Rules for thee, not for me….. seems to be the mindset around this place. But I guess when trying to get the union to decert, everything is fair game on the company side. Had a tech get fired for not telling the truth, because it violated the company’s core values. But yet local managers that were the driving force behind the decert effort, have gotten away with bashing peoples religious beliefs, calling out employees family values because they supported the union, and even threatened physical violence towards employees. And yet HR complaints have disappeared, HR gets involved and then looks the other way or just don’t care. Get one tech not tell the 100% truth and Hr on top of it within a day or two and fired within a week. Manager does all this, and months of crickets from HR. BC is such an outstanding example of rules for thee, not for me. But then again, that’s what JS preaches to his managers. And they wonder why people hate this place
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But they got an award according to JH
"Its out of our hands"
No idea what the OP is talking about, we just won the best place to work award again!!!
/s
@19p I couldn’t have said it better myself! I can’t count the times that I’ve seen that. The manager I dealt with is no longer here but was definitely a DEI situation! I’ve seen more than 1 of those tho!
It’s always rules for thee but not for me. I had a director call me a bully because I called stuff out and a manager ran to HR on me. That meeting was comical because I answered their questions but my answers weren’t what they were expecting. Needless to say nothing was done in that moment except I seen the manager and directors true colors and from that moment on I was a target!
@15f had the same reaction from HR years ago in the north…
Especially if the one in the wrong is DEI… DEI can do no wrong in this company with HR.
HR does nothing anyway. Some things files with HR haven’t been touched in months. Or if you do get to talk to them and show them all the evidence documented they just say oh that’s not what it was meant.
@x3 good luck getting anything done with HR and JS. I contacted HR a few times over the years about things I saw that were blatant violations of our working with integrity and people practice policies that concerned JS. And every time I spoke to them, I got the same answer…. “You must have misunderstood the circumstance.” Or “I’m sure that’s not what he meant”. It was never a “let’s listen and see what the complaint is and look into it to see if there’s any merit” No, every single time, HR went to bat for him and put up a wall and refused to listen. So I gave up and watch as him and his managers run a muck, while us techs can’t take an extra 5 mins on break in the FL heat without being chastised and threatened to be wrote up or “turned from employee to customer”
At what point does the company look at a place like FL and see that there is a huge issue with OPS management. There are over 60 construction techs and over half of them came from OPS. Every splicer was OPS, with several transferring from being a NT to splice. We have other NT’s working as lineman now as well. Only a small number of drop guys have gone to construction, the rest are all CST, FST and NT’s. And if you ask any of them, they would quit or take a buy out before going back to OPS. You know it’s bad when NT’s would rather operate a shovel all day than put up with the OPS management in FL. And the response from JS says it all. He wanted to try and limit the number of OPS to construction transfers. JS and his managers would even tell techs that construction was getting laid off in a few months, or having huge cuts, just to try and scare the techs from transferring. There’s a reason everyone in OPS tries to go to construction, but none of the construction guys want to transfer to OPS.
@de JS is an OPS director in the south. He was promoted to manager even though he had cousins he was going to be directly over, one moved to eng right away cause he can’t stand him. Then after 6-8 months of being a manager, he put on social media to “k-ll them all and let god sort them out” in reference to the 2020 protesters. He got demoted back to eng, then 6-8 months later, promoted to director. He then promoted his other cousin to manager directly under him. He keeps a tally on everyone and when feels threatened, brings his little black book out with every missed turn, every extra 3-5 mins on lunch, etc….. and out the door that person goes. We’ve seen him personally go after minorities and lead the discipline for them. Let’s just say since becoming director, the number of minority employees has gone down dramatically. 100% Rules for thee, not for me!
There are several liars at the director and vp level still here all over the place that need to go, not just in field ops either. They lie, but throw you under the bus and try to fire you as quickly as they can if you don’t be-doverfast enough for them. It’s pretty sick how crooked some are. With each lay off it’s like they lie even more in attempt to save their own skin.
Who’s JS?
@OP are you saying this isn’t a great place to work like the anonymous survey states