When Kimberly Doucett landed her first job with clothing food and lifestyle leading company Tommy Bahama as a basic web designer she had no idea she would be fighting to sue her employer for sex discrimination and trying to figure out how she suddenly became far less than a model employee.
Doucett claims that she garnered great work reviews over the years on her way to a position as a digital design manager and a recent statement by one of her former co-workers seems to support that notion: The source wrote a letter to HR VP Joan Wright. I am not aware of any written correspondence in return.
The source claims that based on her years of experience with people who directly reported to Ms. Doucett she was:
“Thoughtful and thorough…… easily one of the hardest-working, most focused members of the Design team." According to this source Ms. Doucett “kept her team's work consistent and on-brand, and managed with heart.”
The source states further that she “could see no legitimate reason for Kim to be reprimanded and put on a P.I.P.” and that it was a “smear campaign.”
"It is baffling to me that her behavior or work would have been so called into question that disciplinary action was warranted.”...... “It felt like a tactic to oust her from her position and department, and to make way for new management.”The source claims that Ms. Doucett was scared after the false PIP and felt she would not be heard by anyone in the company. The source claims that Mike Eustice displayed a dismissive or condescending attitude toward women.
Ms. Doucett claims that she received a false performance review from Mike Eustice, and that the company selectively “lost” other favorable performance reviews whilst constructively discharging her last month. She claims that the company did not truly have an open door policy when employee situations like hers arose. She further claims that the company tried to force her into a standard severance package immediately after the review and that she never resigned from the company, instead taking vacation time.
The company policy expressly states that resignations should be in writing:
Here at KingCast, I want to know whether Ms. Doucett received any reprimands prior to Mr. Eustice’s arrival, i.e. whether she received any reprimands or constructive discipline in the six (6) years she worked for the company?
And of course I want to know the age and sex of all or any of the employees in digital design over the past couple of years and who received discipline, promotion, termination, etc. etc. so I will await the findings of the EEOC investigation, hot off the heels of an Action filed against Big5 Sporting Goods alleging horrendous acts of racism at the Oak Harbor Store.
Perhaps coincidentally the Complaining Party in this case hails from Oak Harbor. For more on EEOC v. Big5 click here. The Federal Docket Number in Western District Court here in Seattle is 2:17-CV-01098.
Let's review some documents relative to Ms. Doucett's missing performance reviews in this colloquy between HR VP Joan Wright and Ms. Doucett shall we:
I just looked up your manager history. Looks like James was your manager for the 2013 review and 2014 review. The 2013 cancelled as it was not complete. Looks like the 2014 was also cancelled because James left in early January 2015 and the 14 review was not complete. Then for 2015 we never launched the review process.Fascinating isn't it. What is the real answer.... stay tuned.