Y'all saw my threads about my former manager threatening a PIP, me attempting to perform up to his standards, and getting terminated within 5 months.
A few things surrounding the termination:
-When I was brought in the room there was a third party, a project manager that has only been there about two months. My former manager was essentially using him as a witness to the entire thing. My question is why wasn't HR there? Also isn't it an invasion of my privacy to have non managers and non HR during such a sensitive matter such as termination?
-The action items he wanted for me to complete we're very general and could not be quantified or measured to illustrate improvement in my "performance". Things such as "knowing the difference between development and production environments", "don't ask the same question twice", and "be more engaged in group conversations" are general and perception based.
-We met weekly on these and I accomplished the tasks on there but these were again quite nebulous. The goal was to prevent a PIP. This never occurred. After a while he essentially ignored me.
-His accusations against me stealing hours. He has done this and also accused me of coming late on purpose once. Also he accused me of personal browsing.
-The accusations and his behavior against me, harsh tones in email, creating a hostile work environment for me. I was even afraid to go to the bathroom. I was working a senior level position!
-Im in a protected class. I was the only black male in my position.
I don't want my job back but I feel that the severance they gave me wasn't sufficient. Do you think it's worth me incurring additional costs to lawyer up or should I just take it and focus on my job search?
A few things surrounding the termination:
-When I was brought in the room there was a third party, a project manager that has only been there about two months. My former manager was essentially using him as a witness to the entire thing. My question is why wasn't HR there? Also isn't it an invasion of my privacy to have non managers and non HR during such a sensitive matter such as termination?
-The action items he wanted for me to complete we're very general and could not be quantified or measured to illustrate improvement in my "performance". Things such as "knowing the difference between development and production environments", "don't ask the same question twice", and "be more engaged in group conversations" are general and perception based.
-We met weekly on these and I accomplished the tasks on there but these were again quite nebulous. The goal was to prevent a PIP. This never occurred. After a while he essentially ignored me.
-His accusations against me stealing hours. He has done this and also accused me of coming late on purpose once. Also he accused me of personal browsing.
-The accusations and his behavior against me, harsh tones in email, creating a hostile work environment for me. I was even afraid to go to the bathroom. I was working a senior level position!
-Im in a protected class. I was the only black male in my position.
I don't want my job back but I feel that the severance they gave me wasn't sufficient. Do you think it's worth me incurring additional costs to lawyer up or should I just take it and focus on my job search?
