I work for a software company on a small team in which our team lead and co-worker have developed a relationship and marriage over the years. The team lead is the female.
Over the last 2-3 years I have suspected a lack of respect for me from them and also suspected that many issues requiring a stern talk to me by our manager were influenced by the team lead's actions. (I will call her Cindy).
I have also suspected that in 2013, a certain documentation requirement in which we are t submit a fixed number of articles was manipulated so-as to not make here husband stand-out as the lowest contributor on the team. I failed to meet the minimum that year, butI did turn-in more articles than my co-worker. My number of articles for the year was stripped-down to equal that of the co-workers.
Why? I can only speculate that Cindy did not want her husband to stand-out as the lowest contributor. Not only would this have him be singled-out more easily if the company were to lay-off again, but also this would bring me down a rung to face elimination more easily in this event. I am sure that my associate's record shows far less "complaints" and "team contribution issues" and far better documentation quality than mine as I also suspect that Cindy practically writes his documentation for him.
Sadly, I no leg to stand on with the above claims as I have no proof, but I did see the numbers adjusted after the due dates.
For the year 2014 I witnessed (and have screen-shot evidence) that my associate did NOT meet the required number of articles for the year, having only turned-in-in 37 of 40 articles by the June 25th due date.
However, checking the same list 4 weeks later, he miraculously made the minimum. I spoke to my manager about this. He said he would look into it but suspected that he did get an extension due to his vacation at the time of this date (should one get an extension when the due date is known far in advance?)
even with an extension,this should not take over two weeks as he only missed 3-5 days. I believe it was after two weeks that the numbers were fudged in his favor by Cindy.
This is clear manipulation by a team lead of performance results effecting yearly raises. Additionally, this is a clear violation of company policy.
I am not aware if any agreement exists between these people and our CEO, as required per the statement below. I can only expect that there is such an agreement: (not that I believe one exists)
" HIRING OF RELATIVES
The employment of relatives in the same area of an organization may cause conflicts of interest and problems with favoritism and employee morale. In addition to claims of partiality in treatment at work, personal issues from outside the work environment can be carried into day-to-day working relationships.
Relatives of persons currently employed by " " may not be hired if the current employee will be working directly for or supervising the relative, or the current employee will be working directly above the relative's immediate superior, or directly for the relative's immediate subordinate, unless otherwise approved by the Chief Executive Officer. Employees cannot be transferred into such a reporting relationship, except with the written approval of the Chief Executive Officer.
If the relative relationship is established after employment, the individuals concerned will determine who is to be transferred. If that decision is not made within 15 calendar days, management will decide.
In other cases where a conflict or the potential for conflict arises, even if there is no supervisory relationship involved, the parties may be separated by reassignment or terminated from employment.
For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage."
I also have strong reason to believe that Cindy has been feeding the manager personal information about me that make me stand-out to him as a sort of "Loose-Canon" with an ill temper. Over the years my evaluations have always shown that I meet my basic goals and have great customer surveys. However, these also feel like yearly character assassinations with talk about how to "improve my attitude" and "employee reports of negative outbursts" listed on the evaluations as if these 'employee reports' were standard practice. However, in all of my time here I have NEVER been asked for comment or opinion about my fellow employees. I feel that this is another key area that Cindy can use to negatively effect my raises and therefore create more room for raises elsewhere on the team (such as her husband?). Additionally, over the years My manager has 'somehow" heard leaked information about my Facebook activity. He and I did have one blow-up over this for which I believe we have made up for, but even then On Facebook i never mention where I work and if I mention work at all I am careful to not be derogatory in any way, My manager manages to know about this even though he and others are blocked from viewing my activity. (including Cindy)
I can only speculate that based on observation, it is safe to guess this is again Cindy.
Another matter supporting bias against me is the fact that whenever I have taken time off and assigned my cases to My Associate, I can expect that when i return the manager will have a detailed report complaining of issues within my case activity. While at face value I feel that this is within his rights as manager, the very fact that whenever I watch a team member's cases in their absence He does not look for this information at all. This information must be pushed to him by either Cindy.
IMHO, If the act of reporting assigned case activity is required for me, it should be required for all.
In light of all of this, what can I do? This information can easily get people fired.
I do not want to ruin people, get people fired or be known as a snitch.
I did bring up the 2014 violation with my manager, who did state he would look into the issue, but I suspect he will brush this under the rug in an effort to save his own butt. However, I do feel a need to bring this full story to him and at the very least demand that my pay is adjusted to equal or exceed that of my co-workers.
Could this still get me fired?
Over the last 2-3 years I have suspected a lack of respect for me from them and also suspected that many issues requiring a stern talk to me by our manager were influenced by the team lead's actions. (I will call her Cindy).
I have also suspected that in 2013, a certain documentation requirement in which we are t submit a fixed number of articles was manipulated so-as to not make here husband stand-out as the lowest contributor on the team. I failed to meet the minimum that year, butI did turn-in more articles than my co-worker. My number of articles for the year was stripped-down to equal that of the co-workers.
Why? I can only speculate that Cindy did not want her husband to stand-out as the lowest contributor. Not only would this have him be singled-out more easily if the company were to lay-off again, but also this would bring me down a rung to face elimination more easily in this event. I am sure that my associate's record shows far less "complaints" and "team contribution issues" and far better documentation quality than mine as I also suspect that Cindy practically writes his documentation for him.
Sadly, I no leg to stand on with the above claims as I have no proof, but I did see the numbers adjusted after the due dates.
For the year 2014 I witnessed (and have screen-shot evidence) that my associate did NOT meet the required number of articles for the year, having only turned-in-in 37 of 40 articles by the June 25th due date.
However, checking the same list 4 weeks later, he miraculously made the minimum. I spoke to my manager about this. He said he would look into it but suspected that he did get an extension due to his vacation at the time of this date (should one get an extension when the due date is known far in advance?)
even with an extension,this should not take over two weeks as he only missed 3-5 days. I believe it was after two weeks that the numbers were fudged in his favor by Cindy.
This is clear manipulation by a team lead of performance results effecting yearly raises. Additionally, this is a clear violation of company policy.
I am not aware if any agreement exists between these people and our CEO, as required per the statement below. I can only expect that there is such an agreement: (not that I believe one exists)
" HIRING OF RELATIVES
The employment of relatives in the same area of an organization may cause conflicts of interest and problems with favoritism and employee morale. In addition to claims of partiality in treatment at work, personal issues from outside the work environment can be carried into day-to-day working relationships.
Relatives of persons currently employed by " " may not be hired if the current employee will be working directly for or supervising the relative, or the current employee will be working directly above the relative's immediate superior, or directly for the relative's immediate subordinate, unless otherwise approved by the Chief Executive Officer. Employees cannot be transferred into such a reporting relationship, except with the written approval of the Chief Executive Officer.
If the relative relationship is established after employment, the individuals concerned will determine who is to be transferred. If that decision is not made within 15 calendar days, management will decide.
In other cases where a conflict or the potential for conflict arises, even if there is no supervisory relationship involved, the parties may be separated by reassignment or terminated from employment.
For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage."
I also have strong reason to believe that Cindy has been feeding the manager personal information about me that make me stand-out to him as a sort of "Loose-Canon" with an ill temper. Over the years my evaluations have always shown that I meet my basic goals and have great customer surveys. However, these also feel like yearly character assassinations with talk about how to "improve my attitude" and "employee reports of negative outbursts" listed on the evaluations as if these 'employee reports' were standard practice. However, in all of my time here I have NEVER been asked for comment or opinion about my fellow employees. I feel that this is another key area that Cindy can use to negatively effect my raises and therefore create more room for raises elsewhere on the team (such as her husband?). Additionally, over the years My manager has 'somehow" heard leaked information about my Facebook activity. He and I did have one blow-up over this for which I believe we have made up for, but even then On Facebook i never mention where I work and if I mention work at all I am careful to not be derogatory in any way, My manager manages to know about this even though he and others are blocked from viewing my activity. (including Cindy)
I can only speculate that based on observation, it is safe to guess this is again Cindy.
Another matter supporting bias against me is the fact that whenever I have taken time off and assigned my cases to My Associate, I can expect that when i return the manager will have a detailed report complaining of issues within my case activity. While at face value I feel that this is within his rights as manager, the very fact that whenever I watch a team member's cases in their absence He does not look for this information at all. This information must be pushed to him by either Cindy.
IMHO, If the act of reporting assigned case activity is required for me, it should be required for all.
In light of all of this, what can I do? This information can easily get people fired.
I do not want to ruin people, get people fired or be known as a snitch.
I did bring up the 2014 violation with my manager, who did state he would look into the issue, but I suspect he will brush this under the rug in an effort to save his own butt. However, I do feel a need to bring this full story to him and at the very least demand that my pay is adjusted to equal or exceed that of my co-workers.
Could this still get me fired?
