Legal Question in Employment Law in Massachusetts

Tghank you for the response to my question. I'd like to add some information and seeif it changes your responses. Here is my original question:

I reluctantly quit my job stating that my supervisor was creating a hostile environment by singling me out for errors I did not make (I have kept a notebook of my production). Also, although we had a great working relationship before (I don't know what changed), he chose to ignore me by not even saying "Good Morning" etc., while at the same time talking and greeting ALL other employess in my department. My co-workers noticed this and have commented on the fact that he is(was) treating differently. His treatment left me feeling isolated and confused. I had held this job for 19 months and tolerated this hostile behavior for 5 months before resigning.

I have filed for unemployment but have not heard anything yet. I f they deny me unemployment I think I can ask for a hearing. Is there any other legal action I can take against my supervisor and/or the company (I had notified the Plant Manager & HR of these problems prior to quitting)?

Thanks,

Jean

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Added to this situation is the fact that in Dec. 2010 my supervisor sugested that I go on vacation with him & his friends (because we had so much in common, which we did). He suggested this twice. The suggestion was absolutely done as a friend and nothing more. I did not go on that trip. However, about 2 weeks after he got back from this trip, the trouble started. Not only did he ignore any type of attempt by me, at conversation, but he also suddenly was finding errors in my work. Until this time, I had not been informed of any errors in my work since Oct.2009. But now he claims there was an error noticed by the receiving customer ( a paperwork error, but all products were there) and they contacted my company. I told this to two employees that have worked there 6-8 years and they had never heard of anything like that happening. He also called me aside for two more supposed production errors. My supervisor then started yelling at me ,on the production floor, saying I was talking to everyone and not working. This was not true and when I asked him who he saw me talking with, he said he couldn't remember. There are at least 4 employees (only 7 in our dept.) that saw and heard this. They all mentioned to me the change in attitude twoard me and the fact that it was like I had "a target on my back that just got bigger as the day went on". He then told me to go wait in the lobby for him, he wanted to talk to me. But when he got to the lobby he asked me to step OUTSIDE the buiulding to talk. The first thing he said was " If you're so miserable here maybe you should move on." To me, this was obviously a strong suggestion that I should quit. He said this same phrase 2 more times before he finished talking to me and we went back into the building. I spoke to him about this later and said that I didn't think he could say that to me and quickly said that "I didn't do anything illegal". I then stated that I thought that his suggestion that I "move on" was inappropriate. Is it legal to try to force someone to quit??

In May he accused me of having poor production numbers and that I may get a warning because of this.With the plant manager present, he said that I was only completing 13-16 lots per day and all other employees were completing 35-40 lots per day. I told that his numbers were not correct. He of course said that they were correct. However, he did not know that since Jan. 2011, I had been tracking every single lot I completed and the amount of product in each lot. When I told him this, he said nothing and the plant manger said that they would look into it. After this meeting, I asked my supervisor if I could have my production numbers for the last 2 months. He said "yes,", he just had to print them out. I didn't get them and asked again at the end of the day and he said he was too busy. That was on a Friday,so on Monday I asked again and he said that he had to give them to the plant manager first ( who was out that day). On Tuesday, I asked the plant manager for those numbers and he refused to give me them until he looked them over (after work that afternoon). Wednesday I was again called to a meeting with my supervisor & plant manager. At this meeting my supervisor showed me that compared to other workers (even though different days were used for each employee' numbers),I was not completing as many lots. He showed me that I was completing approx. 21 lots per day while the 2 other employees he chose to compare me to were packing 26-27 lots per day. I told him that while I may not packing the most lots, 21 was certainly NOT 13 , and 26-27 was NOT 35-40. He had no comment and the plant manager said that this matter should be considered closed.

So, after all this added information (especialy the suggestion that I should quit), is there any legal action I can take?

Thanks again

Jean

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