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Can This Be Considered Harassment?

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1 Can This Be Considered Harassment? on Thu Jan 29, 2015 7:09 pm


Arresto Menor
Hi, hope you could help me with my situation.

I have been in a non-agent position since September 2013. My position entails that I have a flexible work time which our company handbook specifies to be a log in time of between 7AM to 11AM (as long as we complete a 9-hour shift).

Come December 2014, I was given a Due Process Form by HR for tardiness for the whole month of October 2014. I disputed this with my Immediate Supervisor first and he replied that flexible schedule for non-agent employees is only within our operational hours, e.g. 5AM to 4PM. He also said that I'm not the only one with a DPF among the non-agent employees of our account.

I replied to the DPF and explained that I only knew that we have a different flexible working hours on the day that I talked to my Boss. I also mentioned that I did not sign any document regarding this so I was under the impression that the flexible working hours in our company handbook applies across all accounts. Nevertheless, I was given a Verbal Advice for my log ins after 7AM (which required me to log out after 4PM, already outside our operational hours).

This month, I was again given a DPF for my tardiness for the month of November 2014. This made me curious if other non-agents are also getting sanctions for tardiness and why it took for HR to issue sanctions to me after more than 1 year of being in a flexible schedule.

I found out that no other non-agents are being served with sanctions, esp the girlfriend of my Immediate Supervisor who comes in past 7AM almost everyday (the girlfriend is a Team Leader and also his direct subordinate). Furthermore, I am the only non-agent in the spreadsheet being submitted to HR for employees' daily log ins, which, per my understanding, should only contain names of agents.

I think it is necessary for me to add that I've always had a tense relationship with my Immediate Supervisor since he accussed me of insubordination for not copying him in on one of the emails I sent to our client (though he apologized to me for "overreacting" after that incident).

May I know if this could be considered as a harassment? Also, is it fair for our HR to issue these sanctions 2 months after the incidences? Please advise what course of action I should take for this unfair treatment to be rectified.

Thank you very much.

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2 Re: Can This Be Considered Harassment? on Thu Jan 29, 2015 8:23 pm


Reclusion Perpetua
what does your company policy say regarding harassment?

as to the 2 months after the incident, that is still valid since it may have taken time for HR to review the details and consult with management.

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3 Re: Can This Be Considered Harassment? on Fri Jan 30, 2015 5:18 am


don't rely on the 'others are doing it also' defense too much. Stick to what the policy says and state that no one ever told you otherwise to report on a specific time.

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4 Re: Can This Be Considered Harassment? on Fri Jan 30, 2015 6:44 am


Arresto Menor
Hello, thank you for your responses. 😊

Our handbook only mentions "sexual harassment" and nothing else.

I don't have an issue with the policy, if it is really the policy, but me being singled out and getting sanctions is what I believe a form of harassment.

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