Can an employee be restricted from where they work inside the unit because their soon to be ex has a problem working around them? The employee has no issues with the ex but the supervisors and wardens state they are worried about something happening from the ex. Basically, they are allowing the ex to dictate where the employee works. Is this some type of hostile work environment or EEO related issue?
Re: Different Treatment
Posted by Loon-a-tick on July 13, 2019, 8:18 pm, in reply to "Different Treatment"
Basically, "yes" is the answer.
If ti is an EEO issue (even a BS one) the agency has a duty to protect the accuser. If they do not protect the accuser, the agency is itself liable to an EEO complaint.
If the ex tells supervision that she is unsafe, or feels unsafe, they will move YOU, not her. By the same token, had you made the accusation, they would have moved her.
The only real way to address it is to file an EEO claim, yourself, probably on harassment by her. State you have been unfairly and unjustifiably targeted by her, and your work assignments now reflect it. She will then have a duty to prove her allegations of you being a threat to her by your previous actions and statements. She will have to provide witnesses or other real proof. Her just "saying so" is not going to be enough for an EEO investigator. All day long they here about a** grabbing, sexual advances, prejudice and all the rest that turn out to be retaliatory, malicious, or otherwise utter nonsense. However, you better come to the EEO table with something better than "the warden makes me work a chow hall every day". You need to be able to prove that your duty posts, or work assignments, are now significantly different and of a completely different pattern than anyone else, and have occurred only since the breakup.
The Agency is awash with bogus and retaliatory EEO claims. The agency knows it. The investigators know it. If, as you imply, it is BS, it should be cut and dry.
the bottom line the higher ups will do what they want if your in the clix your in if your not your hosed over sorry but reality it is a totally corrupt organization
Also to add to that, the same thing can be said if for example Offender Doe, John TDCJ #555676, who is housed in (insert random housing location here) threatened to inflict harm on you. You inform your supervisor that you do not feel safe being around this offender and you wrote the proper disciplinary(level 1 code 4.0) and the case is ran and punishment is imposed. If your supervisor assigns you to work the area where Offender Doe is housed and he assaults you. Then your supervisor will be held responsible and accountable for you being assaulted
If your supervisor was held accountable for putting you in an area where an offender had previously threatened you then there would be staff members who would be forced to move facilities as they write 4.0 cases on every housing area they work in. If you write an offender up and he assaults you 3 years later can you hold the supervisor accountable for that. NO. That makes absolutely no sense
Re: Different Treatment
Posted by Vague on July 10, 2019, 2:39 am, in reply to "Different Treatment"
The position, department, or role you take within the agency is completely up to the powers that be. The supervisors can work you wherever, however whenever they feel is necessary. No one is entitled to be in or work in any particular position. If someone says that they do not feel comfortable working around you then there is almost a responsibility to ensure that individual does not become placed in that situation. Say for example, I have a personal issue with you that causes me to fear for my safety. then I am told that I have to work with you, if you and I were to get in to a physical altercation then the person who placed us together would be held responsible for my safety especially after I voiced my concerns and fears. So to answer your question, no it is not an EEO issue nor is it a hostile work environment. It is a CYA. Now if they did force you to work together then that would be a hostile work environment.
that is stupid. Report it to eeo. Once they clear the investigation then work them together. They are obligated to act professional regardless of their personal issues towards each other. I’ve had this issue with staff and once everything was cleared they worked together.