I used this term in an email to manager simply to describe my envronment. HR started doing flips. Apparently employees are legally protected from this. They are jumping to address some of the underlying issues that they have been told about for several months, presumably to protect themselves against this "claim". However, based on my research there are a few things that must be there to meet hostile environment standard:
1. Its been going on for awhile - not just single incident
2. manager knew about it and nothing concrete was done
3. a reasonable person in the same situation would decide the situation was hostile
4. it directly impacts employees ability to perform their job.
Guess what? My situation fits this to a tee. I have documented proof of all the above.
What do I do now??? While they are running around trying to hurry fix it while they are denying it. I have endured this situation for 5months!!!!
2006-09-19 09:01:40 · 10 answers · asked by answers999 6 in Politics & Government ➔ Law & Ethics
Yes, I want the BS to stop... but not just for a little while... and I also want somehow to be compensated for what I have had to endure... my health has suffered... my career has tanked... i have not just been ignored but also literally sabotaged and setup... my reputation with internal customers is shot... i dont see how HR can fix all that.....
2006-09-19 09:09:45 · update #1
Get out of Dodge. They've been forewarned and are now circling the wagons and instituting damage-control procedures. The courts could care less about "documented proof". That's just another term leading to attorney enrichment. Try big lies - they work better. Utopia is not yet. Life is not fair. Leave your resignation at HR, go home, and listen to "Get over it" by the Eagles while you peruse the want ads. Very few people in your situation are ever vindicated.
2006-09-19 09:33:31 · answer #1 · answered by Huero 5 · 1⤊ 0⤋
If they are working to solve the problem, work with them. But as others have posted, document everything and save copies of any letters you write. If you meet with someone about any of these issues, record that you met with them and what was discussed. You need this information if it goes to court (for whatever reason).
If you like the place, you should work with HR, not against them. And if you don't like the place, why haven't you left?
2006-09-19 09:12:59 · answer #2 · answered by jplrvflyer 5 · 0⤊ 0⤋
Well, if they're fixing the problem, then soon you won't have the problem. If you haven't already, you should make copies of your documentation and take it to HR. Be sure and write down the date you gave it to them, in case things don't get straightened out and you need to readdress the problem. You do just want it taken care of, so you can work in a peaceful environment, right?
2006-09-19 09:07:24 · answer #3 · answered by Anonymous · 1⤊ 0⤋
call EEOC on your city. equivalent Employment probability cost. HOwver be careful I stay in NC and the only ingredient that EEOC has completed is controlled to make people lose their jobs. additionally call an lawyer - pay as you go criminal; is large to have for concern like this.
2016-10-01 03:47:58 · answer #4 · answered by hobin 4 · 0⤊ 0⤋
Once you notify them of a problem you have to give them a chance to fix them. If they do nothing, then you would have a lawsuit.
2006-09-19 09:15:22 · answer #5 · answered by kathy p 3 · 0⤊ 0⤋
Diarize everything and consult a labor lawyer.
2006-09-19 09:04:11 · answer #6 · answered by Masterwooten 2 · 0⤊ 0⤋
Sounds terrible. What happened? Are they buying the cheap toilet paper again?
2006-09-19 09:09:55 · answer #7 · answered by senior citizen 5 · 1⤊ 0⤋
I quit,, a smart person can find a job
2006-09-19 09:05:32 · answer #8 · answered by neil r 3 · 0⤊ 0⤋
Find an attorney ASAP.
2006-09-19 09:04:26 · answer #9 · answered by Nunya 5 · 0⤊ 0⤋
Sounds like a lawsuit to me!!!!
2006-09-19 09:08:47 · answer #10 · answered by Me in Canada eh 5 · 0⤊ 0⤋