Excerpts from emails submitted to EEOC as if I don't have the ENTIRE thread. Follett, get weak, dumb, UNCLEAR leadership out of your company. You are suffering because of these people!
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Poor directive = unclear communication.
Just like your joke of a management team.
this topic could have been great. Instead it has become flatulence.
We won't even talk about miscommunication, delayed communication and lack of communication to stores and department, and bad directive given to associates as to how to address matters. MANY examples of madness that streamed down.
Digging a ditch = All UNCLEAR communication that existed in the department is documented, so is lack of response to customers from colleagues! You can go to tell trying to beef up those weak ass excuses. The department created an unfair environment where targeted individuals were made to feel
less than. It is funny how one can go elsewhere and completely excel! Environment counts for a lot. You all created a HORRIBLE one! At the end of the day, you discriminated against me and it WILL be proven. Keep digging through my old outbox to see what else you can come up with. Low down dirty lying heathens!
With every lie you tell you are digging a ditch! With your UNCLEAR, non detailed ass!! Don't get it twisted...I love my new job! That doesn't mean you get to get away with your discrimination and lies!!!!!
It is VERY immoral and unethical (you know those key words indicated in your Code Of Conduct) to have managers scrub through your emails to FIND shit to substantiate a termination AFTER the fact. Especially when another phone conversation existed that you are completely unaware of. It is also UNETHICAL to say the store manager called you complaining when it never happened. You just lied to drum up charges. Your lies are catching up with you...the more you tell, the more your case unravels.
I was very clear, and since you know of all cases pending and decided...you know damn well what I'm talking about. Management, HR and Legal are all comprised of a bunch of liars! It is so sickening!! UGH!!!
No. I am a former employee who is trying to convince a do nothing bureaucrat that my case has merit. Just because Follett's joke of an HR department and their vicious legal department says the equivalent of "nope", doesn't mean they're telling the truth. If you have something that others could leverage it would be heroic to share it.
so you are a Follett employee working on the EEOC cases and want to know what information the employee has that Follett hasn't disclosed? Is this so you can better prepare your rebuttal? I'd be interested is specifics too, but I am not sure it is wise to post it here while it is pending.
You don't include any excerpts or emails or anything. I am aware of matters pending before EEOC and of matters that have been decided. I would be very interested in anything having to do with EEOC and Follett. Please post something that can be referenced.
Delayed and unclear communication to the field and department from leadership never lead to clarity.