Re: Harrasment/Intimination

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DyAnne

Over reached! The boss can target you if he thinks you are
not doing your job correctly. This is not harassment or
intimidation. EEOC concerns itself with Race or other
discrimination because of your race or hanidicap. ED said
you are slow. Slow is not a race or handicap. HR works for
the company to Keep employees in line. They are not your
advocate. Their fudiciary duty is for the company they
serve. They are the servant of the master (company and
ED). They are not an impartial enity or nuetral 3rd party
here. They are on the payroll of the company for God's
sake! Do you really think they are going to go against the
master that pays them? If you part of a union then they are
contractually required to be your advocate.

NOw DyAnne the theory you need to look at is DEFAMATION of
character! Slander by words to a 3rd party. You need to
prove "special damages" that is some injury to your
professional name, reputation or business loss. I think you
qualify in this area. Now the defence to Defamation is
TRUTH. If you are slow then the ED is well with in his
bounds. Saying the truth or his professional opinion is not
a crime!

It does not matter about right ups. YOU have just now
received some indication of your work preformace now. YOU
now have a constructive write up. DyAnne you are not up to
the ED expectations. Wrong or right it is HIS opinion. Now
if you are doing your job at the same level as other workers
who are not having complaints then maybe you can show his
words are "Malicious" and designed to defame you.

Res Ipsa Loquitur

On 7/21/07, DyAnne Wilson wrote:
> Is is ok that an Executive Director talks to clients
> behind employees back that the employees performance is
> poor. This has caused the clients to go to my supervisor
> and ask what's my problem, an I slow. My supervisor told
> me that the ED is targeting me, but she's not planning
> terminating me. I find this very embarrasing who else has
> this ED told. I've never had a right up, I've exceeded in
> annual reviews. I've documented the date/time that I
> received this information. I'm not trusting the work
> environment at this time. I'll continue to work, keep on
> task, act like nothing has happened, but I'm documenting
> and keeping record of conversation and action made by ED
> toward me and other clients that I serve. Another word to
> discribe my feelings is intimated. Should I report this to
> Human Resources at work? If I do than the ED will probable
> treat and say worse thing? Is there any law/protection if
> he retaliates against me for reporting him to HR? At what
> point can I go to EEOC? Or have I totally over reacted?