Title: HR Ignored My Harassment Complaint for Months, Then Opened an Investigation Against Me After My EEOC Filing

I work for a mid-sized company and reported ongoing derogatory comments and hostile behavior from a senior executive over the course of about 10 months. HR repeatedly minimized the issue and never opened a formal investigation despite multiple complaints.

Eventually I filed an EEOC complaint. Almost immediately after that, HR finally acknowledged the situation but at the same time informed me that was now under investigation based on alleged comments I supposedly made about coworkers.

Some things that concern me:
The executive I complained about was allowed to confront me directly after my complaint with HR in the room.
HR declined to investigate my concerns and stated going to my Manager was not proper procedure.
They claimed my manager never forwarded complaints, I called my manager into the meeting, and their story changed.
CFO remained involved in workplace decisions affecting me.
HR included him in communications related to the situation.
I was not given clear details about the allegations against me, including dates, witnesses, or specific statements.
Shortly after filing externally, workplace treatment toward me noticeably changed.

I feel like requests for neutrality and confidentiality are suddenly only being applied to me.

There were also rumors and gossip spreading through the workplace that added to the hostile environment and made things worse socially and professionally.

I’ve started documenting everything, saving emails/texts, and requesting written clarification from HR.

Has anyone experienced something similar after filing an EEOC complaint?

Btw, I recorded the meeting with HR and the CFO and of course haven’t told them yet. The CFo took full blame and responsibility but just wanted it to “go away”. Being called “fag”, “queer”, and “gay”, twice in front of the HR Manager that didn’t act. Total of 6 incidents, two in front of HR and others in front of other managers. I told CFO to stop on two previous occasions, the behavior continued. Reported to my supervisor and HR also didn’t act.

I am a primary care physician working in a practice where my pay is based on productivity. I recently provided my employer with advance notice of my resignation as I have purchased a new practice. I was only required to give 60 days notice, but gave double that because I thought it would be helpful for the employer to be able to make arrangements for my departure (hiring new doctor, etc). However, today I was notified that I have been placed on “paid administrative leave” for the next 60 days. According to the notice, all restrictive covenants would be in place during this period. My understanding is that the upside to garden leave is that you get paid, but with my compensation structure, if I don’t work, I don’t get paid (with the exception of reimbursements for services previously rendered).

Can they do this? I can’t find anything about how this applies to non-salaried employees. There’s nothing in my employment contract that covers this— just restrictive covenants. For 60 days, they’re preventing me from working, while not paying me anything other than what I’m already owed. Trying to decide if I should just go ahead and quit, which in that case, I would not receive any reimbursements for past services effective immediately. Any insight appreciated!

Georgia, USA

Hi all, not sure if this is the proper place, but wanted to get some feedback. I had my Arkansas RN license reinstated in last October, after voluntarily surrendering in 2021. Finding an employer willing to give me a chance has been terrible, but it finally happened, I thought. I went through interviews, met the team, got an offer. I disclosed my current situation and the remaining time on my probationary period. This process started in mid April, I had a start date of May 18th. On April 29th, the person hiring me called and we discussed my expired license, which just needed to be activated. That’s the date I know they actually started looking into my history and the status of my license, even though they should have way before that. By April 29th, an offer had already been signed and a start date set. Fast forward, my license is activated and everything is all good. I double and triple checked with my contact and the person from HR that I had been working with. The person hiring me was giving me all this “everybody deserves a second chance” blah blah we want to help you get re-established in nursing blah blah this is the perfect role blah. It was case management and it was the perfect role. On May 13th, she sends me a text saying she had a scheduled a meeting with my case manager at the nursing board, to make sure we covered all of the terms of my probation and got everything submitted that was needed. Later that day, she calls me and tells me they can’t move forward with the offer, because the compliance team shut it down. They had told me and encouraged me to quit my job at the end of April. I completed the background check, drug test, everything they needed and was just waiting for my start date. My last day of work at my old job, was May 1st, because my original start date was May 4th, but the nursing board is horrific and it took them 3 weeks to renew my license. Do I have a case for anything legal or civil or whatever? This can’t be right. They got me to quit my job, told me everything was all checked out, and that they would be involved in every aspect of my probation. How can they just toss me out like trash? Is there anything here for me to look into with the labor board or any organization that could help? Any help or advice is appreciated. Thank you.

Hi everyone,

I've compiled all my complaints about my employer below (Yes, I used Chat GPT to help because my mind is all over the place). I know it's easy to say just quit. However, I can't find a job to pay me the same and frankly I don't think it's fair that I would have to just because the owner sucks. He should do better!

What would you do? I've invested so much waiting for a promised promotion, but it's been 5 years. I really want the promotion on my resume.

1. Lack of Functional HR Department

• The owner’s spouse is paid to act as HR (OVERLY INFLATED SALARY) but does not perform HR duties.
• She is rarely present in the workplace and is typically only seen once a year at the office Christmas party.
• She passes HR responsibilities to another employee instead of handling them herself.
• She does not respond to employee concerns or provide required updates on healthcare, 401(k), or other benefits.
• HR has failed to address multiple serious complaints.

2. Unaddressed Misconduct by Coworkers

• Reports of sexual harassment were ignored.
• Reports of employees arriving to work intoxicated or high were ignored.
• A hostile employee who became aggressive and threatened physical violence was reported, but no action was taken.
• One problematic employee remained employed for years despite repeated complaints, creating a hostile environment.

3. Retaliation, Unequal Workload, and Damage to Professional Reputation

• After raising concerns about fair working conditions, the employee has experienced retaliation in the form of:
  • An extremely disproportionate workload.
  • Pressure to complete work at home without compensation.
  • Being held to standards not applied to other employees.
• Burnout concerns have been dismissed.
• When the owner is upset, he ignores the employee entirely, disrupting communication and contributing to a retaliatory environment.
• The owner routinely fails to respond to customers in a timely manner and then redirects them to the employee only after they have become frustrated or upset, further increasing workload and stress.
• Due to chronic understaffing, the employee has been required to come into work while very sick, while the owner stays home to avoid getting sick himself.
• The owner does not know how to perform basic operational tasks, making him unable to cover for sick or absent employees, which forces the employee to work even when ill.
• The owner frequently drops work on employees at the last minute and demands it be completed immediately because he has failed to manage or complete tasks on time.
• The owner has told major corporate clients that the employee’s work is “confusing,” despite telling the employee directly that the work is excellent, apparently to appease the customer. This misrepresentation harms the employee’s professional reputation and could damage future job opportunities with a major client.

4. Unsafe, Unprofessional, and Sexually Inappropriate Conduct

• The owner frequently leaves for extended vacations, leaving the employee solely responsible for operations.
• The owner publicly posts political content on the company’s business social media accounts.
• The owner expresses political views in the office and directs them at employees, creating discomfort and tension.
• The owner has shown employees sexually inappropriate images involving his wife and friends.
• The owner has made sexually inappropriate comments, including statements about girlfriends leaving his home before his wife wakes up.
• These behaviors contribute to a hostile, unprofessional, and uncomfortable work environment.

5. Unsafe Working Conditions in the Warehouse

• Ladders are not tall enough to safely reach inventory.
• Employees who are physically able are required to lift and carry over 50 pounds of steel while standing on top of ladder rails, creating a serious fall and injury risk.
• These unsafe practices appear to be routine and unaddressed by management.

6. Potential Financial and Regulatory Misconduct

• The owners allegedly write off personal expenses as business expenses.
• Employees are required to perform multiple job roles so the owners can maintain a high personal salary while contributing minimally to operations.
• The owner is paying his daughter a salary for a warehouse position despite her living across the country and performing no work for the company.
• The owner appears to have largely stopped contributing to the business’s operations and shows little interest in its success, while maintaining a lavish personal lifestyle funded by the company.
• Employees are required to take on multiple job titles and responsibilities to reduce employment costs, allowing the owners to continue drawing high compensation without equivalent work.
• The owner attempts to avoid tariff costs by shipping parts to alternative locations for manufacturing instead of following the company’s standard procedure of having them produced in China, raising potential compliance concerns.
• The warehouse manager is required to perform maintenance on a steam tunnel—work requiring specialized skills—without additional pay, even though previous managers were not expected to perform this type of technical labor.

Impact on Employee

• The employee has continued working hard for years, hoping the company would improve conditions and treat staff fairly, but no meaningful changes have occurred.
• The ongoing stress, anxiety, and constant pressure have taken a significant toll on the employee’s mental and physical health.
• The employee was promised advancement within five years, but eight years have passed with no promotion or progress, despite increased responsibilities and workload.
• The cumulative effect of these conditions has left the employee exhausted, anxious, and uncertain about their future, despite wanting only fair treatment and a safe, functional workplace

Hi. I have suspected, but finally had a cyber forensic analyst do what he does and I now have proof of the date, time etc that my phone was originally accessed and ALL of the photos, emails, settings changes, wifi changes, account changes, etc that have been done. I am FLOORED. AND MORTIFIED. I WANT TO RUSH IN TO THE BUSINESS AND GO OFF, I WANT TO CALL POLICE, I WANT TO SCREAM, I want to go online and put a review of the business. But I DONT HONESTLY KNOW WHAT TO DO

I'm in New York state. My job asks us to come in up to 7 minutes early and clock out up to 7 minutes late. Turns out both those 7 minutes are not included in our time card and are automatically rounded (to the nearest 15 min interval) so that we are not paid for either of those times. (e.g., clock in at 7:55am, clock out at 4:07pm. they would round it to 8 and 4, meaning 12 minutes of your labor goes unpaid). No matter who shows up early or late, someone is losing wages due to this rounding policy. I did the math and for 2025 I lost about 22 hours of paid labor due to rounded wages. I was unaware of this rounding rule until today. Additionally, one day I clocked out at 8:09am and I caught my boss changing my time clock to 8:07am (which would then be rounded to 8am meaning I wouldn't get paid for that time). I called him out and he changed it back. but point being that this time card rounding policy is constantly taking wages away from workers. Is this legal? How are they getting away with this?

EDIT: I forgot to mention that we are penalized if we clock in 8 minutes early or clock out 8 minutes late since our company doesn't want to pay us overtime (and they've told us this many times). They will give you an occurrence each time you clock in 8 minutes early/clock out 8 minutes late. If you get enough occurrences they will fire you.

A Greedy Corporation. A Labor Union. A mob of stressed out Employees. A dysfunctional Family. A Taco Truck. And an Alligator who thinks she’s an Iguana. What could go wrong?

http://library.biblioboard.com/content/7fa9dc6a-2c46-478a-8d11-6e1e04048b69

Location: Tampa, Florida

At Will State and Termination

Hypothetically, imagine you are at work when you suddenly become extremely ill with a severe gastrointestinal episode. It comes on so quickly that reaching the restroom in time is nearly impossible. You rush there as fast as you can, and because you’re wearing a short summer dress, some of the illness ends up on your leg before you can make it inside. You clean yourself up as thoroughly as possible under the circumstances.

Shaken and embarrassed, you ask a coworker to notify your supervisor that you have a medical emergency and will return as soon as you can. After regaining some composure, you come back to work.

Shortly afterward, the CEO approaches you with a text message from the building owner. In it, you see your name alongside a statement claiming you “defecated in the hallway.” You are stunned and mortified. You explain that you did have a medical emergency but were completely unaware that anything had occurred outside the restroom.

The CEO returns to her office. Wanting to be responsible and transparent, you send her a private message apologizing and clarifying again that you had no knowledge of anything happening in the hallway. You even offer to apologize directly to the building owner. She replies that they were concerned about your health and that the matter does not need further discussion.

The next morning, you arrive at work as usual. Before you can reach your desk, the CEO meets you and brings you to the conference room. There, without warning, you are terminated on the spot. The only explanation given is that “the managers do not think this is going to work out.”

You are shocked. You had never been reprimanded, coached, or told that your performance was lacking. In fact, your supervisor had consistently praised your work and had just assigned you two new cases to manage — clear evidence that your performance was strong and valued.

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