Has anybody ever reported their PL to ethics or HR? They are giving easier assignments to their friends and I am not meeting metrics. Now have a weekly meeting with them and am sure they are looking to try to fire me to not have to pay severance. Trying to see if anybody has had any experience with escalation.
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@OP reported mine 3 times for retaliation after I reported a compliance issue on another team member, took the 3rd time with over a year’s worth of documentation for them to even accept it. Sad to say they did nothing to her! HR and EHR is only there to protect the company.
According to Centenes policy if you aren’t meeting metrics you should have a PIP in place, and you should have gotten a document that said that. If you’re having weekly meetings, after the meeting your PL should also send you a copy of that via email. I wouldn’t go to HR, I’d keep my own documentation, at your next meeting I’d maybe question your PL about things if you feel comfortable?
Is there a manager above your PL you can go to?
My suggestion is start looking for another job. I was forced out in a similar fashion. A PIP or weekly meetings is just their documentation.
You are definitely being bullied! This is wrong
Yes, contact HR and tell them the HR person what's happening and you would like an employee rep to be involved
I would not go to HR. They are there to protect the company, not you. You have to have solid written documentation and evidence of everything. I would speak to an attorney before doing anything. I would personally file an EEOC complaint before ever going to HR, unless an attorney told me differently
@OP yep!
DO NOT GO TO HR - THEY ARE NOT HERE FOR US. IT WILL MAKE MATTERS WORSE ! TRUST ME !
I went to HR and they barely skimmed all my documentation. And I was subjected to a lot of retaliation. Going to the EEOC has to be a protected class & they decide to take your case or not, then investigate which takes as long as it takes, then they try to pressure you into arbitration. You don't have much of a chance going against a corporation, I would never follow through again bc it was a lot of hoops & headaches with very little to show for it.
In my experience HR doesn't care. I proved that my old boss was discriminated based on gender but they didn't think so. My team had 7 women quit but felt that wasn't evidence of gender discrimination.
@a7 I’ve gone this route with a lawyer at a previous place. It’s not discrimination unless you can prove it’s one of the protected areas such as race, gender, disability etc. I got a small settlement but it likely won’t go too far in court.
@OP It's very difficult to objectively determine which assignment is easier or harder. What you consider challenging might be something your PL considers straightforward, and vice versa. And in this scenerio proving ethical or non-ethical is way harder thanyou think.
A good first step would be to have an open conversation with your PL. If you're particularly interested in a specific type of assignment, let them know and ask if you could be considered for similar work. Expressing your interests may help your PL better understand your career goals and keep you in mind for future opportunities.
If that conversation doesn't lead to any improvement, you could consider discussing the situation with your PL's manager to get another perspective and explore possible solutions.
Approaching HR should generally be the last resort. Before taking that step, it's important to consider the potential consequences. HR will likely discuss the matter with your PL. Even if the issue is addressed in the short term, it may affect your working relationship and the overall team environment. In some cases, it can become difficult to move past the situation, and you may eventually decide that it's time to look for opportunities elsewhere.
A co-worker went regarding them asking her to do things that aren’t allowed and has been targeted since that time and is facing very obvious retaliation. If you go to HR remember to have all documentation and keep everything. Any direction needs to be in writing any verification of unfair treatment take screenshots on your personal device. But also remember HR is there to cover the corporate interest they do not work for you. If you believe they are doing something that violates the law call an employment attorney or your state labor board and request they assist you by doing the investigation. That way a third party who is unbiased is involved with the process.
Go to HR to start a paper trail and after every meeting that you have with your PL, send an email to recap what was discussed. Then get yourself a good discrimination lawyer. It’s good to have a paper trail for documentation and to build your case.
I would Just resign if it’s that bad.
Yes, but you’d have to have solid proof to show what you are seeing. There likely won’t be any changes since this is a hard thing to prove & HR will discuss it with your people leader so also be aware of that. I’d recommend requesting a skip level with your bosses boss to talk about it with them instead.
Not to rain on your parade so to speak, but with all of the shenanigans going on in the company right now, odds are they just won't give a hoot.
I do not recommend going to HR. They aren’t your friend and most of the time, they will take the side of the leader. It’s best to do your work, maybe at a slower pace, don’t mention anything to your peers and silently make a plan for an exit.
@OP Do not go to HR. Each department has their own HR rep whom is more than likely very close/friendly with leadership in that department. I think the Ethics route might be better.