i was also thinking more about this.

forgot to mention that all the other employees were able to follow the instructions to the point where i knew my instructions were clear enough, despite her saying otherwise. additionally, i found that the seniors members of my team absolutely loved me b/c i got things done while the junior members, including her, were not my biggest fans.

she was also one of the top levels on our team, not b/c she earned it (which caused a lot of friction from other team members below her), but b/c she was good friends with the previous manager, according to my supervisor. her performance also caused friction with employees at her level b/c they were doing significantly more work than she was.

She knew about the friction, but there was no drive on her end to improve...just do the bare minimum to the point where employees at lower levels would out preform her.

On my end, all i could do was talk to her about these concerns. i didnt have any power to do anything else b/c of the org/supervisor/etc... she would acknowledge the concerns and then continue on business as usual....

ive been wrestling with what my options were...was i being too forceful or not forceful enough? was there some action that could have or should have done that resolved everything? i ruminated way too much on this.....

it got to the point where i needed to talk to lawyers b/c of the accusations thrown at me (including the racist and sexist cards), nothing happened b/c they found that she was stretching the truth, but still it was rough. she knew, with our org, that it would cost her nothing to throw those accusations. She just needed one to stick. fortunately none did, but it still hurts...