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  1. #1
    Join Date
    Oct 2005
    Location
    Massachusetts
    Posts
    2

    Default Small company with chip on shoulder

    The corporation I work for has had numerous issues with employees to the point where they can almost be accused of attacking employees. The company is well known in th electronics industry as a place that uses heavy handed tactics and has been known in the past as an aggresive company that goes after ex-employees. The company is small and the way these things develop is similar to a high school in that it begins with certain long time employees that developing strong dislikes that borders on a pathological dislike or jealousy. Usually more than one employee collaborates in an effort to get an employee removed. Management is such that it bends over backwards to pacify cetain employees and/or in general likes this atmosphere as it tends to make employees frightened. While this modus operandi may not be against the law, they do have a tendency to always attack employee credibility and to circulate 'negative' information about some employees and certainly ex-employees, in an effort to discredit them and possibly to blacklist them. It operates in a reactive way and is out of control in the sense that they are very very vindictive. Some managers including newer ones and certain HR personnel feel the need to atttack someone in order to prove their managerial skills.

    I made a sexual harrasmment complaint that I stand by and would claim further that I and any employee in my situation should have the right to be upset over some of things that were said. Since then however, elements in the corporation has been calling me crazy and dangerous. As a result of my complaint, certain employees have been reported as making statements to HR that they feel threatened by me and HR has stated their intent to force me into medical care. I have not done anything to the people involved and this is clearly a backlash against a sexual harassement claim (which I did not formally pursue outside the company). I refuse to budge because I haven't done anything and I very much want to sue them for their tactics. This is an example of a situation where the company feels the best defense is a good offense. However they started it and crossed the line (which they know is hard to prove and they can get away with it).

    How can I document this situation to protect myself ? I have copies of the internal memos I wrote to HR which at least proves a cause and effect type of thing. The management there who feels that my accusation hurt them personally has made it very clear that they can influence certain people to make these serious statements about a perception of person's state of mind. There is the mindset that 'they cannot fire everyone' so if multiple people complain, they must be right.

    Their activities need to be monitored but I do not know how to fully document these matters in the proper way. Please advise.

  2. #2
    Join Date
    Sep 2005
    Location
    Behind a Desk
    Posts
    98,846

    Default Retaliation over Sexual Harassment Complaint

    If you believe you are suffering from retaliation for filing a sexual harassment complaint, you should discuss your case with a plaintiff-side employment lawyer in your state. You and your lawyer can discuss strategies to document your claims and to protect yourself in the workplace.

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