An Expert-Approved Guide to Getting Your Boss Fired

• Document instances where your boss has behaved poorly, and contact trusted coworkers to learn if they’ve had similar experiences.
• Assemble a professional report with documentation and factual paperwork to support your claim.
• Provide your findings to HR, and look for alternate jobs in the meantime. You deserve to work somewhere where you feel comfortable and supported.

Observing & Documenting Your Boss

Observe how your boss treats employees. Your boss is on grounds of being dismissed if they disrespect or steal from employees. There needs to be several employees to testify to the truth of this type of disrespect. Inappropriate behavior towards employees includes the following: Racial or sexual discrimination/“jokes.” Do you work for someone who calls you by a derogatory name or constantly cracks inappropriate jokes about your race, gender and/or religion? These actions are against the law and are concrete grounds for termination. Abusive behavior. Does your boss drag you into their office (or out in the middle of the office) to scream and berate you when you make an error? There is no room for abusive behavior in the workplace. Everyone should be treated with equal respect. Unfair management practices. Does your boss play favorites and leave out opportunities for other staff members? Are you and your co-workers given the shaft for certain promotional advances when you are more qualified than the boss’s pet? Intellectual theft, or stealing another employee’s ideas and passing them off as their own. Stealing material items isn't the only grounds for theft.

Stay organized. In your planning stages, you must take preventative steps in ensuring no one finds out what you are doing. Many corporate computers run on a shared network that your boss has access to. Plan to keep all documentation off your work computer and out of sight. Depending on how bad the case is, which it should be since you’re making a case, you’ll need pen and paper, an audio recorder, a video camera, and a folder or journal. You may not need the video camera since most offices contain a security camera that could be used in an investigation.

Document the behavior. Prove that the boss needs to get the heave ho to human resources by meticulously documenting every infraction as they occur. Obtain a journal and write down the time, date and incident following the encounter. Gather factual evidence such as receipts or records that demonstrate the boss doing something wrong or illegal. Get photographic or video evidence by placing a hidden camera in the area of the office where you could nab evidence. Keep in mind, however, that taping someone against their knowledge may not be used in a court of law. Having this type of documentation on video or photos will support other evidence.

Practice stealth. You shouldn't bring a tripod and professional grade equipment into work. If you need to photograph or record an incident, use a smartphone. You have all the spy capabilities in your pocket. Smartphones can record video, audio, and take pictures. Write down details of your boss' actions in private.

Reflect on your boss’ actions. What is your boss doing that would warrant being fired? Having a bad personality cannot be grounds to get someone fired. Talk to a trusted colleague or friend about your feelings. Do everything you can to avoid your boss from finding out your thoughts. Consider looking for another job. It may not be worth the hassle and emotional strain of building a case against your boss.

Securing Your Job

Identify a trusted co-worker(s). It is vital that you find someone you can trust and include them in on your plan. Take the divide and conquer approach because two heads (or more) are better than one. For example, if you’ve been the butt of numerous sexist jokes, confide in a trusted same sex colleague to see if they have experienced something similar. Start the conversation off without admitting anything. You need to determine if your colleague also feels the same way about your boss as you do. If they admit uneasy feelings about your boss, proceed in including them into your scheme.

Be the best employee you can be. Don’t spend all your time invested in your clandestine operation. It is important that you still do the job you’re supposed to do. Make it your mission to be the best employee you can be so no one can point the blame on you. You may even have a boss that decides to try to dig up some dirt on you. Don’t lose sight that you are being paid to work and must fulfill this commitment you made.

Be prepared for the worst outcome. Even in a slam-dunk situation where the boss has been blatantly violating numerous codes or violations, your manager may not go away overnight, or even at all. The boss may know what you’ve been up to, or may suspect it, so they may have already tried to cover evidence. In the worst situation, your boss may cook up a story that would prove you wrong. In the event that it looks like your manager may not get fired, consider if you can stand to continue work at the company.

Look for other jobs. While being on top of your current position will help secure your job, you might be happier working somewhere else. Search the internet for job listings calling for your position. Even if you choose not to apply, having the options could ease the tensions at work. It never hurts to look and you might find a better opportunity.

Finalizing Your Case

Finalize your evidence. Assemble a professional report that includes documentation and factual paperwork to back up your claim. Don’t hand the higher ups or human resources a fist full of scribbled cocktail napkins and sticky notes. Transfer all of your written notes into a typed and cohesive report. If you have receipts, video, or photographic evidence, present them in a binder or folder. Making a professional presentation will send a message that this is serious and goes well beyond your boss having a bad day.

Request to meet with your HR. Meet with the human resources manager to present your report. When you make your appointment, let the manager know why you want to meet with them. Ask about confidentiality and whether you can submit your findings anonymously. Try to leave emotions at the door when you meet with human resources. Try to divorce yourself from the situation and approach it as if you are presenting the material on the behalf of someone else. Don’t name call. During the meeting, be as professional as possible. Never say that your manager is simply a “bad person” or “evil,” but instead lay out the facts and your report in a calm, confident manner. Thank the human resources manager for their time. Be gracious with regard to the meeting. Be sure the human resource professional knows that you are thankful that your case is being heard.

Follow the chain of command. If you work for a smaller firm that doesn’t have a HR department, you’ll need to talk to the next best thing. In many cases of a small, family run business, there are slim chance of your boss being fired. Most businesses consist of this type of structure: top-level managers, middle managers, first-level managers, and then the staff. A likely hierarchy of a small company may be the owner, manager, department manager, supervisor, and then the staff. Talk to someone in the chain of command who is higher than your boss. If your supervisor is repeatedly out of line, try talking to their manager. When dealing with smaller firms, you must insist that your hearing be confidential.

Contact the EEOC. If you're uncomfortable talking to your company about a boss, contact the Equal Employment Opportunity Commission. This is a federal organization responsible for employment and anti-discrimination laws. This can include incidents of managerial abuse that violates anti-discrimination laws. You'll need to file a claim with the EEOC that will include the research and reports you've prepared. The EEOC will contact you with further steps that may include a lawsuit against the company.