I feel very strongly that I have a wrongful termination case…

I feel very strongly that I have a wrongful termination case predicated by racism, whistleblower act and HIPPA rights . I was terminated from Girl Scouts Louisiana East by two people who were not my supervisor for erroneous reasons that I have proof of being false. In addition in a one year window over 10 minorities were terminated due to this same non minority female. She has created a hostile work environment, called me out of my name (called me a liar) touched in my natural hair, wrote me up for riding to an all staff meeting with other minority women stating I shouldn’t hang around “them” because they are trouble and will get me fired. For too long she has fired people , minority’s, disabled , denied people FMLA , forbidden people to talk to me about their benefits even thought I was HR . Something must be done to stop her reign of racism. I am the wife of an Army vet who has 26 years of service, I have held a top secret security clearance and have an impeccable resume and references. I can not and will not accept being terminated by someone who was not my boss, not at all trained in HR and who is racist. Please help. I do have a current EEOC claim in as well.

Lawyer's Assistant: When did this happen? What reason was given for the termination?

This happened on Friday February 14, 2020. I was supposed to have a meeting with the interim CFO who was working with Girl Scouts thru an agency. When I was hired in November of 2019 I came to New Orleans from Chicago for an interview with The CEO who was to be my supervisor, a representative/recruiter from P&N firm and the administrative assistant who had been doing HR since the former HR/COO was fired in June of 2019, by the way she was fired by the same person in a round about way who also later got her job. These three ladies hired me and my job description clearly says I report to the CEO. The interim CFO has no HR background at all and knew nothing about my job, he constantly had to call and ask questions about benefits, payroll, on boarding etc. In January after my 60 day probation I I was given a performance improvement plan full of redundancy like send more emails communicating with him about what I was doing everyday. This is because he was never in the building but always at another client. We were supposed to have weekly one on one Meetings every Friday which I set up and sent calendar invites to him. He was constantly canceling and rescheduled because again he was never available for me. I have a couple emails I manage to save before they terminated my email account that show him canceling on me but he used that against me and lied and said I never showed up, but mind you he had no proof of that. If someone were to subpoena his time on those Fridays I’m sure it would show he was not at the building. I was terminated for not sending the right emails to him he said I was sending too many emails for him to sort so I must not understand my job, I was also terminated for not wanting to enter a new hire into the payroll system without the CEO signing her new hire form but it was a policy that only she could sign this form and she was on vacation at the time the person started. It was stated that I didn’t come up with the solution to the problem but I am who did resolve the issue by emailing the CEO to get an okay that way until she returned physically. Now, the real reason I was fired is because I blew the whistle on the COO for several issues. Firing someone that was on light duty who was also disabled, firing two people my first week there and not having me in the meetings , keeping the employee files in her office even though she was not HR, and I had no access but part of my job was filing documents in employee files, I also address her denying FMLA and forcing a 8 month pregnant woman to drive between Baton Rouge and NOLA though she was hired to work from one location, lastly the day before I was fired an employee came to see me about a FMLA mental health leave due to work stress, I was at lunch at the time, this same person intercepted the documents the employee brought for me and told me nothing. When this same employee came to talk to me later that day to make some calls regarding how her leave affected her benefits and accrued time the COO came busting into my office loud when I opened the door screaming at the girl “what are you doing in here I told you to go clock in you can’t come in HR , you’ve been in here 90 minutes and threw her out. She knew how long she was in there because she had snitches on the floor who constantly violated people’s HIPPA rights by telling her who was in my office.Once I collected myself I went down to talk to her but her door was closed and she was loudly on the phone lying on me to who was my real boss the CEO. Shortly after that she came upstairs and accused me of smoking in my office at my desk stating an employee told her they smelled smoke, then called me a liar when I told her I absolutely was not doing such at my desk ever. The next day on. Friday I was presented with termination paperwork by her and the interim CFO for the reasons I stated earlier after I had completed the day because the interim CFO yet again wasn’t there all day .Inqas supposed to have my weekly one on o

Lawyer's Assistant: The Employment Lawyer will be able to walk you through that. What kind of workplace is this (private sector, public sector, etc.)? How many employees?

Girl Scouts is a not for profit company this particular location has between 40-50 staff when fully staffed and over the summer for camp.

Lawyer's Assistant: Have you talked to a lawyer about the termination?

No just filed an EEOC complaint and talked with three other recently terminated minority women who have also filed EEOC cases or have secured attorneys against Girl Scouts as well. We actually wondered if we had a class action discrimination suit because each of us that was terminated by her was replace with a Caucasian female that the COO knew personally. The only job that hasn’t been refilled is myself and that because it just happened.

Lawyer's Assistant: Anything else you want the Lawyer to know before I connect you?

Yes I was never trained the person that was doing HR was very clear she had no HR background and was simply filling in until someone was hired. I relocated all the way here from Illinois, left my disabled veteran husband to fend for himself as well as my elderly mother under the guise that I was coming to work for an organization that empowered women but instead it was nightmare or unending contentious behavior and a toxic environment that caused not only myself to become ill with stress but others as well. She truly created a hostile environment which I have more than a few witnesses that are willing and ready to talk.