Aug. 24, 2015
Dear Cathy:
I am a former HUD employee and I was terminated. In the termination letter it alleged that I was terminated because of a test I did not take. There is supporting documentation that this test was not a condition of employment nor was I required to take the test. It is believed that this is simply a ploy to release a male employee who would not respond to the sexual advances of the Executive Director, which is a female.
She
would hostilely address me in front of employees in inappropriate verbal
manners. She made displayed conduct of a
sexual nature in private and in front of other Housing Authority Staff.
In an effort to keep my job and in the hopes of having a diplomatic working
environment, I would always respectfully decline her advances. When I dismissed
the multiple sexual advances, the Executive Director, became noticeably the
oppressor and created a hostile working environment.
For sake of speed I will be brief because my 180 days before filing are just about
up. I feel like I am almost a victim
of a conspiracy -- as a former employee of a HUD agency. I am about to take everything to EEOC, media
outlets, newspapers and
HUD. I want to know how to properly
approach the EEOC and if you have a preferred contact. Hurting in Mississippi
Dear Hurting in Mississippi:
It’s
unfortunate but no I do not have any preferred contacts. The Housing and Urban Development (HUD.gov)
is just another dysfunctional governmental agency and my heart goes out to
you. I know exactly what you are up
against because I have been there and done that.
During my tenure with the federal government, I worked for HUD.gov for 18 months and ended up filing 10 EEOC.gov workplace complaints against the U.S. Customs Service (now called "Customs and Border Protection") along with a Sexual Harassment and Whistleblower Complaint. So I am very well-versed in federal workplace abuse/discrimination.
Sexual
Harassment laws are no different than EEOC.gov laws especially in federal
workplaces. They were put in these federal
workplaces to protect employees like yourself -- so it’s your right to file a
lawsuit against your agency if you feel you were violated -- or wrongfully terminated.
There
are several things you need to have in place at this time especially before you
go to the media. Now is the time to work
with my attorney on your case, especially a media attorney -- if you plan on
going to the media.
What
you need to know upfront is that the EEOC.gov is NEVER on the side of the
employee -- so no matter what you take to them, it will probably be useless
because federal managers or supervisors can come up with just about any reason
to fire an employee. It’s wrong and
illegal but they do it all the time and get away with it.
Since
you are already fired -- then nothing is stopping you from going to the media
but again try to work with an media attorney to file your lawsuit and to have
by your side in the media.
Go
on Google.com, Yahoo.com and even YouTube.com, which are the largest search websites on the web, and put in HUD.gov and see what
types of cases there have been in the past against your agency. Put in the words Sexual Harassment,
Class-Actions, Discrimination, etc. and even the violator’s name. Have this happened to other employees who
worked for your agency?
Remember
you only need 4 employees to file a class-action and class-actions are always
stronger than individual complaints because they change laws, rules and
regulations in many workplaces because they bring major media attention. Also because of this research, you should be
able to find attorneys who have dealt with these types of cases with your
agency – so conduct thorough research.
Many
people will laugh at you and find it funny that a man was fired because of
being sexually harassed by a women but don’t let that deter you from receiving
justice. And unless you have some type
of proof that this sexual harassment was taking place such as documents or internal
emails, texts, recordings, pictures, witness statements, your case will be hard
to prove.
And remember many federal complainants are never successful in these types of cases, only a small percentage, but using the media will be a good ploy to receive justice -- so I applaud you for going that route.
Federal
government managers are not smart and chances are they have left a trail of
evidence for you to use in your case so you need to be ready -- and don’t miss any
of your EEOC deadlines because they will use that against you.
The goal is to
know when it’s time to stop fighting to save your sanity especially when dealing with federal government abuse. Make sure you are eating a good diet, get some exercise and plenty of rest to prepare for the long-haul because justice in the federal government venue, will not be overnight. It's a long process.
Maybe you should be putting all your energy
in writing a book about what happened, which will be very therapeutic, or maybe you should form your own seminars, workshops,
webinars and coaching sessions to help others -- now that you went through this terrible ordeal.
Remember that people who go through challenges -- go on to build beautiful lives so again...you are now in a position to empower others. You already have your own platform so don’t let what happened to you 'break your spirit.' Use all the knowledge
that you obtain to keep building a life of passion, compassion and
empowerment.
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