Employee's Spouse Harassing HR
catherinetnc
79 Posts
Here's the sitch:
Outside sales person's wife calls HR and rants about insurance policy changes and the feeling that no one has told her anything. Insurance changed in July - was not a "significant event" as defined in Section 125. Husband was made aware of changes in June and July. Wife has called at least five times in the last three days - doesn't let anyone answer her questions, berates HR, doesn't listen to suggestions, doesn't seem to believe her husband was given information, tells HR person not to tell her husband she called (!). The woman is not well.
She called me, (in house counsel) I let her rant about 15 minutes, sent her a Fed Ex that included all insurance information as well as an explanation of Section 125. I also sent her a copy of her husband's signed Section 125 elections from last year.
Apparently my letter upset her (I let HR and another manager read it before I sent it to her so that I would avoid setting her off), and she called HR again and went on another tirade - telling HR she didn't know how to do her job, then asking questions about how old I was and whether I ever had a mammogram (see- she's not "all there"). HR took this for about 10 minutes, then hung up on the woman, crying. I called the husband and told him I did not want his wife calling the office again unless she could be civil. He defended his wife. I also explained that we were not insurance administrators and that we had told his wife on several occasions to call our insurance administrator - but she refused, saying that we (company) should have all of the answers regarding what was covered under the insurance. (She has the summary of plan benefits, same as we do). On earlier occasions when HR still had some patience, she tried to go over the SPB but the spouse wouldn't let her speak.
Does anyone have any advice as to how to deal with her? The phone calls have become pure harassment at this point.
Also, can her behavior affect our decisions regarding his employment?
Thanks for any advice and for reading this long story! Although I am in-house, I am more contract/intellectual property/business agreement oriented.
Catherine
Outside sales person's wife calls HR and rants about insurance policy changes and the feeling that no one has told her anything. Insurance changed in July - was not a "significant event" as defined in Section 125. Husband was made aware of changes in June and July. Wife has called at least five times in the last three days - doesn't let anyone answer her questions, berates HR, doesn't listen to suggestions, doesn't seem to believe her husband was given information, tells HR person not to tell her husband she called (!). The woman is not well.
She called me, (in house counsel) I let her rant about 15 minutes, sent her a Fed Ex that included all insurance information as well as an explanation of Section 125. I also sent her a copy of her husband's signed Section 125 elections from last year.
Apparently my letter upset her (I let HR and another manager read it before I sent it to her so that I would avoid setting her off), and she called HR again and went on another tirade - telling HR she didn't know how to do her job, then asking questions about how old I was and whether I ever had a mammogram (see- she's not "all there"). HR took this for about 10 minutes, then hung up on the woman, crying. I called the husband and told him I did not want his wife calling the office again unless she could be civil. He defended his wife. I also explained that we were not insurance administrators and that we had told his wife on several occasions to call our insurance administrator - but she refused, saying that we (company) should have all of the answers regarding what was covered under the insurance. (She has the summary of plan benefits, same as we do). On earlier occasions when HR still had some patience, she tried to go over the SPB but the spouse wouldn't let her speak.
Does anyone have any advice as to how to deal with her? The phone calls have become pure harassment at this point.
Also, can her behavior affect our decisions regarding his employment?
Thanks for any advice and for reading this long story! Although I am in-house, I am more contract/intellectual property/business agreement oriented.
Catherine
Comments
I would also bring the employee in and discuss with him her behavior and let him know that anytime she calls you will simply disconnect the call if she becomes irate.
Not sure about how her antics affect her husbands employment - I'm sure you will get some good advice shortly from other's in the forum.
Good luck!!!
I agree with the other advice you have gotten. The only thing I'm left wondering, rather than whether you've had a mamogram, is whether she has had a psychological work-up?
Do be prepared for her next move, which is showing up on the company doorstep ranting, "SOMEBODY is going to SEE ME by God!"
I have. She hasn't.
Enquiring minds do want to know.
Hee hee hee.
Most state have laws where you can go thru your phone company and law enforcement and have these calls deemed harassing or even threatening (if they get to that point).
Secondarily, HIPAA regulations would have prevented me from sending her a copy of any form he signed.
>averted with an ingenuous apology to her at the
>outset. The first rule when faced with an irate
>customer is to let them vent and express that
>you "feel their pain". I know she's not your
>customer but seems it would have been worth a
>try and may have created goodwill instead of
>bad.
>
>Secondarily, HIPAA regulations would have
>prevented me from sending her a copy of any form
>he signed.
HIPPA applies to MEDICAL information about an employees treatment or condition. It does not apply to the SPD or the insurance policy it self. The form that her husband signed would not have any MEDICAL information on it and would not be covered under HIPPA.
As to HIPAA. Maybe I should be concerned that I sent the election sheet. Since the election covered her as well, I didn't see the harm. I don't think the policy behind HIPAA is to keep spouses in the dark.
Thanks-
Catherine
Also, I wish I wouldn't have said "HIPAA", but these days I do believe it's wise to err on the side of caution . . . i.e., you could never get in hot water by NOT sending a copy of a form in a situation like that.