The dismissal of the case is pretty similar to what I saw as a labor union activist for several decades. Managers can and do engage in severe abuse of employees without legal consequences unless the "victim" copiously documents the allegedly discriminatory behavior of the manager and turns their life into a living hell of compliance with the absurd demands of such abusers.
The lack of information about the wrongful termination part of the case is baffling. Maybe I missed something in quickly scanning the document.
Abusive managers typically frame their abuse of a "dissident" employee in terms of non-compliance of the dissident with managerial guidance or orders (some of which can be abusive).
Dr. Lee should have carefully documented any such conduct by abusvie managers (or co-workers).
The main point is that an employee that is being bullied, subject to psychological violence, is typically not in a good position to carefully document the bullying and to engage in "un-natural" levels of behavior to avoid eliciting discrimination from managers and/or co-workers, UNTIL IT IS TOO LATE.
Faculty labor unions are SUPPOSED to provide helpful guidance and support to workers that are being bullied, but such unions themselves sometimes engage in ideologically hostile "pro-woke" behavior.
A worker has a right to also sue (in California PERB has administrative judges that rule on "bad union" stuff) a discriminatory labor union they belong to for failing to do the right thing, but the evidentiary requirements for doing so are probably even worse than in the case of abusive managers.
Basically, the "system" is set up to screw over dissidents that aren't willing or able to be obsessive and play silly bureaucratic games, sometimes for years.
I have not kept up on the progress of the case. Did you find court records or news reports or both? Thanks.
https://caselaw.findlaw.com/court/us-dis-crt-n-d-cal/116145425.html
Thanks again.
The dismissal of the case is pretty similar to what I saw as a labor union activist for several decades. Managers can and do engage in severe abuse of employees without legal consequences unless the "victim" copiously documents the allegedly discriminatory behavior of the manager and turns their life into a living hell of compliance with the absurd demands of such abusers.
The lack of information about the wrongful termination part of the case is baffling. Maybe I missed something in quickly scanning the document.
Abusive managers typically frame their abuse of a "dissident" employee in terms of non-compliance of the dissident with managerial guidance or orders (some of which can be abusive).
Dr. Lee should have carefully documented any such conduct by abusvie managers (or co-workers).
The main point is that an employee that is being bullied, subject to psychological violence, is typically not in a good position to carefully document the bullying and to engage in "un-natural" levels of behavior to avoid eliciting discrimination from managers and/or co-workers, UNTIL IT IS TOO LATE.
Faculty labor unions are SUPPOSED to provide helpful guidance and support to workers that are being bullied, but such unions themselves sometimes engage in ideologically hostile "pro-woke" behavior.
A worker has a right to also sue (in California PERB has administrative judges that rule on "bad union" stuff) a discriminatory labor union they belong to for failing to do the right thing, but the evidentiary requirements for doing so are probably even worse than in the case of abusive managers.
Basically, the "system" is set up to screw over dissidents that aren't willing or able to be obsessive and play silly bureaucratic games, sometimes for years.
Well puts
And no news reportsтАж..the silence is interesting
If she won, it probably would have been.