Letter to Management

At the end of December, I was introduced to Ms. Laura. She was hired to support the commissioning team. On Dec. 30, 2022, We had the opportunity to do a site inspection together. We were able to share our experience while being in the Industry. We both agreed that some women in our Industry are not as connected as we would like. At that point, she revealed that she had a “toxic relationship” with a female supervisor. This supervisor and Laura would attend meetings where her supervisor would become aggressive and yell in front of others. I stated that is a shame, and I believe women need to work together and support each other. I then shared events I’ve hosted that celebrate Women in the Industry. We also discussed the topic of our vaccination status. Laura expressed her concerns about revealing her status and feeling forced to lie about her vaccination status for fear of losing employment. This conversation included government conspiracy and aliens, which brings me to another discussion on Jan.27, 2022. Laura, Jermaine, MDR HSE rep, and I decided to visit MDR’s permit trailer. Upon conclusion, I requested to audit MDR’s permit log. Laura quickly intervenes. Stating we will have to get Micheal PMT HSE Manager permission first. I reply we do not need to ask Micheal. I am, we are PMT, and we should, we are supposed to perform spot audits daily. Laura then said, wait, what’s going on? Are you made? Did I make you angry? I stated absolutely not. I asked Jay, do I sound mad? Jermaine replied no. Then I asked, Am I misunderstanding what you are saying? Laura then stated I am used to following my chain of command. I then replied we don’t need to ask to do an audit. This would be a simple spot audit. She said okay, then said she was headed somewhere. Once Laura has left the conversation. I asked Jermaine again did I seem mad he said nope. I think she doesn’t know how you talk.

On Jan. 28, 2022, Micheal, PMT HSE Manager, called me to his office to discuss two concerns. Micheal stated that he had been alerted that I had been a part of an argument in the field. He explained that all PMT disagreements need to take place in the office. And that Laura had spoken with him that morning. Our discussion was cut short due to a meeting he needed to attend. 

On Jan. 29, 2022, I greeted Laura and Randall at her office. I then asked Laura if I could speak with her. She replied yes. I then asked Randall if he could sit in. I started the conversation off with I’m not mad, nor am I upset. She replied, yes, you were angry. She went on to say that’s why she went to Micheal, your voice got loud and everything. I answered no, it didn’t. You asked me was I mad, and I said absolutely not. I do not want you to feel uncomfortable; you didn’t say anything to make me angry. Laura says Yes, you were very aggressive. I said I’m sorry if I offended you. Laura then said, let’s stop this right here. I then said I had no ill intentions. You are new to our team. I don’t want you to feel uncomfortable at work. Laura replies I’m done were done. Micheal should be here. You asked Randall to be here. This should be Micheal. Laura then exited the room. 

My concern is that Laura may not have the ability for conflict resolution. Being part of a management team requires problem-solving capabilities. And the ability to adapt to diversity. I’m concerned and surprised by her action displaying no interest in resolving what I honestly believe is a misunderstanding. I know that I didn’t do anything that would warrant this situation. However, I apologize if I offended her in anyway. That is not my right or my attention. There is approximately five short months left. There is no time or room for this type of situation.  

Lastly, I would like to be clear, I by no means will now or ever be a part of any member of my team feeling offended or personally attacked by me. It is important to me how my peers view me as a professional. I want nothing more than to move forward. And complete this project with excellence.