I work for a company I love.

71 Comments

1. LizFebruary 22,2025 at 1:40PM UTC

   Ugh. Why is it that so often, emotionally immature people are promoted? She is 26 and is treating someone who could be her grandmother like a child. How degrading. I had a boss who did this to me and she was let go 2 months ago.

   The bigger picture: why did they transfer you when your old role was still needed and why is this youngling treating you horribly? My gut says ageism and these people are pushing you out.

   Document, then lawyer up.

2. AnonymousFebruary 22,2025 at 1:53PM UTC

   I was transferred because of my depth of knowledge. They needed someone who could come up to speed very quickly. I have a great reputation within the company as being a team player and willing to take on new challenges. I've never experienced anything like this before in my entire career.

3. AnonymousFebruary 22,2025 at 2:11PM UTC

   Get an attorney. This young 26 year old is about to learn a hard lesson.

4. AnonymousFebruary 25,2025 at 4:54PM UTC

   You mean the 71-year-old poster is going to learn that attorneys don't work for free,

5. AnonymousFebruary 22,2025 at 2:01PM UTC

   I have experienced this too.

   Why is it that the “bosses” are all female that treat us badly?

   why can’t we work together?

   why can’t you accept my age and experience?

   why are you promoted at such a young age without life experience?

   You might be clever but..

   Is it perhaps that you are feeling threatened?

   Is it perhaps that you get annoyed when telling me to do something, that it’s already done?

   Why would you fire me just before Christmas and why did you not have an answer when I asked you what are the grounds for dismissal.

   I am 53, and I am seriously concerned that women can not work together.

   The more and more I read comments like yours, the more I believe women are jealous and don’t want to see other women succeed.

   This is just so sad.

   (Please note, this is my opinion only and I apologise if I have offended anyone.)

6. TomFebruary 22,2025 at 1:47PM UTC

   I'm sure there are a lot more details to this story. I'm not an attorney, so I would recommend consulting one because you may have a case for age discrimination. The state where you are in employed should have an agency that may be able to you with this situation also. The federal government is in such an upheaval due to Trump's and Musk's slash and burn federal employee reduction policies that they probably won't be a source of help for you for some time to come.

7. AnonymousFebruary 22,2025 at 1:50PM UTC

   Actually this is it in a nutshell. There is no more or less.

8. Marian DavidsonFebruary 24,2025 at 11:35AM UTC

   With any luck, the poster can file any grievances with the state instead of the feds. It is pretty clear that the discrimination could be due to age.

9. AnonymousFebruary 22,2025 at 2:08PM UTC

   Were you asked or required to transfer? Take all documentation you’ve sent to your personal email. Lawyer up, find an employment attorney to see if you have a case. Regardless of age, you are being required to do what others are not. Take a day off, get an attorney and keep all emails you sent. If you have a 1:1 then ask them to follow up in writing.

   I’m not sure why a 26 year old is managing when they have barely any work experience. Maybe that’s ageism but I work with younger people out of college and work in higher ed. She’s not management level with what maybe 5 years of work experience? She’s a twit.

10. Mary PoolFebruary 22,2025 at 2:15PM UTC

    Does anyone have any tips on what the poster should say in their response to the email? I have to admit, I am at a loss.

11. AnonymousFebruary 22,2025 at 3:05PM UTC

    the email from your boss asking you to post everything in the community chat is something that can be reported on. you may actually want to lawyer up and bring this point up to your lawyer. Asking someone to document when they leave their desk can be discriminatory if proved that the same isnt the practice with other employees in the organization. Even assuming that other employees go through this, this can still be challenged if your lawyer / or the law as applicable see this is as overtly controlling from a human rights and dignity perspective depending on the industry you are employed in- again check with you lawyer.

    To me this also seems to be an age-related discrimination. Pls consult your lawyer and be prepared to either fight back or leave the organization and look for a new job. and most importantly dont lose heart. Its ok to fall out of love with your job or your organization. You've got this.

12. JB09718February 22,2025 at 3:08PM UTC

    I agree with others that it might be worthwhile to contact an employment attorney now before it escalates further.

    I would also comb through any policies and documentation on communication and the use of community chat. If your work does not have a formal policy about this you could also reference that in your response.

    some other follow up questions:

    -are you remote or in office? (Is boss remote or in office?)

    -has your boss attempted to contact you before and were you delayed responding because you were away from your computer?

    -is she putting you on an official personal improvement plan (PIP)

    I would also be wary talking or sharing any information with your previous boss about this situation. If your current boss finds out you’re trying to leave, she might try to push harder on this or look for other ways to challenge you.

13. AnonymousFebruary 22,2025 at 3:38PM UTC

    I work in office. She has never not been able to reach me (I am almost always at my desk except for meetings and breaks). She has indicated she is going to "write me up." I don't know if that means a PIP or not. I did worry about contacting my old boss, but I am honestly flummoxed on what to do or how to handle this situation. I've never been in a situation even remote to this one before. My old boss did tell me I had to respond to the email and specifically say I was taken by surprise. I just don't know what to include or how to phrase it.

14. JB09718February 22,2025 at 5:35PM UTC

    in my experience, a formal write up will require your boss to reference a specific policy or procedure you violated. Each company is different but three formal write ups usually can result in termination. I would definitely review your documentation and see what policies and procedures exist on this topic. A PIP usually has a set list of goals (I worked in customer support, we had cases so I usually wrote goals referencing case closure rates or frequency cases are updated etc.) and these goals must be met in a predefined timeframe. If not, she can extend the timeline or amend the goals or terminate. If she didn’t provide specific goals or a time frame to meet again and reevaluate I don’t think she is putting you on a PIP. The wording that she’s using is vague though which is why I think any pre-existing documentation will be your friend here. She can’t argue against company policy. If she’s choosing to violate or go against company policy, contacting HR or her supervisor could be a potential next step too.

15. AnonymousFebruary 22,2025 at 4:33PM UTC

    First, so sorry this is happening. I'm glad you've reached out to some community for some informational and emotional support!

    I am not an HR business partner, nor an attorney. My comments are coming from experience as a people leader, a coach, and a leadership development trainer.

    I agree with others who suggest you grab all written documentation you have re: your transfer and the reasoning behind it (do you know why they had you transfer and then backfilled your role?). And then any written documentation that has come from your manager, including instant messages. I also advise writing down anything you remember re: conversations you have had with your current manager about your performance or this issue. Organize that in chronological order. I recommend documenting anything you can re: your performance using data as much as possible. That data can be from reports relative to your job duties, performance reviews, emails, etc. Pull any reviews or positive feedback you have from your previous role and then any data you can pull re: your current role. Including any positive feedback you've had from customers, colleagues, etc. If you don't have that: breakdown the key aspects of your role and document (truthfully) how you perform it. How quickly you respond, your steps to getting things done, ways you go the extra mile, etc. If you *have* dropped the ball in any way, document that and any steps you have taken to rectify. None of us are perfect; be 100% truthful and objective as possible.

    I also recommend consulting with a local labor attorney, who will have information specific to your state/city. Do this ASAP so you have a sense of your rights and their responsibilities as a company.

    Others have not yet mentioned going to HR, but I strongly suggest that (esp once you have documentation in hand). At face value, the behavior you described from your manager would not be advisable from an HR perspective, especially if they are unable to articulate specifics about their concerns. It may help you to first speak with an attorney before going to HR so that you know your rights given the situation up front. That said, unless your attorney advises it, work with HR in good faith before bringing up potential litigation. If you have a decent and empowered HR department, they will help address the situation before it needs to go to threats of litigation. Note that any complaint you bring should be addressed fairly and without any fear of retaliation on your part. If you experience anything that is perceived retaliation, document that also. Your subject line says you love your company, so hopefully this means that they have a generally positive approach to their employees and you can resolve this while still working fro them.

    I'm sure this all feels unfair and upsetting. When communicating about all of this with your direct manager or HR, try to lead with the facts: what your behavior/performance has been in your perception and exactly what has been said in writing or verbally. You could then say something along the lines that this is upsetting and makes you feel devalued as an employee.

    Note: I agree with a lot of what JB09718 says re: mining any policies your org has + the questions she poses.

    Some have mentioned potential ageism against you. This could be in play, but may not. It could also be that you simply do have an inexperienced, undeveloped manager. BTW - this type of inexperience or these types of leadership flubs can happen with a 26 year old, 55 year old, or 65 year old. Please don't buy in to some of the ageist comments on this thread that equate age to lack of abilities. It's true that people earlier in their career often still need more experience to become better at what they do. But an emotionally, self-aware, mature 26 year old who has had the opportunity and training to develop their abilities as a leader can certainly do a great job in that role.

    But back to you: hang in there. Lean on your personal support systems: friends, family, therapist, fur babies, hobbies, faith community, whatever that looks like for you to preserve your mental health and self-confidence while you go through this!

    I wish you the best!

16. AnonymousFebruary 22,2025 at 6:36PM UTC

    If others are not posting what they do in the community chat like you are being required to do, just know it's straight up ageism. You have a young manager who probably thinks she's miss high n mighty because she's so much younger than you and your boss. It happens. I am in my 50s working with a girl in her 20s, I stay as far away from her as possible, cos she's abrasive and rude. Many people in their 20s who have people in their 70s working for them will believe they are dumb. They haven't lived life enough to have the maturity to know that people have different paths and anyone can be in any situation at any point in time. Document what you can. Talk to HR, but ultimately, HR won't do much for you cos their job is to keep the company going, so I'd advise you to talk to an attorney as others have advised and/or find another job...

17. AnonymousFebruary 22,2025 at 7:53PM UTC

    I am of the mind that you work with the situation as it is. So you may ask why you are being treated differently but you may not ignore direction. There is clearly something not working out. So you document everything you do, don't do and that is said to you. You must track your availability, so tie those postings with your deliverables. That means if you are going to the restroom also mention that you are 50% complete on the xx project. If you are going to lunch, mention that you have completed xy&z and plan to begin ab&c after lunch.

    This request for tracking your time and whereabouts is related to your productivity and availability. So give them no clear reason to terminate you. Your manager and her boss are not satisfied with your work style (regardless of their ages v. Your age). They want you out so they are papering your lack of productivity and availability. This is legal because they can simply point out how they never know where you are or you are always working on things you shouldn't be or spending time away from you desk/work area so they need you to adhere to these documenting procedures. The fact that your perception that everything was going fine shows that you're a bit out of touch. This shift didn't happen in a vacuum. So try and be more self aware.

    Don't help them build a case of low performance and unavailability. Over communicate, over deliver and keep your job. Don't give them ant reason to force you out.

    I know you want to focus on your manager's lack of experience and youth but she is receiving huge support and direction on this. This is your warning that they are creating a case to terminate you.

18. AnonymousFebruary 23,2025 at 1:44PM UTC

    Thank you for your perspective. I will definitely follow you advice. I was just given an award for my productivity (which is one reason why this is so confusing for me). I was able to document that I had completed 900 tasks in the last month, where the person before me was doing less than 200. I never considered her boss being part of this and that is a great insight. A lot to consider in your post.

19. Marian DavidsonFebruary 24,2025 at 11:32AM UTC

    That is exactly the type of documentation you need. Make sure you are not keeping the only copy on a company computer —copy everything and keep it on a flash drive, or at home on paper. Try to get everything in writing, emails, etc. and blind copy your home email address on everything. Real time.

20. AnonymousFebruary 22,2025 at 8:11PM UTC

    It sounds like they are going to say that in an 8 hour day you only accomplish 30% of what your coworkers accomplish and therefore can't do your job.

21. AnonymousFebruary 23,2025 at 2:39PM UTC

    Sounds like the department is toxic and unprofessional. The last person in the role probably went thru exactly what you ate experiencing.

22. AnonymousFebruary 23,2025 at 3:07PM UTC

    The toxicity in workplaces for those over 55 is brutal. Is your sanity worth staying? They are targeting you and bring unreasonable. Time to get HR involved unless you want to be let go.

23. AnonymousFebruary 23,2025 at 5:15PM UTC

    Nah! She can handle it. Being in that late 60s age myself and working for someone 20 years younger than me has been an adjustment but I’ve prevailed. We all get along fine and for those that made problems for me a few years ago, they are gone or got on the right train. The idea of not working and not being relevant is more debilitating than dealing with challenging personalities.

24. Marian DavidsonFebruary 24,2025 at 11:29AM UTC

    HR is going to protect the company. Not the employee. Document everything and notify HR that you are experiencing discriminatory actions. Especially the differentiation you’re required to do at your age. The posting every move you make for example. Beyond that don’t expect they’re going to help you. Although they may set up meetings with your manager, it’s not meant to help you. It’s meant to cover their butts. Be careful you do not confide in HR. And get an employment lawyer involve right away. They are working to get rid of you, but at least you can get a tasty settlement working with a lawyer as long as you document things and you keep your lawyer involved every step of the way.

25. AnonymousFebruary 23,2025 at 4:53PM UTC

    This is discriminatory if you're the only person being asked to do this. Document this and go to HR. Many years ago a colleague and I experienced this type of request because others claimed that we were at each other's desk too much which wasn't true. So the colleague and I made signs that said "Going to the potty", "On lunch" and "On break" on colored construction paper with a paper clip necklace. All it took was for one of the higher ups in that department to see the signs and question why we had it and they did away with the request immediately. We are adults, working in an office I don't need to tell ANYONE when I'm going to the bathroom. I will however put up my "Out to lunch" sign and "Do not Disturb" when I'm on a break.

26. BarbaraFebruary 23,2025 at 5:12PM UTC

    Those were the days ! But everything is on the computer these days or people aren’t even in the same country! Love your sense of humor.

27. AnonymousFebruary 23,2025 at 5:09PM UTC

    Ewww. The new boss wants to make sure you know who is boss. And may have an issue with the confidence that age and experience brings. If you like it there and no one is willing to help you then suck it up and communicate as they are asking you to. At our age we know how NOT to get sucked into petty drama and this sounds like it could turn into that. Regardless of the one year rules for transfer make inquiries keep in touch with your old boss and make it your goal to move on from this job and find something else in the company. In the meantime just smile and do your job. If the new boss does anything that is out of line anything you need to immediately go to HR professionally and report it. So far that hasn’t happened but it may. So use this as an opportunity to use your wisdom and enjoy.

28. AnonymousFebruary 23,2025 at 5:52PM UTC

    Not knowing the other side, I have no idea if things were going as well as you thought or not (maybe there was something you aren't seeing), so just going on your perspective, don't give them any ammo. Post every little detail of what you are doing so they cannot say you didn't (I would be so tempted to say going on a bathroom break, have to poop so it may be longer than usual- but that won't get you anywhere good). I would also ask to speak to HR but confidentially. I would let them know you were the only person asked to do this, but that you planned on complying and don't want them to speak to your boss. Because your boss might feel like you are "telling on them" and make things worse for you, but I'd also want HR to be aware you felt targeted. You could ask them if this is standard procedure for any cases where the boss felt like you weren't doing enough.

    I would also ask them why you were made to transfer- which you really should have done when it was happening- and why you didn't have a choice. If your reviews in your previous position were all good, then it doesn't look like they were forcing you out by doing this.

    Being you are older, have you been at this company a very long time, where your salary could be higher than your boss's? If so, this could have been HR's way of forcing you out. Transfer you hoping you'd refuse and leave?

    Document everything so if she does try to fire you, you can go to HR.

29. Tami L CannizzaroFebruary 24,2025 at 3:26PM UTC

    Please understand that rarely is what we say 100% confidential when you speak with HR. At least in my experience.

30. AnonymousFebruary 23,2025 at 6:28PM UTC

    Document document document. She is trying to quietly fire you as she has inherited you as a resource. Let HR and legal know that you cannot document every time you literally blink to get your work done. Come up with an agreed upon set of comms for how you keep the new manager informed and call out the micromanagement as way over the top. This is really a bit nuts...good luck with this.

31. Marian DavidsonFebruary 24,2025 at 11:25AM UTC

    The fact that the only employee, age 71, is required to post every move she makes on a group chat is a pretty good sign of discrimination. Especially if you have to note when you use the restroom. If nobody else is being required to do those postings, then you are being treated differently.

32. Anne M. KellyFebruary 24,2025 at 1:40AM UTC

    Going to HR is good advice. You can ask HR for their "advice" on how best to deal with the situation since the constant tracking is taking time away from productivity. By seeking their opinion on how to handle the situation, you are also letting them know what is happening and that you are a) complying with the request and b) asking for advice, which is another way of working towards a harmonious workplace, and C) letting them know the poor manamgent request of your new manager without blaming the manager. The community is right that wisdom, patience, and grace will serve you well. Document, document, document. Keep a notebook, keep notes on your phone, and screenshot one day of all the times you had to post. It doesn't take much documentation to be highly effective. If you can be seen as cooperating, then the focus will shift to the manager's special requests. Give it one week and make an appointment with HR for Friday. You may find that on Monday, you are no longer documenting.

33. Marian DavidsonFebruary 24,2025 at 11:23AM UTC

    Remember-HR works for the company and not for you. They are not your friend no matter how nice and congenial they seem. Their job is to protect the company from a lawsuit. And at your age, you could successfully make a case against the company for age discrimination.

34. Luisa CassoFebruary 24,2025 at 8:46PM UTC

    Always remember that HR works for the company and not for the employee. Once you reach out they are obligated to begin an investigation and if you are not legally represented everything you have communicated will be documented very carefully. An employment attorney will advise on timing and steps for you to follow. They may even do the notification for you.... Best of luck to you. I agree with the above - have fun with it. Drive them crazy with the postings of your every move.

35. AnonymousFebruary 24,2025 at 6:44AM UTC

    I am so sorry this is happening to you. Usually when managers make requests like this, in short time they realize that it's not really what they want. They thought they did, but then can't handle all the communications coming their way. Or others complain that it's too much and the manager then stops the request. So there's a chance you won't be required to do this for very long. I agree with the other posters to start a dialogue with HR and ask their advice, keep them updated. And though it's extra work, I would start looking around at what other jobs are available and consider interviewing for them. It takes time to update your resume and familiarize yourself with current application procedures. Doing that now will give you confidence. New managers don't always realize that a new incoming team member doesn't automatically know the new team's way of doing things. HR might be helpful in reminding the new manager of that.

36. Jennifer LeeFebruary 25,2025 at 8:09PM UTC

    True dat. I had a new boss ask me to log my work for a week. After a week of seeing everything I accomplished on a day-to-day basis, the new boss knew I didn't need micro-managing and dropped the ask.

37. Marian DavidsonFebruary 24,2025 at 11:21AM UTC

    First- get an employment attorney immediately. This procedure is what management does to get rid of employees. These performance improvement, plans, or expectation that you should change some behaviors, but not specific instances for you to work from, are a very well-known method for getting rid of employees. At my last company, a job I loved, I had been taking over other people‘s work as they left the company during Covid. I was being worked to death and doing a great job. A new manager came in, half my age, and suddenly less than six weeks. I’m being told that my work had declined. In the PIP, there was absolutely no specific actionable items noted. It was something vague like the communication style you mentioned. I thought my resume in order, network, and got out of there right away. Three other people were dismissed or transitioned out after my departure. Definitely get your résumé in order and use your former manager as a reference. But you’ve got to get it together because they’re going to get rid of you one way or the other. An employment lawyer will be able to guide you along and help you organize a case against the company. You need this right away because you do need documentation that they are pleased with your work, that you were transferred without your consent, and that you were successful in your previous position within the company, and any communications where they are now telling you you will be dismissed or reprimanded.

38. Marian DavidsonFebruary 24,2025 at 11:24AM UTC

    Many people are working into their 70s. Anyone who was caught up in the tech boom, the recession of 2008, and all of the other transitions are in the same boat. No pensions, almost nothing in a 401(k) plan, and nothing in savings. We’re all out there struggling in the 55+ age group with no end in sight.

39. AnonymousFebruary 24,2025 at 11:48AM UTC

    My dear, you are the victim of ageist targeting, plain and simple. Chances are your communication style isn’t the problem. I bet you’re an excellent communicator, probably a level to two above your manager. The issue is that they know they’re not on your level and they’re trying to make you come down to theirs. It’s ridiculous to have to report a restroom break on a group chat. But it appears that this is the mentality of the crew you’re dealing with. I would say to go along with it and play the game. But if the very notion gives you a headache, take it up with someone in a higher position within the organization. I think someone at the executive level would be interested in knowing what kind of nonsense is being promoted within this department.

40. SheilaFebruary 24,2025 at 2:05PM UTC

    I don't think she should have to post it every time she goes to the restroom. That seems to me to be a violation of personal autonomy.

41. AnonymousFebruary 25,2025 at 2:49AM UTC

    I fully agree. But “this” manager is insisting that she do it, along with her other breaks and other duties. You can’t make this stuff up! The stupidity is just mind boggling.

42. J McGovernFebruary 24,2025 at 1:51PM UTC

    For a variety of reasons, many people are working well into their 70s and beyond. We do not know the OP’s personal situation, nor should she have to share, but we don’t have to know show empathy and compassion and offer real and appropriate suggestions.

43. AnonymousFebruary 24,2025 at 3:59PM UTC

    This! Frankly the rude person you replied to has zero empathy...

44. AnonymousFebruary 24,2025 at 2:41PM UTC

    Honestly, I would have fun with this. I would be posting every time , I stood up out of my chair and walked a few feet. I would also be posting and asking for feedback on my communication style. I would let them know that I was informed my communication style needed to some work and I needed to keep people in the loop so my communications on the chat will increase. I would then ask the members for feedback on my posts, the frequency, and the content provided.

    I believe what your manager is doing is asking you to post incessantly about nonessential stuff and then will use the screen shots of it against you when it comes time to let you go.

45. Wanda ShawFebruary 25,2025 at 2:44AM UTC

    classic (lol).

46. DianaFebruary 25,2025 at 2:09PM UTC

    Yes! Malicious compliance. I was going to suggest the same thing. I think that this is age discrimination for sure.

47. AnonymousFebruary 24,2025 at 6:16PM UTC

    Lawyer up, asap.

    You are being targeted. Once an attorney takes the case, and I'm sure one will, the employer will not keep you. So, be prepared to get your resume updated and find a new job. In the meantime, sue the hell out of this company and make sure the young dumb dumb, 26 year old, manager is called to the fore front for pain and suffering. Do not counter with anything on TEAMs that will hurt you, instead, do what you're asked, and the other teammates will grow weary of this. The idiot manager will be viewed as domineering, as she is making you a scapegoat and poking at you. She is trying to use whatever power she has as a manager to make a mockery of you. Document EVERY. THING. Screen shot it, email it to your home email. Showing you are telling people you are going to the restroom, you are going to get water, you are going to stand up and stretch. Do it. I want to hear your success story from this. I hate you're going through this, but find all your positive powers and take. that. manager. down.

48. AnonymousFebruary 27,2025 at 1:34PM UTC

    Exactly this. The only thing I would add is this: you won't have as strong a case if you do not prove that HR was aware of your treatment. So, forward the 26 years old's requests for your time keeping to HR and then add a brief, no opinion statement that other managers are not being asked to do the same. Be a perfect employee and talk to no one at work. Remember, they aren't your friends, they are your coworkers only. You do not know who you can trust. Follow the advice of your lawyer. In the end, remember that you are helping the 26 year old. This is a lesson she needs to learn now, before hurting others.

49. AnonymousFebruary 24,2025 at 6:34PM UTC

    It sounds like age discrimination to me.

50. Wanda ShawFebruary 25,2025 at 3:04AM UTC

    It is!

51. Barbara MastroddiFebruary 25,2025 at 1:36PM UTC

    Most likely. I also think the new manager, being decades younger than her direct report, they actually feel threatened by her colleague (who seems to be well liked and probably very knowledgeable). I experienced similar a while back, but it wasn't the extent of what the OP had posted. Fortunately that person is no longer at my organization.

52. Danielle Peterson, MBAFebruary 24,2025 at 10:02PM UTC

    Yuck! Working with this level of distrust and micromanagement is morale-crushing for anyone. I am so sorry you're going through this! Keep your job and comply with their requests for now, but start looking for a job elsewhere. (Document everything for yourself so you have records and can defend yourself or take action against any other unfair requests or accusations.) You deserve to be treated with much more respect!!

53. Danielle Peterson, MBAFebruary 24,2025 at 10:13PM UTC

    Your response is insensitive (and ageist) even if you mean well. The OP has every right to continue to work - and do so with respect, in a good environment - whether she has to or chooses to.

54. AnonymousFebruary 25,2025 at 1:50AM UTC

    As an update. I did respond to the manager requesting specific examples and a meeting. She did not respond. I then started networking and found two areas interested in speaking to me. I also got the name of the HR person to contact. When I told the person I am partnered with what happened, he was dumbfounded. He thought I was kidding. He didn't really believe it until I started posting my bathroom breaks in the chats. It was such a humiliating day!

55. Wanda ShawFebruary 25,2025 at 3:04AM UTC

    Great that you’re able to illustrate just how mindlessly foolish this whole exercise is.

56. AnonymousFebruary 25,2025 at 6:47AM UTC

    Too bad this person has no authority. It's the leadership you have to worry about. What a sick place to work.

57. AnonymousFebruary 25,2025 at 8:41PM UTC

    Are you referring to staying within the same company? I already replied with take the manager down comment. Whatever you do, keep posting exactly what she is asking you to do. This is also hostility. Also, if you go to HR and report her, there's a good chance she will be gone. If that makes your life better, I hope so, but if not, keep seeking other work.

58. AnonymousFebruary 26,2025 at 3:03PM UTC

    gurl, you keep it up. Do EXACTLY what your manager has told you. If/when people ask "what's going on", you reply with a very straight face "Mary advised me to do this, I am doing as I was told". Be straight faced and firm. Keep swimming. you've gotten good advice here from the others. Reconsider how much you "love" this company if they don't defend you in some way. I've been down the EEOC road; it take months and MONTHS to even get approved for a case (mine took 4 mos)- and then more months to get a hearing (mine was 9 mos wait)- not worth it. How long have you been with this company???? KEEP SWIMMING.

59. Wanda ShawFebruary 25,2025 at 2:56AM UTC

    Whatever her reasons for working into her 70’s are hers and hers alone. You don’t live in her household or in her head. Besides, if things keep going the way they’re going right now in this country, we’re going to see hundreds of millions of people working well into their 70’s and beyond.

60. Chrissy Regan SmytheFebruary 25,2025 at 1:31PM UTC

    Contact your state labor board. This is clearly age discrimination! She wants you gone. I’m so sorry this is happening to you!

61. Julie HagerFebruary 28,2025 at 11:57AM UTC

    If in a no fault state tho the board won't do anything

62. Chrissy Regan SmytheFebruary 28,2025 at 5:34PM UTC

    Not if she is being singled out like it’s been described. If she can prove that she’s the only person being required to report bathroom breaks, etc. No fault doesn’t mean you can be harassed. I would definitely sue this company and the boss personally.

63. AnonymousFebruary 25,2025 at 1:46PM UTC

    calling EEOC is a waste, I was given un solicted bribes from a CO VP once for an unpleasant event that occurred 20 feet from his office, EEOC said make sure I pay taxes on it.

64. Alley AFebruary 25,2025 at 3:50PM UTC

    I was initially going to ask why do you 'love'this job but then I got to the revelation that you're 71...a little more qualified to define love than most of us.

    I think you know what to do with a 26 year old ..so do that and keep your job.

    ???

65. AnonymousFebruary 26,2025 at 7:15PM UTC

    I would say it is a trap. My advice to you is to write an official email to your manager where following her recommendations you need to post in the group chat whatever you were told (in smallest details). Then you should share in group chat that you have been advised by your manager to post each step you are doing. Just to inform all chat participants. Don't rely on said words - write it down. Your manager is collecting compromising information against you. So play her game instead - write an email, send it to your personal email, take few screenshots....and kick her out of this company. She doesn't belong there.

66. maria roseFebruary 26,2025 at 10:50PM UTC

    At age 71, the OP knows what to do to get the job done, but they are working with a Gen Z many/supervisor who has completely different viewpoint on how they want communication to occur. So if posting constantly is their request, honor it and make sure as suggested, you ask for feedback and cc this supervisor individual to get everything you post, as they don’t know any other way to communicate except through digital communication. You are keeping them informed and “ in the loop”. Now the thing, the OP should be concerned with is whether the company is subtly trying to phase out their older workers as they hire in younger workers. Yes that’s ageism but unless they have a reasonable reason of doing so, they can’t just create reasons to encourage their older workers to quit or retire. For all we know, this OP is doing the expectations of their job duties despite being older than most of their colleagues. It’s obviously a job that has no physical demands ( appears by description to be an office type job) that can easily be done without strain physically until the person decides to stop working or dies. But unfortunately, companies today are making changes/choices to which workers they find best suited for their needs. And no one, including government jobs are guaranteed permanent until death do us part. So unfortunately, for this OP, I also highly recommend that they evaluate their need to keep working when doing so is in such a negative atmosphere and the reason is not because of financial constraints. Life is too short to have to deal with idiocy.

67. Jules MohrFebruary 27,2025 at 6:49PM UTC

    Go To HR, do not pas Go, do not collect $200, do not stop to talk to anyone else. Then talk to a lawyer and start documenting everything

68. AnonymousFebruary 28,2025 at 11:56AM UTC

    Sadly this likely was already discussed with HR. Same thing happened to me & then I was fired for no reason (I am in a no fault state) I was nearing 60.

69. Emily RolonMarch 1,2025 at 8:40PM UTC

    M. M mm

70. Regina BrownMarch 2,2025 at 8:40PM UTC

    DOCUMENT EVERYTHING.

    Unfortunately, those younger than us have a different communication style as it does require one to communicate (in complete sentences, complete words, not abbreviations, not aconyms) and yes.... READ.

    At this point, I believe you will need to contact outside counsel, (perhaps legal aid) and explore the possibility of filing something involving ageism, harassment and even a hostile workplace. If you can, ask a friend to create a letter to send to the head of HR to let them know of the current work environment and the possibility of legal repercussions with legal consequences

    That will make someone stand up, take notice and possibly investigate.

71. Kimberly McKenzie-KlemmMarch 10,2025 at 4:23PM UTC

    You might look at your retirement options. I retired from a company I loved when a Department reorganization was going to land me in a job I did not prize pursuing for a re-direction of my career goals. I had a formal meeting with my new Management and we agreed that (on both sides) it was a win/win for my future and the company's better values that I go ahead with independent contracting. I loved my company and had hoped for another three years or so before I had to make such a decision, but the choices on the table had simply moved up the timeframe. If retirement is in your future, I would consider now is a good time to talk it out before winding up in a corner.