Not an expert, but something you might want to consider,

talk to labor lawyer (outside of your company) (or state regulating labor department?) about what happened to you. See what suggestions she/he can give.

At the same time,
Document and keep the record of your workload (and workload of others in your group). Keep record of all your reviews pre- and post- your illness, pre- and post- your group transfer.

Casually chat, DON'T complain, with other managers/senior people in the company about what you have been doing and achieved. (This is to make a good impression of you in front of other people. Potential witnesses.)

Casually talk to your co-workers to find out the dynamics between your manager and other managers and his boss. There are people know a lot about it.

You can ask for a meeting inviting HR manager, your manager's manager and your manager, ask for an explanation on why this assessment is necessary. (If your labor lawyer is OK with this.) Based on your performance you described, assume you don't have relationship problem with other co-workers, what the company asked you to do is not wise at least. However, an objective assessment might work towards your benefit. Remember, you want to keep your job, you don't want a lawsuit. However, you don't want to work in a hostile environment. You want the HR and your manager's manager know that your manager is causing unnecessary trouble and potential lawsuit to your company. The higher management will know what to do, unless your manager is your manager's manager's favorite. (Company politics.)

Again, I am not a professional, what I said might be wrong and hurt your case. Please use your own judgment and listen to suggestions from others.

Good luck!

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• Thank you! -troubleatwork- ♂ (0 bytes) () 01/31/2008 postreply 10:31:03