Now that I re-read my post, it was more along the lines of “moral support” than advice, which is what you actually asked for. So here’s my $.02-
Sadly, it may be tough for you to get satisfactory resolution to your predicament with your current employer. It’s often the case of being right, but powerless and so SOL.
Large organizations usually do what’s most expedient, not necessarily what’s right. And HR departments can be notoriously feeble – they often see their role as “maintaining the status quo/keeping us out of court”, not as being a strategic arm of the company’s success (actual HRM). If they’re actually going to do something about this guy (and perhaps his supv., too), it’s going to mean a lot of paperwork for them as well as – most likely – going up to the powers that be and justifying their recommendation, possibly against heavy institutional/management pressure (“But Mr. Yeller is one of our best producers/senior employees/vital technical whozits/president’s best golf buddy”). If they don’t have a strong leader in the HR dept. who’s willing to do this (or support others who do), you may need to give them good reason why supporting your claim is the “lesser of 2 evils” (to paraphrase their potential thinking). For this you’ll need documentation/evidence.
Did anyone see this 10/14 incident?
Can you give them a list of dates, incidents, witnesses?
Are others treated similarly? And would they be willing to say so?
Is there someone else at the University who would be interested in knowing about this – the Ombudsman? Labor Relations person? School paper? Maybe even a prof. in the psych dept. (a stretch, I know)?
Maybe the TM can help you come up with cases where this kind of situation lead to big $$ (fines, judgements) for an employer? (Anyone?)
Unless you’re fortunate to work in a place where values are placed above expediency – and a University could be better about this than just a regular old company (though not necessarily) – you’re probably going to have to redress the power balance one way or another and then play what could become a serious game of chicken. And even winning is sometimes bittersweet, as you’re then painted as a “troublemaker”.
Waiting until after Tuesday’s meeting could be too late expect them to take further action. By then they’ll have gone “on record” with their opinion and will be less inclined to change it – even if brought more evidence. (That could be perceived as admitting they were wrong or did a poor investigation.) I’d think about going to the while they’re doing the “investigation” with whatever leverage you can put together to support your case (see list above).
- Collect evidence/support/documentation (video?)
- Make your move – BOLDLY (softly with big stick)
- Be prepared to leave or know you’ll just have to live with it and wait it out. (Unfortunately these idiots are known to have unbelievable staying power.)
P.S. If you decide to leave, do it in a purposeful, but not dramatic way. No yelling “I quit”, take as much time (days, weeks) as you need or can stand, get your stuff in order, clean out your desk and your computer, maybe even get another job lined up first, and do an exit interview with HR so they know why you’re going. (State facts, be careful not to sound whiny, or they’ll just write you off as “disgruntled”.)
Sorry to be such a cynic. But these are hard-learned lessons. Again, best of luck.