Is a regulation to prevent postdoctoral abuse by supervisors required in the university level? When I worked with a professor as PDF years ago, this professor believed that there a new gene expressed in a diseased heart, however I couldn’t get positive results and the professor get upside and speak roughly. Then I talked to him “I am thinking to leave your lab and chang to another place”. The professor said “this did not happen in my laboratory before, if you want to leave, you will not find any laboratory in North America “. And he refused to give references when applied to other Universities. The behaviour of this professor make my career difficult since he is well known in research community. I think a rugulation in the university level is required to prevent the mistreatment, bullying, cheating and take advantage of a PDF. What’s your options? Thanks for your feedback.
nothing is wrong "And he refused to give references when applied to other Universities." He is better than many other professors, who might give you bad references.
不过要是在很多年前发生的事情，追究起来不容易，即使你有书面证据。
以后在英文上细心一点儿。语言是脸面上的事儿，无意中的小错误会有很多的大影响。
（我为自己员工吵架时常说的一句话就是，他英文不是母语不等于他是个笨蛋。）
nothing is wrong "And he refused to give references when applied to other Universities." He is better than many other professors, who might give you bad references.
2. 在与教授关系不好时，就要避免再要他的ref. 而找其它的推荐。新的雇主要， 就给出联系方式， 让他自己去要。
一般， 不斗地头蛇。这里面， 有很多灰色空间。你真的上诉，不一定被认真处理， 除非： 1）你们系里、大学里已经有不少类似上诉， 从量变到质变， 系里、大学里觉得有必要认真处理； 2）对你导师的上诉已有多起， 或者系里的大头有人看你导师不爽。
即使认真处理了， 你不一定耗得起时间， 在美国很多讨论一年半载很正常。特别因为博后本来就是暂时短期位置。处理后，即使你导师被训责了，这个结果对你申请将来的工作不一定有帮助。
比较现实的是：三十六计， 走为上计。
比如我们招人，应聘人一般都说先别跟直接管理说，等基本定了再说， 完全可以理解。
如果应聘人不让问直接管理，这就有问题了。如果应聘人不让问直接管理而且说直接管理是个混蛋，这个工作基本上就没戏了。
这么短短的几句话就出现多处语法和拼写错误。我要发现求职信或简历有这种错误会直接Pass! 抱歉，冒犯了。