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Approximately 5 years ago, I received a check from a long time friend of mine. As I didn't want gossip or innuendos to surface, I went to my manager and showed him the check. He told me he had to run it through upper management and would get back to me. After which time, the assistant manager started following me around yelling about it and creating havoc. It actually came to a point where, they even brought it to my home, so contacted the harassment division of my company and my manager was transferred out, and I had another manager. When it was brought to my home, a lot of confidential and personal information was screamed out. To the point, my neighbor next door, is still mentioning bits and pieces of it to this day.
My life went on, and a few years ago, the CEO of my company came by for a visit. I mentioned that there were a few policy violations that needed to be fixed and policy enforced. During the conversation, I was cut short, and couldn't finish the rest, but shortly thereafter my manager was transferred out, and a new manager assigned.
Under the new manager, after a time, I filed for a promotion. At the time of the promotion, I was offered $5k less than what I was currently making, and told my manager that if I was going to make less that I didn't want the position. She informed me that she had already given my position to another party, so I had to take it, but she would speak to HR about the wage. After speaking to HR, I ended up receiving a $5k raise. What started after this, was my manager giving gifts like watches, bracelets, etc. to another employee or allowing her to go on 2 hour paid lunches, with clients, where the client paid. Then, my manager told me that I could no longer have a 1/2 hour lunch period when every other employee was allowed to. She even tried telling me that I did not make my 40 hours, when I am one of the first and last person to leave the branch daily. And when she hired my supervisor, she told me if anything was wrong to speak to her.
The first incident was with her telling me that she was familiar with the "new" system TCR (machine), but not the old one. That the interface for the system was different. Then created an excuse to delay my lunch, as she wished to have me sit in on an interview with an employee who wished to transfer to our location. Both actions were lies, generated by my supervisor, so tried speaking to my manager about the incidents. She disregarded me, and during one such confrontation told me that she didn't know which of us to believe. Even after, the supervisor she assigned me was unable to correct an error, even with the assistance of a former assistant manager and new hire, to which I gave instructions to on how to fix the problem.
Than my manager decided we needed more employees and hired three new individuals. These three new individuals, were than rotated, which created further policy violations - violations that have led to terminations of other employees previously, even when told to do so by a manager.
Further harassment occurred, which included sexual, mental, and physical. (This was blatant and would have been seen on any of the security video cameras located within our location. And since I had already by this time notified HR about harassment, should have been monitored. Also, someone had been going through my purse/bag, so, one of the cameras should have captured this, this time around. As previously, my digital waterproof camera had suddenly disappeared from my bag, and the only two places the bag is ever out of my sight, is at home or at work.) HR decided to come back to me with an ultimatum - one, harassment was part of my job, so deal with it, and two, to take the initial offering of pay that they had tried forcing me to take when I was promoted along with a demotion or be fired. So basically take a $10k deduction in pay or be terminated.
When I was terminated, I filed a claim with the HCRC requesting that the security video footage be obtained - if possible the last 5 months of employment. Originally, I was told that the video footage would not be requested until the completion of the second investigation, with an ETA of 2 years. Which, if they waited, the footage would have been no longer available, so contacted the supervisor and requested that the footage be at least obtained earlier even if not viewed. I was told they would. But later, found out from another investigator that it would not be obtained until the completion of the second investigation - ETA 2 years. Now on that footage, there is a male thrusting his groin at my face, a woman chasing after me into the vault to spread her legs and scratch vigorously, along with that woman just walking up to me, and shoving me, before walking away to talk to someone else, along with numerous other occurrences. The same woman who receives gifts from the manager.
The HCRC decided to drop my case, and issue me a right to sue. Which that time frame is quickly running out.
I believe I have a very valid case against my former employer. And am looking for feedback.
My life went on, and a few years ago, the CEO of my company came by for a visit. I mentioned that there were a few policy violations that needed to be fixed and policy enforced. During the conversation, I was cut short, and couldn't finish the rest, but shortly thereafter my manager was transferred out, and a new manager assigned.
Under the new manager, after a time, I filed for a promotion. At the time of the promotion, I was offered $5k less than what I was currently making, and told my manager that if I was going to make less that I didn't want the position. She informed me that she had already given my position to another party, so I had to take it, but she would speak to HR about the wage. After speaking to HR, I ended up receiving a $5k raise. What started after this, was my manager giving gifts like watches, bracelets, etc. to another employee or allowing her to go on 2 hour paid lunches, with clients, where the client paid. Then, my manager told me that I could no longer have a 1/2 hour lunch period when every other employee was allowed to. She even tried telling me that I did not make my 40 hours, when I am one of the first and last person to leave the branch daily. And when she hired my supervisor, she told me if anything was wrong to speak to her.
The first incident was with her telling me that she was familiar with the "new" system TCR (machine), but not the old one. That the interface for the system was different. Then created an excuse to delay my lunch, as she wished to have me sit in on an interview with an employee who wished to transfer to our location. Both actions were lies, generated by my supervisor, so tried speaking to my manager about the incidents. She disregarded me, and during one such confrontation told me that she didn't know which of us to believe. Even after, the supervisor she assigned me was unable to correct an error, even with the assistance of a former assistant manager and new hire, to which I gave instructions to on how to fix the problem.
Than my manager decided we needed more employees and hired three new individuals. These three new individuals, were than rotated, which created further policy violations - violations that have led to terminations of other employees previously, even when told to do so by a manager.
Further harassment occurred, which included sexual, mental, and physical. (This was blatant and would have been seen on any of the security video cameras located within our location. And since I had already by this time notified HR about harassment, should have been monitored. Also, someone had been going through my purse/bag, so, one of the cameras should have captured this, this time around. As previously, my digital waterproof camera had suddenly disappeared from my bag, and the only two places the bag is ever out of my sight, is at home or at work.) HR decided to come back to me with an ultimatum - one, harassment was part of my job, so deal with it, and two, to take the initial offering of pay that they had tried forcing me to take when I was promoted along with a demotion or be fired. So basically take a $10k deduction in pay or be terminated.
When I was terminated, I filed a claim with the HCRC requesting that the security video footage be obtained - if possible the last 5 months of employment. Originally, I was told that the video footage would not be requested until the completion of the second investigation, with an ETA of 2 years. Which, if they waited, the footage would have been no longer available, so contacted the supervisor and requested that the footage be at least obtained earlier even if not viewed. I was told they would. But later, found out from another investigator that it would not be obtained until the completion of the second investigation - ETA 2 years. Now on that footage, there is a male thrusting his groin at my face, a woman chasing after me into the vault to spread her legs and scratch vigorously, along with that woman just walking up to me, and shoving me, before walking away to talk to someone else, along with numerous other occurrences. The same woman who receives gifts from the manager.
The HCRC decided to drop my case, and issue me a right to sue. Which that time frame is quickly running out.
I believe I have a very valid case against my former employer. And am looking for feedback.
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