#harassment

Only at Oxy can a director be turned in numerous times for harassment and still be employed at Oxy. Way to go Oxy for taking care of your employees…

I was actively looking for a new job, both within and outside of Verizon. My direct manager knew I was searching and even gave me permission to use him as a reference. After a few months of applying and hearing nothing back, I assumed it was just the job market.

Then, after about four months, I finally landed a position where I could actually use my degree, which had me genuinely excited. When I told my manager at Verizon, he seemed noticeably unhappy. At the time, I figured he was just coming to terms with me leaving.

About a month into the new role, my new manager told me I was nothing like the way my former manager at Verizon had described me.

“This n***a work hard but he ya typical white boy from the south”.

I’m from Brooklyn, the furthest south I’ve gone is Jersey, not counting Disney World, and I’m Puerto Rican. My old manager was sabotaging me the whole time.

Working at Verizon was an overall great experience, and it’s something I genuinely miss. That said, the company really needs to take a harder look at the people they place in management positions. The work environment itself was strong, but poor leadership can completely undermine that if the wrong people are put in charge.

What is the point of the feedback? Im so over getting harrassed about that sh-t and half the people requesting it or it assigns to you i dont even know.

Rules for thee, not for me….. seems to be the mindset around this place. But I guess when trying to get the union to decert, everything is fair game on the company side. Had a tech get fired for not telling the truth, because it violated the company’s core values. But yet local managers that were the driving force behind the decert effort, have gotten away with bashing peoples religious beliefs, calling out employees family values because they supported the union, and even threatened physical violence towards employees. And yet HR complaints have disappeared, HR gets involved and then looks the other way or just don’t care. Get one tech not tell the 100% truth and Hr on top of it within a day or two and fired within a week. Manager does all this, and months of crickets from HR. BC is such an outstanding example of rules for thee, not for me. But then again, that’s what JS preaches to his managers. And they wonder why people hate this place

Has anyone went to HR over mistreatment from a superior and had a good outcome? This individual seems to take great pleasure in belittling and putting me down. They only do this to me and when there are no witnesses. This is not a daily occurrence, but has occurred more than it should. On the days that they are not being completely disrespectful they are cordial but still treat me differently than others. This seems to be the norm here with people in "power positions", but we should not have to tolerate it. With everyone being asked to do more with less and morale at an all time low, this is an unnecessary stress added to an already stressful work environment.

Why are there MDs arm-twisting their staffs to complete the code of conduct that we have a month to complete? Same with the feedback theater. Is this what scores points now - harassing staff to get meaningless things done ahead of the deadline?

Is the Performance Harassment Cycle affectionately known as PIP administered fairly and equitably at XOM?
Is PIP used as a method to legally remove dead wood 🪵 or is employed to stifle, marginalize and sabotage employees that are competent and valuable to the organization?
When (time frame) will PIP manifest itself as declining oil production as has been evidenced recently in onshore assets?

Interesting way of accusing someone and acting like they got the correct dates and stating I tampered with a clients account? They don’t even have any evidence but yet the whistle blowing manager and operations managers have been in HR investigation for harassment complaint. So, I am assuming it’s retaliation? Which would fall under unlawful termination with their accusations. Thats extra 150k or more in my pockets when it’s taken to court.

This regards the very much worries have I about my manager’s manager. My address and phone number the manager has access to. But he must be called out. Never will change. He must go. I do not have the trust for human resources. They will certainty side with him. Please advise.

Why the WAEM survey is done immediately after the performance harassment cycle , when people are already dealing with the stress of ratings and calibration. Each year, management highlights a few focus areas, but after the results are announced, those topics rarely surface again in team discussions. Given the current cost‑cuttings activities why this one continues? Just don't do it and save money

Has anyone experienced harassment or different treatment for being g-y, or for being assumed to be g-y?

I’m not out at work, and I’m not completely sure what is going on, but several strange and concerning things have happened that make me feel like I may be getting pushed out. My performance has been consistently strong, but people have suggested I'm on the verge of being let go.

At this point, I do not feel comfortable trusting my management chain, and I think HR might have been involved as well. I’m trying to understand the safest way to protect myself and get help without making the situation worse.

For anyone who has dealt with something similar, did you document quietly and then get pushed out quietly, use an ethics/speak-up channel, or find a trusted senior leader outside your chain of command? Lawyers have told me to stay quiet until something happens on a more concrete level, but I love what I do and don't want to be quietly pushed out only to have to be given the choice between a package and legal action.

Sharing a resource that offers a perspective on workplace culture and management practices. This story, written by a former BNY employee, provides insight into experiences with abusive management that may resonate with others.

While many of the stories currently highlighted relate to Citi, particularly in light of recent news around harassment, the themes are not unique to one organization. They reflect broader challenges that can exist across institutions.

If more individuals at BNY were aware of or comfortable sharing their experiences, it is likely a wider range of stories would emerge.

https://wallstreetdiscriminates.com/story-205/

I’m finally done, and I need to put this out there for anyone still grinding in the Greater Boston market. The culture here has become a total train wreck, and it is absolutely tanking people’s mental health.

The upper management on the landline side is a disaster. There is a senior leader who refuses to actually lead; instead, this person acts like a glorified first-liner. They are out there in a company car—the only one at that level who even has one—driving around for the sole purpose of harassing and micromanaging everyone in the field. It’s not about the work anymore; it’s about power trips and surveillance.

The middle management working in that chain are an even bigger joke. They’ve leaned entirely into a toxic style that makes the day-to-day miserable. There is zero respect for the craft and even less for the people.

Literally everyone I work with is updating their resume and looking for a way out. Nobody wants to deal with this garbage anymore. If you’re looking at a req for this area, do yourself a favor and run the other way. No paycheck is worth the mental toll this place takes.

To those still in the trenches: keep your heads up and keep applying elsewhere. There’s life after Big Red.

Working at Mondelez is making me sick. Not metaphorically. Actually sick. The stress, the harassment, the constant toxicity, it's affecting my health. And I'm not alone. Good employees are leaving every week. I've heard from people in the industry, nobody respects this company anymore. And they certainly don't respect the people who work here. The way we're treated is awful. Harassment is normal. Bullying is standard. This place is toxic from top to bottom and it's taking a real physical toll on the people stuck here.

I’ve been checking this site occasionally because for me it's where I catchup on office politics. I laughed with the sarcasm and got upset with the pain some have been tolerating. I’ve never posted before, but seeing how many people tolerate hostility and harassment made me want to share my own experience.
I had serious family issues and needed some time off. Instead of supporting me, my manager started insulting me, saying women “aren’t made for the workforce” and that he needed “strong people.” He even went around telling others what was happening in my personal life and told the program’s project manager not to count on me. Then he dropped my ranking. I was humiliated and heartbroken.
About a year later, I heard his wife filed for divorce and he was dealing with a nasty situation of his own. Life has a way of circling back.

Are they tracking network logins? People are saying their manager is harassing them about being in the office at least hours a day all five days of the week.

Looking for advice or perspective from others at Intel.

There’s a manager in my organization who consistently treats engineers in a way that feels demeaning and, at times, abusive. The pattern includes setting unrealistic expectations, giving inconsistent or misleading feedback, and in some cases making claims about performance that don’t align with actual work or documented results.

What’s more concerning is that this doesn’t seem to be an isolated experience—multiple engineers over time have had similar issues, and some feel their careers have been negatively impacted as a result. There’s also a perception that feedback about this manager isn’t effectively reflected in any meaningful performance review or accountability process.

I’m trying to understand:

How common is it for situations like this to go unaddressed at Intel?
Are internal systems (HR, ethics hotlines, etc.) actually effective in handling this kind of concern?
What’s the safest and most constructive way to raise something like this without risking retaliation?

I’m not looking to attack anyone personally—just trying to figure out how situations like this are best handled and whether others have seen similar patterns or successfully navigated them.

Appreciate any insights.

Harassment from coworkers, complained to HR 2 months ago, no investigation, fired me last month along with 45 other IT people. Is it a retaliation? Probably not.

I worked at Q for 10.5 years. I have complained to HR about harassment from a colleague (not a manager). Seems like they did not investigate this. Last month they fired me along with other 45 IT people. Is it a retaliation?

Last day today at AT&T - Got my boss fired after filing a complaint 6 months ago. Called AT&T’s hotline , filed a complaint, provided proof of harassment and discrimination and teammates who witnessed it helped out also. Recorded every teams call with an external phone and provided all recordings to HR investigation team.

Leaving the company with a 6 figure payout. Entire org is toxic!!

Good luck everyone and don’t be afraid to speak out.

SkyTrain janitorial workers are raising concerns about their new employer. SEIU Local 2 alleges Dexterra Group laid off workers and increased workloads. Workers report insufficient cleaning supplies and alleged harassment. At least 17 janitorial workers have been laid off since February 1, 2026. TransLink denies these claims, stating no evidence of improper procedures.

Vancouver, British Columbia

https://dailyhive.com/vancouver/skytrain-dexterra-janitors-cleaners-translink-seiu-union-complaints

Are you being harassed on day off ?

Store manager texts getting out of hand. Phone going off every five minutes

A fond memory from corporate Aramco. A few years back, right after COVID, we were overworked and understaffed and had unrealistic goals assigned to our team. When trying to discuss this situation with my Team Lead and finding a proactive solution, he lost his cool and threatened me by saying "we can take this outside if you want?" I was shocked and didn't respond. Just another day in the sand pit.

talking to friends in several departments and noticing a trend of some managers and directors using the current uncertainty and fear and they are taking advantage of having a longer leash than usual. i.e. the difficult ahole you try to avoid has somehow become an even bigger ahole and its going unchecked.

Accountability feels like it's going one direction lately when it comes to professionalism and borderline workplace abuse. to make things worse, some "leaders" are aware that it's hard for staff to even flag these management behavior issues when the company is already in crisis mode and we are all just trying to keep our heads down so we can keep paying rent and put food on the table.

I saw something that never would fly in any other workplace setting and people are either too concerned to cause issues or they are so beaten down they dont bother.

Hard to stay focused as it is. Some of these people in leadership roles are past professional training and need to be held accountable. if you're in a role where you can report things without getting into trouble, do it. that problematic and unbalanced dipsh-t becomes weakened when people come forward together.

My wife and I both work(ed) at the NY, NY hub and our request to relocate to CIC (Charlotte, NC) hub was granted. I went first a few weeks ago to Charlotte and emailed my wife but apparently the wrong email auto populated (I didn't notice). Instead of emailing my wife, I emailed an employee who's husband just passed away. I said "hello honey! There's plenty to do here and it's really hot. Can't wait to see you tomorrow!" Today, I was contacted by HR about harrassment. Even though it was a honest mistake, do you think I will be fired or be put of the next layoff list?

Has anyone navigated approval of temporary disability or paid leave for toxic workplace issues such as harassment?

It appears to me there are many 3Mers who are struggling with mental health issues. The constant layoffs, increased workloads, toxicity, harassment, micromanagement, etc. seem to be taking a toll on so many of our colleagues.

The colleagues I spoke with have high anxiety, depression and more. The abuse and harassment triggered PTSD in at least one senior manager.

I am wondering if anyone else is seeing similar issues within their teams?

Please be kind with your responses. I was reluctant to bring up this issue but believe mental health is important and an issue that needs to be addressed by 3M.

The most dangerous thing about the current state of PepsiCo India I&O isn't just the bullying, the cheating on metrics, or the constant backbiting—it’s the fact that HR is completely missing in action. While leadership talks about "simplified structures" and "efficiency" for the 2026 fiscal year, the human element has been totally abandoned. HR has become a ghost department. When you report harassment or toxic behavior in the Infrastructure & Operations team, don't expect an investigation. Expect silence. Or worse, expect HR to suddenly reappear only to flip the script and make you the problem for speaking up.
They are no longer a resource; they are a shield for the bullies. By refusing to take action or even acknowledge the I&O culture, HR has essentially signaled that harassment is the "new norm" for survival during these layoffs.
To anyone still there: Don't look to HR for help. They’ve checked out. Document everything and protect yourself, because the "Performance with Purpose" slogan clearly doesn't apply to how they treat their own people in India.

After years of working hard and doing everything possible to earn a director role, I eventually realized I was being strung along. My director repeatedly made promises about promotion that never came through, while simultaneously expecting me to prioritize hiring people from his own nationality. That environment made it clear that growth there was never going to be based on merit for women at this company. Walking away was not easy, but I’m incredibly relieved to have finally found a way forward.

I can live with LEX “taking over”. I can live with implementing improved processes from LEX and I can just about stomach the constant LEX narrative of “Xerox are sh** but everything we do is world-class” BUT what I can’t live with is the lack of diversity (of though, inclusion, demo graphics) that LEX have. I have workshops and calls all the time and I’m the ONLY female on them (as all the LEX people are male and white.) do LEX have female VPs? The culture that drives that non-diverse workforce make-up means the the underlying organization demonstrates s-xist and racist behaviors. I have literally seen so many example over the last 6 months of how LEX men bypass a female Xerox peer, so they can talk to a male Xerox person (regardless of “rank”) . It is like going back in time.

It seems like TD is really pushing contributing to TD PAC in a very aggressive way this year, far more so than in the last 20+ years since I joined. It almost feels like harassment at this point.

A Massachusetts couple settled a lawsuit after eBay employees carried out a cyberstalking and harassment campaign triggered by an online newsletter critical of the e-commerce company. The settlement, disclosed in a federal court order filed Wednesday, Feb. 25, halts a trial set to begin next week over multimillion-dollar claims filed by David and Ina Steiner against eBay and three former executives. The terms of the settlement were not shared. The company declined to comment beyond the order but previously said in court papers that it was committed to compensating the Steiners "fairly and appropriately for the appalling conduct they endured." https://www.usatoday.com/story/money/2026/02/27/ebay-lawsuit-settlement-cyberstalking/88883622007/

I’m reaching a breaking point with my manager’s behavior. He continues to make inappropriate touching, comments and requests, despite knowing that I’m married(he is divorced). His conduct is unprofessional and unwanted, and it has created a very uncomfortable work environment. I’ve considered reporting it to HR, but I’m concerned about potential retaliation or my work situation becoming even more difficult. Has anyone at EM dealt with a similar situation, and how did you navigate it?

Nobody told me I'd be working 3-hour longer days for the next month vs others of a different religious persuasion. I wonder why?

I recently left exxon after several years of anguish. The last couple of years were unbearable for me. I was on mental health leave for the last 6 months and finally resigned. I cannot get over the persecution and harassment I recieved at exxon. I feel that every where I work from now on will be as bad as exxon. I have not looked for work because of this fear. I have many skills and could land a job easily but my fear keeps me from applying. It has only been about 5 months since I have left and I still have nightmares and bad thoughts about my time at exxon. My therapist says it will take time to heal and forget about the trauma. I recently had lunch with some old co workers and of course they brought up the supervisors and managers which tormented me. I fell into a deep depression because I was reminded of the past. It has gotten better but I still have days where I fixate on the horrific experience. I was advised to find a new job to occupy my mind and this could help my recovery. For those of you who think I am exaggerating I was the victim of s-xual harassment and verbal abuse by a male boss. HR investigated and of course found no hard evidence or wrong doing. It was my word against his and he won. The witness who saw the harassment did not collaborate my story as she feared for her job. This monster is still employed by exxon and probably will retire with a nice pension while I have to find a new career. All of the male supervisors and managers at exxon are perverts. They all want to talk to the young pretty girls and sit on the desks. Pay attention next time a pretty woman enters the room see all the males flock to her like flies to honey. Some female employees use this to their advantage but I chose not to. As one poster said "there is something seriously wrong at exxon".

https://nypost.com/2026/01/26/business/citigroup-sued-by-former-executive-who-says-it-mishandled-s-xual-harassment/

My boss has crossed the line several times, even showing me na--d pictures on his phone. I feel like it’s pointless to go to HR due to the fact they will just collude with my boss to protect the company. This all happened all a company sponsored lunched

These clowns they hire and slap the title as Human Resources are walking lawsuits. Their “investigations” are actually workplace harassment. There is no statute of limitations when it is in-going. Next time they say “we conducted an investigation” notate who said it and keep all documents. They are admitting to harassment.

When HR decides to stalk you, regardless if it’s at their business locations at an event, you can sue. Know your rights. They will disguise it as their “investigation.”
Document everything-who, what, when, where, how. Keep a journal.
Yes, you can sue your employer for emotional distress, but it's complex and usually requires linking it to illegal actions like discrimination, harassment, or retaliation, or proving your employer's extreme/outrageous conduct caused severe harm, often needing a physical manifestation or medical documentation of the distress (anxiety, depression, etc.). General work stress isn't usually enough; you need to show your employer's specific, unlawful behavior (e.g., racial harassment, wrongful termination) directly caused severe mental or physical symptoms, making legal help essential.
Contact the EEOC
Key Deadlines for Workplace Claims (EEOC)
Federal Standard: You have 180 days from the last act of harassment to file a charge with the EEOC (Equal Employment Opportunity Commission).
Extended Deadline: This extends to 300 days if your state or locality has its own anti-discrimination law and agency.
Ongoing Harassment: For continuous stalking, the clock starts from the last incident, allowing you to include earlier events in your complaint.
After EEOC: Once you receive a "Right to Sue" letter from the EEOC, you typically have 90 days to file a lawsuit in federal court.

Worst. ever. Management. Operations.

Harassment, favoritism, nepotism.