Charged filed with EEOC/Resigned after

Below is the letter I sent to EEOC dated 8/4/13. I have not received a response from EEOC to date. However, I was told by a former employee that EEOC sent a letter to my previous employer on 8/20 for a response. I resigned on 9/11 as I could no longer continue with the mistreatment and harassment.

Please note that I have hand several additional meetings with HR that are not included in this letter. Since I have not received a response from EEOC can I request a right to sue letter since I am no longer employer? I understand that there is a 180-day window for such request.

Please accept this letter as a compliant of disability harassment/retaliation by Jon Doe, an African-American male.

I Jon Doe begin employment with XYZ Corporation a Recruitment Outsourcing Organization (RPO) on October 4th, 2012 in the capacity of a Sourcing Specialist. I had agreed to and signed a 6-month employment contract that was terminated on December 15th, 2012 when I was offered to come on board as a full-time employee, which I agreed to and accepted.
Throughout the course of my employment with XYZ I have never received any written performance issues concerning any areas of improvement that is needed by me.

On Monday, May 13th, 2013 I sent an email to Jane Doe, HR Consultant with XYZ. In my email, I informed Jane that I need to make XYZ aware of a life-threatening Medical condition that will ultimately result in the death of my life. During this same email I advised to the possibility of an ADA Accommodation.

On Wednesday, May 22nd, 2013 (7-days later) I was called into the conference room by Sue Doe (My immediate supervisor), Jane Doe, HR Consultant, and Bill Doe, Center Director. The meeting was lead by Bill who advised that my performance has not been up-to XYZ standards since January 2013 and that I am being placed on a final warning for poor performance and will be moved to another account with any further performance issues will result in my immediate termination.

As you are aware Title I of the Americans With Disabilities Act (ADA), which prohibits employers from discriminating against qualified individuals with disabilities in hiring, firing, job applications procedures, advancement, compensation, job training and other terms and conditions of employment.

On Wednesday, May 29th, 2013 upon my return to the office from PTO, my immediate supervisor Sue Doe begin to harass me verbally in the office, micromanaging every move I make, talking down to me, etc. I immediately sent an email to Jane Doe advising retaliation and asked for a documented response from the company to ensure that I will not continue to endure a hostile work environment, that request was denied. However, a meeting was held with Jane Doe, Bill Doe and I.

I started to take detail notes of our conversation and was told to stop taking notes by both Bill and Jane stating that it made them feel uncomfortable that I am writing down everything that is being said.

On Thursday, June 13th, 2013 I was approached by Sue Doe stating that I was not performing my duties as requested and that I need to confirm to the directive that was given to me. I advised that Bill Doe and I had a conversation and he requested that I continue the work of my previous account. Sue Doe became upset as if I was being insubordinate, so I immediately sent an email to Bill Doe who is Sue Doe’s line-manager, who replied to my email with a cc to Sue confirming our conversation.

On Monday, June 17th, 2013 I received an Outlook meeting request from Bill Doe, requesting that I attend a meeting with Jane Doe and himself. I accepted and attended the meeting. The meeting was lead by Bill Doe who advised that he heard from employees in the center that I used vulgar language and that I stated I did not want to work for XYZ. I denied the rumors.

Since I notified my employer (XYZ) that I have a disability that will result in my death, I have been victimize, harassed, slander, forced to work in a hostile environment and retaliated against. I have had numerous meeting with Jane Doe and each meeting I have asked and requested a plan of action to avoid retaliation and each time my request was denied. There was never know follow-up meeting or documentation to ensure these occurrences will be prevented or the steps the company took to address my concerns.

I have executed all available resources and now seek your office assistance as I am in desperate need of your help. I cannot afford to lose my medical converge and I am afraid every day I begin work that my employment will be terminated.

0 answers  |  asked Sep 22, 2013 12:47 PM [EST]  |  applies to Ohio

Answers (0)

No answers were found for this question.

Answer This Question

Sign In to Answer this Question

Related Questions with Answers

Have an Employment Law question?

Virginia Employment Lawyers

Matthew Sutter Matthew Sutter
Sutter & Terpak, PLLC
Annandale, VA
Gerald Lutkenhaus Gerald Lutkenhaus
Virginia Workers Compensation & Disability Lawyer
Richmond, VA
Edward Lowry Edward Lowry
Charlottesville, VA
Matthew Kaplan Matthew Kaplan
The Kaplan Law Firm
Sheri Abrams Sheri Abrams
Sheri R. Abrams PLLC
Oakton, VA

more Virginia Employment Lawyers