We, the employees, are requesting fair and respectful treatment from our RM - KC. It is our opinion that the continued violation of this right, along with the violation of the following company policies (see below) prohibits a productive workforce. It is our position that a positive workplace is characterized by respect that supports employee engagement and motivates everyone to do their very best.

We, the employees, deserve an effective leader who models (company) stated values and sets the properties/employees tone. The RM-KC should promote the kind of culture that inspires people to achieve. We, the employees, deserve and demand the support we deserve to develop a culture of respect.

Because our RM-KC does not promote the proper work environment we, the employees, are not consistently able to prioritize tasks, we are not provided clear and realistic work deadlines, we are not able to manage the allocation of urgent work or help our staff to re-prioritise workloads where necessary, our RM-KC does not ensure that we have all the information we need to do our work and our RM-KC does not encourage employees to find a good work-life balance. 

On a continued basis our RM-KC engages in behaviors which are discourteous and disrespectful towards employees, is rude and/or uses inappropriate tone and speaks in a sarcastic and belittling way. Our RM-KC has adopted an adversarial management style and makes repeated demands for information/reports/etc. without allowing ample time or support for employees to meet these deadlines.  Our RM-KC often does not allow an employee to give his/her side of the story and at times has accused him/her of lying and has even berated him/her aggressively. Our RM-KC has also leaned toward and used body language that has caused employees to feel uncomfortable and threatened. Discourteous behavior like this is unacceptable and counter productive in the work place.

We, the employees, are fully educated on the fact that workplace harassment and bullying can be:

• intended: where actions were intended to humiliate, offend, intimidate or distress, whether or not the behavior did in fact have that effect or
• unintended: which although not intended to humiliate, offend, intimidate or distress, did cause and should reasonably have been expected to cause that effect.

We, the employees, also feel the RM-KC consistently demonstrates, at the minimum, subtle patterns of behavior that are still considered harassment or bullying:

• undermining—persistent and baseless criticism; belittling or derogatory remarks or actions that diminish a person’s dignity  
• sabotage—giving meaningless tasks, confusing and/or contradictory instructions; inappropriately and frequently changing targets and work deadlines; unnecessary disruptions; deliberately withholding important information; insisting on petty work requirements

We, the employees, are entitled to fair and ethical treatment free of harassment under the following policies as written in the (company) Employee Handbook:

102 Employee Relations

104 Business Ethics and Conduct

522 Workplace Violence Prevention

701 Employee Conduct and Work Rules

Workplace harassment and bullying is unacceptable and should not be tolerated. We, the employees, are requesting that our RM stop these actions immediately and be held accountable under the policies developed by (company). 

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