Abused by work mate on a night out

LegacyUser

As the title says i was abused by a girl from work on a work night out.Is there any point mentioning this to my manager.Is there anything he can do?

Kimia

What do you mean 'abused' op?

LegacyUser

She verbal abused me.She said she never liked me and she said how i suck up to boss etc,

John Mason

limgirl wrote: »

She verbal abused me.She said she never liked me and she said how i suck up to boss etc,

welcome to my work nights out :rolleyes:

OP, just leave it and stop going on work nights out

Miss Fluff

limgirl wrote: »

She verbal abused me.She said she never liked me and she said how i suck up to boss etc,

That would then just make it a case of telling tales out of school tbh.

She sounds like a idiot, just avoid socialising with her/boozy occassions if it's going to end up in a slagging match.

KittyeeTrix

I came in here all concerned for you OP thinking you had been a victim of a date rape or a groping incident!!!

Same advice here: she obviously doesn't like you so at least now you know so stay away from her at work if possible. Also, try to avoid any work socials she is likely to be at...
I'm not sure if there is anything in the laws which prevent her from telling you that she doesn't like you..

Kevin Duffy

Has it affected your working relationship, or your relationships with others in the office, or crossed into your working life in any way?

Zen65

limgirl wrote: »

As the title says i was abused by a girl from work on a work night out.Is there any point mentioning this to my manager.Is there anything he can do?

Unless there is a problem with your working relationship with this girl your manager cannot get involved. People are not obliged to like each other at work, but they cannot act in a manner that is threatening or intimidating, nor can they act in such a manner as to impede you carrying out your duties.

From your posts it simply sounds as if she doesn't like you much, or that she feels threatened by your presence / performance at work.

If you plan to stay in this job, it's up to you to talk to her about it.... at work when you're both stone cold sober.


Be at peace,

Z

LegacyUser

OP, that is classified as bullying and you may raise it with your manager provided that the night out was a work social event. It need not have been organise by your employer but if your only reason for being there was because you are an employee of the company then you have a firm case.

I have included segments from the legislation to stand over what I've said and your employer must treat this seriously...if it's defined as a work function. If you bumped into her on a private social night out it's a different matter, two private citizens disliking each other!

Section 15 of the Employment Equality Acts 1998 and 2004 provides that anything done by an employee in the course of his or her employment shall be treated for the purposes of the Act as done also by that person’s employer whether or not it was done with the employer’s knowledge or approval.

Case law in recent years has determined that an employer may be held liable for an incident that takes place at a work-related social event where the circumstances are sufficiently connected with the claimant’s work. In the case of Maguire .v. North Eastern Health Board DEC [2003 14 E.L.R. 340], an employee was verbally insulted and assaulted at an office Christmas party allegedly due to his membership of the traveller community. The Equality Tribunal held that the Christmas party was a work-related social event as the claimant would not have been present at the party had he not been employed by the respondent organisation. [ note in this case he was verbally assaulted in a private home which the employees went back to after the party, the employer was still liable ]

Employers’ health and safety obligations to their employees may also extend to the office party and in circumstances where alcohol is being consumed, health and safety concerns are heightened.

Employers should ensure that any allegations made following an office party are properly dealt with and if it is necessary to take disciplinary action that it is appropriate, proportionate and is applied consistently.

dudara

Moved to Work Problems

OP - based on my experience, actions that happen on work nights out can be disciplined later by HR. However, this would be done on the basis of substantiated proof and not just hearsay.

dudara

Mrs OBumble

And I believe that it has to be on-going, not just a one-off incident, to be bullying.

chinwag

A night out is just that and has nothing to do with your manager.
If it happened in work, that would be different.
As I see it, it would be crazy to raise this "abuse" issue (on a night out) with your manager. How on earth could this be his/her business? Drop it!

LegacyUser

chinwag...you are incorrect she is protecyed by employment legislation

Bandana boy

Harasment and bullying both involve behaviour which harms, intimidates, threatens, victimises, undermines, offends, degrades or humiliates.

Harassment is always linked to Anti-discrimination Laws and thus will focus on gender, race, ethnic background, colour, religion or belief, sexual orientation or disability. Harassment may be a single incident or a series of incidents.

Bullying is repeated inappropriate behaviour, direct or indirect and by one or more persons which undermines an individuals right to dignity.

I think it will be hard to prove "not liking" you as harrasment unless she touched on one of the protected categories

And as above Bullying cannot be a once of incident

While work is required to protect you from fellow employees ,this is only after they have been advised of an issue.
If this has been a once of event I would put it down to experience and move on.
If it starts to re-occur at work or at future Social events ,Then I would bring it up with your Manager.

LegacyUser

Absolutely agree with the posting by Bandana Boy here, While in an earlier post I identified that there is legislation to protect you there is no point rushing in to your manager with all guns blazing if he can point out that it's outside the scope of what is defined as bullying. Keep a record of the incident and who if any witnessed it, at least then if it does re-occur you'll have information to fall back on.
The other thing to consider is that the easier solution is sometimes to put it down to experience especially if she hasn't degraded your ability to perform your job. You may find the morning after the incident the consensus within the workplace may have been that she made a fool of herself with drink on her.