Back on the market after 17 years.

Anonymous

January 21,2024 at 7:01PM UTC

Welcome to Fairygodboss!

We’re the largest online career community helping women achieve their career goals. Gain access to articles, jobs, events, and a supportive network of women and allies. Membership is free, always.

Back on the market after 17 years.

After lodging a discrimination complaint against my direct supervisor (caucasian male) and it being investigated, they found no discrimination. I work in HR so I ensured I had all necessary information before filing. I (african american woman) informed them it is no longer a fit and wanted to discuss a transition, they told me my last day was that day. I am now seeking counsel to dispute and get proper compensation as I was offered one-year when the previous person (caucasian male) received three years. Should I just take the one-year which won't allow me to receive any other comp if an EEO complaint moves forward to damages?

Why women love us:

Daily articles on career topics
Jobs at companies dedicated to hiring more women
Advice and support from an authentic community
Events that help you level up in your career
Free membership, always

12 comments

Share your insight

Join an authentic community that helps women support each other at work. Share your professional experience or ask for advice — you can even post anonymously.

12 Comments

Join the conversation

AnonymousJanuary 21,2024 at 7:09PM UTC
This is something you should discuss with your attorney. They are in a much better position to provide you with your chances of a successful EEO complaint, as it will require a full evaluation of your evidence.
PriscillaJanuary 21,2024 at 7:29PM UTC
If you think you can "buy time" with the complaint moving forward for 3 years, great, however, don't lose out on a legal confirmation for the one year.
These type of issues tend to drag out, unfortunately. So, sometimes it's a better decision to opt in for the sure thing than not. At the end of the day, you certainly know the facts, details, and knowledge of the situation which will provide you with a solid assessment to make a good decision. Take care, and I am always sorry when issues arise for hard working people.
AnonymousJanuary 21,2024 at 7:57PM UTC
No, share with the EEOC the other persons pay out and see what happens. Alas, being in HR is often one of the most toxic departments to be in, I speak from experience and this is irrespective of being a POC. Hang in there and don't sign anything unless you have spoken to a good employment attorney. They will often only charge fees for anything they get over and above what you were originally offered as a settlement. Also be sure that any required severance docs have a MUTUAL no-disparagement clause and that you both agree on the only wording the company will say about your leaving. Good luck!
AnonymousJanuary 21,2024 at 11:14PM UTC
EEOC can and will provide you options if they find discrimination did take place.
AnonymousJanuary 22,2024 at 10:46AM UTC
I had horrible luck with EEOC....it took them 4 mos JUST ro review my application. Another 5 to hear the case.. It may depend upon the area of the country in which you reside... But the e o c is overwhelmed... I would take the one year offer and run. Make sure they also provide you documentation saying that you are not terminated for cause. Legal fees and time lost add up to quite a bit. I would take that money off her and run with it
Vennette JonesJanuary 22,2024 at 2:20PM UTC
Thank you all. I did make an EEOC inquiry when I filed my complaint in-house, however there are no appointments until August. I will be speaking with attorney and hope this matter can be resolved quickly. Thank you all again.
AnonymousJanuary 23,2024 at 3:04PM UTC
It’s truly amazing to me that although in training we are told by our employer discrimination .
and hostile work environment,will not be toleratef nor sexual harassment, etc. 09 out of 10 times retaliation takes place.. Nothing but a smokescreen companies put up definitely challenge with an attorney
AnonymousJanuary 23,2024 at 5:00PM UTC
I recommend you negotiate your terms. Many times organizations want us to take what they offer. They want us to think that there is no room for negotiation.
Point out to them what the previous person received and ensure that you are compensated in a similar fashion. Good luck to you.
AnonymousJanuary 24,2024 at 7:20PM UTC
Hello, I wouldn’t reference my predecessor if it had no relevance. The person actually did not have a discrimination claim. They were referenced because they asked and were granted without much issue. My claims are rooted in bias. * I was management in HR so I know quite a bit. l have 21 days to accept. I have now retained counsel. We’ll see how it goes.
AnonymousJanuary 25,2024 at 6:56PM UTC
You and your lawyer should make the decision of whether to take the one-year offer or pursue an EEO complaint.
The answer depends on the following criteria:
(1)strength of your EEO case (ie probability of a win)
(2)time it will take to litigate the case and determine a financial award.
That said, I am wondering if your attorney has pursued a negotiated settlement with your company that would exceed the one-year offer? This is a frequent approach to resolving cases like yours, as a settlement is received in less time than it would take to pursue an EEO complaint. Or has your company refused to negotiate?
AnonymousJanuary 26,2024 at 7:21PM UTC
Thank you. We have started the negotiation process above the one year so we will see how it goes. Thank you to everyone for their advice and comments. The process is underway and being on the opposite side of the process, thankfully I am aware of how they may try to approach my case and am prepared. Again, thank you all.
AnonymousJanuary 29,2024 at 7:50PM UTC
Definitely, speak with an attorney about this.
There are a lot of variables when it comes to firing without cause. The comparable severance package offer somewhat proves your discrimination case against them, if everything else matches between the two. Maybe your attorney needs to enlighten them ?