Eeoc Mediation Settlement Guide

I am filing this complaint with the Equal Employment Opportunity Commission (EEOC) to address the issues of discrimination and retaliation that I have experienced in my workplace from September * until my termination in May *. Summary of Discriminatory and Retaliatory Actions: *. October *: Ethnic Comments Paul, the director, repeatedly asked me inappropriate questions about my ethnicity and nationality. He would make comments such as, "How is your hair like that?" and "How do you get your waves like that?" He also commented on the origin of my last name and made assumptions that I must have played football based on my appearance. Paul has a known history of treating foreign employees negatively, and I believe his comments about my ethnicity and physical appearance were discriminatory in nature. *. October *, *: Unsafe Work Assignment reporting to HR On October *, *, I was instructed by my supervisor, Jason Richardson, to clean a room that was infested with bedbugs, lice, and scabies. I followed the proper protocol and informed him that the room needed to be exterminated first. Jason directed me to Paul, who, without listening to my concerns, immediately threatened to write me up for insubordination. I escalated this issue to HR, and after they investigated, it was confirmed that I was correct. Despite being vindicated, Paul never acknowledged his mistake. Instead, Paul made another foreign employee, who was neither trained nor qualified, clean the room before it was exterminated. This was both discriminatory and a violation of health protocols. After I escalated the issue to HR, Paul began retaliating against me for reporting the situation. This included excessive monitoring and targeting of my actions. *. January *, *: Aggressive Incident and Dismissal of Complaint to HR On January *, *, my manager, Jason Richardson, approached me in an aggressive manner with his fists balled up, as if he intended to physically fight me. I immediately reported this to Paul, who dismissed the incident, making a discriminatory comment: "I don't believeEEOC Form * (*/*) that, you're so tall and big, what is he going to do to you?" This response was in stark contrast to another incident where a white female employee, Emily, and a Black employee, Tina James, had a similar issue. Paul immediately took Emily's side and took action against Tina. I believe Paul's dismissive attitude toward my situation was influenced by both my race and size, as he failed to address the issue because Jason and I are Black. I notified HR and secured an attorney, who wrote a letter to the hospital president. Only after the attorney's involvement was the issue addressed. However, after my attorney passed away, the retaliation worsened, and Paul used Lee, the second-shift supervisor, to carry out further acts of retaliation. *. April *, *: Complaint Report to HR Lee transferred me to a different area, assuming I would be upset by the move. She promised to send assistance but never did. Instead, she falsely reported that I was not in the area and that I had refused the room assignment. A nurse overheard her yelling at me, and the nurse's manager confirmed that I never refused the room and was present. Lee never apologized for this incident. Despite reporting these actions to HR, nothing was done. Lee even bragged about her relationship with Amy in HR, implying that her actions would go unaddressed. *. May *, *: Retaliation through Wrongful Termination The final incident occurred in May * when I attempted to report an issue with a coworker that Lee had partnered with me to monitor me. This coworker approached me in an aggressive manner. When I tried to contact Lee while still in the office , she avoided my calls and did not respond. After waiting over * minutes, I notified the second-shift team lead, James Hegaman, that I needed to leave due to high blood pressure and feeling unwell. James confirmed that it was okay and that he would inform Lee. Lee never called me back or returned my multiple calls. Another employee who was also feeling sick left at the same time, following the same protocol by notifying James. However, the next day, HR informed me that I was fired for "job abandonment." I believe this termination was a direct act of retaliation and wrongful termination for reporting issues and escalating matters to HR. Conclusion: I have faced ongoing discrimination based on my ethnicity, race, and physical appearance, as well as severe retaliation for reporting unsafe work conditions and discriminatory behavior. My wrongful termination is the culmination of a pattern of discriminatory and retaliatory actions by Paul, Lee, and other supervisors at my workplace. I request that the EEOC investigate these incidents and take appropriate action to rectify this injustice.I believe I was discharged in retaliation for participating in protected activity in violation of Title VII of the Civil Rights Act, as amended. I want this charge filed with both the EEOC and the State or local Agency, if any. I will advise the agencies if I change my address or phone number and I will cooperate fully with them in the processing of my charge in accordance with their procedures.

yes

yes on all * points