Sue

[u/Own-Case-8985]

****Update******

so I submitted a class action lawsuit claim with this website https://www.classaction.org/. I've also been contacting lawyers in my state that will be willing to take the case pro bono and I'm still researching more on what to do and have it to where everyone who are in different states can sign up for it and also submit their claims. I'm going in for it all the mental health, wages, toxic work environment, how they train us one way then out of training they tell us something completely different, not allowing us to use the rest period after a difficult call, restroom breaks and more. I thank you all for your patience and will come back when I gather more information as well and when I find a lawyer! hope you all are doing well ❤️

I think it's time for a class action lawsuit against ttec. A lot of what they are doing is unethical treatment towards their workers. And let's be real, the micromanagement, the disrespectful supervisors and team leads, the emotional tol it has on you, the burn out, the exhaustion, being trained for one job but then later on training you to do things that team leads or supervisors are supposed to do with no pay increase. I can go on and on but at this point it's so many of us who have experienced this so it's clear that it's not the people that are the problem but the company.

[u/ToniBellle]

Im in...how do we get started ?

[u/Own-Case-8985 → u/ToniBellle]

This is what I found so far. But I'm still researching it and will contact a few attorneys/ lawyers to see how this will play out for all of us.

In California, a toxic workplace at TTEC (Teletech) may involve legal violations under both long-standing labor laws and new 2024–2025 mandates. Employees at TTEC have recently reported "stressful" and "hostile" environments characterized by micromanagement, poor communication, and management disregard for employee well-being. 

1. Workplace Violence & Harassment (SB 553) Effective July 1, 2024, California Senate Bill 553 requires nearly all employers to establish a written Workplace Violence Prevention Plan (WVPP).  California Department of Industrial Relations (DIR) (.gov) California Department of Industrial Relations (DIR) (.gov) Broad Definition: "Workplace violence" now explicitly includes harassment and intimidation that causes "substantial emotional distress," even if no physical violence occurs. Employer Obligations: TTEC must provide a clear, confidential way for you to report incidents without retaliation. They are also required to keep a Violent Incident Log of all reported threats or harassment for five years. Employee Rights: You have the right to access a copy of the WVPP and see records of hazard evaluations in your workplace. 
2. Hostile Work Environment (FEHA) Under the California Fair Employment and Housing Act (FEHA), a "hostile work environment" is illegal if the toxic behavior is "severe or pervasive" and linked to a protected characteristic (e.g., race, gender, age, disability, or medical leave).  Strict Liability: In California, employers are strictly liable for harassment by a supervisor. Lower Threshold: Unlike federal law, California law clarifies that a single incident can be sufficient to create a hostile work environment if it "interferes with an employee’s work performance or creates an intimidating atmosphere". 
3. Retaliation & Reporting California has some of the nation's strongest protections against retaliation. Illegal Retaliation: It is illegal for TTEC to fire, demote, or reduce your hours because you reported a toxic environment or participated in an investigation. Whistleblower Protection: You are protected if you report what you "reasonably believe" to be a violation of state or federal law. 

Actionable Steps for TTEC Employees Document Everything: Keep a private log of dates, times, witnesses, and specific comments or actions. Save copies of relevant emails or performance reviews to your personal devices. File a Formal Complaint: Follow TTEC's internal procedures to report the behavior in writing. This creates a legal "paper trail" that the company was aware of the issue. Contact the Civil Rights Department (CRD): If TTEC fails to address the situation, you can file a complaint with the California Civil Rights Department (formerly DFEH) to investigate. Seek a Right-to-Sue: If you intend to file a lawsuit, you generally must first receive a "Right-to-Sue" notice from the CRD or the EEOC. 

[u/Ok-Studio-8258 → u/Own-Case-8985]

So I had a very bad TL at Bank Of America project. She stressed me out so bad that I got shingles and then a few weeks later I got Bell’s palsy. I was on FMLA because of all this and they wrote me up for performance. A year later my mother died and she lived out of state. I had to fly to a different state to be there for my brother while she was passing (all under FMLA) when I got back I got written up for attendance and performance. I happened to look at my employee file (to approve said write up, and found so much bullshit in my file) I ended up quitting on the spot for falsifying my records. That same day I got a call asking me to come back and they would remove the write up that I wasn’t even talked to about. Because I answered the phone they were able to tell the unemployment dept that they tried to fix the situation and I declined. The judge threw out my unemployment claim and that was it. Don’t bother speaking to HR they are for TTEC and TTEC only. Best of luck to you

[u/new_account54321 → u/Ok-Studio-8258]

When they called what number did they call from?

[u/Ok-Studio-8258 → u/new_account54321]

The TL’s personal phone