phxdouglas
New Member
OK, here is the situation. I think it is sexual harassment, but it seems broader than that.
In a nutshell:
Nurse works for Doctor for two years. Doctor is owner of business and ultimate authority. Doctor says Nurse is an independent contractor, although she: has a regular schedule written up by someone else, has paid vacation and sick leave, has a specific uniform (Scrubs).
Office manager is Doctor's Son. Son handles scheduling, and hires office staff. Son meets Nurse's Daughter. Son likes Daughter. Daughter just out of bad relationship and has no job. Son hire Daughter. Son flirts with Daughter. Son also has current Girlfriend. Son also gets Girlfriend job. Daughter and Son stop dating. Son begins telling Daughter her work is terrible. Office staff stops speaking to Daughter. Girlfriend often mean to Daughter, and is not corrected by Son.
Daughter quits. Daughter writes letter to Doctor explaining how she was treated, and that she quit as a direct result of treatment from Son. Daughter is not contacted by either Doctor or Son regarding her complaint. As Nurse still works for Doctor, Daughter does not pursue.
Son brings up subject often to Nurse. Nurse tells him his actions were unprofessional and he shouldn't be dating his staff. Son occasionally agrees. Nurse also mentions to Doctor that Son shouldn't be dating staff, as it could lead to sexual harassment suit.
About a year passes. Son still keeps bringing up subject, now saying Nurse is holding a grudge against Girlfriend. Nurse says she isn't paying any attention to Girlfriend, but that Girlfriend often does not keep patient files in correct order and it makes her job more difficult.
Son fires Nurse. Doctor seems surprised, but says is Son's call as Office Manager. Nurse is given no specific reason for firing, other than being mean to Girlfriend and "undermining authority" of Son. Nurse is given one day's severance pay.
Do we have any options here?
In a nutshell:
Nurse works for Doctor for two years. Doctor is owner of business and ultimate authority. Doctor says Nurse is an independent contractor, although she: has a regular schedule written up by someone else, has paid vacation and sick leave, has a specific uniform (Scrubs).
Office manager is Doctor's Son. Son handles scheduling, and hires office staff. Son meets Nurse's Daughter. Son likes Daughter. Daughter just out of bad relationship and has no job. Son hire Daughter. Son flirts with Daughter. Son also has current Girlfriend. Son also gets Girlfriend job. Daughter and Son stop dating. Son begins telling Daughter her work is terrible. Office staff stops speaking to Daughter. Girlfriend often mean to Daughter, and is not corrected by Son.
Daughter quits. Daughter writes letter to Doctor explaining how she was treated, and that she quit as a direct result of treatment from Son. Daughter is not contacted by either Doctor or Son regarding her complaint. As Nurse still works for Doctor, Daughter does not pursue.
Son brings up subject often to Nurse. Nurse tells him his actions were unprofessional and he shouldn't be dating his staff. Son occasionally agrees. Nurse also mentions to Doctor that Son shouldn't be dating staff, as it could lead to sexual harassment suit.
About a year passes. Son still keeps bringing up subject, now saying Nurse is holding a grudge against Girlfriend. Nurse says she isn't paying any attention to Girlfriend, but that Girlfriend often does not keep patient files in correct order and it makes her job more difficult.
Son fires Nurse. Doctor seems surprised, but says is Son's call as Office Manager. Nurse is given no specific reason for firing, other than being mean to Girlfriend and "undermining authority" of Son. Nurse is given one day's severance pay.
Do we have any options here?
