Ask Me Help Desk - My employee calls my supervisor or HR on me for minor things a lot.

I am the manager of a small office. One of my employees has been a pain from the beginning. Every time she doesn't like something she calls my supervisor. Even when she was new and did not know what she was doing she would call HR because she did not think something should be done a cretin way. Mostly doesn't like to be corrected. If I used her desk (she is not in the office every day) and I moved something and did not put it back she would call HR. She would say I was doing it intentionally. When she has a problem with the other employee some how it comes back that I was responsible for it and calls HR. This has been going on for 6 months and I am so stressed out. HR doesn't write anyone up, I have not done anything wrong. They say that but they also say as the manager I am held at a higher standard. This person has even gone through my trash looking for something to get me in trouble. HR seems to be catering to as if they are afraid she will sue them for who knows what. She always has a hit that she will in any of her correspondence with them. I can't keep this up. It has taken so much of my time from my duties, made me question myself and I have totally lost control of the office as HR's actions have give her the control. I don't feel as if I can give her any task as she said when I gave her files to put away that it was demeaning and I should do it myself. HR had to hear about that. HR said that they have to investigate every claim no matter what. That I should contact them when ever she doesn't do something I have given her to do. Am I to call them when she intentionally types a letter differently than I asked her to. This is crazy and I am so tired of the mess. I have been there 5 years with out problems. She has been there 8 months with many problem's. What can I do about this? They won't transfer her or me.
Please help, I don't want to quit.

Who does she report to? Are you her direct boss or someone else?

If they report to you, then you give them a warning if they do something wrong, Your fire them, IF you are a boss, then act like a boss, give them a reason to want to call HR

Who evaluates her and who hired her? If the answer is YOU then you know what YOU have to do. If she is an at will employee you do not need to give cause for dismissal.

I am her boss but HR has warned me not to do anything that looked as if I was trying to make her quit. She is to report to me but she decided to bypass that and go to my supervisor her 3rd week there and since he didn't put her in her place she just keeps doing it. But now she goes right to HR. They say we have an "Open Door Policy" I would never think of going over my bosses head but she has no respect or since of chain of command. My company let her get away with it the first second third and now forth time. What's next. I don't know what to do. She doesn't get written up for anything but I was told I was held at a hirer standard so I will be written up if I do anything I shouldn't.

OK I was an HR director so I am going to talk a little tough to you for the moment. "I don't know what to do" then you need to decide if you want to be a supervisor or not. If you truly do not know what to do then you should stop being a supervisor. "She doesn't get written up for anything " if you are the supervisor who do you think is supposed to be doing those write ups, IT YOU. When/if she does something clearly wrong or intentionally contrary to your directions just tell her you no longer need her services, terminate her. Maybe you need to go over the head of HR and talk directly to whoever is at the top of your firm. Present the question, do you have the authority to dismiss an employee.

SS6179,
You are literally in catch-22, where neither can you be shifted, nor she, nor even you want to quit. Shows your will, but circumstances going messy, at least now, it looks so on the face. First, remember that until and unless you do something wrong intentionally, no body can 'harm' you, but be vigilant, as now there is someone, ready to 'find' loopholes, or pick the holes, if any, left by you. In the absence of any such 'mole', one becomes negligent, or sort of so. (I do not say you are so, but it is human tendency) and do not fear her. May be she has some link with the 'uppers' or she scares (as you believe) by her hard-hitting approach of collecting proofs against all, and be in command. I will not suggest you to be like her. No, you are you, she is she. Habits die hard. If you will try to be her, you will plunge yourself in deeper waters, as you can't change your nature, nor can she. Accept her as she is, and as the circumstances are! Secondly, be vigilant. Commit lesser mistakes. Do not oppose her, not even show her that you fear her, rather do not fear her. Be natural... Accept as life is. Your bosses are not mad, they are not going to 'accept' her/his version for good! You will also be listened to, if she reports anything mad/bad against you.

Calm, calm, calm. RELAX!

"First, remember that until and unless you do something wrong intentionally, no body can 'harm' you, but be vigilant" I am not certain this is accurate. Most employees are considered "at will " employees and can be terminated for no reason or cause. You do not have to do something wrong to be let go. Not providing direct, effective supervision over an employee is actually cause for dismissal in itself. Both parties in this situation could be in line for termination.

Quote:

Originally Posted by ballengerb1

"First, remember that until and unless you do something wrong intentionally, no body can 'harm' you, but be vigilant" I am not certain this is accurate. Most employees are considered "at will " employees and can be terminated for no reason or cause. You do not have to do something wrong to be let go. Not providing direct, effective supervision over an employee is actually cause for dismissal in itself. Both parties in this situation could be in line for termination.

So nice of you for guiding me, even as I (most respectfully honouring your views), my point was that nobody should, for which I appended by BUT BE VIGILANT. Actually, my point has been here to suggest the questioner not to worry as tension makes you helpless. Do not worry, as what is to happen, will happen, and you can't stop it, for which you can be given two suggestions - hit her with the same belt, which she uses against you, which I do not suggest, as you can't change your nature, and this will be negative response, a reaction (incited by her, you do so; it means you are controlled by her - NO, forget it). The second option is to be vigilant.

Thanks ballengerb1, for correcting me, again.

Many people think at will is so easy. But we forget to consider there are other laws that protect employees. So while yes we can terminate at will, that doesn't mean employers don't get wrongful termination law suits or age discrimination law suits etc. That is why HR is leery about "hey just terminate her." Plus you will have yo pay unemployment insurance because your triggering incident will probably not meet the definition of willful wanton disregard misconduct. A better solution is to try to have communication meetings with the employee and a neutral third party (a qualified person from HR) to work on your communication on a bi-weekly basis for 90 days to determine why you two are not communicating clearly with each other. For whatever reason she doesn't trust or like you. Put her in a room and make her tell you why and how you ca improve and you share the same thing in a positive manner. It will be tough for the first 3 or 4 sessions but eventually you will make progress.