Keep in mind that you do have rights beyond what Citi would have you believe. There are employment lawyers a plenty. Many of which, if your case is strong enough, will take on your case on contingency. Meaning that they will not get paid unless you win in court.
Many of which who are willing to rise to the David vs. Goliath challenge to make a name for themselves taking on mega corp. HR will attempt to bully you into believing that FIRST you have to run all complaints by them first. This is wrong and an outright lie. This is an attempt to take a look at all the proof or witnesses that you may have in order to see how strong a case you may have. They will let the months drag on in order to mentally and emotionally wear you down. You do NOT have to make Citi HR your first and ONLY avenue of seeking out help and fair play.
Assuming that half of the posts are true about verbally abusive managers and various forms of harassment, its a golden source for very juicy ripe lawsuits. The only reason I can think of as to why they are not followed through on is two-fold.
First: Its too expensive and Citi is too powerful. This can be easily addressed by hiring a lawyer on contingency. Meaning they don’t get paid unless you win in court. Many lawyers, if the case is strong enough, would love to make a name for themselves on taking on a Corp big player. Many lawyers will offer an initial free consultation and they’ll tell you at the onset if you have a strong enough case or not.
Sue for harassment, and undo stress and suffering punitive damagers in addition to legal fees. Be willing to settle out of court but if you go this route, I’d settle for less with the agreement that the abusive manager is immediately terminated from Citi and can never work for Citi ever again not even as a contractor. They have no business being in charge of other people and coming back to Citi, they’d leverage a foothold through past internal contacts to work their way back up to having direct reports.
Second: Its believed that Citi is too powerful. Regardless of what management and HR would have you believe, and this is key, they are NOT gods. They are NOT beyond the reach of legality. NDA this and that, well hash it out in court as to what is actually allowed and to what the NDA does cover and to what extent. Keep in mind that the NDA pertains to proprietary secrets, customer data, PII, customer contracts accounts etc….
It has nothing to do with righting a wrong imposed by an abusive manager and\or the harassment therein. The NDA is not a end all be all security blanket to where you have absolutely no recourse whatsoever outside of Citi to protect yourself or your rights. I know Citi would have you believe otherwise as they’ve proven time and time again that prefer to manage out of fear, but don’t buy into it. You do have rights, you can seek litigation outside of work and any additional harassment as a result of doing so just sweetens the lawsuit all the more.