Prior Bad Acts
If you are being subjected to racially-based mistreatment by a supervisor, you should do your best to find out if your supervisor has had similar encounters with other minority employees. If a pattern of negative behavior exists, you may be able to assert that this PATTERN OF PRIOR BAD ACTS has not been adequately addressed by your employer and may be encouraged through silence.
For instance, if your employer has received numerous complaints from a variety of minority employers about racially-based harassment by a particular supervisor, you should definitely make note of this pattern. Find out as much specific information as you can and highlight all of the similarities with your case. Be sure to note what action, if any, was taken by your employer based on a problem pattern of behavior. The fact that your employer may have chosen to ignore racially-based complaints could bolster your case and demonstrate that your employer has a tolerance for racial bullying, discrimination, harassment or retaliation by those in authority.
The same would apply to a coworker, who’s demonstrated a pattern of active racially-based biases. You should document the problems and any other minority employees who’ve been victimized and attacked by this coworker. If you can find out about formal and informal/off the record complaints, this information can help establish that your employer was aware of a problem, but did not take action to remedy the issue.
If you are being subjected to racially-based mistreatment that you suspect is part of your employer’s plan to force you to resign or to set you up for disciplinary action, up to and including termination, you should try to determine if there are similar patterns of prior bad acts against other Black employees. Does your employer have a history of using the powers of the company to run out Black workers, encourage discrimination or to retaliate against complaining employees?
Questions you should consider are:
--is this bigger than you/a systemic problem at your company?
--Have there been past complaints of race discrimination, harassment and/or retaliation?
--Have there been class action lawsuits?
--Have there been complaints filed with agencies such as the EEOC?
Ask around. There is always someone who knows the dirty laundry. Identifying prior and similar bad acts can help prove your complaint of race-based mistreatment by showing historical patterns of problems with a coworker, supervisor, manager or a company, as a whole.
Get to the dirt! Knowledge truly is power!!
For instance, if your employer has received numerous complaints from a variety of minority employers about racially-based harassment by a particular supervisor, you should definitely make note of this pattern. Find out as much specific information as you can and highlight all of the similarities with your case. Be sure to note what action, if any, was taken by your employer based on a problem pattern of behavior. The fact that your employer may have chosen to ignore racially-based complaints could bolster your case and demonstrate that your employer has a tolerance for racial bullying, discrimination, harassment or retaliation by those in authority.
The same would apply to a coworker, who’s demonstrated a pattern of active racially-based biases. You should document the problems and any other minority employees who’ve been victimized and attacked by this coworker. If you can find out about formal and informal/off the record complaints, this information can help establish that your employer was aware of a problem, but did not take action to remedy the issue.
If you are being subjected to racially-based mistreatment that you suspect is part of your employer’s plan to force you to resign or to set you up for disciplinary action, up to and including termination, you should try to determine if there are similar patterns of prior bad acts against other Black employees. Does your employer have a history of using the powers of the company to run out Black workers, encourage discrimination or to retaliate against complaining employees?
Questions you should consider are:
--is this bigger than you/a systemic problem at your company?
--Have there been past complaints of race discrimination, harassment and/or retaliation?
--Have there been class action lawsuits?
--Have there been complaints filed with agencies such as the EEOC?
Ask around. There is always someone who knows the dirty laundry. Identifying prior and similar bad acts can help prove your complaint of race-based mistreatment by showing historical patterns of problems with a coworker, supervisor, manager or a company, as a whole.
Get to the dirt! Knowledge truly is power!!
posted by S. Mary Wills at 8:43 AM
1 Comments:
As always, you are right on the mark. I noticed unprofessional behavior of now a former supervisor (head of the program). In short, I found out that her prior bad acts has followed her. It stopped her from being offered a tenured position at a University (although she still teaches - poor students) and a tough battle to being appointed head of the program (again she keep fighting).
I asked for a transfer from her program and it was granted.
Post a Comment
<< Home