Discrimination, Retaliation, and Workplace Misconduct – Need Legal Guidance after recording my manager five times

[needtotalk31]

What is the name of your state?
Nevada

I've been dealing with severe issues at work, and I need advice on how to navigate this situation. Here’s a breakdown of everything I’ve experienced:

Background and Retaliation

Last summer, I reported several incidents of racism in my workplace. Instead of addressing the issues, management responded with hostility. I was transferred, my pay was cut, and there was no apology or explanation. If they weren’t being discriminatory, wouldn’t they at least try to explain or clarify?

I eventually had to return to the same location. By November, things escalated again. I had my payment card stolen, and my general manager showed zero concern or urgency in resolving the issue. When I contacted HR about this, I was met with more hostility.

Management Misconduct

During this time, I began recording incidents to document what was happening. I have tapes of my general manager admitting to being in a relationship with the assistant manager (his subordinate), which is a direct violation of company policies. He even mentioned how former managers viewed his relationship as an abuse of power.

The assistant manager has been equally problematic. She spread rumors about my sexuality, telling coworkers I’m a lesbian (I’m not). My general manager defended her, saying on tape that he supports her statements and even listed coworkers’ supposed sexual orientations—some of whom identify as straight.

Racism and Discrimination

The assistant manager also made racist comments. For instance, she claimed that a person "looked like a terrorist" based on their appearance, linking Middle Eastern and North African people to terrorism. I am of North African descent, and her remarks clearly reflect her bias. She said this on tape

She also refused to train me for over a year and a half, even though others were trained within months. I believe this is due to her discriminatory views.

Toxic Workplace Environment

I have several recordings showing the following:

1. Personal Gossip: Managers discussing personal details about employees and ex-employees, including abortions, sexual orientations, housing situations, and even medical conditions.


2. Policy Violations: Managers giving rides to employees in their personal cars, favoritism, and inappropriate workplace relationships.


3. Bullying: The general manager admitted that two coworkers in management training were bullied so severely that one went on medical leave, and the other transferred out after becoming a manager.



Additional Issues

My hours have been drastically low (sometimes to as low as 10-15 hours per week), and I’ve been given the worst schedules.

Management continues to treat me poorly, which I suspect is tied to my race and the discrimination I’ve faced.

Despite higher-ups considering transferring the general manager, he remains in his position, and the assistant manager was transferred out but quickly brought back due to poor replacement staffing.


What I Need Help With

I’ve filed with the EEOC, and I have five recordings documenting these incidents, as well as records of my complaints from last summer. My questions are:

1. How can I protect myself while continuing to work there?


2. How do I prepare for the EEOC process and potential legal action?


3. Do I have enough evidence to seek a settlement or push for the removal of these managers?



While my mom believes I could make a financial claim due to the size of the company, my main goal is to ensure these managers are held accountable and removed. They’ve created a toxic and hostile work environment that’s become unbearable.

Any advice or guidance would be greatly appreciated.

 

[Taxing Matters]

While my mom believes I could make a financial claim due to the size of the company, my main goal is to ensure these managers are held accountable and removed.

That's nothing you can accomplish through the EEOC or by a lawsuit. The best thing to do is consult an attorney who litigates illegal discrimination claims against employers for advice on what you can do from here, what you may reasonably expect to get out the process, and what it will cost you to get. The initial consultation is typically free so you don't have anything to lose except a little of your time to meet a couple attorneys and see what they tell you. The EEOC will likely try to get you and employer into mediation to resolve the dispute. If that doesn't work by the most likely outcome of the EEOC complaint is that you'll get a right to sue letter and the EEOC will close its case. At that point you have to decide whether suing the employer is going to be worthwhile for you.

 

[needtotalk31]

That's nothing you can accomplish through the EEOC or by a lawsuit. The best thing to do is consult an attorney who litigates illegal discrimination claims against employers for advice on what you can do from here, what you may reasonably expect to get out the process, and what it will cost you to get. The initial consultation is typically free so you don't have anything to lose except a little of your time to meet a couple attorneys and see what they tell you. The EEOC will likely try to get you and employer into mediation to resolve the dispute. If that doesn't work by the most likely outcome of the EEOC complaint is that you'll get a right to sue letter and the EEOC will close its case. At that point you have to decide whether suing the employer is going to be worthwhile for you.

what could mediation get though. I thought mediation would possibly get these people removed? Because wouldn't the company see how bad this looks for them. If it were to go to a lawsuit. Because then everyone can see the videos of the assistant manager calling North Africans and middle Eastern people terrorists looking.they can see the videos of the general manager admitting that the assistant manager spreads rumors about the sexualities of straight people that work there. Including myself. And on top of it there are plenty of reports previously made by me last summer. Pertaining to racism. And the reaction was more hostility trying to transfer me and cutting my pay. No apology no explanation as to maybe oh we weren't actually trying to be racist no. Just lots of hostility and everything. they could easily have the records for subpoenaed. Because I reported through a third party about the concerns I had about management. And my treatment. talking about not getting any training even then. I keep getting the same response no training over and over and over again.

I thought mediation would cause more of a way to possibly like remove the people who have been causing all these issues which would be at least three of the employees here as well as one of the HR people and the area coach. Being involved in the retaliation of the matter.so I mean at least like three to five people leaving. Would be good for me. If in mediation they would specifically just remove these people. Especially since one of the people involved literally said something racist on tape. That is a fireable offense and itself. that's worse than endorsing somebody questioning someone sexuality which is inappropriate and sexual harassment. But the other thing is just outright. Right there.at least assistant manager should leave. And the general manager for basically enhancing a very bad environment by having her around and protecting her. Because he's in a relationship with her. Like those two people should go and then the fact that the chick I was reporting the making the reports last summer about. Is included in this. As well as the favoritism that was basically recorded. About her and her man. So to me all those things. Should include these people leaving. I mean what else does mediation do? all I want is before I go for this environment not to be an existence anymore and so other people like me who apply. And get the job don't get treated like crap for years.

 

[quincy]

Were the recordings you made audio only or audio-visual? Were you a party to the conversations?

 

[needtotalk31]

Were the recordings you made audio only or audio-visual? Were you a party to the conversations?

Audio only yes I was taking part in every conversation recorded we live in a one-party state

 

[needtotalk31]

Were the recordings you made audio only or audio-visual? Were you a party to the conversations?

Would be nice to do audio and visual. How do you do that though? Clandestine?

 

[needtotalk31]

Were the recordings you made audio only or audio-visual? Were you a party to the conversations?

Oh also another thing about the recordings. It is stated that the driver is talking about the trafficthe only one who could be talking about traffic would be the general manager or the assistant manager they're the only ones who drive the company van as well as using their name.