Evidence

27 Comments

1. AnonymousAugust 8,2023 at 10:37AM UTC

   Document. Either go to HR, higher supervisor or resign

2. AnonymousAugust 8,2023 at 10:58AM UTC

   That's a 'you' problem as that is who you need to partner with. So exhausting with first step of distrust with HR. The balance of protecting the employee experience and liabilities with company takes a professional so unless you don't have a real HR dept then go to your legal partner. First, go to your manager's manager, then no action go to HR then on to legal. If you want something to change you need to speak up. good luck.

3. MislynAugust 8,2023 at 4:07PM UTC

   Everyone should always document everything. Take pictures, save pictures, record conversations, record phone calls, keep text messages, emails I even white down things other co-workers would tell me that I thought I may need later. Get you a Zip drive and backup all files, company contacts, and any other information you may need. Workplace sabotage is a thing and people need to be prepared. I document and record when I take brakes at work now so I know when and what I did. Always keep proof.

4. AnonymousAugust 9,2023 at 2:01PM UTC

   Just remember that the work you create on your work computer belongs to the company and you may be legally bound NOT to copy it down. I agree with documenting your time, conversations, but copying all files and company contacts may break HR rules and employment law.

5. MislynAugust 11,2023 at 3:04AM UTC

   They were contacts I created for the company. I started for a company that was just starting and had no idea what they were doing. I was a major part of their growth and I developed a good relationship with many of the companies we used. I kept that information.

6. ICXCNIKAAugust 10,2023 at 1:42PM UTC

   To record anyone without their knowledge and permission is illegal in many US jurisdictions. Unless OP knows for sure it's okay to record where they live without the other party's/ies' knowledge/permission, they should not do that. The rest of your advice is spot on.

7. MislynAugust 11,2023 at 2:58AM UTC

   May be illegal but, information I have that was said is also illegal so let him try me.

8. AnonymousAugust 14,2023 at 7:13PM UTC

   If it reaches that point, it would be highly likely to be thrown out because of the illegality of the recording. I would hate for someone to lose a case on a technicality like that.

9. AnonymousAugust 16,2023 at 2:15AM UTC

   I am in a one consent state and I have recordings of it all . Everything

10. AnonymousAugust 9,2023 at 12:27AM UTC

    That sucks. Would you be interested in this? https://www.dol.gov/agencies/whd/contact/complaints

11. AnonymousAugust 10,2023 at 8:29AM UTC

    This is actually squarely an HR issue.
    That is definitely who you should speak with, as they are the ones that hold your personnel file. So if what your manager has been recording about your time and performance is false, they would be in the best position to address that.

12. AnonymousAugust 10,2023 at 12:16PM UTC

    This happened to me where my numbers were consistently lower than everyone elses even though I had documentation of my work. I went to a data analyst in another department and had them pull the same report where my numbers were in line with everyone elses. With that information showing that numbers were manipulated after the fact, I went to HR. In my experience HR does side with the manager unless you have hard evidence. Save all e-mails, instant messages, and reports.

13. AnonymousAugust 10,2023 at 12:26PM UTC

    HR. But does your company have an ethics hotline? You should report to both.

    If you have hard evidence, it shouldn't be a problem.

14. AnonymousAugust 10,2023 at 1:21PM UTC

    Your only options are to speak with an outside ethics reporter (if your company has one in place), your manager's manager, or HR. If you think your manager's manager will take your manager's side or retaliate against you, then you may be better off going to HR to get the documentation on the record.

15. AnonymousAugust 10,2023 at 2:51PM UTC

    If I were you, I would talk to a good labor lawyer, just in case with all your evidence. This way, you would get good legal advice and be educated on what your rights are. HR is mainly for protecting your employer and NOT for the best interests of the employees. Just think of all the cases of Sexual Harassment in which HR blamed the victims unless they received a ton of complaints about the same predator. HR focus is to mainly protect the company from lawsuits.

16. AnonymousAugust 10,2023 at 3:47PM UTC

    Before you speak to ANYONE, make sure you have everything printed/downloaded and saved externally. EVERYTHING. I would then speak to HR. If nothing is done, I would report it to the company's ethics hotline. That information will be provided to the compliance officer and legal, who *should* launch an internal investigation. If nothing comes of this, I would contact the labor department and a good attorney.

17. AnonymousAugust 10,2023 at 5:11PM UTC

    Contact the FEHA or EEOC and file a formal complaint. Provide your evidence and file a wage claim and the company by law is required then to do an investigation with those authorities in tow.

18. asmith13August 10,2023 at 5:33PM UTC

    HR here---your employer can't address this if you don't say something. If HR doesn't help, report it to your compliance help line or talk to a lawyer. But at least give the company the opportunity to address the issue--especially if you have proof.

    Also--most of the HR people I know want to do the right thing and aren't terrible people although the profession gets a bad rep.

19. AnonymousAugust 16,2023 at 2:07AM UTC

    Thank you . I pray that our HR people will do the right thing. We have a lot that are unethical and most have no degree in hr and are brought in by word of mouth

20. Rebecca MillikenAugust 11,2023 at 12:08AM UTC

    Make sure all the evidence is saved in a safe place (not at work or on work equipment). Report to HR but also consider talking to an employment attorney simultaneously to protect yourself. If your boss is willing to be so slimy it sounds like it could be a nasty fight. But I feel it's only fair to the company that you put them on notice as to what your boss is doing and allow them to handle if if they are willing to.

    Which is not to say allow them ONLY to handle it. What he did is illegal and the company may try to keep it under wraps.

21. AnonymousAugust 11,2023 at 12:44PM UTC

    I agree with everyone that you must protect your hard evidence. If you are hourly, you can make a complaint to the Wage and Hour division of the U.S. Department of Labor. When they come in and do a review, the whole company shakes. They will go over everyone's time records for years past and the company could pay substantial fines. You could get any money owed to you back. Don't hesitate to do this.

    I would take copies of your evidence to HR and tell them you are planning to report this to Wage and Hour. If HR knows anything, that may shake them up enough to go after the manager and get you what is owed. If they don't know anything, they will learn very quickly. Sit back and watch HR and management start pulling their hair out.

22. AnonymousAugust 16,2023 at 2:03AM UTC

    Thank you. Can this be done in any state? He has employees working off the clock and coming in to do work without clocking in and so much more. I have all the evidence . He made a mistake and provided me a link

23. JudikingAugust 17,2023 at 12:36PM UTC

    Yes, any State. This is Federal Law. I was hired once at a company that was in the midst of a Wage and Hour review. You would not believe the detail they go into. Years of timesheets, interviews. Very scary for the company.

24. Valerie Teeters RossiAugust 11,2023 at 1:09PM UTC

    100% go to HR!

25. AnonymousAugust 13,2023 at 11:17PM UTC

    At some point, you will have to speak with HR so it is on record that you brought it to their attention, but I personally would speak with an attorney first if possible. While one of the functions of HR is to address employment issues, they are in place to protect the company. I have personally experienced speaking to a member of HR and an EEO rep in confidence for guidance, and the person I was speaking with called the person I was speaking about as soon as I left the room or office. The person I spoke with them about was fuming and waiting for me when I returned to my desk. I now work in HR and have seen some folks protected and treated respectfully, while others get treated horribly, when they have come forward.

26. AnonymousAugust 14,2023 at 6:18PM UTC

    Same here. I had experienced verbal abuse by a colleague in which everyone else heard the abuse so I went to the company "Ombudsman" (for handling ethical issues) who was supposed to keep things confidential but was a huge lie. I was on the "lay off list" soon after while the offender was kept in her position.

27. AnonymousAugust 16,2023 at 2:00AM UTC

    Wow , thank you for this I am so lost and I have been advised by attorneys that they cant do much unless I am terminated. The law gives me the right to record. I have it all on tape and they are denying all of the wrongdoings by email =