Whether you work in HR or in any other position or industry, please tell your story here.
Thank you for participating in this important project; feel free to use an alias if you are afraid of retribution.
Have you experienced unlawful harassment, discrimination, or retaliation or other violations of state and federal employment laws?
Have you been retaliated against for having reported unsafe working conditions or for opposing other unethical or unlawful practices in your workplace?
How did your supervisor, HR department or other organizational leadership respond when you made legitimate complaints using internal complaint processes? Even if the complaint department was outsourced, how was your complaint handled?
Were your concerns and complaints welcomed or not?
Did your company follow its own procedures and policies concerning your complaint?
Was your complaint investigated soundly by an impartial, qualified person devoid of any conflicts of interest or personal relationships with those about whom you complained?
Does your company apply policies and procedures to all employees consistently or not?
Did you complain externally to a government entity like EEOC, OSHA, or a City or State Human Rights Division? What happened?
Did you then lose your job, get demoted, or experience unjustified negative performance evaluations?
Please feel free to tell your story here. Please leave out real names of people and companies unless they are part of a public record. If you mention specific names of people or companies without providing a link to publicly available information about your story, they will be edited out and appear as “XXX”. Thank you for your cooperation.
There is a crisis in corporate governance in the US workplace; too many Americans are afraid to complain and/or unlawfully lose their jobs for having done so.
Unlawful retaliation happens everyday in the U.S; the more people who tell the truth about this, the more likely we are to change it.
Which of any of the following was your complaint about?
Refusal to accommodate disabilities even when the requests are reasonable and/or provided for others
Workplace Violence complaints
Danger to the public
Financial fraud of stockholders or defrauding the government via false claims
Unlawful payroll practices
Caregiver Status Issues
Workers’ Compensation Issues
Union Organizing and Union Activity
Complaints about Disparate Treatment or Inconsistent Policy Application
Ethical Conflicts of Interest due to personal relationships with employees or other stakeholders
Ethical Conflicts of Interest due to personal relationships that concern financial matters (e.g. audits)
Failure of the company to investigate legitimate complaints
Sham investigations that are unsound, biased, and/or conducted by unqualified persons
Sham investigations with the intentional purpose of resulting in fixed outcomes
Retaliation for having made any of the above complaints
Aligning with business and organizational goals does NOT include engaging in or turning a blind eye to unlawful and/or unethical actions.
Tell your story here and spread the word. Feel free to use an alias to tell your story.
Here is a letter you may send to your President, Congresspeople and State Congresspeople, Governor, Attorney General, State or City Inspector General, State Labor Department, HR professionals and Leaders at your job, union leaders, clergypersons, and anyone else you can think of:
There is an epidemic of violations of public safety, fraud, and corruption laws that are directly related to labor law violations in government entities and US corporations. Despite this epidemic – Ethics Commissions, AGs & IGs are unresponsive to labor violation complaints in workplaces and government, even when proof is submitted, tax dollars are misused, and there are rampant ethics, safety, and other compliance violations. The EEOC, OSHA, and State Divisions of Human Rights are underfunded and understaffed, thus their responses to these complaints are almost always delayed and insufficient.
Given that all government employees are required to report legal and ethical noncompliance, mandatory imparital investigations must be implemented without exception and accompanied by absolute prevention of unlawful retaliation against complaining employees. There must be a freeze on any termination of any complaining employee while a sound, impartial, unbiased and thorough investigation is completed, and even afterwards, retaliation against complainants must be prevented.
Violations of EEO, OSHA, public safety, retaliaiton protections, whistleblower protections, ADA, union-protections and fraud/corruption prevention laws must be classified as serious crimes that result in prosecution. There is extremely insufficient protection for employees who use apropriate channels to report noncompliance in both government and corporate workplaces.
Currently, legal compliance with US labor laws is essentially optional for corporate and government workplaces. Only employees who can afford lawyers have a chance of recourse. Most lawyers will not take cases on contingency, even if complaining employees can prove employer noncompliance with labor and other laws. When there is rare justice, it comes years later – often after unlawful termination and great damage to health, families, and finances.
Most legitimate employee complaints are dismissed by noncompliant employers who unlawfully retaliate against these employees, terminate their employment and health coverage and pay them a small sum for which they are desperate and on which they are taxed. This money almost always comes with a gag order, the dismissal of the complaint with government authorities so there is never an investigation, and the continued employment of those guity of serial noncompliance and other violations of law, which remain unremediated.
Many General Counsel attorneys falsely believe their duty is to protect the corporation by any means instead of ensuring legal compliance and remediating noncompliance according to non-retaliation laws. GCs who knowingly cover up unlawful practices in corporations and government entities must be addressed by the criminal justice system and BAR associations given the enormous financial fraud perpetrated upon taxpayers and shareholders when significant funds are used to unlawfully retaliate against employees who exercise their rights to complain about noncompliance. When this occurs in government entities, it is fraudulent misuse of taxpayer money.
These crimes are epidemic and do require deterrence in the form of large fines, improved processes for complaining employees, and guaranteed sound impartial investigations into unlawful practices, even when there are settlements with complaining employees. Gag orders need to be made unlawful, regardless of settlements with employees.
Remain updated on how your elected officials vote on Labor and other issues: Sign up to see how your elected officials vote on various issues: http://www.congress.org/congressorg/megavote/ Make sure you tell them you want workers’ rights to be protected and improved – not gutted by the GOP who are destroying workers’ rights because they accept large campaign donations from the Koch Brothers and other corporations.