Ask Local 70008 – Dealing with a Difficult Manager

Question:
 My manager constantly changes priorities and deadlines with little notice, then blames me publicly when things fall behind. Emails come late at night with an expectation of immediate replies. My work is often rewritten without discussion, and I’m criticized in front of colleagues.

In meetings, my manager raises their voice, dismisses my ideas, and says things like “if you can’t keep up, maybe this isn’t the right job for you.” I’ve started dreading going to work. I’m anxious on Sunday nights, exhausted all week, and my family says I’m not myself anymore.

I’m worried that if I speak up, there will be retaliation or my future opportunities will be blocked. I don’t know what to do. Can the union actually help in a situation like this?

Answer: From the President, Local 70008

First, I want to say clearly: what you’re describing is not acceptable.
 You’re experiencing behaviour that may amount to harassment, bullying, or abuse of authority, and it’s understandable that it’s taking a toll on your mental health and your life outside of work.

You are not overreacting, and you are not alone.

  1. Recognizing the Pattern

A manager who regularly:

  • Publicly shames or belittles employees
  • Sets unreasonable or constantly shifting expectations
  • Undermines staff in front of others
  • Uses veiled threats (“maybe this isn’t the right job for you”)

is not just “demanding” or “tough.” Over time, this sort of behaviour can create a poisoned workplace and seriously harm people’s well-being.

Your stress and anxiety are a human reaction to an unhealthy situation—not a personal weakness.

  1. Start by Reaching Out (You Don’t Have to Do This Alone)

Your first step should be to connect with your union:

  • Talk to a Local 70008 steward, executive member, or the Local directly.
  • Share specific examples of what has been happening.
  • We can help you sort out whether this may fall under harassment, workplace violence, abuse of authority, or mismanagement.

With your permission, we can:

  • Help you plan next steps
  • Support you in conversations with management or HR
  • Explain your options under the collective agreement and employer policies
  1. Keep Track of What’s Happening

Documentation can make a big difference. Consider:

  • Writing brief notes with dates, times, what was said or done, and who was present
  • Saving emails or messages that show unreasonable expectations, blame, or inappropriate tone
  • Noting times when you were criticized in front of others or treated disrespectfully

You don’t need to write an essay—point-form notes are fine. This helps:

  • Clarify the pattern for you
  • Support any formal complaint or grievance
  • Give your doctor and the union better context
  1. Take Care of Your Health Too

Your mental health is as important as your job.

Consider speaking with your family doctor or another health-care provider about:

  • Your sleep problems, anxiety, or mood changes
  • How the work situation is affecting you and your family
  • Whether supports like short-term counselling, medication, or time-limited adjustments might help

If your provider feels work is contributing to a health condition, they may recommend:

  • Temporary accommodations (adjusted duties, workload, schedule, or reporting structure)
  • A medical note outlining restrictions or needs

The union can help you navigate Duty to Accommodate discussions with the employer to ensure your rights are respected.

  1. Understanding Your Options

Depending on the situation, possible options may include:

  • Informal approaches
    • A facilitated conversation or intervention (with union support)
    • Raising concerns with a higher-level manager or HR
  • Formal processes
    • Filing a harassment or workplace violence complaint
    • Filing a grievance if your rights under the collective agreement are being violated
  • Medical and accommodation routes
    • Adjustments to your workload or reporting structure
    • Temporary or permanent changes based on medical recommendations

Not every option fits every case. Our role is to help you understand the pros and cons so you can choose what feels right for you.

  1. Be Careful About “Disappearing” on Stress Leave

Sometimes, medical leave is necessary, and if your doctor says you need time away, that should be taken seriously.

At the same time:

  • Long-term absence without a strategy can complicate your situation.
  • It may be better, where possible, to combine medical support with union involvement and a plan for what happens next (accommodation, reassignment, or workplace changes).

If you’re thinking about leaving or going on extended leave, talk to your health-care provider and Local 70008 first so that you understand the full picture.

  1. You Have Rights—and Support

You are not powerless, even if it feels that way right now. There are:

  • Union mechanisms (grievances, representation, advocacy)
  • Employer policies on harassment, violence, and respectful workplaces
  • Human rights protections and accommodation obligations
  • Mental health supports, through EAP and the health system

Each case is unique, and there’s no single “right” path—but there are options, and you do not have to navigate them alone.

  1. A Message from Local 70008

To anyone dealing with a manager like the one you’ve described:

You should not have to sacrifice your health, your self-respect, or your family life to keep your job. Reaching out is not a sign of weakness—it’s the first step in changing a situation that is not sustainable.

In solidarity,


 PSAC–UHEW Local 70008

👉 If you are dealing with a difficult manager and need support, please contact your Local 70008 representative or email the Local for confidential assistance. If you are in immediate crisis or feel unsafe, please contact your local crisis line, 911, or go to the nearest emergency department first—your safety comes before everything else.