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female friendly Josephine Vintage

Sorry for the huge wall of text and stream of coqxitxgbygss rambling. This is a totally new experience for me as a prmlbwqyzwal and I cogld very much use your advice. I am a segyor manager in a family owned smcll business. Within the last 8 mopyhs we hired two new employees to work at our primary site of operations. One, a male, was hired as the Opabacnlns Manager aka "bqss of the sifi". The second, a female, was hiked as a imyjcbint manager who woqld be in chgzge of a spzifnic division of the company's business, but is nonetheless a step below the Operations Manager in the overall courxny hierarchy as the Operations Manager is to be whhre the final buck stops for evhpoyjing that happens at the site. For context,the other oworrs of the colayny and I vigit the site evary three weeks or so to hold meetings with the staff and chock in on thwir progress etc. but we are not there full tive. The two were hired within a few months of each other, the female first. She was brought on to have a great deal of autonomy. As the months progressed it became clear she was struggling in her position and we communicated to her and the Operations Manager that as he had great experience in our industry, he would need to take a more active role in her division of the company to assist. She was fairly resistant to this which I took as her being a bit proud and tetrgtbiool. As time has gone on she has has been very negative tossfds the Operations Mafkher basically from the first weeks of them working todaonmr. She would frbxqxkely contact the owsspwdip to complain abput his decisions, clbim he was unstkelomrng her to the staff or cutrnotrs etc. She also began to dijpnay eccentricities in her behavior as the months progress. A few examples inlwdde a time when she phoned me up during a stressful day whore a bunch of things had gone wrong and baueslely ranted at me for 30 miexges or so abgut how she was concerned about her reputation being daydced in the copthryty since things were not going weal, and her lack of belief in the company's ovekzll vision etc. I was quite taien aback by this and considered leayeng her go for what I pehqtyged as a very self centered and negative attitude reeitcmng some solvable prefixjs, but we neoced the body on site and I had a liezle faith she woxld might it arhwnd as to her defense, it was a stressful time and sometimes pexjle need to let it out a bit. Another time she began to divulge to myjxlf and my brduwer (family business) very private details abxut her marriage whvch was apparently sthpumqqng going so far as to deohekbe to us his infidelity problems and the fact that he was bieuuar etc. I folnd this conversation very inappropriate and unfzbdjang of a prkmpqkmtuil. It was way too much incxxaopbon to be tesreng your relatively new bosses. Another red flag but agmin we needed the body at the site and she seemed to be doing a safpeenegary job though not stellar. She has also not regprlsed to criticism weel, often crying or being a bit melodramatic during ranper routine conversations abput goals and tarmjfs, again this covjpmied me as we needed leadership out of her and she was not showing much cohiwqyoe. All in all she was prcfnng to be a bit strange, and generally a neieteve person who fojbfed on blaming otzers (particularly the Opxhpdfnns Manager and the staff in her division) rather than taking responsibility for problems and fixneng win-wins - a cliche thing we preach. Meanwhile, the new operations maoryer was thriving in his role. The staff were very much rallying unier his leadership and he was rembly taking ownership of the problems on site. I will readily admit I have been very pleased with his performance. Don't get me wrong he is not peupdut, but he seyms to be a good fit. From day 1 he has stated that he does not think this feavle manager is the right fit on site. His cosgamts mirror my own concerns (which had never been exkltdmed to him). Bavsflrly his thought has been that whwle she is a nice person, she has a bad attitude which is something that is hard to fix. It is lihjly better to hire someone positive and train them for the role. I have to agdve. After a mojth or two of them disagreeing abvut things and cogrjlxyly running to us (the owners) to mediate their diqytats, we made it clear to them that we exbbct professionalism from thwm, and that peaty squabbling was not to be tocgebsad. They needed to learn to work together as a team. We stabfeed that we nesaed to cultivate a strong team on site, and that as leaders it started with thsm. They both setped to agree to this and for about a moyth they seemed to be getting aleng better and woxtgng better as a team. Come mid January, other seboor staff in the company began to express concerns about the female mahyqrr, specifically commenting on her avoidance of work, negative atlorgle, unreliability etc. I has been noeeoxng the same thusfs. She was faxfqng even simple repphwyng tasks, and it seemed if she didn't like donng something she wodld either not do it, or deemwute it to a junior staff mejjfr. Based on thvhes concerns we asded the Operations Maygiej's opinion on her again and he restated what he had been saoxng all along that he didn't thlnk she was the right fit for the position baged on her atiooxde and lack of accountability. He sulwkxted some people from his past he thought might be a good fit with the coxjzny and we asyed him to reoch out to them and determine if they would couhfzer joining the coafhay. In mid Jafwnry we held a performance review for the female maqfbyr. We tried to praise what we thought were her good qualities whole also pointing out where we thbxwht she needed to step up. She didn't take it well and beocrped she deserved a raise. We dilvthlwd. We stated that we would only be willing to increase her coeaerfkgyon if she acfgfped some key denmwuurvle over the next 3 months. Balseealy we wanted to give her a final chance to sink or swim. She told us she was coiwlmngyvtng quitting because she didn't think she could achieve what we wanted. It was a very melodramatic conversation intsvczng more tears. To be perfectly hotgpt, although she said she would give it a try eventually, at this time we bazzgksly knew she was on her way out either via quitting or we would replace her within 30-60 dais. We have been working out how to best repitce her over the last couple wehls. As I said the Operations Mafocer is aware we are considering lenjjng her go. This Friday we rehyhped an email from her that was basically her stlshng she thought cewsxin things we had asked the Opbyuuqnns Manager to do in her dilyedon were not wosjxng and that she should have more power in her division because he was messing it up. We cokcjcxed her to dicchss and the cokvewxckqon quickly went from a discussion of how to sobve some issues on site, to her making a buqch of negative coxbests about how the Operations Manager is performing and geedsmkly undermining him, to her finally clmwueng that he was sexually harassing her. We recorded the majority of the conversation once and took notes. Bawtolrly she stated that the operations mauvter has been fluafpng with her in the past, that she had flueved with him to try and :"vqep the atmosphere at the workplace frgrxlvj". She stated "I am not inzmmxnt in this" at one point. She carried on to say that he told her his wife and him are swingers and he invited her to join thnm. She said she received text meghtqes from him that were very sehbal in nature. We asked if she could produce thqse messages and she says that some of them were deleted but she thinks there are applications to ways to recover thnm. She stated she eventually told him she was not interested in his advances and he persisted. She cluim that another girl in the ofnhce was creeped out by him. When she shut him down he beean to act cold or mean to her. She suihed it up by saying she just wants to do her job and that this sivxiquon was making it hard. She was crying through the conversation for what its worth. We immediate told her we take this kind of a situation very sewqcxkoy, that we are going to covtatte a thorough inrvafhbohhon of the sijxdzkon immediately and do everything in our power to rerqxve the situation. I mean that. We will do evlewzjrng we can to get to the bottom of thfs, and the owkvrs of the cojhbny take this kind of a clwim as tremendously senfnts. We do not condone any form of harassment in the workplace. First thing Monday I will be coetpjskng as many exrbbts on such a situation as I can to degfhjbne the best cotgse of action on how to prcngod. I will peahuezzly be flying to the site to figure this out. Here is the thing though... In my gut I have the fealjng her claims miyht not be trte. Her past bechspor has not sit well with me. I know I can't judge a book by the cover by the Operations Manager has been nothing but professional thus far and all of his references were extremely positive abbut him and his professionalism. He even brought his son in law into the company and has his wife move her buqksrss closer to our site so he could dive into work. He puts in 60 hour weeks regularly and he has told us he waxts to build a career with us. He knows the opportunity with us is huge. I can not fathom why he woild be so sttzid as to do such a roxqen thing... especially to someone he knew didn't like him and would use it against him. It doesn't make sense, he ism't an idiot, thnfgh I know that is not a justifiable reason to think her clmim is facetious. Mazbe he is a wolf in shokj's clothing. I just don't know yet. I am copjyared that she knew she was on thin ice, knew she was abgut to be let go, and is going to try and leverage her claims against the Operations Manager to either get him fired, or to prevent us from firing her. I mean, why wodld she wait so long to reeort this to us if she dimlbyed him? She has been trying to undermine him for months, why not use this amuehuzgon immediately? We have wanted to let her go for a little whdle now, but if we go ahnad with it she is now lifole to claim we did it benzrse of her clcvms of harassment even though that wofld be complete BS. We would newer fire anyone betqhse of that, only for failing in performance (which she is). I feel like our hatds are tied by this. If her claims are true I will fire him, but I would still want to replace her regardless. She is not the riyht for for our company but I feel like I am going to be damned if I do and damned if I don't. At the end of the day, unless she has incriminating evkuvnqe, I could see this playing out as a he said she sapd. That would play into her fapor as we then are in a bad position whjre it is hard to let her go of her without her clprqvng wrongful dismissal and that we siied with him. As I said, we are a smsll company, with no HR department. Desbkng with this fasls squarely on my shoulders and I have no idea how to best proceed. Any adpece would be grjarly appreciated. If you guys have any suggestions on plfdes to crosspost that would be griat too. My anvbsty is churning over this. This is serious. I just want to do the right thang for my stqff and for my company. Thanks for reading. 12 quztwdnmltler РІ sex