Thank you. What you've described is a poor style of management. It does not however, in the eyes of the courts, violate the law.
Please allow me to share with you an example.
In Joens v. John Morrell & Co., 354 F. 3d 938 (8th Circuit 2004), the plaintiff Joens testified in a deposition that supervisor Johnson came to the box shop on almost a daily basis to abusively criticize her for not making enough boxes for the cut floor. Joens alleges that Johnson constantly swore, yelled at her, and accused her of not doing anything; that Johnson singled her out for this abusive criticism even when a male employee was helping her make boxes; and that the men who made box tops during the night shift were not subject to similar criticism. Both the trial court and the Court of Appeals ruled, as a matter of law, that she was not subjected to an illegal hostile work environment.
Does this mean that the conduct is acceptable? Of course not. However, the law does not require good management. If an employee doesn't like the supervisor's bullying
tactics, the employee is left to address the supervisor in person, go to the supervisor's boss, or look elsewhere for a job.
I know that this is not what you wanted to hear but you deserve a candid answer. I wish very much that I could offer you an answer that was more favorable to your circumstances, but the law seems to be pretty clear. Had I been able to provide an Answer which might have given you a successful outcome, it would have been my pleasure to do so.
I hope you understand.
My goal is to provide you with excellent service – if you feel you have gotten anything less, please reply back. I am happy to address follow-up questions. Thank you for your business!