Who do you turn to when you work in HR and see the injustices? You are the outcast. Your supervisor, HR Supervisor and acting Director(one in the same) judges people based on their looks, makes inappropriate remarks regarding other associates, discusses any issues regarding you with your other co-workers, and if you are out due to the illness of your child and provide a doctors note, calls the hospital to get information, or calls the doctor, and or have your co-workers call. What happened to HIPPA? Any suggestions?
2006-08-29 12:11:57 · 16 answers · asked by Anonymous in Business & Finance ➔ Careers & Employment
Do you work for a larger corporation or does the buck stop in your office. If there is a corporation or you are just a branch office I would write an anonymous letter to the powers that be. Other than that, you're probably pretty much screwed.
If you pursue a lawsuit you'll be looking for a new job anyway, why would anyone want to work when they are not wanted. It's not fair but I'd start looking for something else and when you find something else, let those who were doing ya wrong have it and have it good.
2006-08-29 12:14:41 · answer #1 · answered by BlueSea 7 · 0⤊ 0⤋
I would say go straight to headquaters, and thats a hard thing to do because it could get people in trouble, but they know that, hopefully they will work with you in that kind of situation, but whatever you do, if you feel violated, dont give up, I just got a letter from a HUGE company I used to work for but quit because the same thing happened, I felt everyone in the whole place was dirty and I recently got a letter in the mail saying there was a suit filed against them, asking if I wanted to be involved. Be strong. Good luck.
2006-08-29 12:29:52 · answer #2 · answered by Stephanie Ann 2 · 0⤊ 0⤋
They are definitely showing a gross lack of ethics by discussing personal issues openly. HIPAA is alive and well. If you can prove they are openly discussing private medical information , they can be subject to fines or dismissal. Gather information. Hit the State Insurance Fund website for your state, and find out how to report someone for violating HIPAA. In the meanwhile, look for another job because if you fry these creeps, you will definitely be the outcast, but they will get what is coming to them.
2006-08-29 12:24:09 · answer #3 · answered by PariahMaterial 6 · 0⤊ 0⤋
It depends a great deal on the company and how interested they are on following the law. If you get the sense that they don't care the only recourse is to make a careful and detailed report on your observations and send it to your states labor agency. If you think that the company might just care and you like your work there you could send that same report to the company management at a level above your boss. In any case prepare to get an new job unless you are ready to deal with the uproar that will come.
Sometimes it is best to just get the new job and leave them to their rewards like getting sued.
2006-08-29 12:21:46 · answer #4 · answered by ? 6 · 0⤊ 0⤋
You need to go straight to the top, but not without good notes and some evidence. Start tracking everything, times, dates, what happened and when. When you have plenty (I mean LOTS), go to her boss, or even the President of your company. Let them know that you will file a claim with the EEOC for possible harassment as well. You definitely have a fight on your hands!
2006-08-29 12:17:48 · answer #5 · answered by KIMBO 4 · 0⤊ 0⤋
by using having a collection of guidelines in position referring to to attendance. in quite some situations the no-call no-shows when it comes to his unwell time must be considered "leaving in the back of the pastime" fairly if there have been situations even as he changed into absent for 2 consecutive shifts in which case after such an occurrence you would not ought to terminate him, you ought to in basic terms refuse to enable him come lower back to paintings putting forward he changed into the only which end. notwithstanding, there ought to must be a written coverage in outcome earlier to taking such an action. Regardless, those form of themes with an worker ought to were documented throughout so as that that's sparkling that this has been a lengthy time period difficulty and that the worker has already been given many opportunities to the ideal decision his habit. in the absence of both coverage and documentation, the HR branch ought to make a everyday statement of a sparkling coverage with regards to tardiness that's affordable, yet with that you do not anticipate this worker to have the capacity to conform in protecting with previous overall performance. positioned the coverage in writing and distribute it to all team contributors. rfile each violation of the coverage made by using workers, provide this man or woman more beneficial opportunities than the coverage calls for. Then instruct him the door.
2016-11-23 13:31:53 · answer #6 · answered by killeen 4 · 0⤊ 0⤋
Document the issues very well and discretely bring them up to the director's superior.
Or if you feel this will do nothing, look for another job. Good HR people are in demand.
2006-08-29 12:16:52 · answer #7 · answered by ADF 5 · 0⤊ 0⤋
Can you try EEOC? They helped me. But my claim was about sexual harrassment. It's worth a call. No one is able to give out your personal medical information. Can you stand to keep working there? I would have a lawyer look into this if EEOC won't or isn't able to help. Do they do this to everyone or just you? What about ACLU?
2006-08-29 12:20:24 · answer #8 · answered by goldielocks123 4 · 0⤊ 0⤋
Best bet to find a new job. You could try to fight, by why not use that energy to find a new better job. I've been in this situation and tried it both ways. New job is the way to go!
2006-08-29 12:15:04 · answer #9 · answered by ManOfTheHour 5 · 0⤊ 0⤋
Call this number 1-800-843-3476. They can explain what to do. It is free!
2006-08-29 12:14:56 · answer #10 · answered by Anonymous · 0⤊ 0⤋