HR/Compliance issue

An RSD wants to get rid of a DM and asks H.R. to investigate them. H.R. calls in a female sales representative for an investigative interview. First Question, tell me about a time when your DSM said or did something that made you feel uncomfortable? Second Question, tell me, how often has your DM left you early before the end of a work day? Third Question, tell me about a time when your DM ran a personal errand during working hours and left you alone or asked you to drive him on a personal errand? How long would it take a sales representative to pick up on this line of questioning? H.R. does this all of the time.

 

They are definitely picking on those with higher pay (in sales) and yes, they are usually over 50 years. Asshole RBD's with Bitch DBM's doing their dirty work!!! Watch your back at all times!!!

 

The model is broken......broken. Don't need Dsm at all. Late start every field day -- coffee to chat --- maybe maybe make a call however usually they wait outside as have phone call or it's no "manager" office (never stops my CBD).....then lunch and the Dsm is out of there. Lam FCR they have me write and send to them. Huge waste of company money. Do away with them all

 

That is the main point. AZ can get rid of anyone they want at any time and they mainly go after high salary people because they know that everyone, including the CEO, have violated one or more of their volumes of policies. Add in the fact that H.R. takes great pleasure in taking out any successful white males or anyone who has offended one of them over their career. If you are expecting a fair hearing at AZ you are smoking something funny. They will ignore anything positive or any denials of wrong doing and zero in on the negative. The professional backstabbers at AZ know how to give them what they want.

 

And those who lie under oath are rewarded. Those who speak the truth are the next targets. HR violates more policies than anyone else.

 

The quickest way to become a target is to tell the truth or question any decision or strategic plans that always come down from the top. Most of them are created by highly paid Advertising and marketing firms or consultants who promote their latest Ivy League bullshit behavior adjustment programs.
One you become an enemy of leadership, two you become an enemy of marketing or human resources personnel. If you are a high salary veteran over age 50, best to just grin and stay under the radar.

 

Found out today my direct partner and overlay got LTI’s this year. Both were in territory less than a year. Nothing surprises me anymore here at AZ. We finished in the top 1/3 Diabetes. Shall i confront the Manager or go to Hr. Don’t get me wrong i got a nice raise but not LTI’s.

 

Do your time and move on.

 

They kiss butt better than you do. That’s what it’s all about.

 

Rudys coming for you

 

It has been said before, if you are a woman or a minority and your manager is not, then you are safe to go to h.r. I would add other claims of harassment or discrimination to your list instead of relying on the LTI angle.
If you get the sense that your manager is not held in high regard by your R.D. then your case is even stronger.

 

What is a LTI?

 

Long term incentives aka company stocks.

 

Take the cash and run.

 

This is exactly why I would never consider the new IC plan! If your not a district pet your screwed even if your numbers are the same!

 

How does one become a district pet?

 

Pretend your doing important things that are “impacting” the district. Projects that bring little value to the company or shareholders. Dominate conversations on conference calls, in regional and national calls make sure your in que for a question. You need “appear” better than your district mates even if it means stepping on them so your the one to get noticed. In some cases, there’s nothing you can do. Corporate politics at AZ is on steroids. It breeds this type of culture.

 

Nah not that complicated. Smile and agree with everything the dsm/cbd says very enthusiastically. Call the dsm often and take an interest in their life, pretend wholeheartedly. Be a YES person. Above all don’t forget to share anything and everything your teammates share especially if it shines badly on them. No effort or thought required. And don’t forget...be sincere.

 

And if H.R. interviews you about any issues regarding your dsm or a peer, make sure you give them something they can hang them for. They will call you courageous and honorable even though you lied your ass off. Hell, you might even get a promotion out of it.

 

Wrong you get labeled as a “negative “ employee and you get shown the door especially if your dsm is a white female. Answer all questions with “I don’t recall” or I don’t know.