This is the crazy thing. There are no contingency plans. We’ve had 25% turnover in the past 12 months. I asked my boss about her contingency plans, should we lose anyone in the next 12 months, and she replied “I don’t expect that will be a problem.”
It’s pretty clear that I’m the one who doesn’t fit in here.
Honestly, if he isn’t bothering you personally besides giving a “creepy vibe”, don’t be a jerk and just mind your own business.
I’m sure they will just delay the launch window until they can find a replacement brain surgeon.
My opinion has changed as I read through this. In the beginning my thought was tell, no question. There’s no way searching on the Internet in publicly available data is going to qualify as any sort of HR violation.
And if the information could be delivered in a objective, matter of fact way I’d be encouraging pass it along. But the OP seems to be too emotionally involved in not wanting to work with this guy to be able to deliver the information dispassionately.
And the stated reason of not being left in lurch if the co-worker is sent to jail doesn’t fit since the presumed (and hoped for) result would be the co-worker’s firing, which would lead to being left in lurch.
That all said there also does appear to be a management problem in the OP’s company as well so finding a new place to work is probably the best option of all.
In that you have two brain cells to rub together? I agree.
Unless you own a lot of stock in this company, management stupidity doesn’t have to be your problem. If you get double the workload dumped on you. ask them to help you set priorities, tell them it ain’t all going to get done, and it still isn’t your problem.
And looking for other work sounds like a good plan.
He works from home, but you get this creepy vibe from him?
Are you peeking in his windows?
I would like to know how you think him losing his job would impact his home life. Do you think that would make things better for the family or worse?
I was kind of wondering that too. I mean, it seems like if he’s a bad guy, you wouldn’t want him out in public, which is good if he keeps this job. But then you wouldn’t want him at home because that’s where he does all his abusing. But you wouldn’t want him in jail because then it leaves everyone in a lurch at work.
I think he should be shackled to the desk at his home office, that would be best for everyone.
I agree with Voyager’s (?) advice that you do (or don’t do) whatever you’d do if you hadn’t investigated and discovered X. (But I disagree with Voyager that an employer “can’t” disclose personal information or personnel issues to or discuss with whomever. That’d be a matter of policy, not law or ability. There are certain exceptions where it’d be a bad idea to disseminate info, such as medical info learned by way of a (relatively uncommon) situation where an employer is self-insured and acquires the info through administering medical claims.)
While you say the person produces “shoddy work” and makes “poor strategic choices”, evidently this doesn’t affect you or the company to the point where you feel obligated to address with him, or anyone else if he won’t address. You in effect say you only care about what will happen IF he goes to jail and how that will affect you and/or what happens if he xfers or you xfer and wanting to avoid having to socialize with him.
“He has one domestic violence case dismissed without prejudice (because the victim recanted).”
OK, this tells me that you’ve actually gone to the trouble of accessing and reviewing case files and not merely charge and final disposition data, which is … interesting.
“TBH the only reason I haven’t already gone vigilante is because there’s a newborn infant involved (of course).”
Sorry, but please explain this.
“He works at home fulltime, so there’s no risk of a workplace shootout.”
For what it’s worth, this analysis makes no sense whatever.
I’m going to have to elide over this since it would require more explanation of our work type and distribution. When people do bad work, it tends not to be known until they leave, and then it becomes a headache for everyone else to clean up. Our department is chronically bad at dealing with this.
The disposition was dismissed with lack of proof. It is my understanding that in domestic violence cases this is usually because the victim retracts. I haven’t read the case notes. So I may have wrongly gone too far in inferring that the victim recanted.
Poorly phrased. One big concern I have about about getting the guy fired from work is that he’s just had a newborn daughter.
Addressing an aside from someone else about the possibility of his taking his violence to the workplace… his nearest co-worker is 2000 miles away, so that’s not an issue.
We are determined to rat him out, aren’t we?
We have a recent case study, testimony from HR professional, repeated assessments form people in many professions and trades, all say "NO, NO, NO!, but we are still going to do it or go crazy wanting to.
Good luck is all I can say. :smack:
Please make it the last thing you do at that employer - if you don’t, there is a good chance that someone else WILL make it the last thing you do…