Question: “There have been some tense moments in the office recently because of rude and loud outbursts among three employees. Any advice on how to lighten things up and bring the office back together? -- Tori

Question: “An employee went on maternity leave and some of her duties were redistributed to other admins during her leave. I was given the responsibility of reviewing the company's wireless phones.  In reviewing the contracts, I discovered the company could save about $10,000.  However, the employee has returned to work and changed the online account password to prevent me from further access. I told my bosses, but they have not done anything about it. The employee is an executive assistant to the president. Should I just let it go?” — Anonymous

Question: “A new manager joined our department last year. She has two assistants to help her on daily work and administration. But she repeatedly turns to me and asks for my help. I am her boss's assistant. I told my boss who explained to her that it’s not in my job description to assist her. Usually, she will stop ordering me around for a month and then she starts asking for my help again. Recently, in front of my boss and her two assistants, she asked me to order the office supplies for her during an administrative meeting. I did not totally turn her down because I don't want to hurt our working relationship. My boss is quite upset. How do I tactfully refuse her request and ensure it doesn’t continue?” — Jenny

Question: “Our company has an outing every year. I felt very uncomfortable at the last couple that I attended, and I would rather work than be there. The same employees that huddle at the office are the same ones that huddle at the outing. I speak to everyone at the office, but I do not have a certain group that I'm around all the time. I try to be a team player and attend functions that are given by the company, but I really hate going. Any suggestions?” — Angela Murphy

Question: “Last year I became ill shortly after I was given a new assignment.  I was gone about two months and then returned to work eager to continue my assigned responsibilities. The day I reported back to work, my new responsibilities were taken away and I was reassigned to grunt work, basically "put out to pasture." My title and salary remain the same, so the company could not be accused of discrimination. I am about four years from retirement.  I like the company, and I don't want to go on the job market at this point. I have given essential services and skills to the company for 13 years. No one else in the admin staff has the particular knowledge or skill set I have. I have offered to train or coach the others so that they can carry on when I retire, but no one seems interested. Is there anything I can do to stay as valued and appreciated as I was before my illness?  Or is my only option to write an admin manual covering the knowledge and skills I would like to pass on?” — Caroline N. Packard

Question: “I am the administrative assistant to the chief and two directors. The director who runs the day-to-day operations is on extended medical leave and the clinical coordinator is overseeing everything in his absence. The clinical coordinator has been favoring her best friend who also works with us by giving her special parking privileges, allowing extended lunches, etc. How can I approach the clinical coordinator about this favoritism without causing any major problems?” — SR

Question: I work for a small social services nonprofit. I am the No. 2 person in the organization, with only the director over me.

As the senior case manager, I supervise the case manager under me. She and our boss have similar personalities and, lately, have started doing some after-hours socializing. Several of these instances have involved her being invited, by our boss, to events outside of work hours, but that provide many networking opportunities.

Although I don't know why I haven't been asked to attend any of these events, I suspect that it's because I am a single parent with two small children. (Both my boss and the girl I supervise are single and childless.)

I may or may not attend these functions if invited, but I'm uncomfortable with the situation. I feel it's appropriate for the boss to be socializing with an employee, and I'm afraid that this relationship may affect MY position at work negatively.

I could use some suggestions about handling this situation.

Thanks!  -- Christy

Question: I have found several resources when it comes to multiple bosses. In my situation, we have two Administrative Assistants for one boss.

What is the best way to handle two assistants? Should there be a division of responsibilities or should they do the same thing? If there is a division, how do you handle one Admin feeling less valued? I feel that one Admin Assistant is all that is needed to take care of most everything.  -- Kelleen

Question: Our company has been through four major acquisitions in the past 8 years, most recently a year ago.  All employees have lost faith in the executive team due to corporate flavor of policies and standards being changed constantly with each new acquisition.

Most recently, an employee who is well liked by all tendered her resignation after 28 years of service because she disagreed with her supervisor's review of her. (She thought she should have received "Above Standard" ratings on each item but didn't.)  This started a rumor that the executive team (of which HR is a part) fired her, which was not the truth. She gave the executive team an ultimatum and they did not meet it because the review was a good and fair review.

There was a silent protest with all employees not of the management team wearing a circle with "28" inside on their shoulders. The employees are very vocal in their displeasure,  stating that they will never believe what the executive team says ever again, and there has been quite a lot of gossip and innuendo, with most of the executive team being ostracized.

How do you approach this?  The employees whom HR has spoken to state that there is nothing that HR can do to make this better.  Do we review standards for comportment in the workplace again?  Get in front of them, send out a questionnaire so they can voice their grievances?  (They will not use the suggestion box.)  How would YOU handle this situation?  -- Anonymous

Question: As a young person in a demanding and competitive industry, what is the best way to stop co-workers from being angry as I succeed in my career?  -- Anonymous

Question: I am the supervisor for our Clerical Department. One of our team members (let's call her Erica) is well-liked and energetic. However, she has become very friendly, personally and professionally, with one of the senior administrative assistants.

I have asked Erica repeatedly to check in with me first thing in the morning so that we can discuss “hot” items. Instead, she reports directly to the senior AA.  I know there is a lot of gossip being exchanged between the two of them.

This situation has divided my department because, quite frankly, no one trusts her. I think Erica does not respect my authority because she knows she is close to the ear of the senior AA and she uses that as a shield. I feel that my position is being undermined by Erica and the senior AA.

Do I have any recourse?  -- Stumped in Seattle

Question: I work in an office where traditionally worker birthdays have been celebrated with a potluck lunch. My position is responsible for organizing the event.

When I started two years, ago, workers seemed enthusiastic about the potlucks. However, some people are now saying that potlucks are too much hassle and they do not want to do them anymore. This does not offend me, but it does present some problems.

1) My director likes doing the potlucks, and she and I thought that clearly making them voluntary would ease the tension. However, those who dislike the potlucks have been complaining instead of excusing themselves.

2) Transitioning away from potlucks into just a cake-and-ice cream-style event may offend people who are expecting a potluck lunch party.

Therefore, I need suggestions for easing the transition and any suggestions for potluck lunch alternatives.

Also, if anyone wants to comment on why the itty biddy petty things set people off at work, that would be informative as well. Thanks!  -- Anonymous, California