Posts Tagged ‘EEOC’


Let’s Talk with Kalola: Worker is Exploring Taking Legal Action Against Her Employer

Wednesday, August 20th, 2014

Dear Kalola,

I was bullied by my boss, and when I reported his insidious acts to Human Resources, he retaliated and placed me on a performance improvement plan and escalated his bullying towards me. When I complained to Human resources about the irregularity of the plan, and the fact that the bullying acts had only accelerated, I was advised to comply or lose my job.

My performance improvement plan was to last for three months, during which time my boss isolated me, excluded me from team meetings, stripped me of critical roles and took every opportunity he could get to humiliate me and call me names. At some point it was so depressing to go to work. Going to work was just to face more and more humiliation and isolation, and I developed body pains especially lower back and shoulder. The pains would never subside even when I was on the strongest of pain killers.

One day I felt I could not bear the thought of going to work. I called in sick and even sought medical attention. X-rays were carried out but the doctors could not find anything wrong and only prescribed pain killers. I decided to take time to clear my mind and assess whether I should quit my job. Surprisingly when I returned to work, my boss demanded that I produce my medical records for the day I was sick. Even though I knew that this was a violation of my privacy I handed him copies. Absurdly he accused me of falsifying the medical records and had disciplinary charges preferred against me. During the hearing he stated that he had gained access to my call records which to him proved that there was no way I could have been sick or sought medical help because according to him I was “roaming the town” based on my call records. Inwardly I was reeling from the fact that he had illegally obtained my call records, invaded my privacy, and had the audacity to discredit my defence and explanation. He demanded that the panel find me guilty. I got a warning letter and from that day he demanded that I no longer attend any divisional meeting. exactly one month later he asked Human resources to have me dismissed for failing to pass the improvement plan. I was dismissed and advised that I could exercise my right to appeal. I appealed against the dismissal. The appeal was never heard, and my dismissal was confirmed a month later.

On the whole the battle against a work place bully is an ugly one. They are usually in privileged positions of power which they abuse. A law suit against the company is the only option I have now. I am actively pursuing that right now.

Anita


(more…)
Share

Tags: , ,
Posted in Let's Talk with Kalola | 1 Archived Comment | Post A Comment () »



Let’s Talk with Kalola: Please Help, What Are My Rights, Can I Sue?

Friday, June 13th, 2014

Dear Kalola,

I am still in a bullying workplace. The person who is bullying is my supervisor. It started immediately after I started. The supervisor is related to the boss and that is why she gets away with it. She does it it front of other coworkers never the boss.

Some examples of bullying; she once said to me “where are you wearing that short ass skirt to?”.

She once said to me in front of two people, “why aren’t you taking notes, don’t come to these meeting without a pad”.

She once said to me, ” I would hope you are not acting like a den bat.”

Just recently she got upset because she has a visitor and because I notified her and she said to me ” I am tired of this from you” and slammed the phone in my ear.

These are just some of the examples. They go on and on.

Please help, what are my rights, can I sue? Do I need to start documenting?

Dore


(more…)
Share

Tags: , , , ,
Posted in Let's Talk with Kalola | No Archived Comments | Post A Comment () »



Let’s Talk with Kalola: Restaurant Worker

Tuesday, January 28th, 2014

Dear Kalola,

From the very beginning it was made known to me that I was not liked simply because I am Cuban. I was insulted on a daily basis, yelled at and sent home if I attempted to defend myself.

The final straw came when my son’s father came to the job asking for me in order to get insurance cards and perhaps go to the hospital as our 12 year old son had gotten hurt while rough housing. Not only was I not told that he had even been there, the general manager denied that he ever said that, that he was just there to pick me up. I was told that I had a bad attitude and was promptly fired. I was a mother that was rightfully furious at how the whole situation was handled.

I had made several attempts to speak to management about the abuse, even asked for an HR department and or to speak to the owner was told he didn’t wish to be bothered. This company promotes racism and fear in the work place.  At the back of house is where you will find all the minorities and in the front of the house are where you will find the pretty white waitresses.

Jacqui


(more…)
Share

Tags: , , , ,
Posted in Let's Talk with Kalola | No Archived Comments | Post A Comment () »



Let’s Talk with Kalola: U.S. Veteran’s Experience

Tuesday, December 10th, 2013

Dear Kalola,

When I found this website I learned so much more about myself, and what is going on. I want to lead off with this.

  

In 1996, I left the military after three years as an infantryman.  In that same year, I started working in state government.  I have put in about 16 years of state service, and have worked for three different agencies during this time.  I worked the longest for the state department of corrections (12 years). During this time,  I re-enlisted into the Army National Guard and volunteered for Afghanistan.

 

After 10 months in theater,  here are some things that happened to me in Afghanistan: I was told by the commander that all the equipment has been accounted for and that the property book was straight. Come to find that it was the opposite and learned only a few months prior to my arrival that the previous property book officer actually had to take a pad of paper and inventory all three F.O.B.’s,   We had missing high-dollar equipment and even lost a vehicle. Not knowing my job very well I had to search for missing paper work and equipment with no help from anyone.

From 7:00 am to 10:00pm,  I was constantly trying to locate paperwork and inventory.  Once the Captain realized that I was having trouble the bullying and harassment began.  He started to become very paranoid questioning everything I did because he was actually the one responsible for millions of dollars of equipment. I was just the book keeper basically.  Then after a month or so as our mission continuously was changing, I started to receive verbal abuse and on several times threats of verbal abuse.  Just being in a combat zone was stressful enough. I can’t list all the incidences that I remember but give an idea.

(more…)
Share

Tags: , , , ,
Posted in Let's Talk with Kalola | No Archived Comments | Post A Comment () »



EEOC, Whistleblower Protections, and Federal Shutdown

Friday, October 4th, 2013

The Federal Shutdown is hurting the middle class and the working poor the most.

A co-coordinator for the California Healthy Workplace Bill Advocate group gave us some more news about the shutdown’s effects on the EEOC and whistleblower protections.
(more…)

Share

Tags: , , , ,
Posted in Fairness & Social Justice Denied, Related Phenomena, The New America | No Archived Comments | Post A Comment () »



Let’s Talk with Kalola: Bully Crosses the Line

Saturday, September 14th, 2013

Dear Kalola,

I was the assistant to a manager of a large department in a department store. I had nothing but good reviews, got along great with my boss and with her boss. One day her boss was promoted and her replacement moved in from another store. He had formerly been the manager of our department before my boss. He came in being mean to me and my boss.

I have lupus and a seizure disorder.  The new boss was advised by HR not to put me under fluorescent lights for prolonged periods because I had notes from my doctors.  He would make me stand at the registers all day or until I'd have a seizure, even though it wasn't my job. Once he grabbed my arm so hard he left bruises just because I said "hi' to one of the associates. He would time me in the mornings, set impossible limits on my crossing the building doing tasks.

My lupus flared from all the exposure to stress and lights and I had difficulty walking. He would trap me in his office and scream at me and spit in my face. He would make me move heavy boxes, once I had to move 80 cases of cosmetic gifts down a flight of stairs. I became so sick I could hardly walk or think. I would spend my lunch breaks alone crying in my car.

I went to HR every few days. They would talk to him and he would retaliate for me talking to them. I even went to corporate HR, they finally moved me, but cut my pay. HR ended up standing up for him to protect their company.

After I was moved he still found ways to harass me. My coworkers were afraid to be friends with me for fear they would become a target by association. My doctors took me out on medical leave and I've been out since. I'm told there are no anti-bullying laws where I live so there is nothing I can do. He has done this to others and is doing it to more people now. I do wish I had filed assault charges when he grabbed me.

CS


(more…)
Share

Tags: , , , ,
Posted in Let's Talk with Kalola | No Archived Comments | Post A Comment () »



Why the Healthy Workplace Bill requires an attorney to sue

Monday, January 9th, 2012

Many people want a law against workplace bullying. The official campaign for this legislation began in California in 2002 (first bill introduction in 2003) and turns 10 years in 2012. The text of the bill was written by Suffolk Law Professor David C. Yamada for Workplace Bullying Institute founders to take to state houses throughout the land.

So, here we educate site visitors about a key part of the HWB as introduced in the 21 states since 2003. The bill requires the “private right of action.” That means that individuals wanting to sue using the bill after it becomes law must rely on an attorney they find and hire. There need not be government involvement.
(more…)

Share

Tags: , , ,
Posted in Healthy Workplace Bill (U.S. campaign), Tutorials About Bullying | 1 Archived Comment | Post A Comment () »



Mediation at the EEOC, Lower Your Expectations

Friday, September 23rd, 2011

As followers of WBI know, we oppose the use of mediation as a resolution strategy except in the mildest of all bullying cases. Most bullying cases are characterized as a form of violence, non-homicidal and non-physical, but clearly more severe than harassment and more impactful with respect to the target’s health (more depression, anxiety, hostility, trauma). So, it was a special opportunity for me to see mediation from the inside when I was asked to participate in an EEOC mediation session between a bullied target and her employer.
(more…)

Share

Tags: , ,
Posted in Employers Gone Wild: Doing Bad Things, Tutorials About Bullying | 10 Archived Comments | Post A Comment () »



Company with sadistic Manager will pay $41.6 million penalty

Sunday, June 12th, 2011

News from East St. Louis federal District Court: A young woman who was subjected to some of the grossest imaginable humiliation and harassment won a $95 million jury victory. $80 million was for punitive damages against the company, Aaron’s (Rents as in rent-to-own), that earned a profit of only $118 million last year. The jury sent the statement that most of that profit should be turned over to one former employee, Ashley Alford.
(more…)

Share

Tags: , , , , , , ,
Posted in Employers Gone Wild: Doing Bad Things, Rulings by Courts | 2 Archived Comments | Post A Comment () »



This site is best viewed with Firefox web browser. Click here to upgrade to Firefox for free. X