If you have a staff handbook that should state your employer's procedures, which should give you information about who to complain to and how your complaint will be dealt with.
A properly thought-out bullying and harassment (dignity at work, etc, lots of names) policy will have grievances under this category treated differently from ordinary grievances. In my workplace they are handled by HR and managers from another part of the organization. Although we're pushing to have them taken outside altogether and handled by external people.
5. Is this person superior to you? If so, remember the power dynamic. A company and HR will always side with the manager, regardless of his or her behaviour. 6. If the person is a manager, does he know the effect his behaviour is having on you? If not, tell him. He cannot now say he is unaware. 7. If the person is a colleague, do as No 6 but add a brisk "feckin' well knock it off because it's not acceptable".
1. Forget HR. Their job is to support managers, not staffers. 2. If you're joining a union only now, check if there are any rules about how much they can do for you (like talk to lawyers, for example) if you've got a pre-existing issue. 3.You need evidence. Keep a diary of all incidents. If he sends you work late - email him to say so. If you have a difficult encounter with him, email him afterwards to ask him to confirm that he said or did whatever it was. Create an email trail. If he's got any brains, he'll spot this and back off. Avoid contact with him without others being within earshot. Use your smartphone's voice recorder function. Find out if this guy is targeting only you or is a shit to everyone. 4. If he is only a shit to you, then ask yourself why. And I note that you say you have been subjected to bullying before. So be honest with yourself and ask if there is something you are doing.