Potential hostile

Professional class Employee submitted a complaint to HR in April 2026 stating they were being bullied by the direct supervisor (Assistant Director). Emails, complaint letter, and supporting documents were submitted. Specifically, the employee identifies unneeded and unnecessary stress caused by AD's behavior. The situation is still active in HR.

May 2026, during a department-wide meeting, the senior division leader (Director) makes offensive joke at Employee's expense in front of all departmental colleagues (management and staff). When the Employee was delivering a presentation on current work streams, a colleague asked about sustainability challenges since her workload seemed like a lot. Employee responded saying leadership is aware of the issue and that Employee will follow leadership's decision.

The Director joins the exchange to say, "I would hate to drive by [local safety net hospital] and see Employee parked out front in her car smoking crack."

The offensive comment appears to check the boxes of retaliation (the joke is about employee's inability to handle stress, which the Director would have been informed about her recent HR complaint either directly or indirectly) and offensive joke. Employee is a black woman.

Should Employee notify HR and then begin EEOC complaint?