Consultant07
New Member
Can someone file charges or bring a law suit against the EEOC Equal Employment Opportunity Commission?
After 6 months, several admitted blunders by EEOC reps, my case is dismissed as unfounded:
But then a year later, it is discovered that the EEOC has historically misinterpreted one of their protected class, and now have had to endure training to be able to identify (Not a New law) but trained on how to recognize an old one -
Gender discrimination – Always included care-givers – Those with caregiver responsibilities or family roles, (i.e.: women with children or loved one they care for)
My CEO promised to train for management, Corporate stood behind her, until a different CEO came back who had already been charged with the same. And informs me personally that He felt because "Like his wife" I had kids, why would I want to move up the corporate ladder" and after making such a comment, and my realization that I was going to be held hostage, since I was bringing in most of the revenue, that I should transfer out of that site... When the new manager discovered this through HR, I was fired, for what they stated was letting customers know about the problems I was having, which they assumed (their own words) had to have been the case since they received numerous letters of accolades about my performance. All this occurred, while out on vacation. First day back, suspended, two days letter via mail, terminated.
Me:
Top performer
Most tenured
Opened up primary account
Trained other new hires
Acted as interim director after resignation of first Director.
Male co-worker:
Hired 1 year later, given best accounts
Special privileges
Highest salary
and he had 0 experience in healthcare.
When case was submitted to EEOC, same male colleague promoted to administration position in another state and site.
So Again I ask?
Can someone file charges or bring a law suit against the EEOC Equal Employment Opportunity Commission?
After 6 months, several admitted blunders by EEOC reps, my case is dismissed as unfounded:
But then a year later, it is discovered that the EEOC has historically misinterpreted one of their protected class, and now have had to endure training to be able to identify (Not a New law) but trained on how to recognize an old one -
Gender discrimination – Always included care-givers – Those with caregiver responsibilities or family roles, (i.e.: women with children or loved one they care for)
My CEO promised to train for management, Corporate stood behind her, until a different CEO came back who had already been charged with the same. And informs me personally that He felt because "Like his wife" I had kids, why would I want to move up the corporate ladder" and after making such a comment, and my realization that I was going to be held hostage, since I was bringing in most of the revenue, that I should transfer out of that site... When the new manager discovered this through HR, I was fired, for what they stated was letting customers know about the problems I was having, which they assumed (their own words) had to have been the case since they received numerous letters of accolades about my performance. All this occurred, while out on vacation. First day back, suspended, two days letter via mail, terminated.
Me:
Top performer
Most tenured
Opened up primary account
Trained other new hires
Acted as interim director after resignation of first Director.
Male co-worker:
Hired 1 year later, given best accounts
Special privileges
Highest salary
and he had 0 experience in healthcare.
When case was submitted to EEOC, same male colleague promoted to administration position in another state and site.
So Again I ask?
Can someone file charges or bring a law suit against the EEOC Equal Employment Opportunity Commission?
