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bring it to human resources instead. management tends to bring the business angle into the picture, leading to poor solutions to h.r. issues, e.g., solve the problem by firing whichever employee you need less or costs you more. h.r. generally lacks firing authority and in any event doesn't bring things like work performance into the picture.
second thing is, don't bring it to human resources. just talk to him and tell him you'd appreciate it if would accept that you're straight and treat you as such. if he persists, and especially if he starts to tease you about it or about making an "issue" out of it, then go ahead and get h.r. involved.
if he's under psychiatric care, and especially if he's on mood-affecting medications, the americans with disabilities act will protest him. the employer has to make reasonable accomodations for his disorders, and if that includes making inappropriate comments, he's protected.
"reasonable accomodation" doesn't mean they can force you to endure whatever crap comes out of his mouth. but they can easily do things like separate the two of you and/or your work duties as needed to minimize contact.
if you're at all the kind of person who can just ignore and dismiss such things, chalk it up to the guy being a whack job and/or a jerk, then that's the best and easiest approach. if you must act, treat it as a very mild form of innappropriate office talk, which is about all it is.
do NOT make a big stink about it. much bad and little good can come from that.
good luck!
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