- This topic has 2 replies, 3 voices, and was last updated 1 year, 4 months ago by
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UAnyone interested? Or been through? Been told this could be MASSIVE
EEOC already approved my complaint when investigated the rep said there’s definitely merit. Mediation is mid feb. I had to turn in a separate complaint Friday too. I just beat stage IV Cancer. Have more hard evidence than you can imagine. This is simple (bc laws have been broken) yet very complex bc it covers:
FMLA violations
Ada violations
Discrimination
Harassment
Retaliation
Whistle blower violations
Intimidation
Toxic work environment
COC Violations
HR Violations
HIPPA Violations
Fraud/cover up/collusion
Unethical hiring practices/conflict of interest.
They took my job from me while on FMLA replaced me with a corp family member-resulting in monetary losses/way more difficult,making it impossible to succeed-purposely setting me up for failure with proof-not given the same tools every other manager in the country has lead extreme emotional distress) also medical proof on this as well.Again all of this backed up with written/audio evidence. And now up to 30 witnesses with 2 key person witnesses lf we go to court
Last thing has to be said:this is a HUGE publicly traded company. They’re a fraud,they have paid over 17MILLION in lawsuits the last 10 years. Including ADA/EEOC 6 figure settlement just 2 years ago for nearly the same thing (just on the ada/mental health portion)
Sorry this is so long I can actually provide details on all mentioned. But just seeing if anyone is interested in hearing more/giving any advice/honest opinion if it’s as strong a case as they keep telling me it is.
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UAre you being represented by a lawyer? If yes, they will negotiate the terms on your behalf. If no, you need to. Mediators generally don’t propose a solution but rather encourage the two parties to come to a compromise. You present your proposal, basically what you want. Opposite party will try to dilute your concerns. Stick to what you know and see if solution they propose is acceptable to you.
If neither party agrees to any solution, move ahead with court case.
NAL.
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