- Posted December 11, 2013 by
UHA Owes Me an Apology and Compensation
UHA Owes Me an Apology and Compensation
Termination Was a Part of Retaliation
I had worked for UHA from 1/2/2008 to 9/6/2013. I was terminated by UHA on 9/6/13 due to my complaint of harassment at work place and my request for extension for leave with pay. Prior termination I was notified for leave with pay on 6/4/13 by UHA.
My computer was hacked. On 6/4/13, I sent the second email to IT manager and asked to disable the function on my computer that allowed coworkers to see what I was typing and what file I was using immediately. He didn't disable the function instead UHA retaliated against me. Two hours later and before 4 PM, CEO Chuck, CHRO Emily and my department Manager Linda called me for a meeting. They gave me a letter for leave with pay effective immediately. They asked me to see a consultant, Dr. Farkas, to complete a Fitness for Duty Examination after 2 weeks and to see my psychiatrist as well. (I did both.) Then they took my office key right away and shut down my computer completely that I couldn’t restart it after I came back to the desk. It gave me a clue that UHA planned to terminate me sooner or later.
On 7/19/13, I went to UHA for having a meeting with Chuck, Emily and Linda regarding Dr. Farkas’ report on my Fitness for Duty evaluation. They gave me a letter, which offered me 3 options. Option 1: Resume Treatment with Dr. Suzuki. Option 2: Modify your work environment and work procedures. Option 3: Resignation. Emily said, “You can decide after your vacation” and “no later than August 26.” The meeting was quickly finished within 10 minutes. I felt very disappointed.
On 8/1/13, I started my trip for 20 days and came back on 8/20/13. This trip was approved by my manager. (Since 8/1, UHA discontinued my leave with pay, and I used my vacation hours.)
On 8/22/13, I called Emily and told her that I decided to return to work next Monday, 8/26/13.
On 8/23/13, Emily called me and said there was a vacant desk next to Charles. She asked me if I like to move to there. I said my current desk (area) was better than that one. Because the vacant desk is nearby lunch room and mail room. I liked to stay. She also asked, “Which desk do you like?” “I like your office, just kidding.” I replied. We talked about communication between I and coworkers and management, and she suggested by email. I disagreed because I could communicate through verbal as well if there was no harassment.
On 8/25/13, I sent an urgent request to Emily for extending my leave with pay till my case is settled. The reason was Since UHA is still fighting with my case and doesn’t want to close my case; I obviously will not be treated fairly and will be targeted again in the work place. Executive officers will continue to conduct wrong doings against me. Employees will continue to harass me and create a hostile work environment against me. I also sent an email to my manager and Emily to inform them that I will take a vacation day off on 8/26/13.
On 8/26/13, I sent an email to Emily and wrote, “I still didn't receive any response regarding my Urgent Request. If I don't hear from you or anyone in UHA by 6:00 pm today, I am assuming that UHA will grant me for leave with pay starting tomorrow. “ Later Emily replied and wrote, “…According to your ADP-EZLM record, you have approximately 60 hours of vacation leave that you may use until you are ready to return to work. Please email me your return to work date.” But she didn’t mention about my leave with pay. Since UHA disabled me for accessing to the most information including accrue hours for vacation and sick leave on ADP-EZLMpage, I didn’t know how many vacation hours I had. I believe that I had 60 vacation hours available. I figured out that 60 hours could cover me 7 days. The first day go back to work would be 9/5/13. (9/2 was Labor Day.)
On 8/27/13, I sent an email to Emily and wrote, “In case my request has not been approved yet, I would like to use my vacation hours for the rest of the week. If the Judge already approved it, of course, I will not use my vacation.
On 8/30/13, I sent an email to Emily and wrote, “Unfortunately, my upset feelings and my wounded emotions are far less than ready; maybe it will never be ready. You mentioned in an earlier email that I had 60 hours vacation. It deducted 40 hours for this week and left 20 hours. It seems like I will be forced to go back to work next week.”
On 9/4/13, I sent an email to Emily and wrote, “I haven’t received any response from you since I replied to you last Friday, 8/30/13. My wounded emotions and upset feelings that were caused by hazing at work place need more time to get healed and to get recovered. I truly need an extension for leave with pay, and I believe UHA would allow me for leave with pay starting today or earlier.”
Later Emily replied, “Our records show that as of 9/4/13, you have a negative vacation balance of 14.34 hours. Per page 17 of the Benefits section of the Associate Handbook, Leave Without Pay (LWOP) is highly discouraged and generally not available unless required by law. Since you have used all of your accumulated vacation, you may choose from the following options. 1) Return to work tomorrow, Thursday, September 5, 2013. 2) Apply for Temporary Disability Insurance…”
Found a mistake, Emily sent me another email, “In reviewing your vacation hours, I forgot to include your 8 hours of vacation pay for today; therefore, your vacation balance is now negative 22.34 hours.”
I wrote to Emily, “Since you ignored my request for my compensation and ignored your own mistake without apology, I don't want to spend more time to discuss with you. I decided to go to work tomorrow at 7:15. Although I am worried and scared go back to UHA, I need income to support myself and my family.”
Feeling intimidated on going back to work, on 9/5/13 early morning, I sent an urgent request to five executive officers and my manager including CEO, COO. I wrote, “I am sorry to bother you executive officers. I was going to come to work this morning, but my fear for hazing at work stopped me. I really need more time to heal and recover for my wounded emotions and upset feelings. I truly need an extension for leave with pay. Please approve my request.”
Later I wrote an email to them again, “I haven’t received any response from you executive officers regarding my urgent request for an extension for leave with pay. In addition, I am seriously requesting for compensation from UHA for my having suffered hazing at work place.”
On 9/6/13, Emily sent an email to me and she wrote, “…your employment with UHA has been terminated effective today, September 6, 2013.”
I wrote to four executives immediately, “It is not fair to terminate me because you don't want to resolve my issues. Since I am the single one, I am unable to argue with you and fight with you. I decide to come back to work next Monday. I need income to support myself and my family. Please allow me to come back to work!”
The CEO, Howard replied, “I regret to inform you that our decision is final. Do not come into the office on Monday or send anymore emails to our Associates as your employment with UHA has been terminated. Please note that Emily will be on vacation and we will not be responding to any more emails.”
On 9/18/13, I received a package from UHA. UHA changed and altered facts again. The cover letter said, “…due to your resignation.” No, I didn’t resign. On the form of UNUM, the #19 question asked “Reason for Employee Termination”, and it was answered by UHA with hand writing, “Personal - Voluntary”.
UHA hostilely terminated me but changed the word to resignation and voluntary. It was an obvious big lie! Lying has been UHA’s tradition!
(Please see continued #1)