#retaliation

https://www.superlawyers.com/resources/wrongful-termination/forced-to-quit-how-to-know-if-you-have-a-constructive-discharge-case/

Proving an employer forced you out (constructive discharge) rather than a genuine layoff involves showing their actions made your job intolerable, using documentation (emails, texts, inconsistent reasons, sudden negative reviews, shifting policies) to prove an illegal motive like discrimination or retaliation, gathering witness testimony, and showing patterns of unfair treatment (like retaining younger/less qualified employees). Key evidence includes contradictory statements from the employer, a sudden shift in performance feedback, or being pushed out after reporting issues, making your resignation legally equivalent to being fired, notes this video shows how to prove age discrimination by showing a younger employee was hired as a replacement.
Key Evidence to Gather
Documentation of Intolerable Conditions: Emails, texts, notes about harassment, unfair treatment, or creating impossible work situations.
Performance Reviews & Policies: Positive reviews before sudden negative ones, or inconsistent application of company policies.
Shifting Justifications: Employer changing reasons for termination (e.g., from restructuring to poor performance).
Witness Statements: Coworkers who observed unfair treatment or discriminatory comments.
Statistical Patterns: If a specific demographic (age, gender, race) was disproportionately targeted in layoffs.
Timing: Termination shortly after a complaint (harassment, disability, pregnancy).
Comparator Evidence: Less-qualified employees outside your protected group were retained.
Steps to Take
Document Everything: Create a detailed, chronological timeline of events, interactions, and incidents.
Report Internally (If Safe): Inform HR or management about the conditions to give the employer a chance to fix them (and to create a record).
Consult an Attorney: Before resigning, speak with an employment lawyer to see if you have a constructive discharge case, as this is a complex legal standard.
File a Claim: An attorney can help you file with the EEOC or state labor boards if you qualify.

Ex-Schwabbie here. If you are dissatisfied with work conditions, pay, treatment from leadership I would highly encourage you to check out the NLRA. It gives private sector non-supervisory employees the right to discuss such issues on social media, teams, a huddle, or even a screen saver. These are rights guaranteed regardless if you are part of a union or not. Check out the definitions of concerted activity. You have the right to bring up these questions and concerns to your leaders. If they retaliate then you have yourself a very strong legal case. Retaliation includes your work (phone calls) being more scrutinized than that of your peers. There is a reason Schwab doesn't train you on the NLRA.

Has anyone seen or been in a similar situation before? What have you done?

The situation: I got “meets” rating for mid-year review and was told: “you’re at the border of exceeds. Keep doing what you doing”. Started parental leave late August, came back to work mid December. To my shock and disbelief received “needs improvement” for year-end with some made up excuses to justify it. No prior warnings or coaching about what I could be possibly doing wrong that would lead to this rating. And the fact that I was absent four month out of 6. Is it all so I don’t get the bonus?

Their reason is performance. But I know, and I have evidence, it was in retaliation for reporting harassment.

Toxic work culture. Some of the people in middle management who have been at qualcomm for long feel like they own the company.

I already consulted a lawyer and he said we have a case.

He-l no! I don’t know where the first post went that was sent on the email but we will not do that until the ethical topics described on that post caused by executives are reported and there are consequences. We damn sure won’t tell that colonel sanders fraud or any of his team or him resources where he operates!

when MD retaliates? There is clear documentation of that available, there are credible witnesses willing to speak up. Someone once advised to go to Ethics and not HR as HR will just bury the matter. Ethics may also try to do that, but Ethics reports up the Legal chain not HR. Will Ethics act in case they think there's enough evidence to stand in court if the person decides to sue?
Has there been a single case where an MD has been taken to task properly by Ethics - say being written up or anything else? How does Ethics investigate and/or close a case - they produce a report?

All of Optum at home needs to be rethought. Leadership in the Midwest is a disgrace, micromanagement is off the charts, leadership is vindictive and retaliatory. They do NOT want to promote you or move you anywhere after hundreds of applications and years into the company. If you say one thing that isn’t liked within Optum you will pay for it until you’re driven to quit from the pressure. This entire company is a disgrace. I PRAY every day I get laid off. Any news for 2026??

I posted here about how a TC vape pen was planted on company grounds. I reported discriminatory harassment, which ended up with what I'm certain was retaliation. I criticized this heavily, and believe some former/current C-suite have escalated things. It has been posted on this forum about a 2013 spying scandal. You will find that certain technologies were still being used according to their 2020 financial reports listing Fiserv as a client. These are difficult people that will do whatever they want to make your life hll in NJ.

It’s painful to watch how SAP continues to generate massive profits from the North American region, yet when layoffs happen, NA employees are the first ones targeted. The organization expects returns from NA but doesn’t reinvest in the region by protecting jobs or creating opportunities. Instead, the only real job security seems to exist in Europe and lower-cost countries, purely because of cost advantages.

This double standard feels like hypocrisy. Many high-performing employees across the US and Canada have been intentionally targeted. Several German managers have knowingly set NA employees up for failure, only to replace them later with far less experienced individuals in Europe people who often lack the maturity or capability to handle the complexity of the roles they’ve inherited.
What’s even more disheartening is the lack of empathy displayed by certain HR manager (who shouldn't be managers) in Europe. Many of leader's got downgraded their role to 2-3 times lower but still talk as if they own SAP. Don't have little to no shame to resign and leave the company. They deliver polished speeches during town halls about ‘family’ and ‘support,’ but the moment real, difficult questions are asked, they become defensive, vindictive, and punitive. Employees who speak up are often singled out and slowly pushed out through a toxic environment.

There is a clear pattern of favoritism, retaliation, and deeply unethical behavior happening across the HR space. These actions are not only damaging careers they are eroding trust, culture, and the very integrity the company claims to stand for.

I was laid off Monday — in a 30-second phone call.

What doesn’t make sense is watching people with multiple ethics violations in a year keep their jobs. I guess being close with HR has its perks.

It’s frustrating when the people meant to protect confidentiality don’t, and when accountability seems optional. Those of us who try to do the right thing end up paying the price.

It’s disappointing, but my integrity is something no one can take from me. I’ll be okay — and I’ll always choose honesty over politics.

https://www.reddit.com/r/AskMarketing/comments/1nydv68/publicis_exposed/

Recently on Reddit (/r/AskMarketing), a former Publicis employee shared a LinkedIn post describing alleged discrimination, retaliation, and poor management at the company. The whistleblower claims these issues worsened after disclosing her autism, and named clients like Stellantis and Campbell’s as being involved.

Other marketing professionals chimed in, saying similar problems are common in big agencies and rarely confronted openly. Many applauded the whistleblower’s bravery, while some expressed concern about the risks she faces for speaking up.

A number of ex-employees shared negative experiences about Publicis’s workplace culture and management, with some hoping she’ll take legal action. Most responses were supportive, but there’s a shared skepticism whether anything will change, as people think the agency system shields bad practices unless big clients act.

Has anyone else experienced, seen, or heard of issues like these at Publicis or other large agencies? Do you think public posts like this make a difference—or will things just stay the same?

Things have been going downhill fast since Aimee left — and it’s obvious. The new leadership team, all the way up to the VP level, has completely changed the culture. People are getting singled out, spoken to disrespectfully, and treated like they don’t matter. Morale is the lowest it’s ever been, and good employees are leaving left and right.

You can feel the fear. Nobody wants to speak up because retaliation is real. Those who do are being pushed out or ignored. It’s all about favoritism now — certain people can do no wrong, while others get blamed for everything.

Performance has dropped, the environment is toxic, and the Pulse and TruScore results are going to tell the story. Anyone paying attention can see the writing on the wall — this org is falling apart under the current leadership.

Hopefully this is for the best as I have seen first hand that they are laying off people with years of service to keep their family members hired. Human resources really needs to be investigated for hiding the truth with NDA's and not letting people speak.
#NYPCORRUPT #NEPOTISM #DEI #RETALIATION #FAVORITISM #HARRASSMENT

https://www.beckershospitalreview.com/hospital-executive-moves/newyork-presbyterian-ceo-to-step-down-after-14-year-tenure/

if you did get it, is it one of those "are you happy with your job" type of thing? I never respond to these since I get paranoid of being retaliated

I hate the sound of it. In theory it is unlimited PTO. In reality you could be passive aggressive marginalized for taking PTO. I’d rather have my fixed number of days I can take with impunity.

Has anyone else noticed a trend that if a craft files a time claim and win, that one of the members of that craft gets fired?

Anyone excited about the"coffee with J" session next week. Considering the continued beat downs, I'm sure he's excited about it. He'll get all the awkward silence he loves so much as no one will speak up for fear of retaliation.

God forbid anyone tells the truth about the threats and abuse from management.

In the past week or so, everybody got a request to complete a management survey. Is this mandatory to fill out? It would be ideal to fill it out honestly, but I'm worried about possible retaliation, especially given situations witnessed in the past. Does anybody know any details about how this works? Does it count against either the employee or manager if one doesn't respond? Thanks.

U.S. employees should brace for next week’s layoffs. I advise you to get any files you want to keep off of your computer by printing or emailing. Watch for discrimination among the jobs being eliminated by October 1st. Do not sign any documents at the time of layoff until you see an attorney/labor lawyer. I know many of you that will be laid off likely have grounds for a lawsuit based on ageism, gender (females young and old) retaliation, etc. Hold Cenovus accountable for their massive double standards for male vs female employee, and treatment of such during a company downsizing.

It says the data is aggregated and anonymous but doing some reading about it makes me skeptical that it's actually anonymous and that I won't be punished for having some negative things to say about the direction we are going and how much I trust management.

Not trying to lose my job, but would also love to tell them how bad it’s gotten here.

I've been in therapy for months because this place finally broke me. I spent years being a model employee and now it’s all threats and retaliation from clueless new bosses. I’m stuck in a tiny market with a chronic illness and no real insurance options, so layoffs petrify me and quitting wasn't even on the table. I used to give everything I had, but that person’s gone.

I was displaced, filed an ER grievance, and was then ultimately terminated after my Notice Period ended in a clear case of retaliation. While I'm pursuing legal action, trying to ascertain if the bank can now cut off my severance, benefits, damage my employment record etc. I'll know soon enough and will address accordingly, just curious if anyone has a definitive answer.

Welp I made the mistake of buying into the safe and respectful workplace training and reported an issue from the training to HR.

Fast forward - I’m on corrective action, how long until I’m out the door?

Verizon Slammed For Retaliating Against Customer Who Filed Complaint, Allegedly Blacklisting Them And Re-Aging Debt To Hurt Credit, Raising Serious Concerns Over Fairness And Accountability

https://wccftech.com/verizon-slammed-for-retaliating-against-customer-who-filed-complaint-allegedly-blacklisting-them-and-re-aging-debt-to-hurt-credit-raising-serious-concerns-over-fairness-and-accountability/

I work at U.S. Bank for 33 years and was forced to retire. Credit card fraud area is a sham they have new management and the new management has taken the department into the ground. They have lost good employees that have either left the bank or retired. All they worry about now is production. They don’t worry about the quality of work since they opened an office in India in Poland. After 33 years of dedicated service to this bank, all I got was a small face of flowers not even a retirement card congratulations or anything. It’s very sad when you’re a dedicated employee and you leave and this is how you’re treated.

Will they be using their tracking of which Cigna people gave low scores to determine layoff candidates? I assumed so that is why I lied on mine. Who else lied on their survey?

Is anyone else feeling like a certain new leadership hire in our marketing org is steering without a clear destination? There’s been a noticeable lack of transparency, empathy, and strategic vision. Morale all time low and the only remaining talent left is disconnected from the top-level decisions that affect our futures. No one will submit a complaint with the fear of retaliation and organization RIF being held over our heads. Anyone with me?

Keep all your documents. Document everything. Keep a copy at home. Get ready for the force out. And get an attorney if you are forced out. If you are written up you will have to sign that you received/acknowledge it but do a follow up email with why you disagree with the write up. DOCUMENT EVERYTHING IN WRITING. DO NOT VOLUNTARY RESIGN make them fire you as thats better for your law suit and unemployment benefit.