I work in a huge company of 65,000 people. I see this all the time. I'm no expert on this topic, but as a manager myself, I have been trained in these issues.

Normally, when reconciliation and understanding between a supervisor and an employee cannot be obtained, a third party arbitrator should be used to resolve differences. This is usually an HR relationship manager. However, it is much too late in this case. Here's why:

When you first observed these negative behaviors by your manager, you should have been on the superior so fast, that his head would have spun. I would have sent a message immediately that his behavior would not be tolerated. If I could not resolve this one-on-one, I would have brought in the mediator to enforce the respect and hostile environment issues.

You are currently at a disadvantage, in that you have not addressed this issue head-on in the past. This sort of makes YOU look bad. Bringing it up on the way out the door looks like sour grapes and also creates skepticism regarding your claim.

I feel your pain on this, but nothing can be gained by trashing the other manager when you put up with it for two years! Let it go, and start new at another place.

Al

[This message has been edited by kbrkr (edited 11-19-2006).]