QUESTION
What can I do about retaliation and bullying?
Asked on Apr 21st, 2014 on Litigation - Idaho
More details to this question:
My supervisor sent an email to my coworkers explaining that I'm out of work on an emergency medical leave. As well as stating my leave has not been approved yet and it is impacting the team, is this a violation? This is along with retaliation for a sexual harassment/hostile environment claim that resulted in HR finding no fault despite the proof provided. As well as a negative annual performance review which resulted in no raise and a being forced to abruptly change my 3 day work schedule to a 5 day despite me explaining I could not secure child care within the 7 day notice provided. I was still forced to change then threatened to be written up when I would arrive a few minutes late my shift despite me asking to adjust my hour lunch to 30 minutes or no lunch at all and being denied the request.
5 ANSWERS
is this a violation? Violation of what? I know of no reason why this is illegal. I find nothing illegal in any of the other facts stated. It is not illegal for employers to do dumb things like that.
Answered on Apr 23rd, 2014 at 6:10 AM
General Practice Attorney serving Bingham Farms, MI
at
The Niskar Law Firm PLLC
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*What you describe could be unlawful retaliation for submitting a sexual harassment complaint in violation of federal and/or state law. You should consult with an attorney who specializes in employment law.
Answered on Apr 23rd, 2014 at 6:09 AM
Immediately contact an attorney to address your situation.
Answered on Apr 23rd, 2014 at 6:09 AM
Divorce & Separation Attorney serving Jacksonville, NC
Partner at
The Houser Law Firm, P.C.
2 Awards
This is hardly bullying! Sounds more like you are a drain on your employer and your co-workers are fed up with it. You take leave, you make unfounded sexual harassment claims, you don't show up for work on time and want to dictate to the employer when your lunch will be. You would be fired if you worked for me. Be glad you have a weak employer who handles women with kid gloves.
Answered on Apr 23rd, 2014 at 6:08 AM
Commercial Contracts Attorney serving Boise, ID
at
Peters Law, PLLC
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You are a problem employee. Read what you wrote. You want the employer to do what you want to do. That is not the way it works. When your employer pays you, it expects you to be to work on time and do the job. If you really think you have a sexual harassment case, file a complaint with the EEOC and see if they agree. If they don't, you may not know what sexual harassment is. As for notifying the staff you were out on emergency medical leave, as long as they did not say what was wrong with you, I don't see how HIPPA was violated.
Answered on Apr 22nd, 2014 at 2:43 PM