Hello everyone! I recently graduated from boot camp and arrived at my first unit, which i was so excited about. I'm going to try and be very discreet about what about post. Since my arrival I feel I have been working in a hostile work environment. My supervisor, i wont say his rate, has been constantly harrassing me. For example, putting me down all the time, cussing at me for every small mistake I make. I have come to the point where i am deeply frustrated and I want to transfer out ASAP. Its hard for me to come to work because I just find it very difficult to work with my supervisor. He's always in a grumpy mood, never has a good attitude and is very critical about everything i do. I dont feel cursing at a workplace is ethical.He never has anything good to say about my work ethics. I feel I have been busting my butt off since I've arrived, and i never felt appreciated for anything. I've been here for 2 1/2 months now...suffering serious depression because of the location and my situation. I absolutely hate going "underway" because thats when problems really escalate. Pretty much I work in a hostile work environment. Its difficult for me to learn anything. I took it up to my chain of command and there were results for about 1 week and things just went back to normal. Is this issue big enoough to take it higher? please some advice here. thanks

Have you spoken with your unit's Civil Rights Officer or the Command Chief?

quote:

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No I haven't. I am afraid if I dig deeper..there might be some kind of retaliation. It might make matters worse.

do you believe this is a civil right issue?

Have you tried confronting your supervisor? Take a witness and or another immediate supervisor too. Furthermore, use your chain of command. They now HAVE to provide you with the number to civil rights no matter what. THEY MUST PROVIDE THE NUMBER TO YOU. That is the least and all they HAVE TO do, but be sure to give them the chance to fix the problem. On another note, make sure you are doing your part to adjust to your expectations of your supervisor. You wont always work for some one you like, there will be more of the ones you dont like than the ones you do like. Trust Me. The CG has some Really good leaders and some really really really bad ones that slipped through the cracks, kissing a55!
Another fix is to make rank(rate) choose your school wisely though, "choose your rate, choose your fate!"
I made the decision really quick to go to A school because I didn't wanna be U/W, however, the cutter was probably my favorite unit...[except for the u/w part ;-)]
Good Luck

It could be - not knowing your situation, and don't need to know. Take a look at the Civili Rights information that should be posted around the unit somewhere. As noted, you may want to talk to the Command Chief.

I'd get this off this forum right quick.

quote:

Originally posted by tip_dog:

I'd get this off this forum right quick.

I think he covered his tracks well...

and yes, see your command chief, sector command chief, district command chief...and so on...they are all on the internet too!

I have to agree he put it very discreet and covered his tracks VERY well, theres really no reason why he can't ask for general advice....

892: I agree with Jekel, Visit your Civil Rights Officer or the Command Chief if you already attempted to solve it at the lowest level. There are many out there willing to help, you just have to seek it. Even if you are hesitant you can even ask for advice from them, and give them the details while being descreet as possible to people like the Civil Rights Officer etc.

It sucks you have had a hard time thus far, but don't worry Im sure it will get better.

This, taken from a wiki, and I highly recommend that you move forward after careful consideration. Even though there are laws that prevent one from working in a hostile work environment, that term is a legal definition, and is legally defined.

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A hostile work environment exists when an employee experiences workplace harassment and fears going to work because of the offensive, intimidating, or oppressive atmosphere generated by the harasser based on race, religion, sex, national origin, age, disability, veteran status, or, in some jurisdictions, sexual orientation, political affiliation, citizenship status, marital status, or personal appearance. Hostile work environment is also one of the two legal categories of sexual harassment.

A hostile work environment may also be defined as when a boss or manager begins to engage in a manner designed to make you quit in retaliation for your actions. Suppose you report safety violations at work, get injured at work, attempt to join a union, complain to upper level management about a problem at work, or act as a whistleblower in any respect. Then, the company’s response is to do all manner of things to make you quit, like writing you up for work rules you didn’t break, reducing your hours, scheduling you for hours that are in total conflict with what you can do, or reducing your salary. The company’s reaction can be viewed as creating a hostile work environment, one that makes it impossible to work and is an attempt to make you quit so that the employer does not have to pay unemployment benefits.

The anti-discrimination statutes governing hostile work environment are not a general civility code. Thus, federal law does not prohibit simple teasing, offhand comments, or isolated incidents that are not extremely serious. Rather, the conduct must be so objectively offensive as to alter the conditions of the individual’s employment. The conditions of employment are altered only if the harassment culminates in a tangible employment action or is sufficiently severe or pervasive to create a hostile work environment.

Thank you everyone for your input. It made me feel a lot better about my decision to pursue.

So, a reminder:

If your supervisor is not harassing you based upon your race, religion, sex, national origin, age, disability, veteran status, sexual orientation, political offiliation, citizenship status, marital status or personal appearance then you are not working in a hostile work environment.

If your supervisor has threatened you because you reported a safety violation, because you got injured, you complained up your chain of command, or he or she changed your work hours outside the norm of what is expected from you, then there could be a hostile work environment situation.

Being grumpy is not harrassment. Failing to compliment you on hard work is not harrassment, and it has nothing to do with ethics. Please read the definition of ethics so that you have a better grasp on that. Failing to compliment you on hard work is poor leadership, and that is, believe it or not, allowed. There are all kinds of poor leaders everywhere, not just at your unit or in the Coast Guard.

Swearing is unnecessary in the workplace but it happens all the time, everywhere. This can be addressed up your chain of command. If you don't like it then put it in writing. The witness stuff is bad advice. Put your complaint in writing directly to your supervisor. If it doesn't work, put it in writing to the next up the chain, and so on.

Do not throw around legal definitions that you may not necessarily understand or fully grasp. And, as mentioned above, this is not the place to vent about it. No one here is going to help you. You have to do it yourself....mature up and handle it.... in writing.

Just be careful. Remember that you need to be clear, concise and mature when speaking to the Civil Rights and/or Command Chief.

I've been in your position before and it stinks. Keep valid and "unbiased" records about your negative experiences.

Make sure that what is occuring is indeed hostile and not just uncomfortable. Try to take a step back and decide if you being "sensitive" or if it's truly hostile.

If you're unsure, talk to someone unbiased and be COMPLETELY honest about it, to include the fact that you know you're not perfect and that you have flaws. It's the most difficult thing to do but YOU MUST if you wanted to pursue this down that avenue.

Read, read, read! Read up on Civil Rights policy! Read up on EVERYTHING.

Make sure you know the direction in which your concerns will go if you decide to the Civil Rights route.

And just remember - this experience will be for you to learn what NOT to do as you continue on your CG journey.

Yes, what Jekel said,

but those records need to be reported in writing immediately. Don't take records for 6 months and then spring on your supervisor like a cat seeking prey.

The objective is to correct the situation so that you are working comfortably and your supervisor has some boundaries defined.

I don't know how long your supervisor has been in the Coast Guard...could be 6 months longer than you, or 10 years for that matter. There is some deference based upon the experience of the supervisor.

There is no easy answer...it is full of gray.

Sounds more like a leadership issue than a Civil Rights issue. Try and handle it at the lowest level, if that doesn't work then talk to your chain of command. You said you brought it up the chain before and there were results, albeit short lived, so it doesn't sound like they have a problem addressing the issue; but they can't do anything if they don't know about it.

After reading this poster's comments, I have to finally admit it, I'm officially old. How would those reading this who retired or separated a decade or more ago reacted to this question then? Now? Here's what my Dad probably told me: You don't have to like your boss, you don't even have to particularly like what job you are doing or where you are doing it now. Keep the end-game in sight. You do have to work hard, avoid ****ing your boss off, and find enjoyment in what you do, no matter how hard it is. I'm pretty sure the 1st time I ever needed to talk to a Command Chief or CMC was when I needed to present a Charge Sheet.
CWO A

quote:

Originally posted by 4101670:
After reading this poster's comments, I have to finally admit it, I'm officially old. How would those reading this who retired or separated a decade or more ago reacted to this question then? Now? Here's what my Dad probably told me: You don't have to like your boss, you don't even have to particularly like what job you are doing or where you are doing it now. Keep the end-game in sight. You do have to work hard, avoid ****ing your boss off, and find enjoyment in what you do, no matter how hard it is. I'm pretty sure the 1st time I ever needed to talk to a Command Chief or CMC was when I needed to present a Charge Sheet.
CWO A

Im not old yet, but still old fashion in this area. Sir the CG has gone very sensitive in this subject of the game. : especially the newbies
;-)
God forbid you gotta raise your voice to someone of lower rank. I know one guy where it went so far he (an MK2) was demoted!
However, in some cases it is not called for and this may be the case for the fellow above! Good Luck and like someone said, be sure to be very clear and concise to whom ever you choose to report it to!

quote:

Originally posted by underwhelmed:
Sounds more like a leadership issue than a Civil Rights issue.

Unfortunately, if you are right and it is a "leadership issue" with the excuse called "style of leadership" the report will probably not go anywhere. Seen that too! Sorry guys just seen too much poor leadership and bad command cadre over the last few years. But glad to say it has improved 100% Change of commands are 50/50's Luckily for my unit it went in the direction we all needed.

again: GOOD LUCK

4101670:

I am old and I fit your category. But the advice Edgy & Jekel are giving is the same advice I would have given from about 1980 on, if not sooner. Note - I'm not in disagreement with what your Dad told you - pretty good rule of thumb - but rules of thumb are general in nature and don't always apply to everyone.

22972892:

Former MCRC/F, Civil Rights Officer, & Senior CG Instructor at DEOMI - a few words of wisdom

a) Follow edykatid advice - hostile intimidating work environment - is a legal (hot button description) factor in limited specific EO/EEO & Employment Law. By whichever route you choose to puruse - be careful of using the term if it does NOT apply to your scenario. If you use it, know what it is, make sure you are using the term purposefully and correctly, and be clear how it legally applies to your situation. From an EO perspective, especially in reference to sexual harrassment, creating a hostile indimidating environment is but one of many factors required to establish if harrassment is occuring. It is not the only or sole determining factor. Before it even comes into play - you have to demonstrate the Civil Rights factor as basis of complaint. Thus harrassing motorcycle riders may be unfair and/or even wrong, and creates a less than desired work environment for them; under EO/EEO laws - it is not Racial, Sexual or other forms of illegal discrimination.

b) If your situation is NOT EO/EEO related - use the chain of command vice the Civil Rights route. Have your ducks in a row when you do. You need specific examples of what occured, when, how it made you feel and the impact it has had on you. What you did to address the issue - and what resolution you are asking for.

Having been a DepGru (XO) before - I know how frustrating it is when one of my folks would come to me with vague, generalized, uncertain complaint - and then when you got to the nut of it - find out the only acceptable resolution was so far fetched and unreachable there was nothing you could do.

So, for example, limiting the use of profanity in the work place as a resolution might be feasible; getting transferred to the A School of your choice to get away from the person - might not.

Finally, if you are experiencing depression or medical problems - get medical treatment and diagnosis. A self diagnosis of "serious depression" is unuseful regardless of which way you pursue your concerns.

Edgy is right - "Being grumpy is not harrassment. Failing to compliment you on hard work is not harrassment, and it has nothing to do with ethics. Please read the definition of ethics so that you have a better grasp on that. Failing to compliment you on hard work is poor leadership, and that is, believe it or not, allowed. There are all kinds of poor leaders everywhere, not just at your unit or in the Coast Guard."

Good luck.
Best Wishes

Sounds about right for your first duty station. What doesn't kill you makes you stronger. Good luck!

Great advice/dialogue by all. Bottom line now a days if you're having problems/issues with your supervisor you should feel comfortable enough in you're work enviroment to respectfully speak up with no fear of reprisal.

No doubt there are still some commands, offices or individual shops out there where this doesen't happen. I agree 100% that this sounds like poor leadership; I'm just glad to see young and old shipmates alike are giving this new member some great advice and clear direction to follow.