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So I run shift at a restaurant that I've been at for several years. We've had several openly gay employees, both below and above me, that I've never had issues with. (This is important for later.) We recently got a woman who, after I wouldn't let her leave work in the middle of Friday night dinner to go run a personal errand, said I "treated her badly because she wasn't straight."
Of course, I'm fairly offended at the accusation, and plan on talking to the GM about it. But what would dakka do?
It seems like if I do anything that comes back to her, it'll just be retorted with an endless loop of "trying to get her in trouble because of aforementioned dislike."

As long as you don't let any other employees do similar things, then there is no problem.
Personal errands are for personal time, which isn't what you have when you're at work, especially during a busy time.

You do not have written or verbal history of discrimination against gay people do you? Basically this "incident" is out of character for you and your fellow employees. Though I have to ask Have you let anyone time off to handle "personnel matter"?

Nope, no previous history of any kind of discriminatory behavior ever, at this job or any previous, and no, people on my shift don't get to up and leave without it being considered a walkout.
(Or yknow, an over the top obvious emergency.)

Has this been made formal or has it come to your ears via somebody else. lifes too short seriously In your role if you cant handle a bit of bad mouthing then I think you need to put another layer on.

Its the crappy part of managing people.

DakkaDakka is not a good place for legal advice on this kind of thing.

As long as you have been fair to everyone in the past, and didn't make any anti-gay remarks on this occasion, I don't think you should have anything to worry about.

As a trained manager myself, I would document the incident and refer to your HR department or line manager for guidance on correct procedure.

You can't handle it yourself as you are involved in the situation.

I'd say pray she doesn't take it to Reddit.

I would not post about it on the internet.
I would report my concerns to my supervisor
I would ask if it possible to work on another shift pattern while this matter is being investigated

I work a similar job. As long as you didn't say "You're not popping out for a few minutes because you're gay" you're in the clear.

It sounds like you need to get it documented, and your reasons logged, too.
If she's pulling the 'gay card', she's likely to do it again.

Do you have another openly gay colleague working with you? If you get on well with them, check whether they thought you ever said anything anti-gay.

niv-mizzet wrote:
So I run shift at a restaurant that I've been at for several years. We've had several openly gay employees, both below and above me, that I've never had issues with. (This is important for later.) We recently got a woman who, after I wouldn't let her leave work in the middle of Friday night dinner to go run a personal errand, said I "treated her badly because she wasn't straight."
Of course, I'm fairly offended at the accusation, and plan on talking to the GM about it. But what would dakka do?
It seems like if I do anything that comes back to her, it'll just be retorted with an endless loop of "trying to get her in trouble because of aforementioned dislike."

Build a paper trail. Have the paper trail support every interaction you have with her.
This is bad day written all over it, depending on where you are (Russia not so much).


Automatically Appended Next Post:

 Kilkrazy wrote:
DakkaDakka is not a good place for legal advice on this kind of thing.

As long as you have been fair to everyone in the past, and didn't make any anti-gay remarks on this occasion, I don't think you should have anything to worry about.

As a trained manager myself, I would document the incident and refer to your HR department or line manager for guidance on correct procedure.

You can't handle it yourself as you are involved in the situation.

Good advice

You now know that with this employee you need to document, document, document.

Always have a third party nearby to observe any further interactions with this individual.

Contact HR and your Manager and proactively ask for guidance.

"It's not because your gay, it's because your a woman!" Then grope her.

Just out of interest, what was the personal errand?

Definitely document all your future interactions, and definitely talk to someone higher up the food chain than yourself, just so there's a record of everything.