Coli Lawyers, Assemble. Do I Have A Case

[Sonic Boom of the South]

@Yahweh Ben Yahweh @Ben Putin from Russia

From the perspective of the court, he doesn't get any "points" for taking the meeting. The court doesn't give a fukk about the company.

He gave them plenty of chances to remedy the situation and they fumbled the bag.

He's two weeks past his probation period without any closure or decision?

By not taking the meeting he's able to tell the court, "At that point I felt my ability to resolve this through the system had broken down, so I had no other course of action but to seek counsel."

He should not have been on probation to begin with

The company def all in the wrong

HR could have rescinded everything and made recompense

I would have met just to hear wtf they had to say

 

[Dorian Breh]

Said they may offer me a bigger severance or try to keep me on (I not staying) and that depending on what they say, it may be a case for litigation.

Make em sweat breh

I hope that lawyer workin on commisision

 

[Mr Rager]

I can already tell you that you talk too much. You ain't supposed to mention retailiation until a post employment situation

Ding ding ding

This is where you messed up, breh. You showed your hand and they got the drop on you. From the details I got from your story, your best bet would be to provide as much documentation that you can, showing that you requested a defined list of responsibilities or benchmarks/metrics (whatever your org calls it), THEN show that the write up came at a time where you did not receive those defined responsibilities. I can't honestly speak about suing, so I won't go there...but to me it sounds more messy than its worth
From now on, keep your email (and verbal) communications with HR, your boss, and everyone else STRICTLY BUSINESS. You're smart to think of HR like the feds, they're pretty much that. So remember that anything you say can and will be used against you with them. If you have some sort of representation, I'd advise you hash things out with them before you talk to HR. If you don't have representation, gather all of your documentation (and I hope to god you've documented your encounters with your boss and the other folks you have grievance with) and prepare to explain how that documentation supports your accusations of wrongdoing.

Also, update your CV

 

[Mr Rager]

@Nicole0416 I know you're in the law so I tagged you.

Doesn't his contract have to be redefined if it doesn't cover the new duties they throw at him?

A lot of these contracts have catch all clauses for additional duties. They may have pulled some fine print fukkery on OP

 

[Jsully]

you read the Op and saw he was asking for advice and you thought it would be helpful to talk about how you don’t make friends at work

Actually i was telling him to go to work as his representative and not his actual self. Ive seen too many people get in trouble/lose their jobs trying to be everyone's friend.

 

[Double Burger With Cheese]

Bout to file a complaint with EEOC today. Emailed the lady from HR and rescheduled the meeting till Tuesday and said I’m ready to talk

Trying to time it to where the complaint is filed before I talk to HR, but they don’t know it’s files yet when we have the conversation.

EEOC is supposed to let you know if you have a case. If not they will let you know. If so they will investigate.

First step is mediation. Average out of court settlement for EEOC cases is 40k.

At this point, that’s my goal. Get me a lil 40 piece out this shyt and move on. I never wanted to sue in the first place. They forced me this route. Hopefully I have enough to get me settlement

 

[CrimsonTider]

Actually i was telling him to go to work as his representative and not his actual self. Ive seen too many people get in trouble/lose their jobs trying to be everyone's friend.

WHAT DOES THAT HAVE TO DO WITH THE OP

 

[Jsully]

WHAT DOES THAT HAVE TO DO WITH THE OP

If youve read subsequent post OP said this is his 1st job in an office environment.

 

[Double Burger With Cheese]

Had my meeting with HR today. Yeah, Its something there. I put it all out there. They have to investigate. I think shyt bout to get messy lol. One thing about it, they definitely not about to fire me after this meeting. I made too many logical points that they have to investigate and try to disprove. Also, I recorded the call. As well, I got nervous when this first happened and wrote a long ass word document of what was going on and the history leading to it. I had forgot all the details, but I reread it before the meeting, and I guess it was my instinct, but I put shyt in there about being scared to speak up and me fearing for my job and having to meditate and take over the counter medicine for the stress and anxiety

HR asked if I had any documentation of what was going on, and I was like yep and sent them that. So that shows a consistency with what I been saying from day one.

Dropped some bombshells about favoritism and nepotism, racism, all that shyt. I feel like if they ain’t got they ducks in a row on everything I mentioned, they gonna have some issues.

I was gonna file with EEOC before my meeting but I decided not to. Gonna let the company do an investigation. Then I’m gonna file with the EEOC. That way I can say I exhausted all my efforts with the company and had no other recourse.

Gotta play chess with these fools cause that’s what they do. If I don’t get a settlement, I’m still gonna get my severance in a few months. So I had to do it for the culture

 

[Double Burger With Cheese]

Got an appointment with EEOC Monday. Should know if i have a case. My job already trying to cover tracks. They had canceled performance reviews. But my boss sent me an invite for a review. I told her naw, I’m straight, and would rather not. But she said it’s company policy every employee gets a review. I asked was it company policy that every employed discussed their review. She didn’t respond. So I know she didn’t know the answer. Then i see that they gave some other people reviews on my team today. But everyone’s was canceled. They are clearly trying to cover tracks and make sure they are not leaving themselves exposed.

I also did my research on recording calls and learned that Georgia only has one part consent, which means I don’t have to get anyone’s permission to record. So the call with HR I recorded is legal and I’m recording every single interaction I have with management from now on

 

[Double Burger With Cheese]

It’s still early but I’m feeling better and better about this. They definitely can’t fire me at this point so I’m not worried about that. Worse case scenario, I just don’t get a settlement from them. I’m gettin my severance regardless. Starting to think I really got a good case though.

 

[Double Burger With Cheese]

Met with the EEOC today and my case got merit. They starting their investigation. I’m gonna make a thread about suing your employer when this process is done. Could take up to a year. I’ve learned a lot about this process and the law and it would be good for people to know this shyt.

Did you know that in some states, you only have 180 days from incident to file a claim? Most people don’t know shyt like this. It’s set up for it to be hard to sue your employer

 

[Double Burger With Cheese]

One thing about it, a real nikka ain’t ever gon let these crackers get the upper hand


Talked to the EEOC today. My company has accepted mediation. One step close to this young settlement