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Workplace discrimination

Posted by Bob on October 21, 1999, at 1:25:21

Rather than pulling my prior thread thru to this Babblezone, I thought I'd start a new one. For those who want the story to this point, check out the thread of the same title in the October 1 archive, down near the bottom.

Where did we leave off? Oh yeah ... Monday ... the "Big Meeting", where I was supposed to be judged as adequate or lacking.

What a HUGE disappointment!

HR and Boss postponed the decision. We had two of our interim meetings cancelled (HR's fault -- I was ready for them all) so we have to have those two meetings all the same. To make matters worse, Boss actually made a suggestion that indicated some degree of getting a clue. She agreed with me that, in the previous meeting where HR informed me that I was wrong because I was the employee and Boss was the boss (among other revelations), we had been talking past one another. She suggested that we review the 12 "skills" involved in our company's evaluation form, trying to define them or put them into terms relating specifically to my job. Just when I get my gumption up, Boss has to turn reasonable on me. Grrrrrrrrrrrrr.

At first, it really took the wind out of my sails. As much as I'd like to deny it, part of the course of action I've stepped onto is being out for revenge. The problem with revenge is that it means that my job won't get done, and a lot of teachers depend on me to get my job done.

It took a few days, but I have gotten my resolve back. My case investigator at the EEOC told me to wait until HR and Boss handed down their edict, and that's been delayed. I'm moving ahead with the ADA complaint all the same. Like I said, I'm protected by something better than the Federal government ... I have a better job to fall back on, or step off to, as soon as their grant money comes in. But once I get past the pettiness of it all, it all comes down to one thing: what they did to me was wrong, and someone needs to stop them from doing it to anyone else.

What's that saying? If not here, then where? If not now, then when? If not me, then who?

In any event, I don't have much spare time to build my support files for the complaint, so I can start that process while I'm waiting for the one at work to run its course. Plus, while Boss has suggested this new twist to the process, there is no indication that either Boss or HR is going to do anything to correct the mistakes they have already made.

While my boss may be thawing out on this, I have little hope for HR. Given more time, my boss will come to understand the issues involved in working with and supervising someone with such an "invisible" disability like ours. HR? No way.

Once I get my information package ready for the EEOC, I'll post something here to let you know what sort of documentation I provided.





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