Also, I need to confirm that you understand that I am not allowed, either by this Site or my State Bar Association, to provide you with a legal opinion or legal advice since we cannot form an attorney-client relationship, and can only provide legal information as it relates to the general subject of your question. If you understand these limits please reply with the information that I requested. If not, you will need to consult with a local attorney who can provide you legal advice/opinion.
I am not in a union.
I emailed the CEO we are a small, non-profit and this is the established protocol for dispute resolutions.
I emailed the CEO with the grievance on June 21, 2013.
I received my write up today July 2, 2013 from supervisor and an outside HR agency hired to handle this matter.
Are you an attorney or expert on Employer law?
I am emailing you to file a formal complaint against my manager, Robert Vickery. It has become increasingly difficult for me to remain productive in my present position as Technical Assistance Manager under the present circumstances. The reasons I am filing this formal complaint are as follows:
Robert’s consistent campaign of harassment has become abusive and intolerable and has been extremely discouraging to me. His constant belittling and condescending verbal assaults have been hurtful and demeaning over the past few months. These incidents are documented and summarized in a personal record that I have kept and I can make available to you when we meet. Robert has consistently excluded me from meetings and information related to my position I believe in an effort to sabotage my positive standing with you, the organization and our vendors. I believe that Robert is attempting to “push me out” of the organization in an effort to give my position to a candidate of his liking. Robert Vickery behavior makes it evident that he does not like me and does not want me working on his team for reasons unknown to me. Due to the hostile working environment that has been created by Rob’s actions my morale as an employee has greatly diminished and I am seeking your help in getting things back on track.
I have spoken directly with Robert on a number of occasions regarding his behaviors towards me in an effort to remedy the situation. Those efforts to date have been unsuccessful. It was my hope that sitting down with you and him on April 15, 2013 that his behavior would improve, but since then it has become progressively worse I believe in retaliation.
Per our “Problem Resolution policy” I am requesting participation in our formal dispute resolution process. Furthermore, I ask that you consider placing me back under the supervision of Michelle Arnold while the dispute resolution process is pending. I am asking this because Robert has a history of retaliatory behavior and Michelle Arnold and I have a history of working conflict-free together. I look forward to meeting with you some time in the next 10 days to begin this process. I am confident that you will handle this positively and I look forward to working with you on a quick resolve. Please let me know if there is anything further I can do to help move this matter along.
There are 10 employees total. I'm not sure what my supervisor's issues are with me per se, but I am a triple minority, African-American, woman and gay. So it could be a number of things, I am also 8 years older than him and I believe that annoys him as well. We started off fine last November and then we had a falling out and never really recovered. His condescending behavior has just gotten progressively worse. I was hoping my email would be seen as a "cry for help" but with this write-up I think they are hoping I will quit. I just want to know my rights.
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