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Hostile Work Environment Definition

What is the Definition of a Hostile Work Environment? (PART 3 of 3)

Bully Boss Confronts EmployeeLenora’s Journey Through a Hostile Workplace

In two previous articles a 52 year old nurse named Lenora was harassed and abused by her new (younger) boss and former co-worker Michelle. Feeling distressed and sick, Lenora stayed home from work and called her brother in law, a corporate employment lawyer named Curt.

Although he usually works on the side of the employers, he wanted to help his family member. Talking on the phone and over lunch Curt explained the difference between legal and illegal hostile work environments, and explained why the concept of “employment at will” is so crucial to fighting back against a bullying boss.

Lenora wants to turn her boss Michelle into the hospital’s human resources department for “unfairly” attacking Lenora at work. Curt is trying to persuade Lenora to let go of the idea of “unfairness”, because U.S. employment law does not require supervisors to be fair.

It is shocking to Lenora that employment “at-will” actually allows employers to terminate workers at any time, for any reason or no reason (even a bad reason), just so long as it’s not an illegal reason. As we re-join their conversation, Curt is trying to explain to Lenora that the best way to fight back against a hostile work evnironment is to focus on the “illegal reasons” instead of focusing on “fairness”.
Fight With Fairness, or With a Protected Class?

Curt Urges Lenora to Forget “Fairness”

“Thanks for returning my call, Curt; you’ve been very generous with your time,” said Lenora.

“Anything for family, Lenora. And besides, I don’t want you to go and screw yourself by thinking you can get what’s ‘fair'”, said Curt.

“Said like a true lawyer,” Lenora replied. “Right, I shouldn’t believe that fairness matters. Do people really pay you hundreds of dollars an hour to tell them stuff like this?”

“The pay me many hundreds per hour, because I know what works. It may not sound like what you want to hear, but it will get you where you want to go. Fighting back against an abusive boss is not path down a flowery trail marked ‘Fairness: this way’. It’s a tough journey that requires you to take up arms and fight.”

“Now you sound like a football coach.”

“Okay, I’m going to hang up the phone now–”

“No no no! Sorry. I’m just frustrated. Michelle can treat me like crap, and when I turn to attorney for help what’s the first thing out of his mouth? ‘It’s perfectly legal for you boss to treat you like crap.'”

“But there’s more to the rule!” said Curt. “There are exceptions to the rule that it’s legal for your boss to treat you like crap. That’s what I’m trying to tell you about: the exceptions.”
Your Protected Class is the Key

“But you are also telling me that one of the exceptions is NOT fairness, right?” “Yes, right,” said Curt. “Well I still say that’s stupid, ” said Lenora. “Supervisors should not be able to drive you out your job and some tiny little mistake while allowing other people to gossip their entire day away.”

“And what I’m trying to tell you is that the law doesn’t allow supervisors to do that if the people getting run out of their jobs are all older men, and the gossipers are all younger women. Or if it’s Asians getting run out of their job, while all the gossipers are Caucasian. Or pregnant women getting run out, or veterans or… well do you see what I mean?”

“I think so. Even though I’m upset Michelle is getting away with attacking me unfairly, I can’t say that.”

“Right,” said Curt. “You have to say, ‘Michelle is attacking me and singling me out because of my age. Because THAT is illegal. THAT will get H.R.’s attention. They don’t care about unfairness because no law prohibits unfairness. Saying all this crap Michelle is putting you through at work is happening because of your age is what will turn you from a whiner into a warrior.”

“Okay, I get it and I’ll do it. Even though I still think the law should be different. Don’t complaint about unfairness. Complain about mistreatment because of age.” Lenora smiled to herself. “I can’t wait to get back to work and do this.”
Abused at Work?

Can You Identify With Lenora?

If your story sounds at all like Lenora’s, be sure to get my FREE “7-Secrets of Work Law” e-mail course. Learn how to fight back against a bully boss.

Your email will never be shared, sold or revealed.

If you need all the help you can get right NOW, then get my book, Work Laws Exposed and you will receive the full power of my complete system.  It’s an easy to understand, step-by-step approach with a letter pre-written for you to customize and send out right away.

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  1. I’ve worked as secretary to a woman who was on so much medication she was evil to work for. Then she retired. Then a younger white woman was hired to be our director and she is in her late to early 40’s. Our new director allowed me to advance to a job with no pay increase, but with the promise to increase my salary 5% after a 6 month probationary period. The woman who she hired to take my secretary position decided she wasn’t going to do all of the job responsibilities and I knew she would want to use me as an escape goat as much as possible. I expressed to the director how I was having difficulty trying to train her because she was being difficult. I thought she would want to be kept abreast of the progress and even mentioned I thought we had a communication conflict. At my 3 month mid-point review the boss asked me to be honest about the new hire, and when I was of course the new hire must have made up some excuses because nothing hardly changed and now a great deal of the secretary responsibilities have fallen back on staff. During my recent 6 month evaluation her name was actually on my “meets expectation” review. I only received 3% (not 5% as promised) and when upset about it my boss asked why I seemed mad. I expressed my frustration that I did all I could to keep her informed about the issues with the secretary. It honestly didn’t have anything to do with me not wanting to help her. She after agreed that I always try to help everyone. The director threatened me by saying she would tear-up my “meets expectation” review, since she hadn’t done anything with it yet, and extend my probationary period. Here when I thought I would get recognized for doing a great job (all others expressed randomly throughout the 6 month period how they personally felt I was doing a great job), instead, I was being given a difficult time when the secretary was going out of her way to target me. The boss says things like, that’s her responsibility and I’ll talk to her about that, but this secretary has signaled me out. It’s almost as if the boss may be related to the new secretary, and it is possible she might be. I’ve expressed that I don’t like the unprofessional way the secretary talks to me. The boss says I need to address this with her each time she does it. She is loud and rude to clients and acts like she’s on happy pills with the other employees. I am a white woman and soon to be 53. The director is also white. I really feel discriminated against but I don’t see how I could use the age cause or ethnic cause. It’s really a very bad situation. The director also said she might just get rid of the bad-seed if it continues. I’ve tried to be decent to the secretary but she is constantly trying to make me look bad in department meetings and in front of clients… Oh, and the director said during my review that I make good money and that there are a couple people who aren’t making what I’m making and went as far as to say a woman (she used her name) was not making much more than me, and that the average increase was 3%. I soon after was informed, and haven’t shared with anyone, the woman who wasn’t making much more than me got 4% and the new secretary got 5%. I thought about writing a response to my review to express in deeper context the truth (for the record), but I believe it will come back to hurt me. Any advise you can give me is appreciated.


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