Angelus' Post; ACCORDING TO THE EEOC, IN ORDER TO PROTECT ANONYMITY, A CASE CAN BE INITIATED BY SOMEONE OTHER THAN THE PERSON WRONGLY ACCUSED

In your opinion, and in the opinion of the others, is there enough concrete, documented evidence to have suit brought against your employer?

To correct past errors of judgement by HR or other authority personnel, do you or the others feel this is the one situation which could protect employees in the future?

One thought which occurred to me recently was: If Rose was allegedly harassed, feeling stalked, etc...and suffered much emotional stress, is it known if she sought counseling to help her deal with all of it? If she did not, perhaps this is an indication she provided false or hyped-up information which would clearly work against her.

I am not for attacking anyone, but being of the belief that others could be helped and protected in the future, I think it would be wise to not only blog the situation, but also take action.

As indicated in the past, it does no good to simply complain. Change can occur, and even good change, when someone actually gets off their behind and does something.

You are all busy people, as am I, and may not feel it is worth devoting your energy to one man's plight. If this case is pursued, documentation would need to be provided by everyone. Statements, times, etc.....This is not necessarily about bringing down your employer, as you - if you work for the company - all are still there and would have possibly left much sooner.

If a case is pursued, your employer could not fire you specifically because a case is pursued. That would be illegal (does that cause a good chuckle?)

I know of the Houston field office and contact should you and the others wish to take a course of action.