do? If she has no logic or concept of time... she probably lacks respect for boundaries too. These can be tricky people to deal with but it is about pushing back and keeping her from violating your boundaries: "I am working on this at the moment when I have time I will come on to that."

It is about staying in adult mode and being assertive. Stick to the facts. Don't criticise or gasp or rebel... she will try and press your buttons more. Stick to factual responses such as: "Okay I have a window tomorrow I will look at it then." No accusation in that statement. No complaining.

Who knows she might be feeling less rewarded for having to teach you things. It can be frustrating when someone is above your pay grade and you have to do that. Sometimes jealousy even gets the better of some.

So you know the political climate there. What do you? Here are some ideas:

https://www.forbes.com/sites/lizryan...fice-politics/

She can put her music on and it may or may not annoy you. You need to find your own way of switching off to her. Different break times might help in the short term but a desk lunch is never advised. Have a change of scenery if there is somewhere else to have lunch - not your car.

Lastly, here are some more ideas:

https://www.askamanager.org/2017/08/...npleasant.html

Your logic and mine are on the same page. This is exactly where I am at mentally right now, ignore her at all costs unless it professionalism and work requires it. My responses are devoid of emotion as are my facial expressions. Of course, she thinks this is her "winning." She demonstrates nothing short of a "bulldozer" mentality. Funny at how these type of people seem to know everything but in reality know very little.

I will check the links out you provided later on and report back. Thank you for your input, helps me feel like what I'm doing now is the right thing.

Originally Posted by eluded

Welcome to the work force.

Not to sound rude, but I've worked professionally for almost 20 years now. This is not my first hostile work environment or dealing with people. I was an area manager for 6 years for a territory that covered half of this state. This thread was created as a way for me to vent and to get ideas of how others may handle or may have handled similar situations.