![]() For example, if your boss routinely asks co-workers to join her for cocktails after work, you might be excluded for any number of reasons. Refrain from complaining about what you believe might be preferential treatment but really is just a personality difference that doesn't affect your job. Provide concrete examples and facts, not hearsay or rumors. Describe the ways that you are similarly situated to your co-workers and then talk about the differences that exist between you and others on your team. In your meeting - whether it's with HR or the company's top executive - calmly explain that you believe your co-workers are receiving preferential treatment. If you work for a company that doesn't have a dedicated HR department, ask the highest-ranking leader in the company if you can have a private meeting with her. Many complaint processes start at the supervisory level, but if you believe going to your boss with this type of complaint would become confrontational, it's best to go straight to the human resources department. Review your copy to learn what you need to file a complaint against your supervisor or manager. List these if you believe your supervisor's slights are based on these factors.Įmployers' policies often are contained in regularly updated employment handbooks. In some cases, employees receive preferential treatment based on non-job-related factors, such as sex, disability, race or a personal relationship with the boss. Likewise, if you have more academic credentials or professional licenses than your co-workers, include those factors in your list of differences. If you have more experience than others you work with, add that to your draft complaint. Once you establish what you have in common with the co-workers you believe get preferential treatment, take a look at the differences. Stick to what you and your co-workers have in common don't begin comparing non-job-related characteristics, such as age, race or sex. For example, if you're a second-year litigation associate, compare your education, experience level and performance to other second-year litigation associates at the firm, not brand new lawyers or lawyers who have been practicing for four or five years. To determine whether your co-workers are indeed receiving preferential treatment, you need to make sure that you're doing the same type of work at the same level - compare yourself only to employees with whom you're similarly situated.
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