Dear Evil HR Lady,
In my last temporary assignment, we were required not to work above 40 hours, but our assignment company made it difficult to complete the increasing workload within that time period. I arrived early as a courtesy, although we were told not to work above 40 hours. I was also given more work with an advanced specialized position without an increase in pay. My recruiter told me to alert her of position changes, so I can be compensated; nothing was ever done to compensate me. I also told my recruiter about the toxic work environment and workload.
The assignment company was a state agency, and due to cuts and lean staff, I was overworked, bullied and sabotaged. As a temp, I couldn’t report the abuse to human resources at the state agency, so I reported my experience to my recruiter. My agency’s recruiter cared more about keeping contracts with this company, and did nothing to protect me. The assignment company with the abusive staff wanted to hire me, but entrap me in a position with less pay and more specialized work. I ended my assignment due to an onset illness, and at the advice of the recruiter, who retracted her suggestion when I decided to leave. I also documented this abuse and onset illness in my exit interview for the temp agency.
I discovered 14 months after I left the assignment that the recruiter placed a termination mark on my record and banned me from working with the company. It was evident in the few call backs I received for work. I had to seek legal counsel and send information to senior human resources management at the temp agency to get the “termination” and “banned record” removed. It was removed and I could work at the agency, but the damage was done.
I experienced a case of slander and defamation from my recruiter; bullying and sneaky workload time abuse from the assignment company. I believe my experience ran past the statutes of limitations.
What can I do avoid explaining this false termination?
To read the answer click here: My temporary boss was abusive