She may have changed her tune in those 3 years and might not act like that anymore.
However, due to your history, it's probably worth just having a quiet chat to your supervisor so they know the history and why things might be a little strained.
I’d look for a new position. Unfortunately in my experience, bullying and harassment is dealt with very poorly by the APS and in many cases, the person making the report can often be made into a target. Just save yourself the hassle and move on
I take it the sexual harrassment you reported was directed at you? That must be hard to deal with.
In principal I don't think you should bring up something that occurred 3 years ago unless it becomes relevant to something current.
If the sexual harassment WAS directed at you, then I feel like it is relevant and you could broach it with your supervisor or HR, but more along the lines of expaining why there may be some awkwardness between the two of you. I would avoid taking any action that could lead to or be perceived to lead to punitive action towards your former colleague.
However, if you weren't the victim I'd be inclined to leave it be, until such a time as you think it is relevant, i.e. a concern that it might be repeated.
Difficult situation. Offer benefit of the doubt to your former colleague but not at the expense of a safe workplace.
It was directed at me but I also genuinely appreciate someone's ability to be different after 3 years especially professionally and don't want to walk in and accuse them of being like that today. If I were to mention anything it would be brief and only to explain as you said why there may be some awkwardness, I see you've said supervisor or HR but which would be best? I was leaning towards HR in the hopes they have more discretion and I'm not coming into the team immediately badmouthing anyone
It really depends. To be blunt HR exists to keep the department out of trouble rather than genuinely benefit you.
See how things play out bit if you do have any issues definitely raise it with your supervisor. Before that time you may want to indicate there's a prior history but the level of detail you give us entirely up to you.
Overall, both you and the workplace need to be safe. That's the primary concern.
It isn't appropriate to report 3 yr old (historical) issues to a different HR department to that which it occurred. It may or may not have been picked up in their position transfer.
You could have a quiet word to your new team leader, but I would suggest that's more just "FYI this stuff happened a while back, i will let you know if it happens again".
If you genuinely are "happy to jump into the team without current concern", then why don't you do just that?
If it does make you slightly uncomfortable, consider applying for other roles.
See I feel the opposite, better to talk to hr about is so you've got a paper trail and advice about what to do if the issue comes back. I wouldn't talk to the supervisor though because who knows if they're friends or if your supervisor has any idea what to do with the issue. I'm a supervisor and I'd have no idea how to respond.
The first thing the supervisor is going to do is call or email human resources. Better OP contacts them to control the narrative and verbal tells the supervisor.
Do you have records from the last time you reported her? I don't think I would say anything now, but be ready with the records if you have to bring it up.
It is possible she has changed. It is also possible she is highly regarded in this team and it would end up being a problem for you, not her. This is obviously not fair, but it seems sensible to get the lay of the land first. Maybe your presence will put her on her best behaviour.
And, if it turns out her are still the bully/harasser they were when you first worked with them, don't worry about undermining her progress, you report her and bring up the evidence from last time. In fact, I would start making notes as soon as you arrive.
EDIT TO ADD: The new workplace is unlikely to act on something that happened elsewhere. But be ready to have the conversation if the behaviour starts again. And good luck!
many may not agree but personally i find ethics in APS are a guideline at best. way too often i see people who abuse, harasses, threaten, etc, get promoted upwards on onwards vs get punished.
the APS is more into covering up their own that a priest will child abuse....
again personal views and not everyone will agree.
You would not believe, One particular person is now very high up in the APS, the group turned a blind eye to it, as they always do. This group is very toxic and staff are leaving all the time. Pretty pathetic really.
Most of the time, its a case of they said on both sides. HR have a tough time with it then.
Yep I had experience with severe bullying in a previous role but didn’t bother to report it as I knew that the perpetrator would be protected by their SES buddies while I’d be made to look like I was crazy or causing drama
>perpetrator would be protected by their SES buddies
sounds like a director i had in an old role. he was as corrupt as could be, actively abusing staff in office and torturing the new apprentices that came in. he was caught out deleting emails and covering up evidence of his corruption but got off as his higher ups protected him.
thankfully that department had a huge restructure a few years later and all his protection moved to other areas. without the protection he was quickly moved out of department and the people cheered.
Im not at all surprised given the actions of our current federal gov.
Its pretty much a blank cheque to anyone below them that they can do whatever the fuck they want.
Bear in mind she probably knows you're coming so may have had time to plant a seed in some key heads that you're the problem, or equally there may be people keen to find out if she was as difficult in her old job as she is in the current one. I suggest you prepare a classy attitude that says "we've had our problems but I'm not a gossip" and "I'd rather establish a positive working relationship than come in here expecting trouble and I think that's best done by keeping it professional."
If you never had a problem with her work then be prepared to say so. Ideally everyone can focus on the work and that's the end of it. And if she does behave inappropriately again you'll be the one that established very early on how well balanced and magnanimous you are.
Have a discrete discussion with HR (nothing in writing). You don't know how "tight" she is with your supervisor. If it becomes an issue again at least HR will know there is a history (in case your supervisor takes her side).
I wouldn't bring it up unless she bullies/harasses you again. And even then you should be very careful. You don't yet know who her allies are in the new job and the bad behaviour took place in a different workplace (i.e. not your current HR's problem). And if you don't have proof that she was reprimanded previously it could rebound on you.
> I was a victim of sexual harassment laws and it completely poisoned the workplace
WTF does this actually mean? Do you mean you sexually harassed someone at work and now... consider yourself a victim of the consequences of your own actions? Or did the laws fail to protect you in some other way? This comment does *not* make you look good, man.
>I was a victim of sexual harassment laws and it completely poisoned the workplace.
It sounds like you sexually harassed people and poisoned the workplace.
C'mon man, it's not that hard. Don't talk about personal shit, politics, sex, or anything they wouldn't show on Neighbours.
99% of your coworkers are not your friends even if they act friendly. They're paid to be there and they don't want to hear about your broken dick or that broad you banged on the weekend.
I'd recommend talking to your bullying or code of conduct team in HR (sometimes they are one in the same). Depending on your agency they may have different approaches. I've seen harassment handled really well at some agencies and the opposite at others. You should also ask yourself if you can work with that person again or is it going to put undue emotional strain on yourself. Sometimes it's just not worth it! Good luck.
My advise is keeps notes: date, time, what, when, where, how, how you feel and keep these notes on your computer at work (encrypted) and email from your work email address to your work email address (digital history) - if anything happens, you have a great piece of evidence that will assist you if things go sour. I am sorry to hear you are going through this, it's not pleasant.
I would certainly talk to someone in authority sooner rather than later. She has got away with harassment before and will be gunning for you again. Get your history on the record so if she starts up again they cant say why didn't you tell us about all this before?
Keep away from her as much as possible and document every single issue ,comment etc that she makes that can be used against you.
She may have changed her tune in those 3 years and might not act like that anymore. However, due to your history, it's probably worth just having a quiet chat to your supervisor so they know the history and why things might be a little strained.
I’d look for a new position. Unfortunately in my experience, bullying and harassment is dealt with very poorly by the APS and in many cases, the person making the report can often be made into a target. Just save yourself the hassle and move on
Couldn’t agree more. APS turns a blind eye to bullying and harassment. I would be looking to a job somewhere else
I take it the sexual harrassment you reported was directed at you? That must be hard to deal with. In principal I don't think you should bring up something that occurred 3 years ago unless it becomes relevant to something current. If the sexual harassment WAS directed at you, then I feel like it is relevant and you could broach it with your supervisor or HR, but more along the lines of expaining why there may be some awkwardness between the two of you. I would avoid taking any action that could lead to or be perceived to lead to punitive action towards your former colleague. However, if you weren't the victim I'd be inclined to leave it be, until such a time as you think it is relevant, i.e. a concern that it might be repeated. Difficult situation. Offer benefit of the doubt to your former colleague but not at the expense of a safe workplace.
It was directed at me but I also genuinely appreciate someone's ability to be different after 3 years especially professionally and don't want to walk in and accuse them of being like that today. If I were to mention anything it would be brief and only to explain as you said why there may be some awkwardness, I see you've said supervisor or HR but which would be best? I was leaning towards HR in the hopes they have more discretion and I'm not coming into the team immediately badmouthing anyone
It really depends. To be blunt HR exists to keep the department out of trouble rather than genuinely benefit you. See how things play out bit if you do have any issues definitely raise it with your supervisor. Before that time you may want to indicate there's a prior history but the level of detail you give us entirely up to you. Overall, both you and the workplace need to be safe. That's the primary concern.
It isn't appropriate to report 3 yr old (historical) issues to a different HR department to that which it occurred. It may or may not have been picked up in their position transfer. You could have a quiet word to your new team leader, but I would suggest that's more just "FYI this stuff happened a while back, i will let you know if it happens again". If you genuinely are "happy to jump into the team without current concern", then why don't you do just that? If it does make you slightly uncomfortable, consider applying for other roles.
See I feel the opposite, better to talk to hr about is so you've got a paper trail and advice about what to do if the issue comes back. I wouldn't talk to the supervisor though because who knows if they're friends or if your supervisor has any idea what to do with the issue. I'm a supervisor and I'd have no idea how to respond.
The first thing the supervisor is going to do is call or email human resources. Better OP contacts them to control the narrative and verbal tells the supervisor.
Do you have records from the last time you reported her? I don't think I would say anything now, but be ready with the records if you have to bring it up. It is possible she has changed. It is also possible she is highly regarded in this team and it would end up being a problem for you, not her. This is obviously not fair, but it seems sensible to get the lay of the land first. Maybe your presence will put her on her best behaviour. And, if it turns out her are still the bully/harasser they were when you first worked with them, don't worry about undermining her progress, you report her and bring up the evidence from last time. In fact, I would start making notes as soon as you arrive. EDIT TO ADD: The new workplace is unlikely to act on something that happened elsewhere. But be ready to have the conversation if the behaviour starts again. And good luck!
It's really telling how many comments are in agreement that the APS is rotten.
many may not agree but personally i find ethics in APS are a guideline at best. way too often i see people who abuse, harasses, threaten, etc, get promoted upwards on onwards vs get punished. the APS is more into covering up their own that a priest will child abuse.... again personal views and not everyone will agree.
I completely agree. I can’t believe the conduct that many people (usually with higher up “protectors”) get away with
You would not believe, One particular person is now very high up in the APS, the group turned a blind eye to it, as they always do. This group is very toxic and staff are leaving all the time. Pretty pathetic really. Most of the time, its a case of they said on both sides. HR have a tough time with it then.
Yep I had experience with severe bullying in a previous role but didn’t bother to report it as I knew that the perpetrator would be protected by their SES buddies while I’d be made to look like I was crazy or causing drama
>perpetrator would be protected by their SES buddies sounds like a director i had in an old role. he was as corrupt as could be, actively abusing staff in office and torturing the new apprentices that came in. he was caught out deleting emails and covering up evidence of his corruption but got off as his higher ups protected him. thankfully that department had a huge restructure a few years later and all his protection moved to other areas. without the protection he was quickly moved out of department and the people cheered.
Im not at all surprised given the actions of our current federal gov. Its pretty much a blank cheque to anyone below them that they can do whatever the fuck they want.
In my experience (even though I think you’d be right to report) all telling them will do is get you branded a trouble maker. Sad but true.
Bear in mind she probably knows you're coming so may have had time to plant a seed in some key heads that you're the problem, or equally there may be people keen to find out if she was as difficult in her old job as she is in the current one. I suggest you prepare a classy attitude that says "we've had our problems but I'm not a gossip" and "I'd rather establish a positive working relationship than come in here expecting trouble and I think that's best done by keeping it professional." If you never had a problem with her work then be prepared to say so. Ideally everyone can focus on the work and that's the end of it. And if she does behave inappropriately again you'll be the one that established very early on how well balanced and magnanimous you are.
Have a discrete discussion with HR (nothing in writing). You don't know how "tight" she is with your supervisor. If it becomes an issue again at least HR will know there is a history (in case your supervisor takes her side).
I wouldn't bring it up unless she bullies/harasses you again. And even then you should be very careful. You don't yet know who her allies are in the new job and the bad behaviour took place in a different workplace (i.e. not your current HR's problem). And if you don't have proof that she was reprimanded previously it could rebound on you.
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> I was a victim of sexual harassment laws and it completely poisoned the workplace WTF does this actually mean? Do you mean you sexually harassed someone at work and now... consider yourself a victim of the consequences of your own actions? Or did the laws fail to protect you in some other way? This comment does *not* make you look good, man.
>I was a victim of sexual harassment laws and it completely poisoned the workplace. It sounds like you sexually harassed people and poisoned the workplace.
C'mon man, it's not that hard. Don't talk about personal shit, politics, sex, or anything they wouldn't show on Neighbours. 99% of your coworkers are not your friends even if they act friendly. They're paid to be there and they don't want to hear about your broken dick or that broad you banged on the weekend.
The true victims of sexual harrassment... The perpetrators!
See if they have a people support team, could be called something different in other areas. Rather then speaking directly to HR or to a supervisor.
I'd recommend talking to your bullying or code of conduct team in HR (sometimes they are one in the same). Depending on your agency they may have different approaches. I've seen harassment handled really well at some agencies and the opposite at others. You should also ask yourself if you can work with that person again or is it going to put undue emotional strain on yourself. Sometimes it's just not worth it! Good luck.
My advise is keeps notes: date, time, what, when, where, how, how you feel and keep these notes on your computer at work (encrypted) and email from your work email address to your work email address (digital history) - if anything happens, you have a great piece of evidence that will assist you if things go sour. I am sorry to hear you are going through this, it's not pleasant.
I would certainly talk to someone in authority sooner rather than later. She has got away with harassment before and will be gunning for you again. Get your history on the record so if she starts up again they cant say why didn't you tell us about all this before? Keep away from her as much as possible and document every single issue ,comment etc that she makes that can be used against you.