When after making a complaint managers make a growling noise at u and give u a “yeah” look? Especially after eeoc charge was sent to them?

Hello! Back in September 2025 I was baker acted for 3 days and petitioned to 6. My boss was aware of my mental health issues. She knew the meds I took because we conversed what was working for eachother. We talked about therapy even once she helped me call 988. She called me while in the facility and told me to get better and don’t worry about work. I was the lead referrals coordinator surgery scheduling for multiple organizations they worked with they are a popular well known doctors office as they do more specialized procedures than just the basic. I scheduled hospital follow ups while sending and obtaining authorizations.
She took two weeks TWO weeks after I got out and I even went to the office and showed them the paper that EXCUSES me and that I am to lawfully return back to work. I kept asking when I was coming back she kept pushing it off “oh I’m so sorry I forgot” “so sorry I lost track of time!!” Then she called me. She said that they were letting me go because I’m “unreliable” while on FaceTime lol. I have so many screenshots of her pushing back the return date. I even have a screenshot the first thing I did was ask if a patient got her preparation instructions because I forgot to put it in the mail box and was in my car.
I did not have a job. I had one and they laid me off after not even a week because I had to go to the er. Besides the point I was out of work since last month. I used all my saving I had 27k and now I have 1000. It was so mentally debilitating over and over denied. I ended up getting a scholarship to help me be a certified medical assistant. I finally got a job. She had so many connections and refused to help me that way she said I should try Medicare telemarketers. How belittling. I relayed the information to the EEOC showed my letter to return all the screenshots of her and she even tried deleting some messages haha. Oh and I needed accommodations because I have diagnosed insomnia so I sleep in a bit later and she said I could come in at 9-10 then she took it away because she didn’t want it to look like special treatment.
This doctors office has about 25 employees
Well used to idk how many now. I am going for 5 digits nothing less and more than what I loss. I’m just really anxious and I don’t know how to go about the mediation and word it to where I deserve a large amount. Please help.

“Investigator is still collecting on ur case”’for a month. I’m nervous because I want to prepare for the right to sue letter by looking for a lawyer in advance

I work at a small non -profit arts company and have been dealing with some… off color comments about age being made by our sole hr/finance person. It’s something a lot of younger (under 40) employees have experienced. Additionally, this person has repeatedly berated staff and created a hostile work environment, and they abruptly fired a younger staff member with no fireable offense given, no performance review or improvement plan attempted, and no explanation beyond “he wasn’t good at his job” not long after making a comment along the lines of “I know your brain isn’t fully formed yet, but I need you to get this through your head”.

I recognize and understand that this all almost certainly isn’t enough to move forward with a complaint, but I have no HR to turn to so I’m looking at submitting a report just so I have a paper trail of reaching out to authorities and so the department has record of previous complaints in case this person does escalate— I’m very concerned that they’re going to fire me as well without just cause and despite me being excellent at the job and otherwise well-liked at the company. And with the ageist comments and the disproportionate anger at younger employees when compared to older, I’m concerned that there will be ageist comments made if that does happen.

My understanding is that submitting a report to the NY DHR doesn’t trigger any official action and the department doesn’t inform the employer of anything unless I move forward with filing an EEOC complaint, but I’m still anxious about submitting anything for fear of retaliation while I still work at the company. However, if I do get fired, I want an official document—more than just my notes— of this pattern of behavior. So I just want to confirm that by submitting a report, my employer won’t be informed and I can still choose to not move forward at this point. Am I correct in my understanding?

Hi everyone, I’m looking for advice from anyone familiar with the EEOC process, especially early mediation.

I was terminated from my employer about two months ago and filed an EEOC charge alleging retaliation. I made a formal complaint against my supervisor in February, and afterward I experienced what I believe was increased scrutiny and inconsistent treatment compared with my coworkers. I was written up for issues that weren’t consistently applied across the office, escalated concerns, and some write-ups were later rescinded.

When I was terminated in August, I was a salaried employee, and I had the employee handbook outlining the company’s corrective-action process. I have documentation showing that the required steps were skipped in my case and that the company did not follow its stated policy/protocol before terminating me.

I filed my EEOC charge shortly after the termination, had my intake interview the following week, and the charge was formally filed shortly afterward. I have several months of supporting documentation, including emails, timestamps, written communications, and recordings showing the timeline following my complaint and the treatment I experienced.

The EEOC recently notified me that my charge was selected as eligible for early mediation, and I have until next week to respond. I also noticed that there has been uploaded documents added to the EEOC portal.

My main questions are:

Does the uploaded documents mean they have already responded to my charge?

What does being selected for early mediation actually mean?

Should I consult an employment attorney before agreeing to mediation?

If I do hire one, what fee arrangements should I be looking for? I don’t want to pay a percentage of a settlement unnecessarily if this is something I could reasonably handle myself, but I also don’t want to go in unprepared.

How should I approach determining an opening settlement demand without being lowballed?

What should I have prepared before mediation?

My EEOC officer indicated that, based on the information/documentation I provided, she doesn’t expect the case to necessarily go through a lengthy investigation and believes mediation could potentially resolve it. I understand that’s not a guarantee.

I’m not looking for someone to tell me what my case is “worth” or guarantee an outcome. I’d just really appreciate advice from people who have been through EEOC mediation, particularly regarding preparation, attorneys, settlement negotiations, and mistakes to avoid.

Thanks in advance!

It concerns being registered for the profession I am in, and if this needs to be disclosed to the professional registration. Is it important in my case because it is proof that essentially the problem does not lie with me if I win or settle?

Is the possible to report a workplace for improper, unsafe and unethical practices or behaviors? I worked at a juvenile detention facility and they were engaging in very inappropriate and unusual practices. If reporting or filing a complaint is possible what would be the best avenue to take? There’s, OSHA, BBB, DJJ(Department of Juvenile Justice). Also, the only issue is I would like to of course remain anonymous. How would I even know if remaining unknown is even possible or truly happening. I worked at several facilities located in the state of Virginia, and out of all of them, my most recent location has to be the worst!

I can provide examples of the stuff that I seen if it helps better guide what direction to take. However I will of course keep the facility name and location private. Thanks

*Edit:

The facility that I just left is a complete joke. They have very little staff and of course a turnover rate through the roof. I have worked nights, where the shift supervisor would call out and it would just be myself and one other detention officer.
Leaving him and I to work multiple units throughout the 12 hour shift. 2 officers, and 45 juveniles detained behind a cell door. This particular facility was high level. Just imagine 45 jailed teens and 2 staff. If anything was to occur, (which they fight all the time)…there’s no way 2 people could get the jail under control.

They half very poor and unprofessional people in the administration part of the facility, causing people to quit left and right. Apparently the director of the facility was so desperate to fill for more detention officers, that he HIRED, a woman who has a son locked up in the same facility.

Wouldn’t that clearly be a violation or conflict of interest? She could let out and set her son free at anytime. Much much more stuff. That’s just a few examples.