August 5th, 2010

HR: Friend or Foe of Workplace Bullying Targets?


Another blast at HR, the “profession” from Gary Namie, the director here at WBI. This time evidence supporting the accusations is provided. A rebuttal from a well-intentioned HR practitioner follows. The debate about HR’s role in bullying cases — I say they hurt, she says they help — inspired us to create a new WBI forum to allow real people to catalog their real HR stories. Let’s gather some anecdotal facts. Soon, there will be new national data from the 2010 WBI-Zogby survey about HR. And the Drs. Namie are writing the book for employers who want to stop workplace bullying (set for spring 2011 release).

While here, take a second to take the Instant Poll on HR’s efficacy.

The arguments in both sides of the debate follow.

My, my, my. What am I to do with Human Resources, the “Dark Arts” department according to former HR Director Bruce Cameron in the documentary Fired! The Movie and in Denise A. Romano’s new book The HR Toolkit: An Indispensable Resource for Being A Credible Activist? And recently, Yale Law lecturer and Time writer, Adam Cohen, during a discussion on CNN about our anti-bullying legislation stated as a matter of fact that HR is not on the workers’ side in bullying situations (at time1:58 in the video).

Consider some evidence. The stories WBI has culled from 6,000+ hour-long sessions with targets of workplace bullying since beginning this work 13 years ago have produced only TWO (2) stories of HR bravery, courage and morality — of doing the right thing for the target and not for the bully or her or his management allies. Empirical evidence from WBI year 2000 survey of 1,300 targets suggest that HR did nothing in 51% of cases and worsened the situation for targets in 32% of cases. The bully’s bosses were slightly worse (40% did nothing, 42% increased the hurt). You say the findings came from a “nonscientific” study. True.

According to the 2007 national sample polled by Zogby for WBI, of all adult Americans who witnessed or experienced bullying themselves, 44% said that employers (most likely an HR rep) did nothing when bullying was reported and 18% said the employer made conditions worse. That was a large, scientific sample.

The anecdotal and empirical evidence combines with our on-site consulting experiences over the years with HR. Never has an anti-bullying initiative been successful in the long-term when HR was the sole driving force. In most cases, HR undermines the intervention after the Work Doctor consultants leave. In a recent intervention, the HR rep actually denigrated the internal team of peer experts who committed their time and energy to help their colleagues deal with bullying. That HR rep did so during the training, before the program could be implemented. It seems destructive HR practitioners are growing more brazen.

Here is the most frequent scenario. Bullied targets suffer for months, in silence and shame. The well-known history of local HR’s failure to help dampens targets’ eagerness to complain. Powerless to confront or to level the field of combat, they seek the employer’s help finding relief from their uninvited misery. They tell HR their story. The first question considered is if they have the right to complain. If the magic combination of membership in a protected status group by the target while the alleged bully is not also protected is not satisfied, the complainant is rejected by HR. The law simply does not apply in most cases of bullying or plain cruelty. Without laws, there is next to no employer incentive to help workers even though bullying is costly and torpedoes the mission or reason to be in business.Targets are de-legitimized. HR typically alerts the bully that she or he is being complained about. Retaliation for daring to expose the chicanery follows.

If a law (and therefore an on-the-books policy) applies, HR accepts the formal complaint. And in cases of alleged sexual harassment or racial discrimination, regardless of targets’ expectation of safety for simply asking if an anti-discrimination policy was violated, HR launches an investigation without their permission. Reprisals ensue (retaliation in 60% of cases, WBI 2009 survey). HR acts as judge and jury. Typically one person conducts the “investigation.” Petrified witnesses do not cooperate. The bully says she or he didn’t do it. Targets, by then emotional wrecks, are doubted or flatly treated like liars. The bully got away with it. Targets stew over the injustice of such sham “investigations.” In a WBI 2008 study, 40% of targets claimed that HR’s investigations were “unfair or inadequate.” With few findings in the targets’ favor, bullies quickly learn that they can act with impunity (with 89% confidence, WBI, 2009 survey). No one can, or is willing to, stop them — certainly not HR whose primary function is management support (and 72% of bullies are bosses).

That’s the reality for too many innocent targets.

Into the debate I add our 9-year old Healthy Workplace Bill Campaign, the grassroots drive to enact anti-bullying laws for the workplace. The bill holds individual offenders and employers accountable for repeated, malicious health-harming abusive conduct by bosses and co-workers. Sounds like support should be a no-brainer. Who in the world would OPPOSE legislation aimed at humanizing the workplace? Who could assume the morally dubious position of claiming that no law is needed when bullying occurs at the inarguable rate affecting 37% of adult Americans (54 million Americans in the workforce)?  Are you surprised that the HR trade association — SHRM — Society for Human Resource Management opposed the HWB in 2010.

If decent individuals who work in HR stand-up for employees and support the HWB, show me where they have written protests to SHRM to act more humanely and honorably.

Funny thing about the notion of HR as a profession. Professions require some minimal formal education, years of documented practica, licensure, and practicing in a manner subject to state regulations designed to protect consumers. Think of medicine, law, dentistry or mental health counseling as examples of professions. But HR? A 2006 poll of over 5,000 HR reps found that 46% of respondents thought that a college degree (Bachelor’s level) was NOT required to be a “HR leader.” We’re not talking about the lowest entry-level assistant or coordinator. Imagine an uneducated Vice President of HR without a degree! Perhaps just drawing a salary to differentiate oneself from a volunteer is adequate to become a self-described professional.

The trade group, SHRM, substitutes education for its own certification credentials. The acronyms are downright funny. PHR, SPHR (Senior Professional in Human Resources) and GPHR (Global Professional in Human Resources). HR uniforms with fancy epaulets and brass buttons to convey certificated members could be the next step for credibility. The dismal performance record certainly doesn’t match the pomp and bluster.

If HR had helped employees and proven its worth to executives by valuing their contributions beyond merely busting unions and trying to minimize damage from litigation, its practitioners would long ago have achieved parity with corporate finance executives and be beloved by unions. Every HR conference in every year has some variation of the “take us seriously, we mean it!” theme. If it’s a “profession,” it is a vain one, though lacking a healthy dose of profession-esteem.

Am I unsympathetic as an outsider? No. I was an HR director working under two putz VPs in different corporations. One fellow’s sole function was to make sure the multiple CEO’s and fellow VP’ers had company cars. He was the last one to turn out the lights when that corporation drove into the fiscal ditch and dissolved. I also know how HR Management should be run and what it could accomplish with talented people at the helm. I taught graduate university HRM courses in days past.

I share all of this background and evidence to help defensive HR reps and their apologists understand why I criticize HR as a function, a department, a service — not the few brave individuals who buck the trend and act with decency. Broad sweeping generalizations or stereotypes are only unfair if they are not true. I’ve shown above why I can say that HR, with few exceptions, is a morally bankrupt internal organizational service that contemporary organizations should consider dropping.

Any HR types who want to become citizen lobbyists (and risk their jobs for doing so, I might add) on behalf of our Healthy Workplace Bill. Find your state at this website and volunteer. If you are that committed, volunteer to become State Coordinator in the 19 states that don’t yet have a Coordinator.

Cavaet: A Denmark consulting acquaintance reports that in her country HR and the unions are aligned against bullying. HR does not defend abusers. The enemy is the destructive phenonmenon, not employees victimized by it. If only this were true in the U.S. and Canada.


The rebuttal to my diatribe comes from Sharon Sellars who took offense at my criticism of SHRM’s opposition to the HWB. Other HR folks have bitched, but she is an articulate adversary. I post below her essay with not one word changed.  She had read the SHRM anti-HWB position statement which I annotated with my comments. She resented my declaration that “HR is not in the employee advocacy business, only unions are. To say otherwise is disingenuous.” Sharon believes that HR types would make the best lobbyists for our legislation. I have emphasized in bold her incredible beliefs.


You Lost Me at Disingenuous
by Sharon Sellars, SPHR, GPHR

As an HR professional (yes, professional) for over 25 years, I have seen firsthand the impact that workplace bullying has on employees and employers.  Now, as a consultant, at least 25% of my business is either a request for anti-bullying training or an appeal to assist a client employer with what turns out to be a bullying problem.  When I found your website and learned more about the Healthy Workplace Bill, I was excited that perhaps I could become an advocate to increase awareness of this growing problem in business.

That was before I read your comments regarding the SHRM opinion.  I am a member of SHRM, along with over 250,000 other HR professionals.  That does not mean that I agree with every opinion that it generates any more than any AARP member agrees with everything AARP does or any business agrees with everything the Chamber advocates.  In your response to SHRM’s opinion, you successfully alienated every HR person who might view your website.  Your responses came across as completely anti-HR, anti-business, and pro-union.  By adding these additional ingredients into your bowl, you have created a recipe for failure.

To clarify, by being in the business for as long as I have, I have met 1000’s of people in HR and people who own businesses who sincerely care about the welfare of the employees who work with them.  The business literature is filled with documented facts regarding employers who show that with caring, rewarding, recognition-filled, family-friendly workplaces not only do we increase retention but we also increase productivity.  No matter what you think, I have been an employee advocate all of my professional life and I can introduce you to thousands of others in HR who are as well.  Your comment that only unions are employee advocates is laughable and I could write my own dissertation regarding why unions are more “big business” than any conglomerate I can think of.

My point here is NOT to get into a war of employer vs. union.  There is a bigger issue here.  I sincerely think that the Healthy Workplace Bill has merit and even if it does not pass, it could be very successful in increasing the awareness of bullying in the workplace.  Your biggest potential advocates are the HR professionals as we are the ones who have witnessed it, have had to deal with it, have had to play “CSI” to figure out what is going on.  We are the ones who investigate why a long time employee is suddenly missing work, why productivity in a certain department is down, why the new manager is trying to terminate someone who had high performance marks for previous years and most importantly why employees are enduring emotional distress at the hands of others.  Many times unearth a bully issue.  Even if one HR organization is not going to support your Bill, I believe that you are doing a disservice to your cause by writing off the individual HR professionals themselves.  By one figurative swoop of your pen, you offended the very people who can help this Bill pass.

So the real question here is – do you want the bill to pass or are you just trying to sell books or promote unions?  If it is the former, then I recommend that you rewrite your responses to the SHRM opinion into a fashion where you respond to SHRM’s opinion and not personally attack the HR professional.  If it is either of the latter two, then you are the one who is disingenuous and I will not support your Bill.

S. Sellars
SLS Consulting
Summerville, SC


Feel free to comment on either side of this issue. However, if you have a real-life encounter with HR, please record it at our new website/forum HR Failed Me. Thanks.

G. Namie

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This entry was posted on Thursday, August 5th, 2010 at 8:53 pm and is filed under Employers Gone Wild: Doing Bad Things, Healthy Workplace Bill (U.S. campaign), Tutorials About Bullying. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.



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  1. Kachina says:

    If S.Sellars is for real, I wish she lived where I do. She is not representative of my experience with HR. She may be right that HR professionals are potentially the biggest advocates for healthy workplace practices, but in practice (from what I have seen)….the potential is not being realized. That’s the most positive spin I can put on it. I have asked those HR professionals I have been involved with to support their decisions and actions, but apparently they don’t need to respond, nor are they accountable as far as I am aware. Take heart though; the union representative was friendlier but no more effective.

  2. jennifer says:

    My experience with the “sincere care” of HR is fakey fake pr type stuff. Our current show of concern is, “we haven’t laid anyone off.” No, but instead of reducing everyone’s hours slightly, a small percentage of employee’s hours are cut so short of full time they are forced to quit. They might as well have been laid off, but HR can proclaim their goodness and save on unemployment and severances. Funny, HR keeps expanding.

  3. lynn says:

    I have a fantastic HR professional where I work. The policies in place at my business are not as specific as the policy outlined in the Healthy Workplace Bill, but my HR professional was able to use what we had to demonstrate how an individual was creating a hostile work environment. I know long hours over several months were put in to save all of us. I wonder if in some instances, the HR reps would like to do more, but policy is lacking. I hate seeing them ALL get ostracized here when I know that at least in my situation, I am very very fortunate!

    • Dr. Gary Namie says:

      Now THAT is the kind of HR person who can make a difference! I never said they didn’t exist, just that they are sooo rare. See the polling at this site to confirm. Anyway, glad for you.

      • lynn says:

        I agree 100%. I have been fully supported and validated by my employer and yet the past several months have still been a living hell. I feel deeply for those who are affected by this and have no recourse. I will work hard to pay my good fortune forward…no one should have to go through this!!!!

  4. jenn says:

    When my situation became unbearable, HR insisted I take my complaint to the chain of command….however, they were clueless that the ‘chain of command’ was the problem….I couldnt go over my supervisors head without informing her AGAIN of the abusive bully…she ‘poo=pood’ the situation and told me I was unstable.

    • jeanne says:

      This is exactly what happened to me! The bully was only removed after targeting a client, and then after an extensive investigation. My contribution was outing the hr rep who sent me down the chain of command. Then, when a client blamed me for something a coworker was doing, the chain of command was thrown out the window by the hr rep I named, and my job was threatened with zero investigation. Later, the truth came out, but was never acknowledged and I certainly didn’t receive an apology.

      • L75 says:

        I feel for you – my bullies were given a slap on the wrist with a wet bus ticket. I sent my former CEO a memo documenting what had happened (with proof by way of emails and copies of downloaded SIM content showing filthy text messages from filthy narcissistic boss) – no apology though, but they know darned well they were wrong – I can see it in their body language when I have seen former bosses/HR/staff around the city.

  5. Marylander says:

    Sharon is fully of hooey. HR consultants may be able to sing praises of HR but they go home after a few hours and never go back into the internal HR lair.

    HR is anti-employee. They are ex-frat boys and ex-cheerleaders who can’t get jobs in any other department so they go to HR and schmooze away and bs the employee away. While claiming it’s to protect the privacy of the employee, of course, they do their dastardly deeds in secret. They get to take lots of seminars about aggressive employees and solving conflict but that’s just to get some fake credentials.

    Employees are powerless without unions.

    • Dr. Gary Namie says:

      “Employees are powerless without unions” Exactly my point. Unions, good or bad, are the only way for a collective of employees to have a voice strong enough to counter the very powerful employer’s voice backed by legions of legal counsel to reinforce that power. The inequality inherent in even a simple supervisor-employee relationship is sickening. Unfortunately, after 30 years of anti-union rhetoric and bombast about unions being evil (Reagan’s legacy), workers who attack the value of unions balancing power are unknowingly backing the corporation to crush their peers and eventually themselves.

  6. Robin says:

    Frankly, I find Dr.Namie’s self-described diatribe and the invective and personal insults he heaps upon Ms. Sellars to be bullying.

    • Dr. Gary Namie says:

      Robin, Where is the bullying? respecting her as an articulate spokeswoman for HR? for posting her essay without editing? Go back and read what I wrote. Evidence based on facts about HR’s conduct does not constitute invective. If HR apologists can’t handle the truth (and I suggest reading the real stories from HR “customers”), please don’t brand me a bully.

  7. K.K. says:

    HR efforts in mediating bullying at workplace are indeed very limited, as it’s paid by the employer to defend the employer’s interests and support its target achievement, in compliance with the law.

    There are certainly very competent HR professionals, who have the ability to successfully intervene and resolve critical bullying situations, for the benefit and satisfaction of both sides. However, those professionals are rare; otherwise the statistics on bullying at workplace would not be so alarming.

    Despite the person’s competence, when you are dealing with a burlier with serious personality and behavior problems, in a work environment where one covers the other, the only effective way to force the employer to take responsibility for such violations is, in my opinion, through law enforcement as well as through implementation of tools that better allow gathering evidence of bullying perpetrations.

  8. Trish says:

    Bullying is a cancer that is spreading through my organization. In my years of experience with my current employer, I have been a target of bullying in several departments and have witnessed even more. In every case, the HR professional sided with management. In cases where the bullying was between people at the same level in the organization, the ‘investigations’ only served to fan the flames and the bullies became bolder.

    Once such an incident is documented in a worker’s personnel file, it remains there and is read by every subsequent manager they work for. This serves to immediately strain the relationship with a new manager and results in the perpetuation of the problem. Once someone slaps a label on a worker, they can never remove it and lose all hope for career advancement within that organization. Think about the absurdity of this situation. In comparison, a person can borrow many thousands of dollars from creditors, never repay, file bankrupcy, and have a clean slate in only 7 to 10 years!

    More recently, a dear and trusted friend moved into the HR department and given me a new perspective on what is happening. Though the managers in the HR department are degreed (many with advanced degrees) professionals, the behavior towards their subordinates is often shocking. It seems that many of the lower-level HR people live in fear themselves.

    In my efforts to cling to my own sanity and view these situations more objectively to learn from them, I have noticed that many young and eager new hires will emulate the behavior they witness from their manager. Too often the manager is not a good one, but the go-getter’s seem to think that this is how a manager behaves. Since they are anxious to become managers themselves, they follow suit. Monkey-see, Monkey-do. The manager sings their praises (because they seem to be so much alike) and works to get this person a promotion. The cancer metastasizes.

    • whosbully says:

      So true.
      I had been bullied by one department and tried to fight back but I couldn’t. So I changed my job with other department and found out the HR is not only the place to keep the record of the employee but also a place to gossip around the issues happened in different departments and with different manager. HR doesn’t care each of these case they deals with is confidential. These managers then passed down the confidential to other person and other person and so on. In a smaller place sometime go through different organizations.
      Strange thing is bad manager get along with bad one; they are all possessed of same bad manager’s characters. They are impatient, they are always afraid of others who has good skill and ability, they jealous someone younger or newer to the organization who are more successful or popular than they do, they seem modest to everyone but the one point out the problem.
      One worse manager is those they have get where they are because they work there long enough, or person come from blue collar become manger and in charge white collar. They are very sensitive around people who have good education than they do. They always think those people are tried to look down on them, when the good educated people just express they opinion as others.
      HR believes the lie that from my previous manager and co-worker who has work there forever and is a bully.
      So with help of rumour, my new co-workers have never treated me right from the very beginning. They giggled about me at lunch room, sent out sarcasm e-mail to me, isolated me, seal all the information that I need to do my work, I got dirty eye from people who I have never had chance to work with, gossip about my previous work states in a very close range to try to irritate me. Especially one lady, she is evil. When there is people surround us she will pretend she is friendly to me, talk to me as normal, but when there were no witness near us she will throw the file on my desk, yelling me as I am her dog; she will find every little excuse to damage my reputation, anything went wrong at office she will say is me and when I tried to proved them wrong she always cut the chance off. I can understand some people have more temper than the other, but I couldn’t accept that she made thing up and there is silent agreement in the office for this.

      And yes is very likely you will find no one will support you if you had a conflict with someone at a organization that majority people work there together for very long time and they also grow up together or has very similar background together and your don’t have.

      • Shelia says:

        Hello everyone, and I truly feel and understand everything that you are saying! I have and still do go threw this very thing daily. I am too the point where I don’t know what to do or how to handle it? I have been with this company for 11 in half years. I recently transfer to another shift so that I could finish college. I was only on this shift for exactly 2 weeks before ALL this Drama started taking place. Let me remind you that I have been with this company longer than the supervisor thats over me and her supervisor and the co-worker that’s causing the problems. It all began my second week on this shift. One thursday morning my supervisor came to me and ask could she have a word with me. I said sure,She began to tell me that her friend who is my co-worker & her friend, has a problem with me, she does not know why? And she told me that she notice that I do not talk and wanted to know was something wrong? She also made it clear that she and my co-worker hangs out, outside of work! She also stated that she was there to do a job and has made it known to the co-worker. I address the situation I told her that first of all I did not know why? Her friend did not like me? I also mention to her that I have Never did anything or said anything to my co-worker for her to feel this way! and I made it known that the reason I felt it was best I did not laugh and talk is because I am a real person. I can hear the comments that her and the co-worker says about me! I can also her the cursing from the two of them as well! I also mention that forgive me for being Real. But I can not laugh and talk with someone then turn and talk behind their backs. If I do not like someone I am not going to pretend that I do and be fake! She had a look on her face that was as if she was surprised! I then explain to her that I am there to do a job as well and I am not there to make friends! I know that I have Never did anything to my co-worker her friend. And I can’t make her like me if she does not! So after that, she and the co-worker began to make it hard for me. She goes to mangement and complain! Then talks & curse in front along with the friend. Then another co-worker who I work with on the shift that I came from he joins in because I refuse to date him. Now the friend & guy from the old shift bully me all day every day he makes these loud laughing noisy and wants me to say something. The friend curse at me and tells me she knows people who can take care of me there or outside the job!The friend throws package at me, then has the nerve to go get the manager thats over her friend? The supervisor along with the 2 complains to mangement on a daily bases. This makes my job a living H—? The manger comes over and tries to tell me that she finds it very hard to believe that I have done nothing to these people! And I state that I have Not! But she then tells me that they have Never had this problem before! It started when you came on this sort! So what do I do? My supervisor was going on vacation and request that I be Moved until she returns! This lets me know that this is something that her friend wants! Then since then my supervisor manager has been moving me every single day to try and put me in another area. But thats not how it is surpose to be! Everyone is surpose to be moved by senority! Supervisor shows favor to her friend, her friend is Late every other day and no overtime is given and supervisor tells everyone to clock out! But allows her friend to stay on the clock to make up her time for coming in late! Now I feel that they are trying to set me up! With the 2 co-workers complaining nothing has been written down as of yet! I have never been written up in 11 in half years! But they are destroying my Name! Should I file a complaint to the union, now that I have proof of the co-worker and the supervisor allowing her to make up time which is wrong! By the union rule & allowing others to work with less time on the job then me and making me leave?What 2 Do?

  9. Lisa says:

    I am in HR and was once bullied by an old HR Manager who forced me out the door. I went to corporate HR through the bullying process who did nothing. I know that they say the big picture but I took the high road and left. I filed for unemployment and the bullying HR manager protested it…

    I fought and finally won my unemployment claim. The state sided with me for multiple reasons. Eventually, a new HR Director came on board and the manager that bullied me got fired.

    I could have and should have taken my claim to a law office, however, I did not want my reputation ruined.

    I am now back in school, studying to be a paralegal. My years of HR experience and new found love for bullying in the workplace is going to be great for one lucky lawfirm someday soon!

    Lisa

  10. Joseph says:

    HR where I work has the sole function of protecting bullies and management. I am a disabled combat veteran who has been bullied by the 20 somethings in the department over the way I walk (almost lost my leg from an injury – fortunately a great military surgeon saved it). I have also been called old and stupid to my face by the bullies at work (I am over 40). At any rate, HR will do nothing and when I was threatened by the bullies to withdraw my complaint – HR wrote me up for non-cooperation in their sham ‘investigation’. I have found that even as a member of a protected class, HR could care less about how much pain is inflicted upon an individual as long as management is protected. At this company yelling and public humiliation in meetings is a standard. When I told the former cheerleader in HR about the bullying,I received the ‘like totally this wouldn’t happen here’ answer.

    I have documented every action for over two years and yet HR is not even remotely interested in addressing the issue. The previous report that I was bullied into withdrawing only caused the bullying to be ‘amped up’ to a higher level.

    Mine is not the only story here, a close friend of mine was slapped by her manager. She went to HR with the report which caused the offender to be suspended for one day.

    The net of this story is that the HR ‘profession’ has always been, and will continue to be, the domain of the cheerleader and frat boy. The HR ‘professional’ is nothing more than a rubber stamp whose only qualification is being able to front for management with perfect hair and a big smile.

  11. Sheilah says:

    My husband was a target of workplace bullying as an employee of the city in which I live. Much of the malicious gossip his bully boss was spread in a public forum. Most of it was about me and it did lead to his firing. Sadly, it has also led to the our separation. Gossip does great harm to families.

    As a psych researcher, I intended to conduct research from home (the topic, coincidently, was workplace bullying) and was told by my hubby’s former employer that I needed a business license to do so. My understanding is that this requirement does not apply to other people.

    I’ve tried dealing with the head of the HR to no avail. He is insulting and has let me know that I am not to speak to anyone at the city building about any issue. I am a community activist and feel that this is in direct violation of my civil rights.

    This employer has broken numerous laws, illegally fined us, and slandered me in public. There is no where to complain and they’ve challenged me to sue them. I began wanting to change their policies towards harassing the spouses of employees, now I feel like I have been left with little choice but to consider taking legal action to stop the slander and get money that they stole from us back.

    Trust me, the Human Resource department often does more harm than good.

  12. may day says:

    What happens when the Vice President of Human Resources talks about everybody in the company with other subordinates. Tearing apart others character. She is a back stabber and sexually entices the executives. This is happening as I write this blog. Any ideas of what I could do about her? any laws broken?

  13. M.S. says:

    I moved from the midwest and lived in the state of the headquarters out to the west coast to work for the subsidary but they al lied . First the HR coordinated in a bait and switch hiring. Then I found out that trainers sexually harrassing you will be ignored. Then I realize that at 12:00 every day they would go to the IT room ( i was an underwriter ) and my “mentor” would go there to listen to all my personal cell phone conversations that they illegally tape recorded the past 24 hours and scanned my personal e-mail and computer work while I was home with my own computer ( they used keystroking software ) to see what I type or who I e-mailed then a person from one of our “groups” would take that information they gleemed in IT and walk by my cubicle and mock me and harrass me all to let me know that they were listening to everything I was saying ( my heart rate would raise and have feelings hurt & hate toward what they were doing to me). I tried to escape but Headquarters and local IT called every company I tried to work for and blocked that from happening. HQ was using myself as an informant every thing that I said, to my family or friends they used against the subsidary and vica versa in the Tuesday 1:00 PM (PST) to extort money from each other (Initially the mostly just the directors and CEO’s knew and then it filtered down – more and more of the extortion money then went to the managers. Then the subsidary expanded their harrassment & “influence” by working to have my wife leave me and paid friends of mine to tell them everything I talked to them about. Going to resturants or church they slandered me. They paid third party people to drug and poison myself on numerous occasions. In 2008 I went on a dating service and they block any out of state dates, by “influencing” friends of the person via eavasdropping on my personal cell phone conversations. Later the co-workers would post fake dating spots on the web that I would contact to “harrass” me more. If I stated I like a certain TV news station at work and they started paying people at the news station to “say double meaning items – to let me know they are following me” I got a part time job so they sent a reporter out to that location. Now even after running away after being posioned and drugged they still follow me with a GPS that they put on my auto and paid other employeers to “harrass me like they did”. They prevent me from making my own income from my own business by continueing to spy on my personal communications and payoff whoever I talk to. They have planted digital audio/visual recording devices in my apartment, my parents home, my brothers home to listen to everything I say or family says. No HR department nationwide could be as evil as this one. They paid third party people to steal a cell phone out of my truck to get the SIM card. They have taken events of my life and at work and paid TV sitcoms and national news organizations to say “double meaning things”. As a business TV “news anchor” stated : she said on an earand : They have their our “language”. So when the most powerful companies in the world decide to make you a spy thus intentionally putting pressure on your heart and psychological well-being there is nothing you can legally do about it. If you talk to a lawyer they “interven”. So if the corporation is going to do illegal stuff to yourself where does that leave a worker but to respond illegally. And if they are a $32 Billion dollar company the person (corporation ) with the most money wins. When a hiring manager rushes out the door to beg you to work for them and blinks an excessive amount. Run Run away while you still can, save yourself they are evil they al lied to you before your first day of work. The movie “The Firm or The Informant” were nicer people than were my managers & co-workers a horrible place I was forced to endure. Bullying is a nationwide problem

  14. […] and others had made to various institutional offices including the President’s office and HR. Apologists rushed to Genoways defense. The internal audit (investigation?) report was filed on […]

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