I was just terminated from my position as maintenance supervisor for an apartment complex because they "felt" that my "performance is not consistent with MAAC Project poilcies and procedures and the Housing and Property Management standards".

I have been writen up 5x's since Feb. 2006 by the property supervisor for "failure to perform, disregarding notification practices and Unauthorized requests for services from vendors", as well as "performance deficiencies related to incomplete work". I responded to each write-up explaining all items & was able to show each and everytime that these write-ups were without merit. The last straw for them came when I was instructed by the property supervisor to "do whatever it takes" to resolve an issue with regards to trip hazards residents had in their homes which she felt was maintenance responsibilty & I knew was resident responsibilty but she refused to except my explenation. So I did what it took & contacted a REAC inspector who taught a class I attented on REAC/HUD inspections & another offical of HUD, the governing body that inspected us, to get their opion on the matter. When I emailed the property supervisor of their responce, which was "tenant responsibilty", they got upset with me & stated I needed to be a "team member" & leave contacts with HUD officals to management, which is what the property supervisor should had done. That was on Juy 19th, shortly after, I was terminated.
I am wondering if this could be considered a harrasement or possible whistle blower case?

Along with all the write-ups two of my timecards had be altered after I submitted them and have lost 64hrs of vacation pay. I emailed payroll & HR but again was jastized for contacting payroll direct. That was over a month ago & still no responce from payroll or HR. In my email I asked for copies of timesheets & vacation accured vs paid for this year.

I am also filling a complaint with Fair Housing & Labor for discrimination based on the fact that I was offered an apartment with my salary when I began working for MAAC 4 years ago. The property practice has been to provided a free apartment for Manager, Assitant Manager and Maintenance Supervisor. The maintenance guy, who had been living there for apx seven years rent free, had to start paying rent and my family & I moved in and rented out our home. One month after moving-in I was informed that a mistake was made & would have to move out or alter my salary to keep the apartment because they were loosing market rent. I moved out and the apartment stayed vacant for over one year, I also asked if the apartment could go back to the maintenance guy who had to start paying rent & was told "no".

The discrimination came when the assitant manager, who recently moved on site got her free apartment. She too was offered an apartment when she was hired but did not except it. One year later she needed the apartment & was given one but no salary ajustment was made, per her comments to me. Also the Manager got a larger apartment & payraise when she got promoted from assitant to Manager. Would this be considered discrimination?
It's alot, but it happened.

thanks,
anselmo

It might be discrimination or unfair, but it isn't the illegal kind. Nothing you have posted is in any way illegal or cause for any sort of lawsuit against your empoyer on any front. It is only illegal if you are singled out for adverse treatment because of a legally protected characteristic.

Whether something is officially your responsiblity or tenant responsibility your employer asked you to do something about it. Calling the agency to get out of it, was not a good move. They asked you to do something enirely reasonable, whether it was technically your employer's fault or not, it was something they deemed important.

If you weren't paid properly you can file a claim with the state DOL.