I hope that title is acceptable 
. I realize that favortism per se is not illegal. However, I work in a job that is based on production. There is a lot of work for all of us to do, some of it is easy and gives a person the ability to meet their production standards much easier than some of the other work. If it is obvious that certain people are being given the "easier" work and others are not, wouldn't that be a form of favoritism that is against the law? Included with this comes regular e-mails stating "your production is below standard" yet when you try to tell them why you get the same runaround, "such and such is dong great, why aren't you?" Obviously such and such is getting the easier work.
This is a situation where for five years previous a person received excellent reviews with regards to performance then things were implemented to "improve" production, unfortunately they don't work at a lot of the product yet the same standards apply whether they work or not.
I hope the above isn't too vague. I and some others have been documenting everything we can for the day that comes when we are told that our production isn't up to par and actions will be taken (they do things like make you work different shifts or take away other perks). Would the documentation that has been done be a way to negate their statements and if necessary take them to HR?
Thanks in advance for any information you might have.
. I realize that favortism per se is not illegal. However, I work in a job that is based on production. There is a lot of work for all of us to do, some of it is easy and gives a person the ability to meet their production standards much easier than some of the other work. If it is obvious that certain people are being given the "easier" work and others are not, wouldn't that be a form of favoritism that is against the law? Included with this comes regular e-mails stating "your production is below standard" yet when you try to tell them why you get the same runaround, "such and such is dong great, why aren't you?" Obviously such and such is getting the easier work. This is a situation where for five years previous a person received excellent reviews with regards to performance then things were implemented to "improve" production, unfortunately they don't work at a lot of the product yet the same standards apply whether they work or not.
I hope the above isn't too vague. I and some others have been documenting everything we can for the day that comes when we are told that our production isn't up to par and actions will be taken (they do things like make you work different shifts or take away other perks). Would the documentation that has been done be a way to negate their statements and if necessary take them to HR?
Thanks in advance for any information you might have.
