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When HR condones / aides in violating the law...
Posted on 04/24/2006 by tawanda
Viewed: 823 times
First some background:
There used to be a very bright, self-taught, intelligent young man working for my organization in IT. There was a change of leadership (CIO resigned, a new one was hired) and the new CIO quickly started showing her colors to the employees under her command. This CIO is working towards obtaining their Master's degree (and our organization is merely a stepping stone for him / her). This person called the young man aside and told him that he / she was going to give him a wonderful opportunity - this bright young man could take the CIO's college courses and add to his own computer skills in exchange for giving the CIO the grade. This young man rightfully refused this "deal" and immediately became the object of her hatred and hostility.
It was only a few months later that I became aware of the CIO's conduct (apparently this young man had gone to one of the "senior" employees in HR for assistance right away, and the HR person ran straight to the CIO). By now this bright young man was experiencing medical problems I am convinced are due to the treatment (abuse) he was subject to while at work. I had given him the protections afforded by the FMLA (which weren't nearly enough in this case) and called the HR Director to my office so he would be aware of the conduct of the CIO and seek the tremination of that employment contract.
Instead he tried his hardest to get this young man, who he should have been protecting, to quit. He got his wish...
When my Director left, I pursued the only option I had left (unfortunately, as an "indian" I lack the authority necessary to protect employees as I would like). I gave the employee a list of contacts (Human Rights, ACLU, EEOC) and BEGGED him to please get an attorney and sue.
I often wonder just where this young man is at now and how he is doing. I hope he is happy and much healthier than he was while working for my employer. I still regret being unable to do more for him. He deserved to be protected from his boss from the pits of hell - not left hanging out in the open for failures that weren't his own and beyond his control.
His "CIO" intentionally targeted him seeking to fire him or force him into quitting (whichever came first). Because HR didn't do the right thing, other employees have and are now enduring similar assaults. Another IT employee suffered a heart attack which his doctor has stated in writing is due to the abusive behavior of his "leader" (I would fault HR here, as well).
The final insult -
This CIO doesn't even know what "Symantec" is and why it is important that it be loaded on a computer...
And my employer hired this person because???
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Dharmadee(04/24/2006)
OK, this sounds VERY familiar. As I am the bright, self-educated person who is experiencing abuse at my workplace, and not getting any help from HR, I do understand this situation. You sound like the person that my work-place refers to as the "HR Director". When I first went to her for assistance, I did not realize that she had no real power, and that she was simply the "indian" taking orders. Now, I am learning to fight my own battles, and I have left her out of the loop. I do not expect her to protect me, and I can tell that she feels bad for my predicament. I wonder why she stays in this "Catch 22" job - I know she is being paid well, but I can tell it is killing her. There must be a way to make money, do what you love, and not sell your soul. I am determined to find that way for myself. In the meantime...have you considered calling this bright IT person, and letting him know that you are concerned about him-as one indicidual to another? Maybe you could write him a letter of recommendation...As YOU, yourself-NOT a corporate "indian". You care about him, I can tell. You have the power to make a difference in his life, even if you are not speaking for the "company".
 tawanda(04/24/2006)
Unfortunately, at the time of his "departure", this bright young man had run out of accrued leave, wasn't receiving a paycheck any more, and had considerable medical bills to deal with. He lost his apartment, cut off all communications with his co-workers, and I have no idea how to contact him now...
The other HR Rep in the department was as mad as I was at how this young man was being thrown away without cause by the will of some ignorant, arrogant people. We knew this young man needed to keep his medical insurance and could not afford to continue it on his own, so we extended his medical benefits for an additional month after he left our employment. It was the best we could do in a situation where we didn't have any real control...
I do keep in contact with the IT person who suffered the heart attack. I routinely defy the orders of my Director by assisting him in his efforts to qualify for a disability retirement. I exchange job leads with him and keep tabs on his health.
The organization I work for has approximately 800 positions with an average of 100 vacancies. Since they hired this HR Director they have experienced a turn over rate in excess of 300 people per year.
It's incredibly difficult (and getting worse) to go to work each day...
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