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Millie42

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  1. But before I send my reply and they decide to dismiss the case, I would like to contact my ex-coworker and ask him if he's willing to write a statement for me. I will be so pissed off if they decide to dismiss the case without even interviewing my coworkers and just basing their decision on what the employer said.
  2. I get the feeling that my case will be dismissed after I send my response to my employer's statement of position. This case is regarding sexual harassment from my boss and hostile environment at work. Basically everyone at my workplace witnessed what was going on, but my Ex-employer's states that they did their own investigation and asked questions to all my female coworkers - but not the males- and they denied ever witnessing anything. Of course, the ex-boss is also denying. I just got this letter from EEOC saying that I should respond to their statement of position and that they will render their decision after I submit my response. I don't get the feeling that they are investigating anything, it has only being 2 months and a half. About a month ago when I called the lady in charge of the case, she told me the case had now being forwarded to their enforcement unit and was going to be assigned to an investigator. That process I was told could take up to 6 months. A week later, I received a letter from the investigator who supposedly has been following the case and has already gather enough info on the case -I guess through whatever document the employer provided, along with their statement of position- They are obviously ready to close the case already. I thought they would actually interview people at my workplace. It just sounds to me that they are basing their decision off my employer's response and just believing everything they said. I'm thinking about contacting one of the male coworker and ask if he's willing to give me his statement. I don't think the EEOC will actually investigate this as far as going to my workplace and interviewing people. Do you guys think it's a good idea?
  3. Hello, I filed a sexual harassment claim with the EEOC 3 months ago and they decided to forward it to their enforcement bureau. I have some questions regarding the process. 1- I received a letter today from the investigator, along with my ex-employer's response to the complaint. In the letter the investigator is asking me to provide a written response to employer's. I have already given them everything I had in the beginning of the case (my written statement, email copies, basically everything I had that was in relation with this claim...). Why am I still being asked to provide a written response, -along with any supporting documents I may have- when I've already given them everything? Is this the normal process? 2- I'm thinking about hiring a lawyer because in their response, they say that after receiving the first letter from the EEOC couple of months ago, they went back a did "another investigation" (though I was never contacted during the first one) and interviewed my ex-manager -who denied ever asking me out- and all the female-coworkers I worked with also all denied witnessing anything though, they witnessed everything. 3- While I was reading their response, I thought they might have a couple arguments in their favor. They say I did not follow their policy which was to contact a manager or HR when the incidents occur. I requested a transfer to another branch and I was put in contact with the District Manager who told me to write a statement and that I was going to be contacted by HR. I was never contacted and I had to quit because I couldn't stand the hostile environment. Before quitting, I emailed the DM asking if he could help speed up my transfer request because of the difficult work environment at the time but he never replied back. So, basically they are saying I didn't follow proper procedure because I didn't contact HR directly ( I didn't because I was scared of the repercussions) but I thought the DM was sort of part of HR. The overall impression I got from reading the response is that the ex-manager was able to convince them that he did not do any of the things "I'm accusing him" of doing, so there's no case according to them and that even if there was a case, I never used the company's resources available to the employees to file a complaint; Also, they are making a huge deal about the fact that I was late during my time of employment and provided "documentation" showing it. I have no idea what they provided since I never signed anything and was never given a formal warning. I could link my tardiness issues to the things I was going through at work, but I never sought medical advise so this will probably not hold. I don't deny the last two arguments, and I'm wondering if they could lead the EEOC to cancel the claim? Thanks!
  4. Hi again, Sorry to revive an old thread but I thought I would let you guys know how this is going and I also have a few other questions. Basically, the claim has been forwarded to the EEOC' enforcement bureau and I have some questions regarding their process. 1- I received a letter today from the investigator, along with my ex-employer's response to the complaint. In the letter the investigator is asking me to provide a written response to employer's. I have already given them everything I had in the beginning of the case (my written statement, email copies, basically everything I had that was in relation with this claim...). Why am I still being asked to provide a written response, -along with any supporting documents I may have- when I've already given them everything? Is this the normal process? 2- I'm thinking about hiring a lawyer because in their response, they say that after receiving the first letter from the EEOC couple of months ago, they went back a did "another investigation" (though I was never contacted during the first investigation) and interviewed my ex-manager -who denied ever asking me out- and all the female-coworkers I worked with also all denied witnessing anything though, they witnessed everything. 3- While I was reading their response, I thought they might have a couple arguments in their favor. They say I did not follow their policy which was to contact a manager or HR when the incidents occur. I requested a transfer to another branch and I was put in contact with the District Manager who told me to write a statement and that I was going to be contacted by HR. I was never contacted and I had to quit because I couldn't stand the hostile environment. Before quitting, I emailed the DM asking if he could help speed up my transfer request because of the difficult work environment at the time but he never replied back. So, basically they are saying I didn't follow proper procedure because I didn't contact HR directly ( I didn't because I was scared of the repercussions) but I thought the DM was sort of part of HR. The overall impression I got from reading the response is that the ex-manager was able to convince them that he did not do any of the things "I'm accusing him" of doing, so there's no case according to them and that even if there was a case, I never used the company's resources available to the employees to file a complaint; Also, they are making a huge deal about the fact that I was late during my time of employment and provided "documentation" showing it. I have no idea what they provided since I never signed anything and was never given a formal warning. I could link my tardiness issues to the things I was going through at work, but I never sought medical advise so this will probably not hold. I don't deny the last two arguments, and I'm wondering if they could lead the EEOC to cancel the claim? Thanks!
  5. Really, only in the US this happens. In Europe, everything is by contract and unless there is a legit reason with paperwork to prove it, they can't do that! Well, thanks for the input.
  6. Warning for lateness I mean. Basically my manager told the District manager that I have lateness issues and I'm on conduct warning and couldn't be transfered. He told him he has documents showing that. I'm not sure what kind of documents. He never had me sign any formal documentation or anything-which I told the DM. He told me I don't have to sign anything because of the "documents" they have. So my question is how can they prove it, if I was never given a written warning which would show that did warn me?
  7. Ok, so it looks like I do have a case with the EEOC, they filed a sexual discrimination and constructive discharge claim against my ex employer. I realize though this might be a little complicated to prove coz if my job denies the facts, then I may need to provide some kind of proof that the incident did happen. Since the events were actually witnessed by everyone in the office, I’m actually trying to get at least a couple of people to write something along these lines: Mr. X did tell sex jokes or he harassed me and they saw him jump in my car… I know they probably won’t feel comfortable doing it, but they may have to deal with investigators anyway, if they decide my coworkers needed to be interviewed; because I listed them as witnesses on my complaint. So how do you guys think I should go about contacting them and getting them to write something for the case? Any ideas and/or suggestions? I mean I’m not asking them to lie or anything, but just to write a few sentences on what they witnessed. It’s also about “doing what’s right”.
  8. Well, just spoke with the DM, he told me HR did investigate it and closed the case. They didn't find any wrongdoing. The guy just got coached. That's all. Good for them I guess. I will still take it to the EEOC.
  9. Thanks for the advice! I will definitely look into filling a complain with the EEOC!
  10. Realy? what about the fact that he jumped in my car and texted me, even thoug it was only an interrogation mark? I did feel threatened at that point and the next day I told him in front of everybody not to text me no more. What about the fact that everyone in the office knows what happened, as they were all witnesses? A couple of ppl witnessed the guy asking me out and the guy jumping in my car. This guy didn't hide from anybody while he was doing this. Even though they are all for him, I would like to believe that if there's an investigation, at least 1 person will tell the truth!
  11. Hello, I would really appreciate any advice on this issue I have at work. I currently work for a well-known company -actually I worked for them until today. I resigned today because the District Manager wouldn’t help with my transfer request. Basically my current boss has been asking me out probably ever since I started working, but he always said it jokingly; matter of fact he says everything jokingly so most of the time ppl can’t really tell whether he is serious or not; He has a lot of sex jokes that make me feel very uncomfortable, but everybody else usually laugh at them. I’m the one that’s “too serious” according to all my coworkers but really, I’ve never worked with somebody like this before. However, about a month ago, he definitely went too far with me. He followed me to my car and as I got inside, he jumped in on the passenger side and startled me. I was really in shock, so I finally told him yes we can go out to a restaurant but it had to be right at the moment; he wasn’t ready so he asked me to text him my address later that night. I did agree, so that he could get off my car. To my huge surprise, about an hour and a half after, he texted me with an interrogation mark (?), he was waiting for me to send my address. I realized this guy was REALLY serious. I didn’t sleep that night and that was the turning point for me. The next day I told him not to text me anymore otherwise I will call HR on him. And I said that in front of everybody because they KNOW what is going on. He got mad and told me he was joking with me- (I didn’t buy it of course). I was in an abusive relationship before and feel like I have to defend myself now if I feel threatened like that, so I guess people may feel like I overreacted. This happened over a month ago. Since then we don’t talk to each other at work and the situation is very tense. I just can’t stand him anymore. So last week I asked to transfer to this other location, and I really couldn’t find anything else to say than the truth to this other manager. It really just came out. I told him my manager asked me out. I didn’t go into details but he asked me to talk to HR, I said No way. But I would have never thought that he would take it to the district manager. So the following morning, the DM came to my work location and called me to the office; I was in shocked when he asked if it was true, so I first said no, and then I said yes. He got mad coz I lied in to him in the first place but really I didn’t mean to throw the guy under the bus. I just wanted a transfer; he asked me to write a statement basically explaining what I just related earlier. I have the feeling that whatever I said was being recorded because he kept looking at his laptop the whole time. I did tell him, my manager stopped harassing me when I told him I was gonna call HR. He told me they will contact me to investigate this. In the meantime I can’t keep working at this location as I feel like everybody is against me, it’s just very uncomfortable. I’m not sure what my manger told my co-workers but nobody is talking to me anymore and I explained all that to the DM. I just wanna know if I could take this to court. I didn’t mean to take it this far, but I sent my resignation letter to the regional manager, who then contacted the district manager who told me he can’t transfer me because they told him I have lateness issues. According to them, I’m on conduct warning, which I was never told I was. And another lady at work (supervisor) also confirmed this with the District manager. But this same lady also witnessed when our manager asked me out. I said that to the DM and he then told me it’s a different issue. He told me he contacted HR, but they didn’t tell him to transfer me. I’m, thinking maybe I should have called myself.. I was late because I didn’t feel like coming to work anymore with all that was going on. I lost all respect I had for my manager and we were always fighting anyway. That’s why I couldn’t take it anymore and asked for a transfer. I’m really mad at my manager who dared to say anything to keep me from transferring! I wasn’t even thinking about going to court, but I’m just really mad that the District manager chose to believe them, rather than me!
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