Document All Meetings Related to Your Grievance!
If you are under attack on your job (read: being subjected to racially-based/illegal mistreatment), you should keep track of every meeting you participate in regarding any alleged negative behavior on your part. This includes logging/recording all meetings you attend with the person who is making accusations against you or leading a chorus of coworkers to make false charges against you.
It’s important to remember that once you’ve been identified as a “troublemaker,” by making noise about racially-based mistreatment, your company’s solution may include getting rid of you as opposed to firing the perpetrator who is causing you a hostile work environment and who is potentially breaking the law.
This is an especially likely reality if the person who is harassing you is of a higher status than you are at your company. The company may tend to shield a higher-up as opposed to supporting a “peon” who is being mistreated. They’ll privately call it a “business decision.” But, that is reality. A higher-up has a much more vital role for the company and they will likely not be willing to part with this person, even regarding a racial matter that might explode in their faces.
So, if you have to attend a meeting regarding a racially-based or other sensitive issue, you have to look out for your interests and you have to maintain an accurate record of what is happening to you on the job. When you participate in any meetings regarding mistreatment, record everything. Take copious notes. Ask many questions and get answers. If answers can’t be provided to you, ask for follow-up to get the information from the other participants. If you receive no feedback regarding your questions, note your employer’s refusal to provide you with answers in your log.
Be sure to find out if there are any expectations for after the meeting. Are you expected to do something or speak to some other authority at work to get the situation resolved?
What’s next?
What’s been resolved?
What penalty, if any, did your harasser receive?
You have a right to know and you have a right to ask. Be sure you know the status of most, if not all issues, by the end of each meeting.
It’s important to remember that once you’ve been identified as a “troublemaker,” by making noise about racially-based mistreatment, your company’s solution may include getting rid of you as opposed to firing the perpetrator who is causing you a hostile work environment and who is potentially breaking the law.
This is an especially likely reality if the person who is harassing you is of a higher status than you are at your company. The company may tend to shield a higher-up as opposed to supporting a “peon” who is being mistreated. They’ll privately call it a “business decision.” But, that is reality. A higher-up has a much more vital role for the company and they will likely not be willing to part with this person, even regarding a racial matter that might explode in their faces.
So, if you have to attend a meeting regarding a racially-based or other sensitive issue, you have to look out for your interests and you have to maintain an accurate record of what is happening to you on the job. When you participate in any meetings regarding mistreatment, record everything. Take copious notes. Ask many questions and get answers. If answers can’t be provided to you, ask for follow-up to get the information from the other participants. If you receive no feedback regarding your questions, note your employer’s refusal to provide you with answers in your log.
Be sure to find out if there are any expectations for after the meeting. Are you expected to do something or speak to some other authority at work to get the situation resolved?
What’s next?
What’s been resolved?
What penalty, if any, did your harasser receive?
You have a right to know and you have a right to ask. Be sure you know the status of most, if not all issues, by the end of each meeting.
posted by S. Mary Wills at 9:02 AM
2 Comments:
I need to find a lawyer to discuss my case against a large research compnay. Do you have any advice on where to start? It may end up being a class action suite.
I passed your information along to a friend. You offer terrific advice.
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