Now for a little background. I started working at The Home Depot Inc. About a year ago, I was moved to a "supervisor" position the day my 90-day probation period ended. I have given two-hundred percent to the company in terms of what is expected of me. I have taken every opportunity to improve the store, the business, and I have tried to be a fair employee when it comes to position.
As for any company, the number one thing that is important is profitability. Let us not forget that without profits, there is no point in doing business at all.in my situation the person that had an opinion of me upon the day I walked in the door as a employee. Saw me through days of intentional conflict which cared throughout my time. I moved thoughout the store to be followed under supervision of the same person for which I would request my move. Continued to maintain the position above in the department in the store request the same move. When your superior or what they veiw themselves as "superior" cause your environment and workplace to be very hostile. For what I feel to be the lack of wisdom, maturity, ethics and compassion.in turn cause the very same for the individual that brings business to the store whether it be contractor, sub-contractor or customer.
During the time of my employment I veiwed the simple situation turn very extreme for many factoring reasons. An associate for which the store may refer to as ASM, Department Head, Store Manager, District Manager and associate. The persons involved here are what caused the domino effect of sexual harrasement of the second type.
The definition of this is as follows:
The basic definition of sexual harassment comes from the United Stated Equal Employment Opportunity Commission (EEOC): unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance or creates an intimidating, hostile or offensive work environment.
By each individual allowing it to continue this provided the out for termination when sought. I had a reveiw that my fellow co-worker was told there was no such reveiw.in this reveiw I was called several names in discription of my personality. I have had no formal training in my position and the instruction given to me varied person to person. I had more chiefs than I could keep track of in one entire day. When I was pulled into the meeting I had yet to ever hear of half of the content. And written up for many thing I have written some of the same people up for. I had no reveiw of many of the documents presented as well as not being able to reveiw my own reveiw.
Mind you my sight is well and read this off the desk. I was told that based on the reveiw they would fire me. And the sub-contrator for the company would see that I was fired due to the conflict of my not signing for his defective merchandise.in the week in a half to follow after the meeting. I would work under my very same job description for which I had been belittled for. Then a week and a half to the day I went to clock out for lunch to be denied and told not recongnized. Not a second told not asked to come back to the HR office.
Awaiting this time the HRM, security, ASM and store manager. I with time to sit down told I was fired for on-going conflict with contractor. Here is a metephor in my paperwork used "Said Too Much, Too Often, Too Late. Mind you by the very Manager I am instructed to refused the defective merchandise by the sub-contractor.
So, off to building a case on this very situation. Just a bit of the peice to the puzzle.
Cybil
Arctic, Georgia
U.S.A.
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