EEOC Form 5 (5/01) CHARGE OF Charge Presented to: Agency(ies) Charge No(s): This form is affected by the Privacy Act of 1974. See enclosed Privacy Act FEPA Statement and other information before completing this form. EEOC Washington State Human Rights Commission and EEOC State or local agency, if any Name (Indicate Mr. Ms. Mrs.) Area Code) Chelsey Glasson City, State and Zip Code "ii?a?ni?d is the Employer, Labor Organization, Employment Agency, Apprenticeship Committee, or State or Local Government Agency That I Believe Discriminated Against Me or Others. (if more than two, list under PARTICULARS below.) Name No. Employees, Members Phone No. (Include Area Code) mm Google 500 or more 206?876-1800 Street Address City, State and Zip Code 601 34th Street, Seattle, WA 98103 BASED ON (Check appropriate DISCRIMINATION TOOK PLACE RACE Ll COLOR SEX El RELIGION NATIONAL ORIGIN Earliest Latest 4/18/18 8/9/19 l] AGE DISABILITY [3 OTHER (Specify below.) ON THE PARTICULARS ARE (if additional paper is needed, attach extra sheet(s)): I, the undersigned, charge the employer identified above with engaging in unlawful employment practices that violate the Civil Rights Act of 1964, as amended, and the Americans with Disabilities Act, as amended, by retaliating against me for reporting discrimination, and by discriminating against me because of my pregnancy and pregnancy complications. I began my career at Google in March 2013 as a Level 3 User Experience (UX) Researcher. Over the course of the next several years, I received strong performance reviews that included two Superb ratings and several Strongly Exceeds and Exceeds ratings. established a track record of consistent and reliable performance that resulted in multiple promotions, awards, raises, and bonuses within Google. "oined the ?team in 2016. I had an excellent relationship with my director,- and her feedback about my performance was overwhelmingly positive. In October 2017, was promoted from a Level 4 UX Researcher to a Levei 5 UX Researcher. At the time -wrote of my performance, ?Chelsey is a consistent powerhouse in She has excellent command over many methods, is incredibly pleasant to work with, takes initiative, and sees problems through She is a model UXR and is an inspiration tojunior on her team. in part because of my strong performance history, in February 2018, transitioned from an individual contributor role into a management position. In that position, i was res onsible for managing a team of five employees and an intern, and I reported directly to my director,? (Continued on Attached Pages 2 4) I want this charge filed with both the EEOC and the State or local Agency, - . are and Local Agenqy?equiremenrs. if any. I will advise the agencies ifl change my address or phone number and iwill cooperate fully with them in the processing of my charge in accordance with their procedures . I declare under penalty of perjury that the above is true and correct ,5 i wear or affif?iyhatl have read the char?d?iggmluamf of my nowiedge information and belief. SIGNATURE OF COMPLAINANT ?gigif; it]? ng?g?? a, r? .. '1 5 5/1031/ SUBSCRIBED AND SWORN To BEFORE ME @4519 Trig ?e a? Date Charging Party Si?cture?/ (month, day, year) tween 2ch EEOC Form 5 (5(01) CHARGE OF Charge Presented to: Agency(ies) Charge No(s): This form is affected by the Privacy Act of 1974, See enclosed Privacy Act FEPA Statement and other information before completing this form, Washington State Human Rights Commission and EEOC State or local agency, if any ?Name (indicate Mrinlt/?ls. Mrs.) Home Phone No. (Incl Area Code) Date of Birth Chelsey Giasson Street Address City, State and Zip Code 7 Named is the Employer, Labor Organization, Employment Agency, Apprenticeship Committee, or State or Local Government Agency That i Believe Discriminated Against Me or Others. (If more than two, under PARTICULARS below.) Name No. Employees. Members Phone No. (Include Area Code) Google 500 or more 206-876-1800 Street Address City, State and Zip Code ?8191? 34th Street}, Seattle, WA 98103 In my March 2018 performance review,- wrote: ?Chelsey continues to be rock solid? and that ?Chelsey stepping into management has owned it from day She stated, ?Her work is impeccable and always has im act on product,? and described me as ?a role model across [the team] in healthy collaboration.? - -pemphasized, ?Chelsey is post promo and consistently meeting expectations with a trend upward.? Given my increased responsibilities as a manager, _emphasized that I was on a ?fast track? for a promotion to Level 6. She told me i was on target to receive an ?Exceeds? rating in the third quarter of 2018 and a ?Strong Exceeds? rating in the first quarter of 2019. ?confirmed that she supported my 2019 promotion goal and that this would further advance my Google career. After my promotion into management,_ started making inappropriate comments about a member of my team, including that the employee was likely pregnant again, and that she was overly emotional and hard to work with when pregnant. She also referenced the employee?s health condition and stated, ?once someone tells you that they have an issue, its really frustrating because you basically can?t touch them.? ?told me the employee should leave Google. It became clear to me that the director was trying to manage this individual off the team. in April 2018, I reported comments to Human Resources and stated I was concerned the employee was being discriminated against. The HR Representative told me my comments may be shared with my director, but not to worry because strong measures were in place at Google to prevent retaliation. Almost immediately after i made this report to Human Resources?demeanor toward me changed dramatically. i went from being fast?tracked for promotion to persona non grada. endured months of angry chats and emails, vetoed projects, her circumventing me and ignoring me during in~person encounters, and public shaming. subsequently learned she began actively interviewing candidates to replace me, even though we had had no conversations about my leaving the team. reported?etaliation to Human Resources on-severai occasions. Human Resources downplayed the retaliation, said ?was being coached, and told me a formal investigation was not warranted. In July 2018, I became pregnant with my second child. The stress of the retaliation was experiencing impacted my health and made me physically ill. i was also worried about how the stress was impacting my pregnancy and decided I needed to remove myself from the hostile environment. Therefore, in August, I accepted a management role on the-team. EEOC Form 5 (5/01) Page 2 of 4 CHARGE OF Charge Presented to: Agency(ies) Charge No(s): This form is affected by the Privacy Act of1974. See enclosed Privacy Act [i FEPA Statement and other information before completing this form. EEOC Washington State Human Rights Commission and EEOC State or local agency, if any ?rigs; (Indicate Mr. Ms. Mrs. Area Code) Date of Birth Chelsey Glasson ., City, State and Zip COOP Citiemed is?rthe Empioyer, Labor?arganiza?tion, Employment-Adena, Apprenticeship Committee, or State or Local Government Agency That Beiieve Discriminated Against Me ?orgthers. (if more than two, list under PARTICULARS below. Name NO. Employees, Members Phone NO. (Include Area Code) Google 500 or more 206-876-1800 Street Address City, State and Zip Code 601 34th Street, Seattle, WA 98103 BASED ON (Check appropriate DISCRIMINATION TOOK PLACE i1 RACE i1] COLOR SEX i3 RELIGION [i ORIGIN Earliest Latest 4/18/18 8/9/19 RETALIATION CI AGE 7 DISABILITY OTHER (Specify below.) CONTINUWG ACTION When i gave notice that i was leaving my team, was immediately contacted by-Vice President, - who stressed that was doing great work and was a coveted member of the team. He asked me to stay on my current team and told me that was transitioning off the team. Based on'these developments, agreed to stay on the team. A little over one month later I was called into a meeting with my Skip?level manager, and told that, contrary to what the VP had told me, _was not leaving the team. In the same meeting, he told me that had reported strong negative feedback about my work and indicated i would receive only a ?Meets? rating in my third quarter performance evaluation. This was the first time any such feedback was Shared with me. i realized _was trying to performance manage me out Of Google in retaliation for my report to Human Resources, and that I needed to transfer teams as soon as possible. Unfortunately, the management position i had been Offered on the _team in August had since been filled. was concerned about having to interview for other positions of Similar scope and responsibility while I was visibly pregnant, but realized I needed to move to a new team. After an internal job search, was offered and accepted a different mana ement role of lesser responsibility on the _team. However, on October 4, 2018, my new manager, and my skip?level manager, told me they were concerned that my maternity leave, which was scheduled to begin in March (five months later), would ?stress the team" and ?rock the boat.? Therefore, they decided that i should not take on any management responsibilities on the-team until after I returned from my maternity leave. Prohibiting a pregnant employee from performing management duties because she would be starting maternity leave in five months is unlawful discrimination. A few weeks afterjoining my new team, was diagnosed with a pregnancy?related condition that was life threatening to me and my baby. My Obstetrician told me that I needed to stay Close to the hospital in case I needed an emergency cesarean section and that I could no longer travel. She also told me that, depending on how the pregnancy progressed, i may need to be placed on bed rest and/or hospitalized. EEOC Form 5 (5/01) - Page 3 of 4 OF Charge Presented to: Agency(ies) Charge No(s): This form is affected by the Privacy Act of 1974? See enclosed Privacy Act i] FEPA Statement and other information before completing this form. EEOC Washington State Human Rights Commission and EEOC State or local agency, if any Name (indicate Mr. Ms. Mrs.) Home Phone No. Incl Area Code) Date of Birth Chelsey glasson as City, State and Zip Code EmplOyment Committee, or State or Local Government I Believe Discriminated Against Me more than two, list under Name No. Employees, Members Phone No, (Include Area Code) Google 500 or more 206-876-1800 Street Address City, State and Zip Code 601 34thm?treet, Seattle, WA 98103 BASED ON (Check appropriate boxresl) TOOK PLACE El RACE til COLOR SEX ill El NATIONAL ORIGIN Earliest Latest 4/18/18 8/9/19 W): RETALIATION l1 ACE OTHER (Specify below.) CONTINUING ACTION On December 5, i told my new manager,? about the pregnancy complications, travel restrictions, and the possibility that I would need to begin my maternity leave earl . During the same conversation, told me that there was a possible reorganization within Hand that my management role on the team may not be available when i return from maternity leave. We had had no prior discussions of a potential reorganization, or any indication that my position may not be available when I returned from maternity leave. Later in December, _and I discussed my early maternity leave and I told her that my obstetrician might place me on bed rest. _responded by telling me that she had just listened to an NPR segment that debunked the benefits of bedrest. She also shared that her own doctor had ordered her on bedrest, but that she ignored the order and worked up until the day before she delivered her Child. - then reiterated that a management role was no longer guaranteed upon my return from maternity leave, and that she supported my interviewing for other roles at Google. On January 3, 2019, began experiencing concerning and notified _that I was beginning my maternity leave due to pregnancy complications. Later that same day, she sent me an email criticizin my work performance and stating that I was not meeting expectations. This was the first time - igave me any indications that I was not meeting the expectations of my role. On May 1, 2019, while I was still on maternity leave, I received a Needs Improvement performance rating. I resigned from Google on August 9, 2019 upon completing my maternity leave. EEOC Form 5 (5/01) Page 4 of 4