Beth is done. She is planning to file a complaint against
her boss with the EEOC because of his pattern of treatment. Beth is not the only employee that this boss has who has similar complaints – she is the one who is choosing to take action. Most of the other ones simply go away. They quit.
The problem Beth (and a number of her current and former colleagues) sees is that this boss’s department is achieving good numbers. He’s being rewarded, with senior management oblivious or simply looking away from his management methods.
The boss’s bad behavior affects everyone in his business unit, but it is particularly egregious toward women. Here are some examples of his tactics:
- He is verbally critical enough of Beth at a public dining table to bring his employee to tears, and he refuses to allow her to leave the table to compose herself. The waitstaff keeps checking in to make sure she’s OK.
- He dangles a promotion over one of his employees on a total of 5 occasions, and on each he uses the discussion as an opportunity to tell the employees all of the ways in which the promotion will probably be out of reach unless he (the employee) changes.
- He tells a female employee that if he catches her “slutting around” he will “fire her ass”. The employee is married.
- This boss selects people to do lucrative projects without any visible criteria other than his preference for certain individuals on his team.
- This boss sends employees out of town for projects expecting them to cover the costs of their own lodging. These people are commission only, and many of them are not earning enough to fund the front end costs of doing business.
- He promoted two people in his unit newly created positions for which nobody else had the opportunity to apply or interview.