Short Memories.

Lots of fun today. Twice today, D**** interrupted my class to ask me about changes he was making to a document that I had created to keep track of the accesses that had been granted or were still needed for new analysts. He was clearly working from an old document because it did not have the new accesses that we had received for a financial services group that is having their help desk responsibilities rolled into ours.

So, R*** the Education Coordinator later asks; "I know you are leaving early next Friday, would you be available to come in on Saturday?"

"No."

I was talking off early next Friday so I can spend the weekend visiting my daughter at college for Parent's Day.

Even later, D**** the HR Rep comes over to tell me that the week after next will be the third training group and by then I'll have to have this group (currently at the one week mark) up and running. So, what took three weeks with the last group will need to take two weeks for this current group. And to get the group after that up and running even more quickly I'll be spending six hours a day training instead of the current four hours.

I was unable to contain my joy.

And then I brought up the issue with D****. I asked if he had taken on the responsibility of tracking all the analysts accesses. I had thought to say that I didn't want to work with him because of all the previous issues (Something Stinks-16 Dec 2004) that I considered unresolved but instead I was more forceful.

"I won't work with him on this."

D***, as she almost always does, had a look on her face that was "I don't know what your talking about," having clearly forgotten the reminder I had sent her a month ago. (Do you remember when-25 Aug 2005) So, I had to explain it to her.

"Well, we're a teem and we have to be able to work together."

"I will not work with him."

She just said, "OK", and moved on the the training schedule again, apparently burying her head in the sand hoping it would all go away.

But, at the end of the day before going home I went to her cube to explain just how seriously I took this.

"The only thing that prevented my walking out of here that day was that I had a meeting with you in half an hour. If it wasn't for that, I would have been out of her and been calling a lawyer. And I would have been fully justified to do so. . . If he had said something like that to a Bank employee, The Bank would have had him fired. If I had said something like that to one of the people I was training, I wouldn't be a trainer anymore. As it was, he got a stern talking to. I don't consider the issue resolved."

"What do you expect?"

"I got what I expected. He got a stern talking to. But that's not what I believe should have been done. In just about any other business environment he would have been fired. At the very least he wouldn't be a team lead any more. I know that sort of action is never going to happen."

I told her I considered this the third major incident and, given that nothing of any significance has been done for any of those, I have no reason to believe that it won't happen again. She again got the quizzical look and I had to remind her of the incident where he warned me that "it's a tough job market out there" and the other where he accused me of "Just Geis being Geis" and refused to take the situation into the privacy of an office with the Site Manager, instead keeping it out on the floor in an attempt to embarrass me publicly.

She said that if I was angry all the time then maybe I shouldn't be working there. I didn't take it as a threat that I would be fired but as a suggestion that perhaps I should either get with the program or go somewhere else. Sorry, I'm not going to quit over this. They're going to have to fire me and then I'll have all this documentary evidence to take to a lawyer.

But I didn't say that. I simply reiterated, "I will not work with D**** without the filter of management. I will talk to you and you can talk to him then he can talk to you and back to me."

She suggested that since T*** is new to being the Site Manager and hasn't been involved in this, perhaps I should talk to him.

I know my employee folder has a lot of this stuff documented but, even though I've suggested it, I'm pretty sure that T*** hasn't gone through it. Hell, even D**** has forgotten issues I voiced less than a month ago. So I suppose I'll have to create an information package with all the relevant stuff and set up a meeting.