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?
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There is a rumor at work that I am having an intimate relationship with a guest. I was questioned by my supervisor which led to her asking me about another friend, who is associated with the alleged guest. When this was presented to the HR Director she then informed my supervisor that I was seen out one evening and I was intoxicated. My supervisor is very pushy ever since i came back after being off for 14 days due to a medical condition. With this being said, she and the Senior VP wrote me up for unexcused absence “even though i brought in a doctors excuse.” After that things just got very bad. She would speak to me with disrespect in a negative tone, everything i did was wrong, always asking what i am doing just nick picking for no reason. So I went to the Senior VP told what was going on and he said he didn’t want to get involved we needed to find some way to work it out. I then went to my supervisor and tried to talk to her and she just blew me off. I felt like i needed to just transfer to another department i spoke to the VP again and he told me he didn’t want to lose me and that was not an option. I felt like they were trying to trap me or make me quit so i then went to HR told them what the situation was and they were already aware of it due to a friend i ahve that work in HR told them about something brewing in my department but didn’t tell them my name. I had my meeting she had her meeting and all of a sudden she and the VP were in a meeting trying to find a way to fire me per my friend in HR. They couldn’t fire so they changed my job descriptions and added more responsibilities and was dated the day i filed a complaint with HR. I had my annual review meeting with her and got a poor rating. She explained that i took off 27 days off and I figured they were either doctor excused or vacation i was never written up before my write up i just received for my medical condition. She also explained that my co-workers are complaining i don’t get the reports ready which is untrue because i am the first one in @ 7am. Then she said well i could have fired you because my swipe card clocked me coming in a few @ 2-3 minutes after 7 but didn’t want to because I am good worker but I got a negative review why not fire me for that. All this is retaliation for talking to HR which didn’t help at all what should i do because they will not help? looking for definitions of these terms as used in human resource management At work we recently got a new supervisor. He’s an ex carreer military man, close to retirement age. |
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