Unfortunately, my experience was overshadowed by one whose behavior consistently contradicted the company’s stated values. Despite being reported multiple times for unprofessional conduct, no meaningful action was taken. This included:
Micromanagement and Intimidation: being managed through fear and intimidation, with unrealistic demands (e.g., less than 24 hours to prepare for a webinar) and public criticism.
Unprofessional Language: the use of frequently used inappropriate language during meetings and when interacting with vendors.
Disregard for Employees Well-being: On several occasions, dismissed employee concerns, made derogatory remarks about staff, and minimized the impact of her actions on team morale.
Lack of Confidentiality: Sensitive information about staff departures and terminations was shared inappropriately with other employees.
While the company promotes a culture of respect and integrity, one was not held to the same standards as others. Expressing fear of retaliation, many felt compelled to make excuses for her behavior due to her position, tenure, and influence within the organization.
The department that is supposed to support employees did not provide adequate support or protection for employees. Instead, often excused the the reported behavior and failed to conduct fair and transparent investigations.
Inappropriate Medical Disclosure Requirements: Managers were required to disclose employees’ medical conditions, regardless of employee consent, which contradicted the employee manual.
FMLA and PTO Policies: Employees on FMLA were required to use PTO and go in the negative, even when they preferred unpaid leave, which was not clearly communicated or aligned with best practices.
Retaliation and Lack of Transparency: Employees who raised concerns were often subject to retaliatory actions, and meetings with that were scheduled without clear communication about their purpose.