| Consent |  I agree with the following |
|---|---|
| About You | |
| Name | Danielle Small |
| Your Address | 4219 Colonial Ave Saint Louis 63121 United States Map It |
| How Can We Reach You | |
| Preferred Method of Contact | Phone |
| Email Address | Email hidden; Javascript is required. |
| Main Phone | (314) 712-7807 |
| Alt Phone | (314) 712-7807 |
| Best Time to Call You | 12:30 pm |
| Employment Info | |
| Are you employed? | Yes |
| Current Employer | Elsevier |
| Monthly Income | 7200 |
| Additional Personal Info | |
| Social Security Number | Encrypted Field Restricted |
| Primary Language Spoken | English |
| Marital Status | Single |
| Race | AA |
| Current Immigration Status | U.S. Citizen |
| Case Details | To better serve you please describe why you are here today and what kind of assistance you need |
| Please check all boxes you need assistance with |
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| I am applying for |
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| Have you already consulted with another legal provider regarding your case? | No |
| Do you have any deadlines? | Yes |
| Please describe your legal problem | I am reaching out regarding concerns of workplace targeting, harassment, and potential retaliation/discrimination. Below is a summary of the key facts: I am African American and have been with my company for 18 years, with consistently strong annual performance reviews and no prior write-ups or formal reprimands. An Informal PIP was initiated citing “tone, defensive behavior, and communication,” with no detailed examples provided, no training courses assigned, and no history of prior issues. After I raised concerns to HR about inaccuracies, targeting, and retaliation, my reports were reframed as “insubordination” and “defensiveness.” HR also engaged a third-party attorney to investigate. The Informal PIP was paused, then restarted about a month later. Within two weeks of the restart, I was rated “unsatisfactory” and moved to a Formal PIP—again with no detailed examples. On one recorded call, my silence in meetings was cited as “unprofessional behavior.” Managerial oversight during the PIP process has been inconsistent: only 3 of 12 scheduled 1:1s occurred, my manager did not attend daily standups or group huddles, and when I asked about scoring, she stated she “did not have to prove herself.” In weekly meetings, my manager’s recaps mischaracterize events. When I correct inaccuracies by referencing recordings and notes, this is reframed as “defensive” or “not receptive to feedback.” I have documented all of my meetings, collaborations, and contributions during this period. Other employees’ cynical tone/language is accepted without issue, suggesting inconsistent and potentially culturally biased standards. My manager is European, based in Oxford, and her communication style is described as “the King’s English.” I believe the process has been unfairly applied, retaliatory in nature, and influenced by bias. I would like your guidance on whether this rises to a legal claim (e.g., discrimination and/or retaliation), and what steps I should take to protect myself. Thank you for your time and consideration. Sincerely, |
| Administrative Details |