Employment Law Information

My Friends husband is dealing with a mean boss which me and his wife believes is starting to cross that thin line on professional etiquette enough to call HR’s attention.
Problem is, this person is of Supervisory level in a huge Telecom Company were politics and squealing to HR means that would do more harm then good.

And looking for another job right now is a vague option due to the low job market out there.

Here are some of the occurances SHE has cause my friends husband

1. After placing a 2 week notice for LOA for 2 days to ake his critically ill mother to have her cancerous tumor removed. She responded with a ” We did not discuss this” as a subliminal way of saying no. Another manager had to step in only after over hearing her

2. She is quick to embarass and humiliate him not only in emails but on team meeetings of his faults, yet fail to mention those when doing one on one evaluations and no corrective action notice has ever been done

3. has been openly candid and linient to her new hires handpicked by her but cold and distant to those that were not hired by her. An example given is that she allows her favrite new hire to leave early for work and come in minutes late.
But reprimands anyone, especially him for even a 35 minute late or even leaving sharply at 5PM (even though the schedule is 8-5)

4. Gave him a verbal reprimandation after he emailed her back a response with a “smily face icon” included at the end of the note. Nothing disrecpection was in the context of the email but she called him unprofessional

5. Would often make loud remarks in the hallway pertaining to him as a way of intimidation and humiliation

6. Recently has laid off another employee she oppenly dislikes (though that employee does have basis of poor work performance)

7. Does not care of other employees personal issues like a critically ill family member or an employee that is sick, however she herself leaves work to be with her family at her discretion

9. he sometimes work 9-11 hour days for her and yet he is not given any recognition, infact She would rather find the smallest fault especially when another manager praises him. yet she praises her favorite employee even though she does not contribute as much as the hard working one.

An added note, that she is highly disliked by her team members becuase of this, some has left the company/department becuase of the tension she has caused

But becuase she is of that near directorship level, many are fearful or unsure how to handle this situation. What is the best way to report this?

the poor man comes home stressed at night.

Answer:  Since your husband works at a large Telcomm company, no doubt there is an employee manual.  Have him dust it off and read it.  What he wants to look for are certain rules regarding time off policies, tardiness, evaluations, etc.  ANYTHING that has the rules spelled out.  Then document where she violates those rules.  Example:  Does the company have a rule about treating others with respect?  If so, quote it, including the page number it’s on, then explain how she openly humiliates him in front of others.  Anything that’s in that employee manual, managers have to play by the rules, too.  While company rules are not considered “employment law”, management’s violation of company rules can have an alarming bad effect against the company come lawsuit time especially when your husband reports it to HR and they don’t take action.  That will work in his favor and make his case even stronger.   

This entire story is PERFECT fodder for downloading Work Laws Exposed.  It has an entire chapter on dealing with a mean boss and how to get LEGAL revenge.  It will also explain EXACTLY how your husband can position himself ahead of time so he becomes bullet-proof from getting fired or retaliated against.  It’s filled with employment laws that the average worker has no idea existed, but it’s explained in very easy to understand language.   It was written by an employment law attorney.

Has your husband been there for more than a year?  If so, he could have taken FMLA to take his mom to the doctor.  The Family Medical Leave Act does not just apply to yourself, it also applies to family members.  That’s the “family” part in FMLA.  He could have straight up said, “I’m taking FMLA leave for a few days.” and she wouldn’t have been able to do jack about it.  You do NOT have to take large extended periods of time off with FMLA.  Even if she has follow-up visits to the doctor and your husband needs to take a day off every 2 weeks to take her to the doc, HE CAN DO THAT UNDER FMLA!!!  Work Laws Exposed explains it all.  NO employee should go into work without having read it.  I guarantee it, your jaw will be dropping open page after page and you’ll be saying to yourself, “I did not know that!”  There are horrible things employers pull on their employees KNOWING they’ll get away with it because the workers don’t know jack about the law, therefore they can’t stand up to themselves. 

In the meantime, at least download this free report.  It will explain how to document problems at work so that when he’s ready to file a complaint, he’ll have a box full of evidence to back up his claims:  “10 Things That Managers Do To Get Sued…And Lose In Court”

You can also click here to get a consultation from a pre-screened employment law attorney in your area.