So I have an issue that needs to be resolved and I’m looking for some feedback before deciding on which course of action to take. Has anyone gone to HR with a problem and had it resolved with no retaliation involved? Has anyone called the Ethics hotline and if so - what steps were taken, did you remain anonymous? Most importantly, if anyone had used those two avenues is there a 3rd besides going to management since it involves someone in management.
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Ethics. Ironically, this department has none.
I went to ethics over observed EM retaliation to one of my team members. Went through the interview process with the ethics advisor, talked to my EM as part of the ethics interviews (not the EM involved), at the end of the investigations “no evidence” was found of retaliation, but the employee who had been on my team was pushed out to another program and a sap had replaced him, without the team’s permission. Purely Coincidentally my personal yearly review went from 5/5 multiple years running to a 3/5 now 2 years running.
You go to HR they tell your boss. Then they start a secret paper trail. Tread careful.
I can say from my own experience that at Harris, a department parallel to mine was always going back and forth to HR for personnel issues and it ALWAYS got back to the team members. There was always drama. I was told if I had any issues I would be better off to to keep my mouth shut because HR was only there to protect the company and not the employee.
Get off the sinking L3 ship. There's just too many other opportunities out there waiting for you. More pay, better hours, telework, better overall attitude, better workplace environment.
HR is there to protect and promote the interests of the company.
The Ethics hotline is there to make it look like they are seriously interested in such issues.
At best you can expect a lot of wasted time.
Perry Mason is moonlighting at L3H.
(1) Differentiate the difference between a personal issue vs. personnel issue, and,
(2) Are there violations or deviations of company policies, procedures, standard or customary business practices, etc... being violated?
If the issue(s) falls under item (1), then apply and/or request to be transferred to another area. This may not solve the underlying issue(s) however it will buy you time to find another job outside of the company without burning any bridges.
If the issue(s) falls under item (2), gather as much documentation as possible and report your findings OUTSIDE of the organization. If the issue(s) is/are fraud or criminal in nature and specific to a Program (ie: Big Safari) the USAF has their own USAF Office of Special Investigations and are undoubtedly looking at L3Harris for substantial un-necessary cost over-runs.
Although I suspect this is another HR fishing expedition to gain information, what I can tell you is that I have absolutely tried resolving a serious issue with their department and they were entirely useless and clueless! Not only did they just pass along paperwork, they completely clammed up when I did take this to the Ethics Hotline, which by the way, is a joke. My concerns were assigned a file number with them, and without ever speaking with me, they closed the file saying they felt the issue could be resolved at my local level. It's a whole show of "see no evil", "hear no evil", "speak no evil" with a bunch of clowns.
The response to all three questions is: Yes. The caveat is the disclosure was made to HR however the disclosure was made under the older or prior HR personnel BEFORE the Harris people came in and gutted any semblance of integrity and accountability. If the disclosure is something of an ethics or fraud, waste and abuse matter, go directly to the DoD Inspector General whereby your disclosure will remain anonymous (Hint: think of a prior VP (BB) who was directing employees NOT to perform TINA sweeps). Another method is to reach out to the internal Ethics hotline and make your disclosure there anonymously. Be prepared by having everything documented (ie: "This happened on this date/time/place" AND if anyone witnessed or was present). If they ask for ANY identifying information, state you want to make an anonymous disclosure and request an address where you can send supporting documentation. ALWAYS KEEP THE ORIGINALS and provide them the copies. It is imperative that you DO NOT DISCUSS the disclosure with anyone. Remember: When you disclose anonymously and hold your cards close to your chest, NO ONE will know who you are. If you feel you are being retaliated against or experiencing reprisal, go to the DoD IG website at: https://www.dodig.mil/Components/Administrative-Investigations/Whistleblower-Reprisal-Investigations/Whisteblower-Reprisal/
Do not fear L3Harris management for they are cowards: they did not earn their titles and positions, they were simply handed them.