Document Hostile Coworker
Long-Tenured Employee Documents Coworker's Malicious Undermining Amidst Hostile Work Environment
Anonymous
Key Points
1
The columnist frames the coworker as having malicious intent, describing her as someone who is 'determined to get you fired' and seems to have it in for the employee.
2
A key tactic cited is the coworker repeatedly emailing supervisors about every mistake instead of addressing concerns directly with the employee, effectively policing her performance from afar.
3
The hostility extends beyond the workplace, with the coworker reportedly making negative remarks about the employee to her own child, which the child then repeated to the employee’s child at school.
4
The guidance emphasizes compiling a thorough, itemized record of all incidents and presenting it to supervisors, explicitly framing the situation as a hostile work environment and advising consultation with an attorney if the behavior cannot be stopped.
A 17-year employee says a once-close coworker is now trying to get her fired — reporting every mistake to supervisors, cutting her out of key communications, and even talking badly about her to her own child. The conflict, detailed in a June 2024 Ask Amy column, has persisted despite meetings with management, leaving the employee feeling isolated and targeted at work.
Advice columnists and workplace experts say the first move is clear: write everything down. A detailed, itemized record of every incident is the foundation for any formal complaint — and possibly a legal case — according to Mercury News.
Coworker Turns Supervisor Emails Into a Weapon
Instead of raising concerns directly, the coworker began emailing supervisors about every minor mistake the employee made. MassLive reported that the employee describes this as a steady effort to build a paper trail of incompetence. The coworker stopped talking to her peer and started policing her from a distance.
Ask Amy columnist Amy Dickinson did not mince words. She wrote that the coworker is "determined to get you fired." Workplace analysts note this tactic — reporting every small error upward — is designed to make a target look unreliable before the target can speak up for herself.
Conflict Spills Out of the Office and Into School
The dispute crossed a serious line when it reached the employees' children. The coworker made negative remarks about the employee to her own son. That child then repeated those remarks to the employee's child at school, according to East Bay Times.
This "spillover effect" moves the situation beyond a standard workplace conflict. When children become messengers for adult grudges, the harm is no longer limited to office hours. Experts say this kind of boundary-crossing strengthens the case for formal action.
Management Has Failed to Stop the Behavior So Far
The employee tried to fix things the right way. She spoke directly with the coworker. She involved management. Meetings were held. None of it worked. Head Topics reported that the hostility continued even after supervisors stepped in, leaving the employee with few internal options left.
Workplace experts point out a difficult reality here. The coworker is using the company's own reporting structure as a weapon. Each email to a supervisor looks, on the surface, like responsible feedback. That makes it hard for management to discipline the coworker without appearing to punish someone for flagging errors.
Document Everything, Then Escalate With Evidence
Every outlet covering this story lands on the same advice: document every incident with dates, times, and details. Present that record to supervisors as proof of a pattern. Frame it clearly as a hostile work environment, not just a personal dispute, according to MassLive.
If management still does not act, the next step is a lawyer. Under U.S. Equal Employment Opportunity Commission guidelines, a hostile work environment claim is stronger when the employee can show targeted, repeated behavior — not just a one-time clash. The Workplace Bullying Institute reports that 30% of Americans have faced abusive conduct at work, and 21% of workplace bullies are peers, not bosses. That makes a clear paper trail the most important tool an employee has, says East Bay Times.
Sentiment
Mostly NegativeNEGATIVENEUTRALPOSITIVE
Publishers
12
Articles
12
Reach
24
A
AnonymousAuthor
