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Posted by a 45 Year-Old Male Last Updated: 08/02/2006
Discrimination Type: Sex	Complaint Type: Marital Status/Family Status	Occupation: Office and Clerical Workers
Details: I work for the a temp service. My job site is in the midwest. To make a long story short,2 weeks ago I had to call off because my son was real sick. I received my pay check and instead of being paid $7.40 an hour, I was paid $5.15 an hour. I was told by the service that if you miss a day within the first 30 working days they drop your pay for that week. I'm soeey but they still received their $10.40 an hour for the 32 hours that week. On top of that child support called me because if I would of been paid my $7.40 an hour wage they would have received the obligated $93.75 for the week but when the wage was droped they recieved only $88.26. I now have to go to court for contempt because the whole amount was not paid. My pay check came out to be 53 bucks! Try to live on that! How can a company set a wage and then change it at their will?
Actions: I called the service and asked for paper work showing where it was leagal to do what they did. I was told that when I go to court next week to have the judge call them. They refuse to give me any papers stating their rules on the matter.

Posted by a 51 Year-Old Female Last Updated: 08/02/2006
Discrimination Type: Sex	Complaint Type: Retaliation, Sexual Harassment	Occupation: Service Workers
Details: In 1998, because I filed a lawsuit and won (though no money was given to me since), the courts allowed a principal and teacher to grab, touch, write fowl and sexually explicit notes, to me, and he even put them into my personnell file. He admitted to touching and writing notes, and even giving them to children to give to me, but he is still working and they fired meand took all my money, benefits and all without a trial. They even lied and siad I did not file in time when I have certified proof they are lying. I have been trying for 12 years to get my property back and to make them pay, but without hope. I need to expose them publiclly. See Jacquelyn B. NJai vs. Pittsburgh Board of Public Education, et al. They destroyed my life for suing them.
Actions: I had 200,000 judgment that they used clerks to undo. I had default judgments of 72,000.00 that were voided based upon proveable lies. I was told to go to the American Arbitration Association, who told me only the Board and my Union can file a claim.

Posted by a 28 Year-Old Female Last Updated: 08/02/2006
Discrimination Type: Sex	Complaint Type: Marital Status/Family Status, Promotion, Resources, Work Assignments	Occupation: Sales
Details: The company I work for is in the mortgage lending industry. I am involved in the operational aspect. In June 2003, I was hired through a temp agency and came to work for this company. I began as a Collateral Specialist, which entailed for me to just put the loan file in order and get the appropriate documents for collateral. In March 2004, I was hired by the company with a salary of $33,000/yr. Later in May, I was given the opportunity to move positions and be a Loan Support Specialist (lateral move). I still had the same pay but now i would get a bonus with a cap of $1000. The job entailed me to track all loan files received and sent out, update and input information into our systems, contact brokers/agents of missing documents needed, make copy packages, execute disclosures for the borrowers (72 hr deadline), open mail and distribute them to the correct individuals, and deliver appraisals for review to the appraisers in another building. During the time, we were the operation dept for both retails (in-house loan officers) and wholesaler(brokers/agents). During this time and until March 2005, my manager allowed me to overlook that part of the operation among the others. In March 2005, the announcement was made that retail and wholesale was going to split and have its own operations dept. In mid April, the transition was complete. I ended up on retail side with 6 other people making up the operations dept. I was the only one for Loan Support Specialist and was already behind on my part because of the split. So, with all the work needed done, the managers allowed me to take it home and work on the files for disclosures. They told me to put it as my overtime. So I did and when I got my paycheck, I didnt receive a bonus. The reason was because of my overtime, which exceeded the $1000 cap. Later that month, I discussed with the VP and my new manager that I was interested in doing something else. They explained to me that if I wanted to be a scheduler/funder (drawing closing docs and funding), but it required me to go to Atlanta, GA to get my funding certication for two weeks. But because I am a single parent, they didnt think I would go. But I jumped at the opportunity and told them that I can have my father come and stay with me and care for my son during that time. They agreed and I started to make plans for my father to come. First, my father had to travel back to the U.S from Thailand. Also, he could only stay for four months, because he only had enough medication to last for that amount of time. By early May, I had trained someone everything they needed to know about my position. Whenever there was a chance, I was being trained how to draw docs. So, I would do my job duties and help draw docs. By late June, I questioned if the they were still planning for me to go. And to let them know that my father was coming in August and the timeframe. I didnt want him to come, if they were not going to send me. But they would tell me that I would probably go in Sept. or October. During this time, I had a new direct supervisor and from that moment on everything seemed to spiral downward for me. I knew the individual before, but that was it. She didnt know about my promotion. During this time, the individual I trained took it upon himself to only do specific file (ones that take no effort) and assist everyone else. So one day I went to my manager and asked if he was to help on the work, if he was to only do those specific ones and take on other projects, then I will do them and not expect any help from him. She then calls him and with me there, tells him that I am worried that I am doing more than him. The work is then split up between us, yet it still isn't split equally. At the same time, I am wanting to get more training in drawing docs on our other loan products. But for me to be able to do that, I have to complete all my work before I can begin to practice drawing docs. And when things got backed up, the blame was pointed at me. At the same time, my manager was giving a hard time with everything. She would give me remarks of not being a team player or saying "unitl I show her that I am committed, I cant be a scheduler." And I never understood all that. I have worked hard for this company from day one. My job was like a place to get a way and I loved coming there. After a week of her as my manager, she started stating about the time I came in and letting the VP and her manager get the assumption that I was not a good candidate for scheduler/funder and that I was making my own work schedule. But when I began under the new transition, I had asked the VP if I can change my work schedule to be 9:30 am - 6:30pm because I did not have enough time to get there after dropping my son off. She was fine with it. But with my new (direct) manager, she begin to make issues about it. Later her manager (which was the same manager involved with my promotion) began to agree with her and make it an issue with me. I should add that in our handbook, it states that the company has flexible schedule and the work hours are from Sun 12:01 am to Sat. 12:00 and to discuss with managers. And at that time, they wanted me in by 8:30 am. But I know that it was impossible and then I was always running late and each time, my direct manager would just give me an attitude about everything. My creditability with the staff was now nonexisting. It wasnt that I would come late and leave early; that was never the case. If I came in early, I would still have to stay late to try and complete the work. I was doing 10 hour days. It didnt matter though. So, I kept up with both my job duties and learned the scheduler position. In September, things got worse. I decided to go to her manager and explain that it was hard enough for me to try and do both job duties. And by that time, I think at that time, our scheduler for our dept was transfering from our dept to another, leaving the position open. The managers kept that real quiet and had told the individual that was to take my position that they had something for him, because he was looking to go to another dept. And in October, I found out that he was going to take the guys place. So they were willing to train someone again and give it to him. Even though, I had already had the training. And when he was training for the position, he didnt have to do both job duties like I did. He was able to just do that specific job and nothing else.
Actions: When I first began having problems with my direct manager, I went to her manager telling her that I shouldnt have to be treated with some type of attitude from her. That it was causing me distress. Later she had told my direct manager and they would make a comment to mock me. One day I just couldnt take it anymore and I went to her manager and told her that I would like to be transfer to another dept. and that it is becoming a conflict of interest between her and I. St this time, one of the loan officers were getting promoted to manager and he asked if I would be interested in being his assistant. It would be a great opportunity and I would be able to learn alot more about the industry. So he approached my direct manager's manager and just told her that I am interested in the position. Before I knew it, I was called into the VP office. There was the VP, my direct manager, and her manager to discuss with me that they dont think that the funding dept is right for me and that I should look elsewhere. And in regards to that assistant position, I was wrong for doing that. Because I have to follow by the rules. But I still didnt know what I did wrong. Then I was told that if I keep complaining to others, I will be written up for that. And in all honesty, I really didnt know who to go to and discuss all the issues that I was having. But before the this, I did think of going to the VP, but after this discussion I knew that I wasnt going to be able to. Therefore, I never really new who to discuss this with, except for those that I work with. The job wasnt offered to me yet, he just wanted to know if they were going to be alright on it and sign my transfer form. He didn't even think that it was going to turn out that way. So that opportunity was gone. Later, they would ask me for my transfer form, but to have that filled out I would have to find a position that I wanted. And for a month, I was unable to find anything. And as time passed, it just seems that they are just waiting for me to leave. Everyone that I work with all have kept their distance and at times even forget that I even exist in the company. So now I am at a loss.

Posted by a 55 Year-Old Female Last Updated: 08/02/2006
Discrimination Type: Race, Sex	Complaint Type: Unequal pay, Work Assignments	Occupation: Office and Clerical Workers
Details: I have worked a total of 18 years with State Government. This does include a break in service in which I worked with Local Government. I have worked in various positions and in the current one for five years. The section where I now work consist of 11 male and myself. Only 7 work in my office and the others in the regional offices. With regard to salary my boss only secures raises for the males and have done so on 3 occasions. When asked regarding myself the answer is always "no" or I am trying to help you. None of the guys have beyond high school other than technical radio training or was hired through word or mouth unfortunately. I am black and the boss will not hir any more blacks for any open position or created position. This problem started over 2 years ago and I was called racial names and other slurs. This was reported also provided phone tape of message left. Nothing was done positive to my knowledge. My inquires from the Civil Rights Office shared proper things were done. I received no written response of any kind solely told that the State was able to save money from this. My boss told me to never go to the other side of the building and stay in "my place." The incident was shared with all of the other worker and some intimidation was strongly directed toward me. I have not complained but I am oppressed by it. It has stressed my medical condition. This has caused the boss to write medical comments in performance evaluations. He has responded that the building is exempt from providing handicapped access. And access ti some records and accesses to some doors that I need to use in completing my job responsibilities have been barred. Often unplesant comments are made and lastly - Raises that he gets for the others are denied to me. They have asked me about quitting as to force me out possibly because of my age and medical condition, but I will not leave. At any rate Discrimination is most prevalent. Please reply. Thanks.
Actions: Included in the above. Please keep name anonymous but use story where possible to help other. Advise what I can do where possible. Thanks!!

Posted by a 43 Year-Old Female Last Updated: 08/02/2006
Discrimination Type: Sex	Complaint Type: Hiring, Marital Status/Family Status, Sexual Harassment, Unequal pay	Occupation: Service Workers
Details: Several stories 1. I was hired along with a male MSW classmate by a mental health hospital in Baltimore to do the exact same counseling job. His pay was higher because he had also interned there [seniority is a form of gender bias because women sequence between paid and unpaid work while men build up seniority unhindered by leaves of absence]. I had interned at a different institution doing the same intern work. 2. I was told by a subsequent employer, a university in Washington DC, that I was the 'wrong gender' for a job that I was filling temporarily while the search committee found a permanent candidate. My eventual replacement was male. 3. I experienced retaliation after having reported repeated sexual harassments from my male supervisor at a Washington-based contractor. 4. I married, raised a child, and was discouraged from returning to paid employment by government discrimination against so-called "secondary earners". When we did the math, paying my husband's higher tax rate on my part-time income meant losing my income almost completely. Then I discovered, in the book Taxing Women by Edward J McCaffery, that my dropping out of the paid workforce was precisely the intention of the 1948 law that required employed wives to begin paying taxes jointly with their husbands.
Actions: In each case I secured another position at a different place of employment rather than take action that might "blacklist' me in my professional circle. But now as a married woman who is also a mother, I cannot even do that without having my income confiscated by the government. So I have been writing my congresspersons and womens groups and civil liberties groups asking them to please revisit the gender discrimination in the IRS tax code. I believe it is a contributor to the gender-plus wage gap [employers note, correctly, that most married women will eventually leave their jobs; employers then justify, incorrectly, withholding raises and promotions from women on that basis], to the 'glass ceiling' discrimination, to the feminization of poverty, and to the patriarchal male dominance of every career field. It has been nearly sixty years since Congress taxed Rosie the Riveter out of her job. It is time the IRS stopped inducing married women to permanently leave the paid workforce. It is time women stopped allowing the Congress to force us into economic dependency on our spouses. We want to return to our careers, to contribute to our families' income, and to build our retirement savings. It is time to stop the gender-discriminatory 'secondary earner' tax bias. When we do, women will finally demonstrate the economic leverage and the numerical forces necessary to defeat sexism in the workplace.

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