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I would have an honest conversation with them about their performance thus far. Give them clear feedback on how they can improve and make it clear that if they do not improve there will be consequences.
Having these difficult conversations is never easy, but it is necessary. You should have them early and often until you (or a more SR attorney) decide that additional action needs to be taken.
I had a similar situation happen with me. I wouldn’t worry about it. If this person is as terrible to you, he’s as terrible to other people.
I’ve had male associates, female paralegals, and female legal assistants behave this way. It has not helped to provide feedback if it appears that the root cause is sexism or racism.
The best solution I’ve found is to switch the work to another person who does genuinely enjoy working with me.
If that is not possible, I would keep detailed notes on what’s happening and put all instructions to them in writing. Then discuss with their manager.