My pregnant daughter works for Nextel. My daughter is three months pregnant, and is considered high risk, due to some surgery she had last year. She is already scheduled for a C-section, because her doctor doesn't want to take any chances.
Her employer, however, doesn't care.
She is the only woman working in an all-male office where they offer no courtesy at all. They make inappropriate and offensive comments about women in general, and the ones they are looking at on their computers in particular. If she asks them to stop, they tell her to remove the stick from a certain portion of her anatomy. They have been remodeling the office, complete with paint, and told her there were no fumes. She got there and had to leave. The ladies room doubles as storage--she sent me a phone pic that opened fine in the email, but won't on my computer. It showed a veritable obstacle course from toilet to sink; boxes just thrown haphazardly about. She tells me they have cleaned up that mess, after nearly a week.
They are supposed to be cutting her some slack on her quota, but that's not happening, either. When she sits down, they accuse her of laziness.
I'm encouraging her to document with photos and a log book all that she can.
She's hoping for a transfer. She has to keep the job--insurance being such a wonderful thing--but she is starting to get tense and anxious.
Nobody should have to put up with this garbage. These seem to be men who have a very limited view of women. If she did have a fall, trying to negotiate the distance from the toilet to the sink, they'd probably think it's a huge joke, but I'm not laughing. That's my grandchild they are endangering, and I have to hold myself back from taking my soapbox down to the store and letting them have lecture number 27 on the Rights of Pregnant Women. I won't, because it would endanger Vanessa's job, but I'd sure like to.
A more deserving group of men I hope never to meet.
Tell Vaness to document document document. Every racy comment, every sexist thing, EVERYTHING. Have her keep a notebook and let them know she is documenting every ILLEGAL thing that they say.
ReplyDeleteFirst she needs to tell her immediate supervisor. If nothing is done, the next up on the phone food chain.
I'd give them a week's worth of documentation before approaching a supervisor and if nothing is done, ask for a formal complaint to be added to her file and those of her co-workers and go find an attorney.
And the attorney will eat this up like filet mignon because HELLO! It's 2006, not 1946 and this shit is not only not acceptable but ILLEGAL.
Thanks, Lisa, for reinforcing my advice! Her immediate supervisor is new, and one of da boys, doncha know. She is working on a transfer. Her boss's boss is a woman, and Vanessa has been in touch with her, but I'm not sure she's getting much more than sympathy.
ReplyDeleteShe should call the EEOC for advice.
ReplyDeleteLisa's right, this crap is ILLEGAL.
ReplyDeleteVanessa may be a very rich woman if some major changes are not made immediately. Nextel is a huge company with LOTS of money.
This is a hostile working environment, besides the safety issues involved.
Ronni, that is appalling!
ReplyDeleteIf you know a few big, burly guys, have them go down to her place of work.
Get them to keep glancing over at the guys with a little nod every now and then, and leave.
When the dirt-bags ask Vanessa, 'what's up', she should just mention that her mother seems to be concerned about her welfare at work. Then she should say, "I told them it's nothing, but I will certainly know who to call, if I have any problems, LOL".
Most bullies are cowards!
Mgt, she has big burly friends wanting to do just that. But, she wants to handle the situation the way it's supposed to be handled. Anything even a little out of line could get her fired, and she needs the health insurance.
ReplyDeleteUnderstood, Ronni!
ReplyDeleteSuch a pity they don't feel the same way!
Sympathy is not a solution.
ReplyDeleteIf the female boss doesn't take action, Vanessa needs to be strong and tell her, this is a HOSTILE work environment and I'm SURE Nextel has a sexual harrassment/discrimination clause their employees sign.
It pure T illegal and trust me, Vanessa could be very very wealthy. In most states, they can't suspend her health insurance either.
I have some experience with this an a business owner (on the receiving end I might add although I was totally on the employee's side) so if you want any advice, let me know.
Oh! And tell her to be VERY OBVIOUS about documenting. If she has a voice record on her phone, USE IT!
ReplyDeleteAssholes.
Absolutely, I want advice! I'm the generation that said, "We don't have to put up with this any more!" However, I haven't been in that sort of workplace environment since the laws about it have become standard.
ReplyDeleteShe should also keep track of anything that the boys get that she doesn't - any special perks, any spiffs, any extra time off, any leniency toward attendance, etc.
ReplyDeleteIf she can find where there is a pattern of discrimination and all the people receiving special privleges (or more pay for the same work/quota) are male and she's getting the short end of the stick, she has a prima facie case.
I'll bet Nextel has a corporate HQ with a decent human resources team. She should go right to the top.
I emailed her and told her to read this. She reads here regularly. Thanks, ladies, for the advice!
ReplyDeleteMorning, Ronni!
ReplyDeleteMen never feel this vulnerability! It just isn't fair.
It looks as though they have been getting away with murder for too long.
Don't feel intimidated, stockpile your ammunition, Vanessa. I think you are going to need it.
Good luck!
Ronni, you are getting excellent advise. The documentation is crucial. Dates, times, who said/did what.
ReplyDeleteShe must put her concerns in writing and allow the company to make corrections. Verbal doesn't cut it if it becomes a he said/she said. The woman who is giving her sympathy can say she didn't feel it was a formal complaint. If it is in writing, she must address the issues.
They have an obligation to investigate and if they do not it will cost them.
Pregnancy is a protected class and if they retaliate and fire a pregnant woman--well, Vanessa can start house hunting becauses they will be buying her a new home.
Who owns Nextel? They need to see those pictures and read that post. Right now.
ReplyDeleteIf her well-being is endangered she should see her doctor. Consider going out on disability. Check her state's employment laws regarding maternity leave. Here, your employment status doesn't change so you can't get fired or lose your benefits. Paying for them could be another issue. First thing, always, is to report it to your supervisor. Once verbally and then in writing, following up. Start cc'ing the HR rep. Looks like a health and safety issue to me.
What kind of a company would condone that? I'm appalled. I'd like to line all those guys up and smack 'em, Moe style.
Thank you everybody for all of the advice. I contacted the EEOC when all of this first started happening and they told me to try internal lines. Internal lines seem to be very short these days. I spoke with an attorney and was told to go through the EEOC and if there was a case (HAH!) that an attorney would be assigned, so that is my next step. The office in San Antonio will be mailing me the proper paperwork so I can make it official. Hopefully this can all be resolved without me getting too stressed out or (God forbid) losing my job before I get anywhere.
ReplyDelete