Re: FWD: Harassments, SMEs, and Poetic Justice

[Smokey Lynne L Bare <slbare -at- JUNO -dot- COM>]

...and to add a few bits of info to this...

DO NOT EXPECT THE EEO REP to assist you.  That rep is hired by the
company in order to make the company compliant (mostly on paper and
processes) with Fed regs.  They are not an employee user-advocate.

As hard as it is...with your primary job being documenting and writing
all day, take the Duggie Howser approach and create a few lines for each
day; you can later add on to it.  Save to disk (make sure backup is to
disk drive.  Do not save on system or C:\. You would be surprised to see
what security can do.  I use to do doc work for data security)

Then if you are fed/state/city/county/municipality, get an attorney who
works at that  spaciality (usually an ACLU rep), not a corporate
specialist.  If you work in a regular line of business (non-gov. type),
then use a corporate specialist.

Bottom line, hostile environment is tough to prove as those who witness
are usually afraid of losing their jobs.  Save voice mails if demeaning,
call in to pull from work, put on speaker phone and record on a recorder
of some type.  This was the only way an associate I know won a case.  No
one heard it outside of the company, and once taped, carried a lot of
weight.

And be ready to do the document work for the attorney.  Your case is only
as good as what you provide.

SLB


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