Losing Job

You need to keep a separate log-not accessible by anyone at work and begin documenting every incident that is happening to you. Whatever you do DO NOT QUIT-they will win. Request that your manager give you a copy of your employee work file and your job description, also if you no longer have it obtain a copy of your employee handbook. Spend some time reviewing the job description you were hired at vs. the work load they are giving you. Also request a copy of the specific rules regarding the test that you are to take. Now the next step is critical for your case. Submit all your requests in WRITING and keep a copy on your computer at work and send duplicates to you home computer as back up.

You may still request things verbally and have conversation; however, send a letter summing up the conversation every time if your boss/upper management does not provide you with written instructions/answers.

For instance send a letter to whomever you recently spoke to about receiving the additional study materials and sum up the conversation you had as truthfully and tactfully as possible, then submit the copy of the rules and regulation for the test and any relating material from the handbook and make your request again AND politely ask if there is a particular reason you are not being provided this material and remind them that you have received permission to take the test in August because your original date fell into your maternity leave. End with reaffirming your dedication to the job and desire to perform to the company's expectations.

Next, after you have compiled your documentation and begun backing up all your conversations in writing you have a powerful asset in protection your job. As effective as the EEOC may be I would also contact the Illinois Department of Labor for advice.

Just make sure you get everything documented as soon as possible-keep your notes brief and free from emotional wording-this way if you can show that your job expectations significantly changed since your pregnancy and you began receiving poor reviews or possible termination because of the new expectations you will have a trail of paper that will be able to dispute claims of poor job performance. You will also have documentation showing your dedication to the job and your willingness to do all that they are asking, within the constraints of your original job description.

It is likely that once you begin documenting and responding by written correspondence in which you remind your boss how dedicated you are to the job things will most likely change for the positive without you having to file any further claims. But if you do pursue any claim I would sit down with your boss and explain what you are doing and why and let him/her know that it is mainly because you want to protect your job and you are sorry if your claim puts him/her in an uncomfortable position.

Don't be surprised if things change immediately, a good supervisor who wants to keep their own job will do whatever it takes to keep a black mark like that showing up on their record. Also it will prove what you are saying that you just want to keep your job and do it well.

Lots of employers make lots of mistakes and mistreat employees and most get away with it because people are afraid to have the confrontation, they'd rather find work elsewhere, but in this economy employees need to protect their jobs, because there are no other jobs. Don't give up, be diligent and honest in your record keeping and keep open communication going between everyone. Also in your employee handbook there is probably a grievance procedure listed-I would utilize that as well, if necessary.

hang in there, it will be well.

N.,

I agree with the prior posts...keep it all in perspective. I know it's hard, and stressful, but you CAN'T control your boss or company. Go back to the EEOC. Document EVERYTHING on your end - every conversation and meeting, follow-up with an e-mail, and make sure you track YOUR time at work (what you do, who you meet with, deadlines you meet and miss and why, etc. Then spend your "free time" searching for another job.

Any way this turns out, it doesn't sound like this is somewhere you want to stay or would be happy. And let's face it, IF/WHEN they fire you, you will already have your resume together and name out there.

There is no sense keeping all your eggs in this basket. That doesn't mean give up or don't stand up for yourself. It means, be prepared. Don't give them a reason to fire you. But don't be left empty handed either IF they decide to let you go. IL is an "at will" employment state. That means they can let you go at any time for any reason. All your case with the EEOC means is that "big brother" will be watching them and following up AFTER they keep doing what they are already doing to you.

BTW - about your upcoming test. I would immediately send a follow-up e-mail to your boss, his boss and HR. State that you have repeatedly asked for _______ materials and time to prep with no results. Ask again for the "crash course" that has been offered to people in your office in the past. Finally, explain in brief and uncertain terms that without this information immediately what your concerns are for passing this exam and your "eligibility" for employment should you not pass due to these issues.

As far as your "additional responsibilities" since your return to work, I don't know if this is something that is only affecting you, or many other people in other departments (common in this type of economy with all the downsizing and money constraints). I think that in a separate communication, if needbe, you have every right to explain to your boss (and others) that these additional responsibilities are hindering your ability to study for the test and/or perform all of the duties expected from you. I would also suggest having a recommendation as to how to be more successful/efficient/effective at your job with a few changes. This puts the ball in your boss' court, with YOUR recommendations as to how the whole team can do better for the business (without sounding like a whiner). Make it all about being a team player. How "we" can do better, how the "business" can run more efficiently, and how the "team" can be more effective.

I hope this helps.

Since you have already filed a formal complaint, I would take this to the EEOC and let them determine what your best course of action would be. It certainly sounds like you are being treated differently and I've known my share of companies that will play dirty once they've been brought up on a complaint. Not too smart IMO that they would do this once they've already been put on notice, but the EEOC is your best protection, legally speaking, at this point. Good luck!

You are not being a baby. If they provided this material for the others, then it is only fair they do the same for you.

I would continue fighting for the material, and I assume this is a test mandated by law, not just your company. Is there an outside administator for the test youe can bring these issues to.

The economy is bad I know as I have been out of work since November, but I would also start updating my resume, and start looking for another job.

Good luck.

I would turn to the EEOC again since they are withholding necessary documentation from you that will let you proceed with this test. Esp since everyone else in your office received other privilages that you are being denied due to your maternity leave.
Good luck and don't back down.