I've been battling with our manager all year to get my vacations "approved" so I can get paid for them. I was full time last year and should have 5 weeks of vacation right? Nope, manager was a dick and refused to approve well anything in my file. Strict case of bias behavior. Now that he was forced by corporate after my "huge" ethics case to approve every one's vacation in the system -- the system finally caught up and paid me a huge backlog of owed vacation. Vacation I should of been entitled to through out the year. Why do I think this was bias gender discrimination? All my other coworkers were getting approved left and right with green checks through the year for their paid or unpaid vacations. Manager was being a dick and refusing to approve anything on my file despite being better about not over requesting time off and instead using an availability restriction. Yes, it also took an ethics report for them to approve it because they were approving everyone else's but mine. This was clear case of bias behavior and what warranted me to considered targeted harassment scheduling and after the company read my annual review. I'm pretty sure that's why vacation pay went through because I threatened them with an eeoc claim if this behavior continued. Not only was this discrimination it was an extreme case. It started right after the new manager came on duty at our store and has been an ongoing issue since. Never had issues with prior managers as they honored my schedule well. Nope, I read through news stories on eeoc website to see if I had a case and I very validly had a case. Give me my damn 32 hours and pay me for my damn vacations and I'll shut up. They couldn't even do that. Took one more ethics report about the issue to get my lazy aff manager's a$$ to pay me vacation pay. My anniversary date is in 3 months so I know it's not that. Union was wrong I was right!
I've been battling with our manager all year to get my vacations "approved" so I can get paid for them. I was full time last year and should have 5 weeks of vacation right? Nope, manager was a dick and refused to approve well anything in my file. Strict case of bias behavior. Now that he was forced by corporate after my "huge" ethics case to approve every one's vacation in the system -- the system finally caught up and paid me a huge backlog of owed vacation. Vacation I should of been entitled to through out the year. Why do I think this was bias gender discrimination? All my other coworkers were getting approved left and right with green checks through the year for their paid or unpaid vacations. Manager was being a dick and refusing to approve anything on my file despite being better about not over requesting time off and instead using an availability restriction. Yes, it also took an ethics report for them to approve it because they were approving everyone else's but mine. This was clear case of bias behavior and what warranted me to considered targeted harassment scheduling and after the company read my annual review. I'm pretty sure that's why vacation pay went through because I threatened them with an eeoc claim if this behavior continued. Not only was this discrimination it was an extreme case. It started right after the new manager came on duty at our store and has been an ongoing issue since. Never had issues with prior managers as they honored my schedule well. Nope, I read through news stories on eeoc website to see if I had a case and I very validly had a case. Give me my damn 32 hours and pay me for my damn vacations and I'll shut up. They couldn't even do that. Took one more ethics report about the issue to get my lazy aff manager's a$$ to pay me vacation pay. My anniversary date is in 3 months so I know it's not that. Union was wrong I was right!
Nah the union knows what scams You associates try to pull. They already know how dishonest and very lazy yall are. Unions and managers decision is just and will stand.
I warned the company: keep pulling this stunt of discrimination and harassment on me for scheduling and I'll file an eeoc claim.
One of two things. The first one like I said back log cached up after the manager was a dick and refused to approve anything in my file. or Two, the manager who was doing the right thing cashed out "too much" vacation pay. Oh, well I'll think of it as the back logged catch up for the pay I was owed from the other 2.5 vacations I took through the year.
I didn't really like how the union rep just kept attacking the manager and she wasn't really getting down to the bottom. I was right I knew more about the system and rules than she did. There were three scheduling rules and the one loop hole the manager found was in the third one and legally he could not do that. Despite the union stating other wise. All other managers before him honored my schedules and vacation requests. This bs started right when this one manager came on and was an ongoing issue. This was very clearly an eeoc could be case of discrimination. If I go back to not getting my signed agreed 32 hours, I'll give them one corrective action then open the eeoc claim. My rights were violated and this was a clear case of discrimination. I don't care what the law says and who is right or wrong. The thing is, this was wrong morally and ethically. It's not who can worm or weasel the law into their own way. This was a violation of my rights. I fall into several different protected categories: disabled (med to med-high functioning), over 40 and I do believe my reasonable accommodations where what made the manager do this to me when before I was doing my job just fine for 3-4 yrs before just suddenly "role changed". No this was discrimination. I warned them in my 2025 survey: If they do this again or it starts up again I will proceed foreword with an eeoc claim. Union didn't help much and ignored our calls and refused to answer the phone for months despite having helped us repeatedly through the years then just gave up until we yelled at them rudely to come the f' out. In the future I won't even bother with the union and just go to eeoc claims to document things and if it gets bad sue.
I warned the company: keep pulling this stunt of discrimination and harassment on me for scheduling and I'll file an eeoc claim.
One of two things. The first one like I said back log cached up after the manager was a dick and refused to approve anything in my file. or Two, the manager who was doing the right thing cashed out "too much" vacation pay. Oh, well I'll think of it as the back logged catch up for the pay I was owed from the other 2.5 vacations I took through the year.
I didn't really like how the union rep just kept attacking the manager and she wasn't really getting down to the bottom. I was right I knew more about the system and rules than she did. There were three scheduling rules and the one loop hole the manager found was in the third one and legally he could not do that. Despite the union stating other wise. All other managers before him honored my schedules and vacation requests. This bs started right when this one manager came on and was an ongoing issue. This was very clearly an eeoc could be case of discrimination. If I go back to not getting my signed agreed 32 hours, I'll give them one corrective action then open the eeoc claim. My rights were violated and this was a clear case of discrimination. I don't care what the law says and who is right or wrong. The thing is, this was wrong morally and ethically. It's not who can worm or weasel the law into their own way. This was a violation of my rights. I fall into several different protected categories: disabled (med to med-high functioning), over 40 and I do believe my reasonable accommodations where what made the manager do this to me when before I was doing my job just fine for 3-4 yrs before just suddenly "role changed". No this was discrimination. I warned them in my 2025 survey: If they do this again or it starts up again I will proceed foreword with an eeoc claim. Union didn't help much and ignored our calls and refused to answer the phone for months despite having helped us repeatedly through the years then just gave up until we yelled at them rudely to come the f' out. In the future I won't even bother with the union and just go to eeoc claims to document things and if it gets bad sue.
This is all hogwash everybody. OP didnt do snything and they cant sue. Union has already deemed this as a no contest case.
