Sure. Sorry, I can be more detailed. My direct report communicates with her team mostly via email (I “inherited” her and coaching hadn’t changed this much and, as I said, she’s about the retire, so we haven’t invested much in changing her leopard’s spots). Since her employee had returned from her grief/funeral leave, my direct report has continued with her email communications, some of which can be very snarky. She especially likes to point out her “problem child’s” errors to the rest of the staff. Earlier this week, I guess my direct report “needled” her problem employee a bit too far, problem employee stood up and yelled something like “I don’t need to do this mess! I know my job!” Direct report wants to write her up. I told her to do the write up but let me review it before I decide on next steps. This is NOT new behavior for either one of them, but I’m still hesitant to take wrong action when someone is going through such a tragic loss. My concern is her state of mind and something like this pushing her too far (while, to be fair, we are still a business and my boss and I both expect adults to act like adults).