HR/Compliance issue

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anonymous said:
Very few are privy to the inner workings. Let’s just say it is about to be exposed. Pages and pages of raw data from IMS as compared with the data pushed down to the field along with data from a competitor have been collected. Glaring examples of misconduct await.
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This is why AZ rarely terminates someone for not making their sales numbers. It is easier to pressure someone out based on lack of activity, too few lunches, too few calls, etc. Or the favorite is to accuse you of having broken one of the volumes of company and compliance policies. Then they can thump their chest and show the Feds that they are tough on enforcing compliance rules. They know it is all bullshit because they know that every employee, including themselves, could be found guilty of something by this H.R. dept.
 




anonymous said:
This is why AZ rarely terminates someone for not making their sales numbers. It is easier to pressure someone out based on lack of activity, too few lunches, too few calls, etc. Or the favorite is to accuse you of having broken one of the volumes of company and compliance policies. Then they can thump their chest and show the Feds that they are tough on enforcing compliance rules. They know it is all bullshit because they know that every employee, including themselves, could be found guilty of something by this H.R. dept.
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Our DSM pressures us to violate corporate compliance rules. Then denies he did so when they backfire toward our goals and COE ranking. The guy is a tool. All documented. The day he wants to have a “mutual separation agreement discussion” (MSAD) I will play back recordings of him directing us to break the rules at team meetings.

Are we having fun yet?
 




anonymous said:
I need help. Recently I reported my manager to compliance because he/she is making life miserable for me. The last field visits have been almost intolerable with the intimidating attitude and discussions. I feel like I'm beaten down to a point that I shut down and can't respond to the intense questioning of my actions with my customers.
Today I expected to have a call from HR to further discuss, but instead a call from Compliance to meet with them on a priority issue. Wow, I guess Compliance trumped HR and I get NO HELP. I forgot, I don't sign HR's checks. I'm being sold down the river.
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So I started this thread and was fired yesterday for a compliance policy breach. Their paralegals had to go back two years to find an email I sent to a recruiter to help a couple of my friends who were displaced; possibly find new jobs. It was not meant to harm the Co., but only to help friends who had lost their jobs. Nothing was ever said to me regarding my need for help from HR for an intimidating manager; simply got the call saying I was terminated with no severance. 15 years with the Co., 8 major awards, female and 64 fired.
 








anonymous said:
I need help. Recently I reported my manager to compliance because he/she is making life miserable for me. The last field visits have been almost intolerable with the intimidating attitude and discussions. I feel like I'm beaten down to a point that I shut down and can't respond to the intense questioning of my actions with my customers.
Today I expected to have a call from HR to further discuss, but instead a call from Compliance to meet with them on a priority issue. Wow, I guess Compliance trumped HR and I get NO HELP. I forgot, I don't sign HR's checks. I'm being sold down the river.
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You reported this to HR or ethics hotline and were waiting for a call from them ? You didn't speak to anyone when you "reported" it ? And then compliance calls you ? I call BS on this. What you claim is laughable and I personally know it's a lie.
 




anonymous said:
So I started this thread and was fired yesterday for a compliance policy breach. Their paralegals had to go back two years to find an email I sent to a recruiter to help a couple of my friends who were displaced; possibly find new jobs. It was not meant to harm the Co., but only to help friends who had lost their jobs. Nothing was ever said to me regarding my need for help from HR for an intimidating manager; simply got the call saying I was terminated with no severance. 15 years with the Co., 8 major awards, female and 64 fired.
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Paralegals don't research company emails.
 




What intelligent, legitimate, sales rep would give this detailed information about themselves along with the date they were terminated ? NONE
15 years with the Co
8 major awards
female and 64
 




anonymous said:
It doesn't always play out like that. My white male manager was actually messing around with reps but I was not interested (I'm a white female) and neither was a black female in my district. We became targeted despite having good numbers and the white male stayed because he was favored by upper management but is now an RSD.

I had to get the hell out of AZ because of that toxic manager.
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And you still hang on your old company's board ?
 




anonymous said:
There was no female fired yesterday anywhere in North America.

HR insider.
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Thanks for proving what we already knew, that H.R. frequently monitors C.P. The fact that you posted inside information regarding a claimed termination on a social network is a direct violation of H.R. policy. But then H.R. has proven on numerous occasions that it is will to violate ethical or professional norms in conducting investigations in order to achieve their desired outcome. Listening in on phone conversations unannounced. Cleansing investigative notes to remove any positive input to questions that would conflict with your conclusions.
The list is endless.
 
















anonymous said:
Thanks for proving what we already knew, that H.R. frequently monitors C.P. The fact that you posted inside information regarding a claimed termination on a social network is a direct violation of H.R. policy. But then H.R. has proven on numerous occasions that it is will to violate ethical or professional norms in conducting investigations in order to achieve their desired outcome. Listening in on phone conversations unannounced. Cleansing investigative notes to remove any positive input to questions that would conflict with your conclusions.
The list is endless.
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The company has paid millions to cover up mistakes made by H.R. It was well known among the Administrative Assistants who worked in H.R. that people listened in unannounced during investigative phone calls and encouraged entrapment questions. They would interview dozens of people, ignore the 11 who denied that the person being investigated ever did anything unethical until they found one person who answered their leading questions the way they wanted. Then they would go to legal and present only the biased information to get approval to terminate. I witnessed this first hand during my time there. That is the way our H.R. department operates.
 








anonymous said:
The company has paid millions to cover up mistakes made by H.R. It was well known among the Administrative Assistants who worked in H.R. that people listened in unannounced during investigative phone calls and encouraged entrapment questions. They would interview dozens of people, ignore the 11 who denied that the person being investigated ever did anything unethical until they found one person who answered their leading questions the way they wanted. Then they would go to legal and present only the biased information to get approval to terminate. I witnessed this first hand during my time there. That is the way our H.R. department operates.
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In any District there is always the one person who bad mouths their DM. How hard could it be for h.r. to find someone to give them the answers they want? Add in that the standard operating procedure for h.r. is to ask leading questions and you could find Mother Theresa guilty of any crime.
 




anonymous said:
In any District there is always the one person who bad mouths their DM. How hard could it be for h.r. to find someone to give them the answers they want? Add in that the standard operating procedure for h.r. is to ask leading questions and you could find Mother Theresa guilty of any crime.
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AZ idea of justice, 9 people say the DM is not guilty and one says guilty, AZ ruling, GUILTY.
 




anonymous said:
The company has paid millions to cover up mistakes made by H.R. It was well known among the Administrative Assistants who worked in H.R. that people listened in unannounced during investigative phone calls and encouraged entrapment questions. They would interview dozens of people, ignore the 11 who denied that the person being investigated ever did anything unethical until they found one person who answered their leading questions the way they wanted. Then they would go to legal and present only the biased information to get approval to terminate. I witnessed this first hand during my time there. That is the way our H.R. department operates.
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So they decide that you are guilty and then they go out to find evidence and someone who will confirm it?
How would that ever hold up in court?
 








anonymous said:
Never goes to court. Can’t afford for a precedent to be set.
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Correct. If you refuse to sign their mutual separation agreement or even if you do and still sue them, they will drag things out as long as possible hoping you cave. If you stick it out and ignore their attempts to humiliate you and destroy your reputation, they will eventually settle before going in front of a judge. But they will make it a long and painful experience.
 




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