There is a customer who shops where I work. On 1 occassion, he grabbed my shirt to look at the tattoo on my back, he has mimicked squeezing my breasts and grabbing my buttocks. Management “talked” to him, but didn’t ban him from shopping there. Now, he doesn’t say anything to me, just paces in front of my register, points me out to his friends, and on 2 occassions, I believe his vehicle has followed me through the parking lot. My bosses now say he isn’t doing anything wrong, but I think he’s violating KS harassment and stalking laws. After the regional HR director told me the customer would be banned, my local HR has told me they’ll get multiple statements from co-workers stating my behavior at work suggests “I asked for it.” My question…what legal recourse do I have, if any…and can I establish a hostile work environment?
After years of constant sexually harassment, I got the courage to complaint to HR. I provided a list of witnesses and a tape recording on which my supervisor promised me a promotion to a director in exchange for my silence. However, HR concluded that there was no sexual harassment, only a “miscommunication.” To this end, I filed with a complaint with EEOC.
Long story short, I called the investigator and he first tried to downplay my complaint. He, then, said I should try to settle and that he would contact my employer. He called back a day later saying they offered $4,000. Because I refused the money, the investigator got upset and said I should “fight them forever.” When I asked for my employer’s position statement, he refused to give it to me, saying: “things can’t be a tit for tat.” When I asked him whether he had read my complaint, he said no…”there is too much information..there is no real way to read all that stuff.” Note: all of this was caught on tape.
After the above took place and some time passed, EEOC dismissed my case saying that I waited too long to file my complaint. I got a right to sue letter, but because I couldn’t find an attorney, the 90-days have passed.
To make matters worse, my job laid me off citing funding cuts. I am hurting. What other recourse do I have? Since I have the tape recording of the EEOC investigator, should I expose him as well as my employer? I know I can expose them in the media, but that is short live. Anyone else with similar experience with EEOC?
|
HR Director, Manager and Executive Jobs When it comes to your career and job search for HR Director Jobs, let HR Director Jobs be your first and only resource to act as your online recruiter. We monitor and pull from hundreds of websites and job boards to provide you with the highest quality HR Director Job matches you can depend on. Unlike other job sites, we only concentrate on HR Director and Executive Jobs for your level and location.
As the Human Resource leader, your responsibilities range from directing the daily operations of the Human Resources Department, administrate HR policies, budgeting and supervise HR staff. In addition, your department will manage employee benefits, performance management, employee counseling, recruitment, hiring, orientation, training, worker’s compensation, employee health, meet compliance and HRIS programs. As HR Director, you act as the liaison to upper management and directly report to the President / CEO of most companies. |
