A person works at a small chain restaraunt for 2 years with a good work record. A new manager comes in and flirts and comes onto the person. Even showing up to the person place of residence to "give them a music cd " that is never brought.  The person rejects his advances. From then on the person is harrassed with unfair work duties that they've never had to do before. Told to clean up feces that he refused to clean up themselves. Person refused so was written up. Person was denied to tak care of child related appointments after given permission days earlier. Has witnesses (another manager/ co workers/ cooks and personal friends) who have seen this managers's behavior in and out of the workplace. Person Has excellent customer service history and coworkers get along great with person.\nNeed to know what info and evidence to get and how to go abot filing unfair treatment lawsuit. Also need to know if person even has a legit case against employer and manager.
123735
Yes under sexual harassment.  Contact the US Department of Labor and file a complaint.  They then can act on it or allow you to hire a lawyer and have the lawyer act on it.  Under the law they must be given the chance to act before you can goto court.
397463
GET OUT NOW!!\n\nYou don't owe this person ANYTHING!!\n\nFor a boss to say it's a 'personality clash' is diabolical!!\n\nWhat kind of management style is that? S**t - that's what!!\n\nYou SO deserve better.\n\nGO RIGHT THIS MINUTE AND DON'T LOOK BACK!
243311
There is an old adage:  "Sunlight is the best disinfectant".\n\nIf you openly confront this woman, you are facing an all-out war.  She will despise you for having exposed her misdeeds.  If you anonymously send the General Manager proof of her actions, he may be inclined not to believe the accusations.\n\nYou could have a meeting with the General Manager, and ask for anonymity.  However, you must have all your facts completely established.  Getting people to write their opinion will not be accepted as fact.\n\nYou need absolute proof, and to show her INTENT to cheat and lie.  She can always claim these were innocent mistakes or things done without her knowledge.\n\nRemember, you will need verifiable dates, names, events, and most importantly, a CONSISTENT story from each person who was a witness to any of these events.\n\nYou do not want to come across as a whining malcontent.  If you show indisputable proof, the General Manager will have to act.
20161
I'm the general manager of a huge WAL-MART type of an enterprise in my country and i've had a problem a bit like this once.\n\nTwo of my employees which were supervisors to other employees didn't go along at all with each other. The problem was that both of them were incredibly talented and loved their job and they were both very succesive, but they had to work together and they just kept fighting all the time. I kept thinking for a week what to do with them until i found a very easy solution to this problem.\n\nI took separate private conversations with both of them since i was trying to find out what their hobbies are, i wanted to find out if there's anything they have in common. I found out that they both love fishing very much cause it relaxes them. So i organized a joint trip for them for 10 days to a great fishing site in my country. When i proposed them this vacation, they both agreed to go because of the fishing, even though they couldn't stand each other. Now, check this out, when they got back from the trip 10 days later, believe it or not, they looked like if they were BEST FRIENDS for years in row. Ever since, they work very closly together and are one of my best employees. They don't do any decision making without consulting each other, and sometimes when we have coffee or lunch, i remind them of how they were before the trip and we all laugh. \n\nMy idea saved me a lot of money and i still have 2 great managers working for me. Try it, maybe it'll work for you too.\n\n\nHope i've been of some help.
96268
i don't have experience (i'm only 12) but yes it is sexual harrassment. yeah he should face a lawsuit. it's best to quit the job...actually scratch that....u should definitly quit the job if there is sexual harrassment of any kind or racism and unfairness. good luck!
446596
I was falsely accused of sexual harassment and I a female! At the place I worked these guys were making suggestive comments to me and all this... I just ignored them. One guy got mad and turned me in for sexual harassment! Said I was making suggestive remarks and wearing inappropriate clothes and I got written up, and then fired the next week. I talked to my lawyer and they agreed to take it off my record of employment, but wouldn't rehire me. What a load of crap! Tell him to get a lawyer!
352263
How are you going to sue your boss for being a b-i-t-c-h? Is there some kind of law that says your boss has to be pleasant? I mean I worked for a b-i-t-c-h who tried to get me fired and made my life such a living hell that I still have nightmares. When I went to a lawyer and paid him $450 an hour he told me he couldn't do anything and suggested that I take a photo of my niece in with me for our next meeting so I could stay calm. It worked but it was kind of expensive advice. Nonetheless, I'd love to hear that you called her a b-i-t-c-h and flipped her off! Do it for the both of us!
203547
I sympathise with you. I have worked in places where people don't pull their weight and took liberties. \n\nIt's difficult when you are the new guy and if you went to your boss, it would look like you are telling tales out of school.\n\nI would wait a while, maybe mention it to the guy himself and after a while if things have not improved, see your line manager. \n\nA good manager should not let something like this happen anyway. You may be better off going to Human Resources. Good luck.
381620
Maybe but I doubt it......defamation would take more and continuing attacks on your character from the manager to really end up being defamation.  I think you have to be able to prove you are somehow harmed in your everyday life...to be truly defamed.
82664
Blowing things off for management to do is ok but it's really not the answer.  Management expects the employees they pay to work out their own issues.  \n\nIf an attempt to work this out with her has already been taken (you've actually DISCUSSED this with this lady) and nothing was done, THEN you discuss it with management.\n\nIf you haven't talked to her already, then talk to her.  Let her know what the problem is.  She honestly may not be aware that she has a problem.\n\nAnd you would be doing her a greater service talking to her personally rather than letting her hear it from management and then finding out that everyone was talking about her behind her back.  Bad form!!!  Talk to her.
642360
She might have broken a law in saying something about your personal life on the job. Spend your week-end researching the laws in your state. I know that Federal law prohibits your boss from discriminating against a behavior or social "disorder". It sounds to me like she might be the one that needs to go! I think that you should go to the woman on your own and discuss w/her your feelings on the situation. It might help to carry a recorder in case she tries to threaten your job or something. Good luck!
296686
I used to work at a place where there were very thourough backround checks. As the manager in charge of hiring, i found that there were many very good applicants that were automatically denied for that reason. I understand what you are saying. It must be very difficult for people who are trying to get their lives back on track to find opportunities, since this seems to be so common amoung many corperate and franchise businesses. What is ironic is that I often found that some of  those with no criminal backround, after being hired,  were much more of a risk to our company, where as perfectly good applicants with a smudge on their record, would have probably performed a lot better as employees. Now I'm not saying that I would have hired all ex- felons who had applied, due to the fact that some of them seemed to still have serious issues, but if it were my choice in the matter, character and ability would matter far more than a bad choice that was made before.   I feel that a person should not be denied an employment opportunity due to a past that they have already paid for. It is definetley a type of discrimination.
273791
Toni, I think I used to work with her sister; I knew someone just like that. She sounds like a piece of work, and unfortunately there's someone like that at every job, at every church, in every group. But, you didn't take that job for her, and don't lose that job over her. It sounds like you have a lax group of managers that they don't respond to your complaints, but trust and believe they will step in and level their authority once you take matters into your own hands. Don't stoop to her level, but elevate her to yours. Be strong, be patient, and eventually a positive change will take place to remove her as a headache in your life. There will be a promotion, transfer, something, to get her off your back. Actually, you sound pretty funny, maybe one day we can talk and you can come join myself and a sharp female doctor in our business and you won't have to worry about coworkers or bosses. With your sense of humor and your medical background, I think you could do quite well. Good luck to you, and I don't want to see a posting from you asking if anybody knows a good lawyer to represent you for assault (lol) It will get better.
529316
you have the right idea, but wrong legal concept.  It could be considered sexual harassment, but more likely, "a hostile work environment."  \n\nConsider this:  Never never never underestimate the pettiness of management.
276905
unless there is some form of employment contract, employment is "at will."  employers can terminate an employee for any reason at any time EXCEPT for a reason that is based on that employee being a member of a protected class, which is also known as illegal discrimination.\n\nso - if some employees are terminated and others are not for doing the SAME thing, it is up to the wrongfully terminated employee to prove that their termination is a form of illegal discrimination.  i have no opinion on your specific case, as you've not provided enough detail for me to have one.\n\nif i were the owner, and a customer was trying to provoke an employee, i'd invite them to leave the premises.  if they didn't leave, i'd have them escorted off the property for trespassing.  this presumes that the owner/manager is present during the incident.  if i learned my employee responded to a customer's provocation, i'd reprimand the employee UNLESS i thought that the employee was either too far over the line, or this wasn't the first time - in which case, they'd be out the door immediately.  like it or not, customers pay the bills, and a restaurant with employees that talk back to customers EVEN when they are in the right will find it hard to keep the doors open.  \n\nif i were you - a co-worker - i'd keep my mouth shut unless i felt like looking for another job real soon.  unless you are a manager in this company, if is not your place to question the personnel decisions of your employers.
361291
ignore her and let her be, eventually management will be fed up with her and can her @$$, in the mean time you have to put up with it. they cannot just fire someone without proper documentation or else they can be sued.
86697
I have alot of experience with this and I have learned one important thing....there are one of these people at every single job/workplace.  If you are not his supervisor, do nothing.  It seems the boss likes him so your best bet is to go to work, do your thing, keep to yourself, then go home.