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Singled out because of Weight

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  • Singled out because of Weight

    My employer is in the process of instituting some radical new health and wellness policies. Soon every employee will have to take a health evaluation to determine how they can lead a more heathly lifestyle. Also the CEO/owner has indicated that after a reasonable period to allow smoking cessation, smokers will be dropped from the health plan. During the rollout meeting to management (60+ management member's present), The CEO/owner had me stand up and asked for the group to indicate by show of hands who knew me when I started 12 years ago. Most had been around that long. The CEO/owner then asked them to indicate by raised hands how many thought I had gained 10lbs, 20lbs, 30lbs 40lbs, over 40lbs. Then asked me how much I had gained. I was humiliated, the others were horrified, and now it is a split between a big joke or they feel sorry for me. Senior Management is trying to push the incident away, but no one has even apologized. I am embarrassed to walk around the office because I feel like everyone is looking at me. Is there any course of action I can take, or do I just have to live with this?

  • #2
    what a jerk.

    I am sad to hear you work for such a schmuck. So far as I know, there isn't any law against being a schmuck, unfortunately. I've heard California is pushing a "pychological harassment" bill. So maybe in the future there will be recourse for this sort of thing. If something comes up with the "health & wellfare" policy to indicate disability discrimination, that's another matter. Good luck.

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    • #3
      While I am horrified to hear what happened to you and believe that your CEO is an incredible jerk, he did not violate any laws. I am very sorry he felt he could do this to you.

      He WILL be violating the law if he drops smokers from the health plan.
      The above answer, whatever it is, assumes that no legally binding and enforceable contract or CBA says otherwise. If it does, then the terms of the contract or CBA apply.

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