I have filed a grievance against the State office I work for, and have progressed to a Level III complaint. The basis for this grievance is: hostile work environment, discrimination/favoritism/nepotism, as well as a gross inequity of the pay scale. They have denied my grievance at Levels I and II because they feel these instances were not within 10 days of the last grievable occurrence.I am a 25 year employee with a good work history, a lengthy resume’, and numerous letters of recommendations from co-workers, former directors, and from individuals from the public I serve. I suffered a heart attack, a triple bypass, and an emergency aortic bypass within the last 2 years, and was off work for four months as a result. Since my return to work, I have been having problems with two former union personnel that have been appointed or hired into our office within the last three years. I previously worked with these individuals as members of a Board for which I perform secretarial work. For the last year and a half, I have been threatened numerous times with letters of reprimand for occurrences that other workers are blatantly allowed to perform, and favoritism is the norm. The last instance, I was threatened with disciplinary action. At the direction of the State EEO office, I have also kept notes of the occurrences, the dates they happened, and what words were exchanged, and was advised it was not an EEO matter, but that it needed to be grieved.I strongly feel that my rights to a serene workplace environment have been challenged. Everyone in the office knows of the situation, and those that have the ability to do something about it, refuse to “get their hands dirty.” As I said, I have grieved the matter, and am scheduled for the Level III grievance. The hostile work environment I have grieved shows numerous recent occurrences with these two individuals that I haven’t done something fast enough to suit them. I am noted throughout the office for meeting or beating deadlines with strong accuracy. In 25 years, I’ve only actually received one letter of reprimand for excessive e-mail at work. That has stopped effective of the receipt of the letter (January, 2002). This letter was to be placed in my personnel file (as well as numerous others who also received the letters). These letters are not in the personnel files, but locked in the Administrative Secretary’s file in her office, I wasn’t aware of this until I questioned it in the Level II grievance hearing.They allow more leeway with certain employees than others (as far as leave time, pay differentials, etc.) And, I’m sorry, but I’m a good employee and I’m not going to kiss anyone’s butt to get what I deserve in the first place. The pay scales are severely whacked out according to pay grades. For example, I am a pay grade 7 (with 25 years of dedicated service), and there are at least 2 – 3 individuals that are making way over what their pay classifications would normally allow. One is a pay grade 5 (making $4,200 more than the top of her classification); and the other is a pay grade 6 (making $1,900+ over the top of her classification). And, the administrative secretary has in the past provided sexual favors to at least one previous director that I’m aware of that has boosted her salary to a pay grade 13 and nearly $3,000 over the top of her pay classification.They are currently scrambling to justify merit increases that were given this past summer to the good old boys (because they were given without benefit of written evaluations), as well as distribution of an updated policy by the Division of Personnel dealing with workplace harassment (not necessarily sexual). NONE of this is sexual in nature. They are also working to make sure all of the secretarial staff statewide has completed position descriptions to ensure they are classified, as they should be. But, certain supervisory individuals are also prompting some of these secretaries – namely the pay grade 5 and pay grade 6 individuals – to put certain things in their job descriptions that would enable them to change their classifications to a higher allowance, and I don’t believe all that is reported by the individuals is actually the work they are now performing. It is only to allow them to be moved to a higher pay grade, and assuming so, more pay than they already receive. And I know for a fact, the pay grade 5 does not do more work than I on a daily basis, and she doesn’t possess nearly the qualifications and neither possess the length of seniority that I do. They are undertaking this effort before my grievance has been settled to cover their bases.The agency feels that they have not violated any of my rights, or any policy, rule or regulation, but in fact they have. We are required to have yearly written evaluations that determine the basis for merit increases, but we have not had these evaluations since 1993. Merit increases are given to the “good old boys” — not whether you perform your job to the utmost expectations.I feel that either my civil rights or human rights, or some kind of right that I’m unaware of, have been violated. I am not in a position to retain an attorney, and need some kind of direction as to where or what kind of action I can take. Copies of my grievance have also been forwarded to the State Attorney General’s office, and I know from calls that I’ve made, they only deal with Civil Rights.Can you provide that direction with the information I have presented, or do you need something further?