@WORK

July 2015 Volume 4, Issue 7

Advice on Approaching Offensive or Annoying Co-Workers

So, you have started a new job at the University. Aside from learning the ins-and-outs of your new position, you need to be able to fit in with your new team. Unfortunately, one of your co-workers seems particularly distant and unfriendly. And when he does speak to you, he’s especially critical; in fact he frequently calls you “idiot” and “moron”.

You’re still trying to adjust to the environment’s culture, and you don’t need to make enemies – but you also clearly cannot accept inappropriate name calling. Healthy disagreements are one thing, but unresolved differences can mushroom and result in serious conflicts if not properly addressed. This can lead to unnecessary frustration, anxiety and a poisoned work atmosphere.

What do you do? How can you deal with the situation, while avoiding any serious ramifications? Can’t we all just get along?

Your first step is to determine if this is something you can deal with directly with your co-worker, or if you’re better off asking your supervisor for help. Generally speaking, it’s preferable to tackle issues early on and at the lowest level possible, with the fewest number of people. The more informal your approach, the less likely the situation will escalate. If you choose to deal directly with your co-worker, be clear about what the issue is, and what you hope to achieve – try to avoid negative assumptions and pre-conceived notions. The criticism you have received may have less to do with the details of your work than a clash of communication styles. Your goal should be to improve communication first, and deal with the criticism second.

In a quiet, relaxed area approach your co-worker and explain that you are uncomfortable with his comments. Ask your co-worker to describe the situation from his point of view, and listen with your full attention.

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Inside this issue

Offensive or Annoying Co-Workers............……................2

Help Me NASA ….……………………3-4

Executive Information………………..6

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Sometimes the mere act of listening and focusing on the other person can bring about positive change in a relationship.

Acknowledge any criticism you feel is valid, then explain how you perceive the situation. State your feelings openly, but in a polite, assertive way. Avoid “you” statements that can sound blaming or accusatory. Rather than saying “when you call me an idiot you insult me” you might say, “when I hear the words idiot or moron, I feel offended”.

Keep in mind that you may be dealing with the results of a workplace history that’s unknown to you, or facing a culture that has become sheltered and set in its ways. You may also be working with self-sufficient people who may not realize that, to you, they seem unfriendly and abrupt – and it may take some time for your concerns to be fully understood. It’s also important to remember that there is no workplace rule that says your co-workers must become your friends, or even like you.

The approach suggested here could also be used for some of the more innocent, yet irritating situations that can occur in the workplace. You know—the overly-friendly colleague who constantly attempts to engage in social chit chat during the workday, when you would prefer to save that for lunch and coffee breaks. Or the co-worker with an endless array of “zippy” one-liners and jokes, yet he is the only one who seems to be laughing. And the ever-cheerful officemate who is always quick to offer a friendly hug, but you would really rather maintain your personal space. It’s possible to put a stop to the behaviour without alienating anyone.

No matter the situation, you can always expect to be treated professionally on the job. You’ll want to maintain a respectful workplace, so remain objective and avoid bringing in emotions if you can. Whenever possible stick to the facts, don’t make things personal, and try not to take things personally.

It may not always be possible to handle these issues in an informal manner. So, if this approach doesn’t work for you, you may need to ask for your supervisor’s help. If you are unsure of what to do, you can contact your NASA Labour Relations Officer for confidential assistance and advice.

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Annoying or Offensive Co-Workers

For immediate assistance with any personal issues or concerns please contact your LRO.

Help Me NASA!!! Help me NASA is a new feature in the @Work newsletter. The purpose of this

segment is to seek input from NASA members so we can provide a response to

common questions that arise from the collective agreement and your workplace.

To submit questions to be considered for this column, please email:

nasa@ualberta.ca with “Help me NASA!!!” in the subject line.

1. I am thinking about applying for a really interesting position that is more directly related to my education than the work I am currently doing. Right now I am in a Regular position. The posted position has an end date of August 31, 2017. If I am successful and take the new job, what happens then? Do I have the right to return to my previous job when this position ends?

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The new job has an end date of less than four years so it is classified as Auxiliary. While you will keep your benefit entitlements in the new position, your vacation earnings will be at three weeks per year. At the end of the job, you should be given confirmation that the job is ending. There is no collective agreement right for you to return to your previous position.

2. My supervisor has told me that they are changing the start time for all Casual employees beginning two days from now and that we can expect a letter from our manager by the end of the day. I thought we were supposed to get 30 days notice? I usually carpool and this is not enough time to get transportation arrangements figured out! Unfortunately, the Employer has the right to change your start time. As a Casual employee, they must provide you at least 24 hours notice in writing. It sounds like they are doing that.

3. Due to family issues, I am considering requesting that my hours be changed from 35 hours per week to 21 per week. How will my health and dental benefits be affected? What will happen to my vacation entitlement? If the reduction in hours were to occur, your Health and Dental benefits will remain unchanged by the reduction in hours. Your vacation earnings will be pro-rated in the future to reflect the fact you are working 60% of full-time hours. Similarly, your life insurance and other income-dependent entitlements will be changed as well.

4. My supervisor told me that I was required to work overtime tonight. I can't because I have child care responsibilities for this evening. I am unable to arrange for alternate care for my children on such short notice. Can I be forced to work this evening? No. Overtime, unless it is an emergency in the workplace, must be agreeable to both the department and the employee. However, if you did not have a very good reason why you are unable to meet the request, you should work the overtime and then grieve the requirement to work it. The “work now/grieve later rule” is a possible response where you are required to work overtime that you do not want to work so that you avoid being disciplined for “insubordination”. In this particular instance, however, you have a clear and pressing child care requirement which would be ample justification for refusing to work.

5. I have been successful in a competition for a recent job posting and will be changing departments. How much notice must I give? While the Collective Agreement is silent about how much notice to give when you are transferring from one department to another within the University, the “rule of thumb” is to provide two weeks’ notice. However, if both departments are willing this may be negotiated to something shorter or longer.

6. Is there a provision in the Collective Agreement that will allow me a leave with pay if I am volunteering outside of the University so I don’t have to use a vacation day? Unfortunately, there is no “Volunteer Day” within the Agreement. You would have to use vacation or banked time if you wish to be paid for the day you are volunteering.

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Help Me NASA!!!

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NASA

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Editor: Deborah Stewart

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NASA Executive

Vacant, President

(2014 – 2016)

Quinn Benders, Vice-President

(2015 – 2017)

Elizabeth Johannson, Treasurer

(2014 – 2016)

Elizabeth Adolf, Secretary

(2014 – 2016)

Lilian Campbell, Bylaws Chair

(2015 – 2017)

Vacant, Membership Chair

(2015 – 2017)

Vacant, Grievance Chair

(2014 – 2016)

Leonard Wampler, Reps Council Chair

(2014– 2015)

NASA LROs

Kathy Collins (Acting Director of Operations) 780-989-6179 kathy.collins@ualberta.ca

Joy Correia—780-989-6186 joy.correia@ualberta.ca

Greys Echeverria—780-989-6182 greys.echeverria@ualberta.ca

Andy Lenz—780-989-6177 andy.lenz@ualberta.ca

Bryan Richardson—780-989-6185 bryan.richardson@ualberta.ca

If you have any questions about articles in this publication, or other work related concerns, please contact your

LRO. You are encouraged to make your inquiries as early in an issue as possible. Please note that

your inquiry and questions are held in confidence and the Union will not share any information with the

Employer without your authorization.