A few years ago, a job seeker contacted HR at a company she was working for.
She wanted to hire someone from her current employer.
The job seeker said the company had recently lost its most senior human resources official and that the new HR head was “in the process of resigning.”
After talking with her about the HR situation, the job seeker’s manager asked for the job applicant’s phone number and a few other details.
“I told her I don’t have that information.
She said, ‘You have a phone number.
What is it?’
I said, I don`t have it, but you have it.
I don t want to say, `I told you that I have a number.
You are telling me to call your number,’ ” the manager told the job candidate.
The HR manager told her she could call the number to get it.
She told the HR person to call her manager to get the HR number.
The manager then called the HR department and asked for a list of the HR officials who were on leave.
The company told the company that she had to provide a phone line to get all the details and also had to give the names of the people in HR.
“My manager told me I had to use that number,” the job person said.
She called HR again and was told, “You must call the company and give your name.”
When she called, the HR office told her the HR people did not have the list.
“This is the first time I was contacted with a situation like that,” the HR manager said.
“We are going to get rid of the human resources people who were not working at the time.
We will hire someone with a phone.
And then we will terminate their employment.”
This HR manager, who did not want to be named, said HR would not be notified until the HR company had decided whether to terminate or not.
The employee was offered to work at another company for free but she decided to take a job at a different company because she was tired of HR telling her what to do.
When she returned home, the company terminated her for not returning her phone number, which is supposed to be the first step to getting a replacement for her.
“That is not going to happen.
I was given the option to give up my job.
I had a lot of options and I chose not to give them up,” she said.
In addition to her termination, the woman said she was fired for speaking out.
She filed a complaint with the Equal Employment Opportunity Commission.
The EEOC investigated and determined that she was entitled to compensation for her lost wages.
“If you are terminated for whistleblowing, you are entitled to be compensated for the hours that you worked, but the compensation you receive is limited to the time you worked,” said EEOC lawyer Jessica P. Meeks, who represents the HR and Human Resources personnel who spoke with TIME.
“The HR people who spoke to TIME did not speak to HR, and they did not provide any information to HR about the situation, so I have no reason to believe that they would provide any additional information to the EEOC.”
The company fired the HR employee for whistlebliding and she did not return to work until after her termination.
When the woman spoke with her manager about her experience, she said the HR staff was “extremely hostile.”
“They didn’t even give me a chance to say thank you,” the woman, who is in her 50s, said.
When HR asked for her phone, she was told to dial 1-800-HR-HELP.
When it came to a meeting with the HR employees, the manager asked if she had any concerns.
“No, not at all,” she replied.
“They were very hostile.
They did not give me any chance to tell them that they had made a mistake.”
The woman said her supervisor told her, “I can tell you, this is a good situation for you, but there are a lot more things to talk about.
You need to take your time.”
When the HR supervisor asked for more details, she received a message saying, “We don t have time.”
This woman said HR is taking this as an indication that they do not want the employee to return to her previous position.
The woman has not filed a formal complaint with EEOC.
“It was an extremely uncomfortable situation.
I’m very concerned about how HR is handling this situation.
It was a terrible situation for the woman and for the HR team,” said Meeks.
Mores told TIME that the HR managers did not respond to her phone calls or emails, but they did email her after she had left her job.
Mere hours after she left her former employer, she found out that she is not eligible for unemployment compensation.
She also found out about the incident on social media and contacted the Human Rights Watch national office.
Human Rights Hotline: 800-687-