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<blockquote data-quote="quadro" data-source="post: 672990" data-attributes="member: 12850"><p>But you are inferring that everyone in management is corrupt. By saying there is no protection for an employee your implying that the GFT process, Open Door, ethics line, etc, are just for show and that any member of management involved would not do the right thing. If you are not saying that, then there is protection for an employee because when their complaint comes to upper management's attention, if policy wasn't followed or not applied fairly across the board, then they would correct that.</p><p></p><p>It's not that decisions are made that benefit the company before the employees, it's that business decisions could be good or bad for the employees and you try to make a decision that is good for both. After all, no matter how good the decision is for the employees, if it's bad for business it ultimately becomes bad for the employees. For the record, we as a company do make bad decisions sometimes but we are, after all, human and make mistakes. I look more at the intent of the decision and even then, if I think the intent was wrong, I'll temper that with all decisions that I've seen. If and when the bad ones start becoming a larger percentage of all decisions, I would then re-evaluate my options. Just as I don't want my manager to judge me on one mistake, I don't judge others that way.</p><p></p><p>This whole retaliation thing is very anecdotal. Has it ever happened? I don't doubt it but I don't believe it is common or widespread. What I have seen happen is someone files a GFT and their discipline is overturned not because they didn't do anything wrong but because of some sort of technicality (don't know what those are as I'm not privvy to the details but in general conversation with managers and employees I put two and two together). Then what happens is that same employee either cannot correct the initial problem and their performance is still unacceptable or they get a little too full of themselves and believe they are untouchable and do something stupid. They then get disciplined again and rightly so, and claim that it's retaliation when it clearly is not. Lastly, if you believe it is common or widespread, then again you are implying that all managers are corrupt.</p><p></p><p>As for the grievance point, as I said, I'm far from familiar with it and would welcome input from someone more knowledgeable than I.</p></blockquote><p></p>
[QUOTE="quadro, post: 672990, member: 12850"] But you are inferring that everyone in management is corrupt. By saying there is no protection for an employee your implying that the GFT process, Open Door, ethics line, etc, are just for show and that any member of management involved would not do the right thing. If you are not saying that, then there is protection for an employee because when their complaint comes to upper management's attention, if policy wasn't followed or not applied fairly across the board, then they would correct that. It's not that decisions are made that benefit the company before the employees, it's that business decisions could be good or bad for the employees and you try to make a decision that is good for both. After all, no matter how good the decision is for the employees, if it's bad for business it ultimately becomes bad for the employees. For the record, we as a company do make bad decisions sometimes but we are, after all, human and make mistakes. I look more at the intent of the decision and even then, if I think the intent was wrong, I'll temper that with all decisions that I've seen. If and when the bad ones start becoming a larger percentage of all decisions, I would then re-evaluate my options. Just as I don't want my manager to judge me on one mistake, I don't judge others that way. This whole retaliation thing is very anecdotal. Has it ever happened? I don't doubt it but I don't believe it is common or widespread. What I have seen happen is someone files a GFT and their discipline is overturned not because they didn't do anything wrong but because of some sort of technicality (don't know what those are as I'm not privvy to the details but in general conversation with managers and employees I put two and two together). Then what happens is that same employee either cannot correct the initial problem and their performance is still unacceptable or they get a little too full of themselves and believe they are untouchable and do something stupid. They then get disciplined again and rightly so, and claim that it's retaliation when it clearly is not. Lastly, if you believe it is common or widespread, then again you are implying that all managers are corrupt. As for the grievance point, as I said, I'm far from familiar with it and would welcome input from someone more knowledgeable than I. [/QUOTE]
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