Better protection for new and international employees at Stanford University

Better protection for new and international employees at Stanford University

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Former Employee started this petition to All Stanford Affliates and Concerned Individuals

My petition is for Stanford to change its trial period policies to shorten the current 12-MONTH long trial period to a more standard 3 months and/or allow formal grievance process to be made available for ALL trial period employees ,who I feel are currently silenced and have no voice, as these procedures are only available to regular post trial employees.

From May 29th, 2018 until March 1st, 2019, I was your colleague in Stanford Cancer Clinical Trial Office(CCTO). I was fired by Ami Okada on March 1st, 2019 without warning and without given any reason, citing at will policy of the trial period.  

I want to highlight my experience at Stanford leading to this end:
On Oct 5th, 2018, there was a difference in direction regarding biopsy samples routing procedure between Ami and the PI.  With this conflict, I followed PI’s instruction as he is the attending physician and I believe also his choice of actions is in the best interest of the patients.
Subsequently Ami got mad at me, yelling and, in my opinion, verbally abusing me in public on the second floor of CCTO office, in plain view of everyone around, so much so that a colleague from another team asked her to stop as it was causing a disturbance. That colleague also made a complaint against Ami to Laila who is Ami’s supervisor. Laila talked with me subsequently on Oct 10th, 2018 and at that time told me what Ami did is inappropriate and in conflict with the Stanford way, and that I had room to escalate if I wished to. I did not escalate as I did not wish to get Ami into trouble, and I continue to want to work in my role and have things stay as collegial as possible
However ever since the Oct 5th incident, I feel Ami singled me out and gave me especially hard time. The treatment I received from her, from my perspective, seemed discriminatory and different from others. For example,  I told Ami that I want to take a vacation in two months time in the future....Ami got mad that I should ask her for permission first rather than inform her. So I formally asked her after getting coverage...
Upon receiving my request, Ami can not reply and need to take one month to decide on whether to say yes, on something that's requested (no more than two weeks vacation) for two months ahead.
There are many other documented ways and incidences of Ami, in my opinion, going out of her to pick fault in me, or make my life difficult since the October 5th incident. I won't list all of them all here.

The question I would like to pose is...Is it right for Stanford to allow, what seemed to me, to be such dictatorial and unrelenting behavior to occur? It is an expressed fact, to me, that Ami does not seem to tolerate different voices arising from her team, even when those ideas or opinions are, in my mind,  in the best interest of patient.

For example, another incident where Ami got angry at me was when I questioned her demand that we manually enter and transfer of record from one database to another database. Hundreds of thousands of numbers with different units per patient and dozens of patients! I questioned such practice and said it was error prone, inefficient, and most of all not necessary, as most of the data transferred is not used by the clinical trials. Ami got very upset again, and would not consider my suggestions.

Is it acceptable that a boss should be all powerful, intimidating, openly abusive and swearing (as felt by me on the receiving end) in the work place?

Further, is it the Stanford way that those who think and raise different voices are, as far as I have personally felt during my ordeal: singled out and made as uncomfortable as possible in order to find fault or to force to leave? (This is how I felt on the receiving end)

Lastly, I ask is it really appropriate to use the “trial period at will” argument to fire a employee so lightly, as far as I can tell, without any consideration for the impact it has on employee’s future employability?

I tried to work with Ami and stay in the job I love, despite feeling verbally and emotionally abused and discriminated by her with, what I felt to be, differential treatment.

As a manager in position of power, in my opinion,  shouldn't Ami try to change herself a little and try harder to work with people who do not exactly follow her mold?

Even if she does not want to bother (from my experience, I feel she does not), is it really necessary to fire people so suddenly, when there are no cause or warnings given, other than citing the trial period at will policy?

Is this an abuse of the trial period policy to bring, what felt to be like, a retaliation against the voicing of earlier opinions that is different from her own (which by the way is 100% correct with regard to Oct 5th incident, Ami was wrong)

I was fired quickly on March 1st, 2019 with Ami appearing for one minute...This termination happened right after we finished a hard four months of cleaning up work from historical issues. 

I also wonder is it common practice to get rid of people we get after the hard work is done? I have no statistics here, but my own experience and the timing makes me curious if there may be other incidences.

My bold guess: Is it possible that the trial policy just a way to find cheap labor when needed and offload quickly when work load lessens? If this is the case, why not call it a contractor role?

I am not asking for my job back, just asking to be heard.

I gave up a great full time job at Yale University of six and half years to follow my Stanford dream. I am now left with no job, no self-esteem and lost two babies. I feel robbed of my voice to defend myself, given the trial period policies of Stanford. 

I feel what happened to me is wrong, and unbelievable and unbefitting a place like Stanford, until it happened to me. I ask for justice, not revenge.

I look for resources at Stanford to hear my side of the story. However, what I found was that there are ZERO protection for trial period employees at Stanford: see official HR grievance policy. Do trial employees deserve no protection from abuse and wrongful termination, as I believe to be the case in my situation ?

Please follow me at Twitter and Youtube, look for “Chinese Stanford woman”. Thank you.











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