Beware Disgruntled Employee Vendettas

"We always move forward in terms of finding ways to heal, to mediate, to find alternative employment, and to help the member move forward in a productive and healthy way because that's important to us."
"And in this particular case, the member did not take advantage of the appeal process. It was offered to her and she did not take advantage of it."
Anthony Salloum, president, NDP political staff members union UFCW 32

"As Mrs. Ferro's employer, I received her complaint of harassment by another employee. I took these allegations seriously because I believe that harassment has no place in a healthy work environment."
"According to provisions of the collective agreement, Mrs. Ferro's allegations were immediately subject to a formal investigation, which found them to be baseless. I am confident that the courts will reach the same conclusion."
MP Sylvain Chicoine, New Democratic Party, Parliament

Somehow, it looks, feels and smells like a garden-variety employer-employee dispute with claims and counter-claims. It gives the appearance of a malcontented employee feeling herself inadequately respected in an office environment that appears to have been canted, understandably to the authority of someone longer in the workplace than the newest hire, and pulling seniority as a result. And since some residual bitterness appears to be present, and Parliament has been rocked with the scandals  surrounding allegations of sexual misconduct, opportunism lifts its persuasive head.

Fabiola Ferro worked for MP Sylvain Chicoine, claiming that she was ill done by in the workplace. And she has filed a statement of claim in Ontario's Superior Court of Justice seeking damages of $194,000 for wrongful dismissal and moral suffering. Ms. Ferro's lawyer, Nigel McKechnie, sent notification of the lawsuit to news media, as a publicity move both to advance his client's case in the arena of public opinion all fired up by other allegations, and presumably to belittle Mr. Chicoine.

Who has rejected the claims put forward by Mrs. Ferro. The 34-year-old began her work as a parliamentary assistant and before many months were out a colleague began harassing her, according to the statement of claim. He, David Cimon, is alleged to have threatened Mrs. Ferro, unfairly criticized her work, insulting her professional capability, and ignoring her. Can someone be ignored while being harassed?

The claim is that the insufferable Mr. Cimon made "grotesque, degrading and offensive remarks", inclusive of sexism, offending her gravely. Giving her additional work without authorization as well, informing her on two occasions that she was ripe for additional work since she "doesn't have kids", so presumably others on staff with family responsibilities gained to the detriment of the one without having to rush to pick up children at daycare.

On informing the Member of Parliament of her complaints and no action being forthcoming despite numerous complaints, Mrs. Ferro claims Mr. Chicoine displayed "a sexist and misogynist attitude" in overlooking instances when Mr. Cimon was late to work or took long breaks, while at the same time questioning her whenever she was absent from the office. As a result, she suffered insomnia, headaches, anxiety and weight loss, eventually taking two sick days and two weeks of vacation.

To which, upon her return, she claims Mr. Chicoine "used insulting vocabulary" in scolding her for her absence. Presumably the time off was taken with permission, notably the authority of the man for whom she worked, so it would seem strange that it would occasion a rebuke, but who knows? She then filed a grievance  to the joint union-employer committee. After which she was called into Mr. Chicoine's office and placed on paid leave.

The committee, claims Mrs. Ferro, was not neutral and issued a report rejecting Mrs. Ferro's claims and counterclaims from Mr. Cimon as well. "The report concluded there was no basis for the harassment claim", said Mr. Salloum, president of the union. When Mr. Chicoine sent Mrs. Ferro a letter afterward asking her for a meeting to discuss her return to work, she insisted the tone of the letter intimidated her when it pointed out a refusal to meet would be taken as notice she was leaving her employment.

She continued with her employment dissatisfaction crusade by meeting with the NDP's director of operations where she was offered another position as a data entry clerk in the office of the leader of the Official Opposition with the proviso that she withdraw her harassment claim. The job offer had a 60-day probation period requiring she conclude her term in Mr. Chicoine's office and halt all legal action. Once she began communicating through a lawyer, Mr. Chicoine claimed she had left her job.

Sounds as though the NDP bent over backward to assuage the victimhood rage of an individual who would have none of it.