On 03/07/14 18:16, Pine W wrote:
In the past, this mailing list has been used for
discussions of staff
conduct, which I am not sure is the best idea when identifiable people are
involved. I suggest that a first line of approach would be to discuss the
matter civilly with the people directly involved including the employee and
other volunteers, and if that doesn't get results, then go to the
employees' supervisor.
WMF HR has told me in the past that they can also step in with situations
like this.
Pine
The problem is, in my experience the main problem has usually been that
the people involved won't talk at all, at least in the case of the
employees. And what are you supposed to say? Somehow I don't think "Hi,
please remember that consensus is something you're supposed to follow"
or "Hi, could you please do your job?" would help matters any.
Would tracking down their supervisors and hoping they know any more than
the other folks do really be the best option? Personally I wouldn't even
know where to start, and even then there's no guarantee they would
listen. Email shows up from someone they've never heard of calling into
question their people. Or better yet, email shows up from someone they
understand that their people widely regard to be a troll. Might be
difficult to keep an open mind at that point. (I've had this happen.)
Perhaps HR is the only way to go at that point? But even then, how do
you bring that up?
-I