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Additional Posts in The Worklife Bowl
Please and thank you!
Chief
How do you balance work and fun?
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Rising Star
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Safe to see friends this weekend?
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Chief
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Leave, it's the best outcome for you. Otherwise you'll stress yourself out too much. Non stop start applying to jobs. Once you got one, put in your 2 weeks and never look back.
Thanks!
Sounds like you needed to start looking for a new job last week!
In the meantime, document everything, and save related e-mails and IM's.
Get a job coach immediately. Someone on the sideline that can help you develop a plan and work through the details of what you are going through. For fun, read The 48 Laws of Power by Robert Greene. Best wishes.
Just document everything completed and include leadership and HR. Showing you met or exceeded your memo.
Chief
Just understand that you are not experiencing a "hostile work environment" in the legal sense. That is a legal term in employment law, and the only way it meets the definition is if the treatment is based on your status in one or more of the protected classes, such as race, sex, religion, etc.
HR is correct in this case, although if I were your HR person I would try to help you and your manager come to a conclusion. You do need to work with your manager. Show that the tasks they're saying aren't done are, in fact, done, for example. Make sure HR is involved in that.
People not taking bereavement leave is on them, unless they are specifically being prohibited from taking it. If the company isn't allowing it, it's a company not worth working at.
This is helpful to know.
The company allows bereavement time. Leadership is creating environment where people are worried about job security if they take time off.
Some leadership hire was fired within 4 months of hire. Some lower level analysts was fired and several higher level people were hired, citing transformation reasons.
File a claim with the EEOC and have others do the same. Be as detailed as possible and documentation, emails and other information attached. Please know this takes a while for a response. If they come back null then find an employee attorney and have others join in the claim/suit.
Otherwise leave.
Chief
The EEOC only cares about actual discrimination based on one or more of the protected classes. What is actual discrimination in this situation, based on what OP wrote? Where is the indication that the only reason for the manager's behavior is the OP's status in one or more of the protected classes?
Rising Star
The only way that you permanently fix the situation is by changing roles. It's highly unlikely thst youll ever prove your manager wrong, with HR, or more importantly, in their mind. For whatever reason they've decided to target you, and will continue to do so. Before quiet digging into the job hunt though, I suggest thst you have a respectful, kind, and unassuming conversation with your manager to see what their intent is with the feedback. If they don't get defensive and can outline an affable outcome, then maybe you can absorb the feedback for a little while until they move on to the next "victim." This is not a time to try and be "right," your manager ultimately has the final say so, and theor opinion of the situation will hold more weight than documentation.
Call the hotline and state your case then call a lawyer and sue them for harassment.
Quit, problem solved
It’s definitely in your best interest to leave ASAP!
Get out ASAP! It can only get worse.
Thanks community 🙏
Additional details:
1. When I proved to HR that many tasks were achieved, they put the memo on hold. They did not dismiss it.
2. Leadership created an environment of fear where people were afraid to take bereavement time.