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Reported Sexual Harassment And Became Too Sick To Work
I complained sexual harassment to HR at a harassment resolution meeting in 2010. After the meeting HR did not respond nor investigated (at least not kept me informed of any investigation). After a specified period of time for responding passed, based on company policy, I had a mental breakdown, was hospitalized twice and went on sick leave. After my many requests, HR provided the 2010 meeting minutes in 2012/01, almost 2 years later.
Came with the meeting minutes, I found HR said it was not investigated because I was on sick leave. And now I am risking losing my job. Is this a fair way to treat a mentally injured and disabled employee? If I have made myself available for responding to investigation questions and provided all the information they needed to start with, but became mentally injured (due to negligent and delayed investigation), do I deserve this kind of treatment of no investigation of my complaint of being sexually harassed?
J.T. in Toronto