Clarification. :) My Manager is Gossiping about me. What do I do? - Page 2

Dealing with someone who gossips about you is not the same as "lubing it up and taking".

And being "meek" is a far cry from acting like an adult and not getting in a snit fight over a few words that as presented as you have cannot be proven as harassment.

Though referring to others that offer measured advice to you in such derogatory terms......maybe someone should contact a lawyer and see if a lawsuit is possible. After all, the terms are at least as or more offensive than "bubbly" and "dominating".

Also, by your over the top response, you are "proving" exactly what your manager has said about you.

You don't like the majority of the responses..... That is understandable. But one has to wonder why it was posted (especially twice) if one is going to totally disregard any opinions that disagree with yours.

If she has indeed not spent time with you, perhaps the rep is from what others have said about you. Otherwise, where does that impression come from

Like it or not, you can have rockstar skills, but others have difficulty with you, it will affect your job.

Definition of Workplace Harassment and Criteria for "Hostile Work Environment"

http://www.fcc.gov/encyclopedia/unde...ment-fcc-staff

Understanding Workplace Harassment (FCC Staff)
Workplace Harassment is a Form of Discrimination

Unwelcome verbal or physical conduct based on race, color, religion, sex (whether or not of a sexual nature and including same-gender harassment and gender identity harassment), national origin, age (40 and over), disability (mental or physical), sexual orientation, or retaliation (sometimes collectively referred to as “legally protected characteristics”) constitutes harassment when:
1.The conduct is sufficiently severe or pervasive to create a hostile work environment; or
2.A supervisor’s harassing conduct results in a tangible change in an employee’s employment status or benefits (for example, demotion, termination, failure to promote, etc.).

Hostile work environment harassment occurs when unwelcome comments or conduct based on sex, race or other legally protected characteristics unreasonably interferes with an employee’s work performance or creates an intimidating, hostile or offensive work environment. Anyone in the workplace might commit this type of harassment – a management official, co-worker, or non-employee, such as a contractor, vendor or guest. The victim can be anyone affected by the conduct, not just the individual at whom the offensive conduct is directed.

Examples of actions that may create sexual hostile environment harassment include:
•Leering, i.e., staring in a sexually suggestive manner
•Making offensive remarks about looks, clothing, body parts
•Touching in a way that may make an employee feel uncomfortable, such as patting, pinching or intentional brushing against another’s body
•Telling sexual or lewd jokes, hanging sexual posters, making sexual gestures, etc.
•Sending, forwarding or soliciting sexually suggestive letters, notes, emails, or images

Other actions which may result in hostile environment harassment, but are non-sexual in nature, include:
•Use of racially derogatory words, phrases, epithets
•Demonstrations of a racial or ethnic nature such as a use of gestures, pictures or drawings which would offend a particular racial or ethnic group
•Comments about an individual’s skin color or other racial/ethnic characteristics
•Making disparaging remarks about an individual’s gender that are not sexual in nature
•Negative comments about an employee’s religious beliefs (or lack of religious beliefs)
•Expressing negative stereotypes regarding an employee’s birthplace or ancestry
•Negative comments regarding an employee’s age when referring to employees 40 and over
•Derogatory or intimidating references to an employee’s mental or physical impairment

Other actions which may result in hostile environment harassment, but are non-sexual in nature, include:
•Use of racially derogatory words, phrases, epithets
•Demonstrations of a racial or ethnic nature such as a use of gestures, pictures or drawings which would offend a particular racial or ethnic group
•Comments about an individual’s skin color or other racial/ethnic characteristics
•Making disparaging remarks about an individual’s gender that are not sexual in nature
•Negative comments about an employee’s religious beliefs (or lack of religious beliefs)
•Expressing negative stereotypes regarding an employee’s birthplace or ancestry
•Negative comments regarding an employee’s age when referring to employees 40 and over
•Derogatory or intimidating references to an employee’s mental or physical impairment

A claim of harassment generally requires several elements, including:
1.The complaining party must be a member of a statutorily protected class;
2.S/he was subjected to unwelcome verbal or physical conduct related to his or her membership in that protected class;
3.The unwelcome conduct complained of was based on his or her membership in that protected class;
4.The unwelcome conduct affected a term or condition of employment and/or had the purpose or effect of unreasonably interfering with his or her work performance and/or creating an intimidating, hostile or offensive work environment.

What is Not Harassment?
The anti-discrimination statutes are not a general civility code. Thus, federal law does not prohibit simple teasing, offhand comments, or isolated incidents that are not extremely serious. Rather, the conduct must be so objectively offensive as to alter the conditions of the individual’s employment. The conditions of employment are altered only if the harassment culminates in a tangible employment action or is sufficiently severe or pervasive to create a hostile work environment.

I just don't see how this supervisor's actions (if true) meet the definition of workplace harassment. Certainly not professional behavior, but not a federal offense, either.