How seriously does Medtronic HR or ethics dept take these, and are they ultimately just gonna protect management and sweep things under the rug or what? Is it worth making a good faith complaint!
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@1fd what was the thread about Rebecca?
Can you bring it up to the media?
I went through all channels to report unethical behavior and ALL of them lied. I was complaining about a VP but still. That is how I got RIFd.
Always remember, HR works for Medtronic, not for you.
I had contacted HR over an ongoing salary disagreement. Apparently, they were informing my former director every time I sent an email or called. Director contacted my manager and had my manager deliver the message that I was not to call HR over my salary again.
@kh HR is the problem at this company. They even took down the Rebecca Seidel post from this thread. They are trying to protect the leaders and Elliott is such a mo--n for not restructuring the HR team or firing every single one of them. HR at this company is a toxic disaster and that’s why bad talent keeps filtering in
@v5 This is a true statement with the qualifier "if they are higher up". If they are an individual contributor, not much to worry about.
DO NOT MAKE COMPLAINT IF YOU WANT YOUR JOB.
I went down that road and I was excluded for 9mos and layed off. I make my report to the tip line, Legal, ethics and HR. I had documentation and collaborators. My perp was to high up to fight. But the company ONLY protects the company. There is no representation anywhere.
from personal experience I can tell you that HR will not do anything but protect the company and very senior management. I have complained about very troubling toxic behavior of very senior executive(s) over the years, one even threatening violence. Nothing happened. A year later I was RIFd
Go to the press!
@jd In the situation I am aware of the victim of unethical actions was punished by being included in the next RIF and the incompentent and unethical senior leaders involved were rewarded. The cover up to the unethical actions at VP and Sr Director levels at Medtronic was facilitated by the highest levels of OPIC.
Don’t go to HR. Go to the voice your concern line and use an anonymous email. When they ask who was aware or involved, please note that they will go to that persons one over. So choose the highest person up the ladder who knows, so it’s not swept under the rug.
I’ve seen complaints get ignored, but I’ve also seen action taken.
@hn I would not recommend anyone trust the leadership of OPIC. They are morally bankrupt back stabbers who will sc--w over anyone in order to keep their fat paychecks coming in.
There seems to be a misunderstanding here that HR runs the Ethics line. They do not. It’s under the legal and compliance space.
100% with all the responses here. HR is not your friend. They are there to protect the company. Gather evidence in secret and then leak them to the local press. Sunlight is the best disinfectant
@ap very well stated, I agree with you 100%
Unfortunately, they're never going to be on the employees' side. Their actions show they're here to protect the company, not us. And remaining anonymous is a myth. Even if you request to remain anonymous HR and management will find out who you are and you would likely become a target and be impacted when the next round of layoffs come along. Keep quiet, document everything, and be ready to show your proof when the time comes...because that is the textbook definition of retaliation.
I've seen s-xual harassments cases in MFG handled like this, Both parties are just walked out the door and suspended immediately. Its cleaner to react fast and let them fight it out themselves off campus.
@OP don’t forget the role of HR is to protect the company, not individuals. Please be cautious of who you trust and disclose information to you. Nothing is ever truly anonymous as there are ways for them to trace identities back to the person reporting it.
I’ve heard from others they don’t have your back. Medtronic has more s-xual harassment issues than the Catholic Church. They do nothing.
Agree.
HR is there to protect the company and its VIPs, not the hoi polloi.
However, if you are going to sue them or make any other sort of formal complaint via outside agencies, etc. then use HR to cross all your Ts and dot all your Is.
What I mean is, make sure to file a complaint directly with whoever you're having issues with, and looping in your boss and HR with that communication first, so you can prove that you did due dilligence in trying to get the matter resolved by going through the proper channels in-house, first.
The onus is then on them to prove whether or not they responde,d fairly, in a timely manner, effectively, and what if any steps were taken and with whom, along the way.
Don't expect HR to be there for you, to be on your side.
They won't be.
They will pretend to care, and go through the motions, but what they're really doing is not hesitating to cover up and outright deny or lie or try to place blame on you, instead of being fair.
So be careful about how you word things when communicating with them (don't go into extensive detail, think before you speak, be brief, succinct, factual, and unemotional), and document every communication in writing (Names, dates, subjects discussed, plans of action, deadlines/expectations & were they met, next steps promised vs. what really happened or didn't happen, etc.)
USE them to bolster your own position, but don't expect HR to give much of anything reasonable, acceptable, fair, or successful in terms of resolution through them. Pretend though, as if you really believe they're working with you in earnest, and act on good terms with everyone involved (including HR).
You're basically communicating with HR to CYA and document any BS they try to feed you about whatever the issue is at hand. Then take that documentation to a lawyer to take care of business ; )
If it's an Ethics complaint, look at the in-house ethics hotline or whatever the same as HR. Make a formal complaint with them, but don't expect any resolution (and you might be subject to retaliation, which is another ball of wax, entirely.) But again, use the in-house Ethics complaint as proof that you went there first, then if/when you don't get resolution through them, you can escalate to state & federal levels.
@OP My experience was that unless you have solid incontrovertible evidence of a violation that would leave them legally exposed it’s not worth your time. The ethics department is there to protect the company, And I’m not saying that cynically, it’s just true. So as long as you know that’s what you’re dealing with, use that to make your decision.