Hello, I recently retired from a position of AVP Revenue Cycle in healthcare industry with 45 years of experience.
MaryAnn Coats Hastings
Hello, I recently retired from a position of AVP Revenue Cycle in healthcare industry with 45 years of experience. Didn't like not working but didn't want high level job with all the stress. Found a position of manager with a small start up healthcare company in business 4 years reporting to a newly promoted Director revenue cycle. The young man is likeable but inexperienced and is a micromanager to the max degree. We have seven staff on the team where he was the manager before being promoted to Director. He continues to have the staff report directly to him for all issues including PTO requests. He does not involve me in planning the weekly team meeting agendas nor am I allowed to speak in the meetings. We have had two position vacancies; I am included in the interview sessions but not in the hiring decisions. He assigns my work daily. I have had several several conversations with HR and was advised to speak to the CFO, department leader. I met with the CFO and was advised to meet with the Director and share my concerns. I requested a meeting with the Director on two separate occasions, each time I as was told that I would be scheduled. I have been on the job for 5 months and feel that is more than sufficient time for him to have developed a level of comfort with my ability to manage the team and specific job responsibilities considering my background and experience. After waiting three weeks for him to schedule a meeting, I went to his office and requested an impromptu meeting. I asked him for a few minutes of his time as I wanted to talk with him. He agreed and as I sat down, he began talking. I sat for 10 minutes listening to him share his thoughts. I finally had to interrupt him by stating that I requested the meeting so that I could share my thoughts with him regarding my concerns. He listened and his response was that he realized that he had an issue with delegating. That he wasn't comfortable delegating until he trusted the person to whom he was to delegate. He then dismissed the meeting without resolution.
The following week, the HR representative that I had been meeting with regarding my concerns with this Director was terminated. The following Friday, I was terminated for poor job performance. The performance issues noted were items that the Director would not allow me to manage. When I pointed this out, I was told that regardless, as manager it was my responsibility. The following Friday, the Director was terminated. I would like to add that I am over 65 years old.
Do I have any recourse?
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