Consider looking for another job. It may not be worth the hassle and emotional strain of building a case against your boss. [2] X Research source
Racial or sexual discrimination/“jokes. ” Do you work for someone who calls you by a derogatory name or constantly cracks inappropriate jokes about your race, gender and/or religion? These actions are against the law and are concrete grounds for termination. Abusive behavior. Does your boss drag you into their office (or out in the middle of the office) to scream and berate you when you make an error? There is no room for abusive behavior in the workplace. Everyone should be treated with equal respect. Unfair management practices. Does your boss play favorites and leave out opportunities for other staff members? Are you and your co-workers given the shaft for certain promotional advances when you are more qualified than the boss’s pet? Intellectual theft, or stealing another employee’s ideas and passing them off as their own. Stealing material items isn’t the only grounds for theft. [4] X Trustworthy Source US Equal Employment Opportunity Commission U. S. government agency that enforces civil rights in the workplace Go to source
Depending on how bad the case is, which it should be since you’re making a case, you’ll need pen and paper, an audio recorder, a video camera, and a folder or journal. You may not need the video camera since most offices contain a security camera that could be used in an investigation.
Obtain a journal and write down the time, date and incident following the encounter. Gather factual evidence such as receipts or records that demonstrate the boss doing something wrong or illegal. Get photographic or video evidence by placing a hidden camera in the area of the office where you could nab evidence. Keep in mind, however, that taping someone against their knowledge may not be used in a court of law. Having this type of documentation on video or photos will support other evidence.
Write down details of your boss’ actions in private.
Start the conversation off without admitting anything. You need to determine if your colleague also feels the same way about your boss as you do. If they admit uneasy feelings about your boss, proceed in including them into your scheme.
Don’t lose sight that you are being paid to work and must fulfill this commitment you made.
In the worst situation, your boss may cook up a story that would prove you wrong. In the event that it looks like your manager may not get fired, consider if you can stand to continue work at the company. [7] X Research source
If you have receipts, video, or photographic evidence, present them in a binder or folder. Making a professional presentation will send a message that this is serious and goes well beyond your boss having a bad day.
Try to leave emotions at the door when you meet with human resources. Try to divorce yourself from the situation and approach it as if you are presenting the material on the behalf of someone else. [9] X Research source Don’t name call. During the meeting, be as professional as possible. Never say that your manager is simply a “bad person” or “evil,” but instead lay out the facts and your report in a calm, confident manner. Thank the human resources manager for their time. Be gracious with regard to the meeting. Be sure the human resource professional knows that you are thankful that your case is being heard.
A likely hierarchy of a small company may be the owner, manager, department manager, supervisor, and then the staff. Talk to someone in the chain of command who is higher than your boss. If your supervisor is repeatedly out of line, try talking to their manager. When dealing with smaller firms, you must insist that your hearing be confidential.
You’ll need to file a claim with the EEOC that will include the research and reports you’ve prepared. The EEOC will contact you with further steps that may include a lawsuit against the company.
