I already approached HR as I mentioned in my previous post. They dismissed me because there was no one to back up my claims. Thanks for all your replies.
I already approached HR as I mentioned in my previous post. They dismissed me because there was no one to back up my claims. Thanks for all your replies.
So without some evidence or support for your claims it becomes a he said she said situation (to an extent). Why would a superior manager do anything more than HR if there is no support or proof of your claim?
is there anybody that agrees with your position? Is there anybody that has witnessed whatever the manager is doing you believe to be improper? Did you inform HR of witness to the offensive behavior?
HR should have started some level of investigation on the OPs first notification. And they may well have.
Document. Write down dates, times, and conversations. Include the names of anyone who's overheard him. If you can legally tape secretly, do so. There's not much HR can do when it's a he-said, she-said situation, so make sure it's not. There is an HR parlance, if it isn't documented, it didn't happen. So get your documentation, have your proof, name your witnesses. Give them something they can work with.
THEN if they still don't do anything, take your documentation and your tapes to the EEOC.
OP should also keep a written log of the incidents, including date/time, what was said, who was present, location, etc.