Eeoc
Is it possible that big companies have the EEOC in thier back pockets?

I was terminated by my employer for age discrimination and the EEOC refused to except any evidence/witnesses to investigate!

I have been sending this to everyone and anyone to get this
Out in the open. I want everyone to know HOW I was treated by the EEOC as a WHITE male over the age of 40 when I filed an age discrimination complaint against my employer.

Yes, my employer was a very big company but we cannot allow this to happen just because of their size. Discrimination is illegal if you have 2 employees or 2000 employees!

The Investigator that took my complaint wasn't ashamed to tell me that the company was big either. He seemed to be terrified of my employer for some reason. Yes, I admitted that I had 2 unexplained phone calls but it was from the prior month and I couldn't remember 2 phone calls. Besides, my phone
logs were very minimal is was a third or more less than that of the younger employee's phone log. I had copies of phone logs but the investigator wasn't interested in them.

From my understanding, it is the EEOC's job to investigate these matters to determine whether there is reasonable cause to believe that discrimination has occurred. Not just sit in the office and wait for an employer to present their evidence and come to the conclusion that the company is in the right.
If this investigator would have looked at the evidence, interviewed the people on my team, other managers, supervisors, team leaders he would have found that this company has discriminated against a lot of people. But he wasn't interested in any information that I had to offer. I quote my investigator We just don't have the personnel to investigate these kinds of cases". Well, just because this office is understaffed doesn't mean that I wasn't discriminated against!

All I asked from this office was to investigate this company because I wasn't the only person discriminated against. There were several woman that were over 40 on our team that was
discriminated against but were afraid to come forward in fear of losing their employment.

There were managers, supervisors, team leaders, and many other employees devastated that I was terminated for 2 unexplained phone calls when they couldn't terminate younger employees for much much worse. Here is a quote for their phone policy:

"Occasional personal telephone calls or visitors are acceptable within the guidelines established by your supervisor".

Well if the supervisor/management doesn't establish any guidelines then how can the employees be held responsible?

To give you a summary why I was terminated:

Prior to my termination, I had no issues/counseled in any way by any part of management. All my reviews were excellent! I was never late, I always met or exceeded quota.

First, the manager got rid of our team leader, then our supervisor (which were both over 40) then me. Replacing us one by one with younger employees!

A month or two prior to my termination, I sent 1 inappropriate email (which was wide spread throughout the company and still is today) I got written warning. Younger employees have been counseled, had verbal warnings, written warnings and eventuality had their email taken away for the same thing.

A month later, phone logs came out. I had 2 unexplained phone calls (from the prior month). I GOT FIRED! Quote from my manager "Since you can't explain these 2 calls, I'm going to have to terminated your employment with the company" (An HR representative was there to witness the termination) Again, younger employee's phone logs were double, and even triple the amount of mine. They were counseled, got verbal and written warnings and eventuality having their phones taken away.

Bottom line! I was treated total different from my younger team mates. I got NO counseling, NO verbal, NOTHING taken away. WHY?
I was the ONLY male left on our team that was over the age of 40! I was terminated on a Friday and was replaced on Monday by a person in their 20's. Normally the hiring process for the company usually takes about a week or longer... Hummmmm?

If the investigator would have cared to interview some of the other managers, supervisors, team leaders, he would have found that they have had a lot of serious issues with younger employee's but wasn't allowed to terminate them (per HR).

If the management couldn't terminate these younger employees for serious issues, how could my manager terminate an employee for 2 unexplained phone calls? There is no other reason, the only difference is the younger employee's had more serious issues and got better treatment than the older employee's with less issues.

The investigator made his decision solely on a copy of my phone log and a copy of an email that I had sent a month or two before I was terminated that the company sent him. (I could have saved him the time, I had them with me but he didn't want to see anything I had!) I tried to explain to the investigator I agreed that I couldn't explain the two phone calls from the prior month since we had to call so many tax offices it was hard to remember". I also admitted that I had sent the email a couple of months prior. These types of emails were forwarded to me and hundreds of people throughout the company including other management personnel, supervisors, team leaders and other employee's on a daily basis. These emails continue still today. The funny thing is I had the copies to give him, he just wasn't interested.

My wife also works for the company many years and she had step down from a supervisor position just because she had so many problems (attendance, quota, email, phone, etc.) with the younger employees on her team and HR wouldn't allow them to be terminated. None of them were over 40!

If the EEOC would care to investigate this company they will find many many of years of discrimination that hasn't has gone on unjustly. People that have stepped down quit and went to other companies, and people that are still there but afraid to come forward. They would love to have their say in court; all it would take is for the EEOC to subpoena these people and it
would all come out in the open. It has to stop somewhere. It's really a sad day in our country when a company is so big that they are allowed to do this to it's employee's any get away with it.

Why do we have an EEOC if they are all for the employer? Looks like a lot of tax payers money going to waste if it's no service to the working Americans. What's the use even in having an EEOC if it's not going to keep the employers from discriminating against their employee's?

The Problem!

I admitted I did these things, (it went on throughout the company everyday) that wasn't why I filed for discrimination. I filed because I was treated differently than the younger employees that had the same but worse issues and they are still employed with the company today.

Please forward this on to everyone you can...
We must not let the big companies carry the EEOC in their back pockets!

Mike
Middletown, Ohio

Company: Eeoc
Country: USA
State: Ohio
City: Cincinnati
Address: 550 Main Street, Suite 10-019, Cincinnati, Ohio 45202
Phone: 5136842851

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