Executive Session - Employee Matter - QUESTION

AmadoM (California)
Posts: 2

Posted:

Okay, in the HOA that I work at there have been some personnel issues with the HR Director and the GM. It has escalated to a point that it is making our work environment hostile and now it is affecting me. Employment decision are being made that are affecting others.

I am thinking of emailing the Board of Directors and informing them of what is going on in the office between the HRD and the GM. Is that okay to do?

LarryB13 (Arizona)
Posts: 4,099

Posted:

Amado,

This is a real tricky situation. You mentioned "personell issues" but I wonder if you meant "personal issues," as in these two do not like each other.

Before going over your boss's head, I would suggest seeing if you have a complaint under state or federal law. If the situation you are experiencing is not covered, then your best course of action is to go look for another job.

Employers are seldom happy to hear complaints from their employees. In this case, the HR director and the GM were presumably hired by the Board of Directors. The BOD may not take too kindly to having a lower-level employee telling them that they made a mistake, even if it is true. In most cases, your employer may fire you with or without cause and ratting out the guy you work for will not make you any friends. There is the real possibility that the BOD will decide for you that you should find another job and you will not be able to count on them for future references.

Without going into detail, I once found myself in a similar situation and took an action similar to what you are proposing. It was a total disaster for me. I know of many similar cases and it never ends well for the employee.

AmadoM (California)
Posts: 2

Posted:

Let me better explain myself, maybe this will help when getting a response.

There is a Personnel matter matter between the HRD and the GM. The BOD did indeed hire two very capable individuals. The issues here is that the GM is doings acts that are putting the company at legal risk. The GM is making discriminatory desicions that can financially harm the company. I want to tell the BOD what is going on, and see if they are informed...

MelissaP1 (Alabama)
Posts: 13,836

Posted:

It is a bit confusing on your situation. Most HOA's don't have a HR department or a GM. Do you work for the management company of a HOA? If that is the case then the HOA is your clients. The management company works FOR the HOA. If the HOA isn't recognizing that arrangement and is dependent on the management company then it complicates matters. I would find out if the GM is acting on the HOA's behalf and recommendations or independantly. Either way, it's an internal problem that you don't bring up with your client. You bring it up to HR who should have the power to fire or manage the GM.

Former HOA President

LarryB13 (Arizona)
Posts: 4,099

Posted:

Quote:

Posted By AmadoM on 10/28/2012 10:08 PM
Let me better explain myself, maybe this will help when getting a response.

There is a Personnel matter matter between the HRD and the GM. The BOD did indeed hire two very capable individuals. The issues here is that the GM is doings acts that are putting the company at legal risk. The GM is making discriminatory desicions that can financially harm the company. I want to tell the BOD what is going on, and see if they are informed...

Amado,

If you are the victim of the GM's acts, then your best course of action is to file a complaint with the appropriate agency, let them investigate, and let them confront the board.

I understand your situation. I once blew the whistle on a group of employees dealing drugs in the workplace. The only guy who got fired was me. I made the mistake of believing that management had an interest in doing what was right when their real interest was being sure that no one from outside would come snooping into their affairs.

As I stated earlier, I have yet to see anyone keep their job after taking on their boss no matter how pure their motives may be. I do recall one acquaintance who was fired and then turned his ex-boss in for embezzling; the boss lost his job, too, but the other guy did not get his job back.

Melissa,

Not all HOA's are itty bitty volunteer-run organizations. Paid staff is common in large associations.

JM10 (California)
Posts: 503

Posted:

Quote:

Posted By AmadoM on 10/28/2012 10:08 PM
Let me better explain myself, maybe this will help when getting a response.

There is a Personnel matter matter between the HRD and the GM. The BOD did indeed hire two very capable individuals. The issues here is that the GM is doings acts that are putting the company at legal risk. The GM is making discriminatory desicions that can financially harm the company. I want to tell the BOD what is going on, and see if they are informed...

In my opinion, the HOA board should be made aware of any legal risks or discriminatory actions/decisions. This doesn't mean the board will do anything about them.

However, since you do know about these actions, you also need to protect yourself. You need to keep a record and be careful not to become the scapegoat. In this economic climate, you also need to protect your job. You could become the victim of reprisal from either the HR or the GM.

Is there anyway of giving an anonymous tip?

JM10 (California)
Posts: 503

Posted:

Quote:

Posted By LarryB13 on 10/28/2012 11:04 PM

Posted By AmadoM on 10/28/2012 10:08 PM
Let me better explain myself, maybe this will help when getting a response.

There is a Personnel matter matter between the HRD and the GM. The BOD did indeed hire two very capable individuals. The issues here is that the GM is doings acts that are putting the company at legal risk. The GM is making discriminatory desicions that can financially harm the company. I want to tell the BOD what is going on, and see if they are informed...

Amado,

If you are the victim of the GM's acts, then your best course of action is to file a complaint with the appropriate agency, let them investigate, and let them confront the board.

I understand your situation. I once blew the whistle on a group of employees dealing drugs in the workplace. The only guy who got fired was me. I made the mistake of believing that management had an interest in doing what was right when their real interest was being sure that no one from outside would come snooping into their affairs.

As I stated earlier, I have yet to see anyone keep their job after taking on their boss no matter how pure their motives may be. I do recall one acquaintance who was fired and then turned his ex-boss in for embezzling; the boss lost his job, too, but the other guy did not get his job back.

Melissa,

Not all HOA's are itty bitty volunteer-run organizations. Paid staff is common in large associations.

I've had the same experience as John and I'm in California. In both cases, the person was found to be doing something illegal. One was forced to move to another company, but the company then looked for a reason to fire me. My objective work still got high enough ratings to mean I got a raise, but the subjective things I got rated for fell. Eventually I was moved into a position that was (surprise!) eliminated a month later.

In my case, I got advice from the NAACP for one. The other, I got advice from an HR person from another company. Ours just tried to cover up. It depends upon the moral integrity of your company.

However, you don't want to become a scapegoat or stand by when a crime is being committed.

BradP (Kansas)
Posts: 2,640

Posted:

Amanda

I would follow your chain of command, if you know of illegal activity I would inform your supervisor and let them determine the best course of action. If your supervisor happens to be the GM then I would go to the next rung on the ladder. Above all at this point, document, document, document. Most workplaces have anti retaliation verbage or whistleblower clauses.

I don't know how you fall into the chain of command but in my opinion it is not your duty to inform the board unless you are their liaison.

MelissaP1 (Alabama)
Posts: 13,836

Posted:

I am going through a similar situation at work. It's not pretty. However, would need more details on this situation on how things are set up in this HOA. I do recognize that large HOA's may indeed have employees. However, there is still a definition of roles and responsibilities. I don't know how HR or the GM factor into the HOA as a whole. Considering that most HOA's the board is the one that acts on the behalf of the owners plus control what is going on in the HOA. HOw is the GM involved and the President isn't in making decisions? Just need more details on this HOA's set up before giving advice.

Former HOA President

PaulT6 (California)
Posts: 409

Posted:

If you want to keep your job,you could write an anonymous letter to the Board. Wear gloves. Hands on involvement would be risky business. When the Board or GM receives bad news they shoot the messenger. Be careful

Paul T

PaulT6 (California)
Posts: 409

Posted:

Quote:

Posted By MelissaP1 on 10/29/2012 10:28 AM
I am going through a similar situation at work. It's not pretty. However, would need more details on this situation on how things are set up in this HOA. I do recognize that large HOA's may indeed have employees. However, there is still a definition of roles and responsibilities. I don't know how HR or the GM factor into the HOA as a whole. Considering that most HOA's the board is the one that acts on the behalf of the owners plus control what is going on in the HOA. HOw is the GM involved and the President isn't in making decisions? Just need more details on this HOA's set up before giving advice.

We have about 60 full time employees including a GM & HR Director. The GM is supposed to report to the Board. However, we have an extremely aggressive GM and with rare exception he leads and the Board follows.

Paul T