Human Resources
- Thread starter DeSiRe
- Start date
I'm familiar with SOME policies...what's the problem?
i have been having issues with my boss
he has made it painfully obvious he doesnt care for me...its been going on for about 6months
for example...usually people in my position work with him once a month (scheduled)....but at one point in time he was working with me 3-4 times a month often unscheduled
he would chastise me for being 1 minute late...but show up a hour late without explanation....or not show up at all...and i would have to call him to find out he wasnt going to be there
he would ride with me...and when we did he wouldnt speak...or even not ride with me at all...and just follow (which is not normal)
when we did work together he would be totally unengaged
he has even included obviously incorrect information in manager reports (like saying i havent met particular numbers goals...which i have....u cant lie about numbers!!)
its not been a fun situation....and the above is only the tip of the iceberg...
i talk to alot of my peers...he doesnt treat everyone this way...and to be honest...i have talked to people who have previously reported to him and found that he has a track record for treating black people like crap (i dont like playing the race card...and actually refused to believe...but after experiencing it...and talking to other people i believe it)
i called HR and filed a compliant....after 6 months she calls me back and said that the only "findings" she could find is that he did work with me too often
i told her...well the problem still persists....and her only solution is that we have a sit down and exchange "commitments"
we already done that
...ive sent him emails with my concerns and we have had face to face conversations about it
i told her i didnt feel comfortable doing that without a netural 3rd party present....especially since I have already done it and nothing has changed....she basically told me the only option is for us to have a talk...again with nobody present
she even had the nerve to ask me..."what do u want out of this"....i responded, "to like my job again!"
i personally dont feel this situation is being handled correctly, but i dunno if this is general HR practice...or am i just overacting/expecting too much
he has made it painfully obvious he doesnt care for me...its been going on for about 6months
for example...usually people in my position work with him once a month (scheduled)....but at one point in time he was working with me 3-4 times a month often unscheduled
he would chastise me for being 1 minute late...but show up a hour late without explanation....or not show up at all...and i would have to call him to find out he wasnt going to be there
he would ride with me...and when we did he wouldnt speak...or even not ride with me at all...and just follow (which is not normal)
when we did work together he would be totally unengaged
he has even included obviously incorrect information in manager reports (like saying i havent met particular numbers goals...which i have....u cant lie about numbers!!)
its not been a fun situation....and the above is only the tip of the iceberg...
i talk to alot of my peers...he doesnt treat everyone this way...and to be honest...i have talked to people who have previously reported to him and found that he has a track record for treating black people like crap (i dont like playing the race card...and actually refused to believe...but after experiencing it...and talking to other people i believe it)
i called HR and filed a compliant....after 6 months she calls me back and said that the only "findings" she could find is that he did work with me too often
i told her...well the problem still persists....and her only solution is that we have a sit down and exchange "commitments"
we already done that
...ive sent him emails with my concerns and we have had face to face conversations about iti told her i didnt feel comfortable doing that without a netural 3rd party present....especially since I have already done it and nothing has changed....she basically told me the only option is for us to have a talk...again with nobody present
she even had the nerve to ask me..."what do u want out of this"....i responded, "to like my job again!"
i personally dont feel this situation is being handled correctly, but i dunno if this is general HR practice...or am i just overacting/expecting too much
Some of the stuff you mentioned at the beginning- nothing you can do about it. But if he is not doing his job and lying about yours and it's on paper, get everything documented. Get the reports where it says he is lying about your reports, (and those from a third party if possible/in case), for documentation. If you are serious about pursuing this as either an internal case against him, knowing that it can escalate you might want to have those you've talked with prepare statements that can be notarized, (I mean the allegations of racism). You don't have to take all of your evidence, just enough to prove your point, to HR to see if there is anything else they can do to make him do his job. More than likely they will either do nothing, he will do nothing...or the worse alternative.
Get your reports on the low though and the convos you've had and file them at home. If you can get notarized statements it may/may not be wise to get them before/if shit hits the fan. You don't want HR to get at you for gossiping because they KNOW you're upset and have been talking- that's why it gotta be on the low.
I'm sorry you're dealing with such things at work but it is going to take a hell of a lot more than him doing his job/having him terminated for you to like your job again.
Get your reports on the low though and the convos you've had and file them at home. If you can get notarized statements it may/may not be wise to get them before/if shit hits the fan. You don't want HR to get at you for gossiping because they KNOW you're upset and have been talking- that's why it gotta be on the low.
I'm sorry you're dealing with such things at work but it is going to take a hell of a lot more than him doing his job/having him terminated for you to like your job again.
the crazy thing is i saved any and every relevant thing...ive emailed reports and emails to myself...i have even saved text messages...lol
i submitted most of them to HR yet they couldn't "find" anything
before i called HR i talked to a handful of people. who were willing to talk about his conduct....i gave HR their names...but nobody called them
thats why im like...is this normal
it really comes down to which state your in.
the crazy thing is i saved any and every relevant thing...ive emailed reports and emails to myself...i have even saved text messages...lol
i submitted most of them to HR yet they couldn't "find" anything
before i called HR i talked to a handful of people. who were willing to talk about his conduct....i gave HR their names...but nobody called them
thats why im like...is this normal
What it sounds like, (unfortunately), is that you're expendable. Interoffice politics has A LOT to do with policies and how certain things are and aren't done. I got to see some of that first hand and it can get really ugly. Personally I think if you think you have a tight case for racial discrimination keep pleading your case and if it gets to the worse possible scenario, least you can sue. Otherwise there might be some corrective actions you might want to look into...
I wasn't heavy in the HR side of things but because of administration changes I got to see/hear/learn first hand how HR deals with some things, (and the higher ups). You might want to wait for someone else to respond or seek another opinion but it doesn't look too good...some directors might see you as one that is 'rocking the boat' and could classify you as a liability to productivity.
They like it when you keep quiet.
Man, from what I've read my advice would be not to take this shit for granted. Do you guy have an omnbuds-person?
Looks like your HR facility is on some "stfu and just work" type shit.
If you intend of taking legal at some point, make sure you got your documentation/paper trail game on point.
Looks like your HR facility is on some "stfu and just work" type shit.
If you intend of taking legal at some point, make sure you got your documentation/paper trail game on point.
I do not know what position you work in, but does your boss have a boss/manager that you have access to and be able to speak to? Preferably, speak to this person with HR present and have this meeting documented (If you are represented by a Union, inform them of the situation and have a Union Rep present as well). Make it known that you may consider taking the situation to the city/state/federal (depending where you are at) EEO if the situation is not resolved.
Since we are heading into March, how was your Performance Evaluation for 2008? Did you receive a bonus/raise based on the evaluation? How was it compared to other people in your position? If you received a good evaluation/bonus, it may be tough to show a pattern of discrimination.
Unfortunately, it is pretty tough in private industry to push forward cases of discrimination to the State/Feds. Hopefully, if you can show evidence of discrimination to HR, they will make a change with either you (place you in another location) or your boss (fire him) to avoid litigation and liability of being informed and not dealing with the situation.
Good Luck.
Since we are heading into March, how was your Performance Evaluation for 2008? Did you receive a bonus/raise based on the evaluation? How was it compared to other people in your position? If you received a good evaluation/bonus, it may be tough to show a pattern of discrimination.
Unfortunately, it is pretty tough in private industry to push forward cases of discrimination to the State/Feds. Hopefully, if you can show evidence of discrimination to HR, they will make a change with either you (place you in another location) or your boss (fire him) to avoid litigation and liability of being informed and not dealing with the situation.
Good Luck.
which goes back to the question which state she is in. if she's in a fire at will state sometimes your just better off leaving it be, quietly recording/documenting incidents and getting a lawyer on the side.
You might want to wait for someone else to respond or seek another opinion but it doesn't look too good...some directors might see you as one that is 'rocking the boat' and could classify you as a liability to productivity.
who else in could i seek an opinon from....ive thought about talking to the EOC
who/what is that
we had a restructuring in nov.....they let go of 2,000 people....myself along with alot of other people wish we were one of them..damm near everyone is miserable at thier jobs
this will make the second restructuring i survived while with this company
my PA went ok....i got a raise and bonus...not a large one...and not as much as i feel i deserve...but my evaluation is based off what my boss thinks of me....he couldnt NOT give me one.....but again i feel i deserved more based off my performance
this guy is an asshat...he called a black man a "monkey" twice in a meeting....HR was called...no follow up was done
i dunno who is worse right now
who else in could i seek an opinon from....ive thought about talking to the EOC
who/what is that
this guy is an asshat...he called a black man a "monkey" twice in a meeting....HR was called...no follow up was done
i dunno who is worse right now
I meant in response here. I'm pretty sure there are some other agencies that you can contact as well that deal with employees rights. What is the EOC? Maybe you can find Legal Aid or perhaps the ACLU for some legal advise on your choices...
...I know some schools have an ombudsman that deals with moneies. Don't know if they serve that same function in the corporate world but that's my guess...
...WTF. If they kept you after two restructurings someone there must like either you or what you do. Or they have no real reason to get rid of you. I don't like turning a blind eye to shit but your job is a necessity, more so now. After the 'monkey' thing and HR does nothing my first inclination would be to tell an outside party. Or as far up the ladder as you can get if you are confident in seeking new employment. If you can fight the good fight and you're secure- go for it. From what you have described there seems to be something else gong on here that is bigger than you, (like working for a bunch of bigots
), and I'm not sure if your problems are directed to you personally or part of what makes you your person. If you can't make the fight, that's ok too. Just keep on and keep your documentation. But I'm sure your local chapter of the NAACP would love to hear of your stories...
Document everything- forward copies of all emails to an external account
- create a journal with every conversation with him and HR in it- handwritten
document every encounter with him
call HR and ask to speak to a superior of the person you've been in contact with - if you are refused shoot an email to her superior inform them you have documented the entire chain of events and have corroborating witnesses and if they are unwilling to help clear up a hostile work environment there are government agencies that will aid you in pursuit of that - they should read EEOC from that and possible lawsuit
with that documentation you could sue the shit outta them- they would definitely settle for serious cash
the only thing that scares executives more than communism is discrimination lawsuits
- create a journal with every conversation with him and HR in it- handwritten
document every encounter with him
call HR and ask to speak to a superior of the person you've been in contact with - if you are refused shoot an email to her superior inform them you have documented the entire chain of events and have corroborating witnesses and if they are unwilling to help clear up a hostile work environment there are government agencies that will aid you in pursuit of that - they should read EEOC from that and possible lawsuit
with that documentation you could sue the shit outta them- they would definitely settle for serious cash
the only thing that scares executives more than communism is discrimination lawsuits
I think you are being a way to emotional about the situation. You are at work to get your bread and not to make friends with everyone. Of course your boss will not like you if you are talking about him/her to your peers at work. Do you really think the words that you spoke did not get back to your boss? Plus on top of that you filed a complaint. Be real about the situation.
Whether it is one minute or 30 seconds....don't be late. In other words control the things that you can control like your numbers, attendance and company policy. At the end of the day you are there to get a check. If your boss is not feeling you ignore his/her foolish tactics that are used to get under your skin. That is the main reason they are doing what they are doing to you.
Whether it is one minute or 30 seconds....don't be late. In other words control the things that you can control like your numbers, attendance and company policy. At the end of the day you are there to get a check. If your boss is not feeling you ignore his/her foolish tactics that are used to get under your skin. That is the main reason they are doing what they are doing to you.
where do u read this is what i wanted?
i didnt start investigating his conduct with my peers until after the harassment started...additionally the investigation was supposed to be anonymous...meaning he doesnt know who filed the complaint
i still dont find any of that valid excuses for his conduct...especially in the eyes of HR
Come on Desire lets be real. You have not stated one thing in your post that would prevent you from carrying out your day to day work functions. It is pretty obvious your boss does not have anything against you because if so you would have been fired already. Just seems like a personality clash to me. But I don't think it is that serious.
You need to reread the thread. Her boss is an obvious/known racist with some reason for paying more negative attention to her. HR is not responding adequately.
She has a valid EEOC case and possibly grounds for a lawsuit. The monkey remarks even though they weren't addressed to her should have been grounds for her boss' termination. Its a hostile work environment.
I did go back a read her post. Again I don't see anything written in the original post where the boss violated any HR rules
calling black people monkeys creates a racially hostile work environment - HR rules should be in compliance with EEOC standards -that shit alone is not in compliance
we had a restructuring in nov.....they let go of 2,000 people....myself along with alot of other people wish we were one of them..damm near everyone is miserable at thier jobs
this will make the second restructuring i survived while with this company
my PA went ok....i got a raise and bonus...not a large one...and not as much as i feel i deserve...but my evaluation is based off what my boss thinks of me....he couldnt NOT give me one.....but again i feel i deserved more based off my performance
Surviving 2 rounds of layoffs and then receiving a positive PA (it can be argued that everyone feels they deserve a larger bonus/raise than one receives) makes it tough to establish a pattern of racism and bias against an employee (especially if it seems that HR is not on your side).
this guy is an asshat...he called a black man a "monkey" twice in a meeting....HR was called...no follow up was done
i dunno who is worse right now
Was it witnessed that the co-worker was called a "Monkey"? Did the person who was insulted file a complaint with HR? If only the victim made the complaint, you will not know what HR is doing in its investigation -- unless the victim is keeping you appraised. Even if the victim did not make a complaint, any witnesses can make a complaint to HR, in fact, it would be better if all persons present make a group complaint to HR and demand action before it is taken to EOC.
If you are lucky, perhaps HR is keeping things low/quiet, with the intention of getting rid of your boss for other reasons (performance, layoff, etc.) to avoid admitting he was racist, etc. (and avoiding potential lawsuits). If you are unlucky, HR is doing squat. You may need to weigh the pros and cons of pursuing a truly uphill battle vs your boss and your company's HR against your looking for another job.
Using the term monkey is reaching unless he told it to a black person face or used it to negatively describe a black person.
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