This is a story that was relayed to me from a institutional RPH…
It would seem that this particular Rx dept has a PIC who had some poor management techniques..
One day, a tech did something (reportedly rather minor ) that the PIC was not happy with and called the tech into the PIC’s office for “a talk”… so far so good… BUT.. apparently this PIC has a habit of getting rather loud and verbally abusive when things do not go the way that the PIC wants.
The volume of the PIC’s voice was so loud that all the staff in the Rx dept could hear what was going on… even through a closed door. AND… apparently this is not the first time of such an occurrence… from the PIC.
As you can guess, the tech came out of the meeting crying and a couple of the other RPH’s went to HR and formally complained about the incident and it is reported that one of them told HR that the RPH did not feel that he/she should fear for his/her physical/mental safety at work…
It was reported that a few days latter… there was a meeting between the tech, the tech’s spouse, HR, Senior level management and the PIC.. the tech ended up quitting and while it is not known what was said to the PIC… by HR/management…but.. the PIC’s status/position remains unchanged..
Apparently the PIC was not even required to attend some sort of anger management sessions… from all outward appearances .. it is business as usual for everyone involved – except the tech.
Can HR/management get away with such mental abuse of subordinates .. because.. we are dealing with minimum/low wage employees that do not have the funds to bring legal representation to help deal with the problem… and/or not astute enough to know just how deep the PIC has “stepped into it” and take the PIC and the corporation to task?
Everyone within a store and/or corporation needs to document when things are not following a normal business procedure.
If this is done… then when one particular employee is demoted/fired for something that should not happen… and multiple employees can bring forth with their documentation.. because if they don’t.. the employer is going to come out with “… this is just the action(s)/statement(s) of a disgruntled employee..”
And the claims of this “disgruntled employee” is quickly dismissed.. since none of the other current employees have come forward with same/similar accusations.
You need to document every incident where the corporation has demonstrated that they have “zero tolerance” for violations of the company’s policy and procedures.. doesn’t necessarily have to involve you.. but.. most of these “zero tolerance” incidents end up being printed somewhere… newspaper, industry journal… keep the quotes from the “mouth piece” of the corporation.. defending how they are doing things that assures the patient’s health & safety… which you know is a bunch of BS !
Filed under: General Problems
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