I've been a Senior System Administrator at a medium-sized company for over 11 years. After a merger in 2018, my job title was quietly downgraded to IT Support Specialist, but I've continued handling my previous high-level responsibilities. Each year during performance reviews, I've brought up the issue of my title and pay, but management consistently ignores it. Recently, after I challenged a forced change to my email signature from 'System Administrator' to 'IT Support Specialist,' I received a 'final written' Corrective Action Plan (CAP) citing absences, despite having all my time off approved. My previously set work hours of 9-5 were changed without discussion to 8-5 as well.
On top of this, the CAP has significantly worsened my documented PTSD symptoms, which management has mocked during this whole process. Now I'm preparing to resign, using this opportunity to expose the retaliation and the way my mental health has been treated. I have a detailed paper trail of evidence and I'm also filing an EEOC complaint. I'm looking for any advice or perspectives on this situation: does it come off as retaliatory? Has anyone dealt with similar issues?
Thanks in advance for your input!
4 Answers
First off, thank you for your service. I'm really sorry to hear what you’re going through. If you don’t have another job lined up, I think you might want to reconsider this approach. I totally understand wanting to make them pay for how they've treated you, but make sure your decision doesn’t mess up your long-term career options. It sounds like they've been trying to push you out for a while, so drag it out and make them fire you to improve your chances for unemployment.
If you're trying to stand your ground, quitting doesn’t seem like the best choice. Keep pushing forward with the EEOC complaint and file HR complaints too if possible. You have enough documentation to make your case. Consider taking time off to recuperate; FMLA can help protect your job while you recover mentally. If they decide to fire you, you could be in a better position with legal options.
I get where you’re coming from. Sounds like you’ve got everything in place with the EEOC and other agencies. Just be cautious about trusting HR since they were involved in the meetings.
Make sure you have a hardcopy of your detailed evidence ready for whoever you're handing off your responsibilities to, if you have to. But be wary—they might cut you off from the premises pretty quickly after you start discussing your complaints. If you do go through with the knowledge transfer, at least ensure that your replacement is informed about everything—it might help them even if they don't appreciate your effort.
If you’ve been recommending someone to step in for two years and they ignored you, don’t feel obligated to help them now. Since you’ve put in so much hard work, why should they be entitled to that knowledge?
I honestly don't get why you’d just resign. Isn't that what they want you to do? Use the time while you're on the CAP to continue job hunting. If that doesn't work out, consider applying for unemployment while you get in touch with an employment attorney. You've documented a lot, so leverage that!
That makes sense. It sounds like you've got solid documentation to back you up with the VA on your PTSD and the hostile work environment. Just make sure you're protecting your mental health too.
Absolutely agree. It seems like you have everything you need to prove that the CAP is a farce. Pulling in the EEOC and a legal team seems like the better route in the long run.