Thread regarding Bank of America layoffs

--Corporate Terrorism- a person usually a member of a group or entity who terrorizes or frightens others from a managerial position.

More BA game,

You have filled up departments with the best recruits and have trained them,

nothing changes for many years. You have created a base of valuable, loyal,

trustworthy employees. The machine is running flawlessly. One day executives

say let’s save money and eliminate everyone to help us loose experience but

gain a cheaper labor market. Tap into new cheap college labor who are only

as smart as the books they have read compared to our current

well-seasoned base employees who have real life experience with our systems.

Slowly bring in new labor replacements with specific book skills. Do not re-train current BA employees who have real life experience. Secretly amend the department’s skillset level without offering training then begin to fail people on reviews because you have just changed the bell curve used for many years with cheaper outside labor and only text book experience. Because you have the playbook you can manipulate the bell curve knowing the strengths verse weaknesses of all employees in the department. It is a fixed gameshow where you know where people will fail and exceed depending what type of work you throw at them. B F Skinner "Give me a child and I will shape him into anything." Incompetent managers being promoted because an executive owns the play book to make the promotion happen or merely a best friend owes another friend a favor.

Bring in contractors and count them as employees when making skill set comparison against long trusted bank employees. Do not offer training to BA employees. At review time use the entire contractor pool and BA pool as one to offset the bell curve and try to eliminate people on their reviews comparing contractors against BA employees. Then hire the contractors.

What do you do when you bring in new younger managers who will manage people e with much greater and aged experience? You must eliminate the older employees (age discrimination). Young and dumb book smart managers do not want to feel inferior with a well-seasoned crew of greater aged employees.

Let us bring in new house systems. If we need to train everyone anyway why not bring in cheaper labor. Use any trick possible. Push the current labor laws to the gray area and see if you can save money and get away with breaking the laws. Stagger between games and shake people up. Push employees to frustration and see what breaks so we can eliminate using the employee handbook. Promise the manager large bonuses for misleading and misdirecting reviews to create failure. Get them out before we need to offer them a layoff package.

Same game here exceeded expectations on my last review, then became incompetent (doing the same work) as soon as we moved under the new manager. They are perverting work standards and ethics.

Rumor is: executives are raising the competency bar but they will lower pay. With this geniuses Idea they need to purposely eliminate people to bring in cheaper labor. Not sure if this really accomplishes raising the expertise level (nonsense thinking from people called educated). They started eliminations on people who have held meet expectations for years. As mentioned, perverted unethical reviews are happening. They will eliminate with whatever tactics they available.

Same here! above expectations to under expectations immediately.

Our group also experienced moving from above expectations to under expectations immediately

(Underhanded tricks). At one time this review concept meant something but Bank of America has now created a new perversion of career standards. Quite frankly this type of grading is a joke created by children. Without ethical standards and structure you have no relativity.

Corporate Terrorism- a person usually a member of a group or entity who terrorizes or frightens others from a managerial position.

The post by ofi is exactly what I experienced at the bank. My team was moved under an executive that had it out for all of us from the start. She bad mouthed us and treated us like dirt until laying us off. I had received an exceeds expectations on my last review, then became incompetent (doing the same work) as soon as we moved under the new exec. It's truly despicable how unprofessional and nasty many people are in that bank! I have encouraged others not to do business with them.

When normal people do not like what is said they move on to happier chats. I am not sure why people want to oppress others words. Move on to some other chat if you cannot handle the truth on this website. Unless you are human resources and want to cover your tracks by monitoring websites you have no control over.

The first approach in the corporate terrorist handbook is to block your first amendment rights -freedom of speech!

Dafuq is this shit.

I remember and was discussing and against all of the handbooks. One of the mangers initials was C-M and most of the managers in the place watched it unfold as a lesson to everyone of corporate terrorism.

Yes I remember the benne seed. The old manger left and the new manger was told by his superior manager who lived out of state but in person said to the new manager I want to put him (the black employee) in the Gulag. The new manager became creative to invent new ways to show the employee did not do his job properly and continued to harass the black employee every day. The manager went around and spread lies about the employee. The managers were desperate and took on a personal mission in attempts to anger and then belittle the employee. It was pretty gruesome those two managers could treat someone worse than a dog. To this day they continue this game of terrorism on many employees. They both feel it is funny about there power of misleading using articulated wording. The one manger enjoys dressing up in a fancy vest sweater around Christmas acting like he is the most honest and trust worthy angel.

Corporate Terrorism- Finding ways to make employees work unrealistic overtime hours and the FLSA purposely does not define what overtime is for a full time employee. The bank has lost a lawsuit based on this type of terrorism but is refining this technique like ISIS does.

We hae a manager who wanted to gain points on their quarterly review for being proactive with employees. The manager setup a group deal with the arena for reduced price hornet tickets and it also provided a rewarding personal kick back for him. The manager purposely singled out a few people he did not like for personal reasons on the floors but said over the phone to his manger “if anyone complains he will just claim faulty oversite on his behalf”. Human Resources did not intervene or act upon the report. Singling people out is discrimination but the executives and his manager applauded him for getting away with discrimination. Another manager handed out Benne wafers to black people for Christmas. On the back entitled history of benne wafer stating- When Africans first came to south Carolina they brought with them as their most valued possession a little handful of benne seed (it goes on to tell where the slave quarters were located). Interesting human resources ignored this terrorist gift as well. Yes the Dixie flag is still worshiped by human resources and managers. I still have the Jar as a reminder, Thank you for the terrorism and yes the managers are still working at the bank.

New Manger wants to eliminate employees normally because of personal selection criteria (Race, color, personality, department headcount) Second line manager merely accepts decision or deny decision. Manger calls head of Human Resources. Manager will attempt to fabricate errors in some manner on your behalf or does not offer full reasonable ethical training. If they have not worn you down (health wise and loss of sleep) by questioning you once a week or more during reviews or micromanaging. The Manager then creeps online during reviews with human Resources. Manager acts as if they are working online at same time but slips in questions human resources will ask online. Manager conveys questions to employee. Employee returns answer and Manager manipulates answer to show a negative employee reply online to HR during your review. When you call human resources the head of human resources assigns you one of their employees. As you can see it is a lose situation controlled by the head of human resources who is controlled by your department head or an executive.

This is the unethical game and you have done nothing wrong. Most managers do not know how to play well with others (people skills) or fraternity belittling game skills. The bank will provide classes to the manager to cover their ass but if the manager does not want to work with an employee it is useless.

Best course of action is calling a lawyer to gain evidence on your manager and find out more about the law. File a lawsuit against the bank and the manager will be removed. If you feel your manager is violating your cube space then file a complaint with the police for harassment and also talk to a lawyer (we had one manager looking down the shirt of his female employees every day standing behind them and HR did nothing) (We had another employee distracted from their main reason of employment because they were told to work on other important projects but then management eliminated them for not performing the duties they were hired for). The more lawsuits and complaints filed will help your case and the next employee’s case. To take no action serves no one help. We had one manager who pre-scripted general cards written out for each employee review but then would slide a slight of hand question in hopes of a negative reaction in the form of a sentence, physical violence or motion or would take out of context a employee reply and fabricate it into negativity or threat. You know your mangers evil ambition when the manager is attempting to find negative against you.

You need to partner with your fellow employees to keep your job and reduce your manager’s terrorism power over employees. These cases show management’s corporate terrorist organization. The terrorism can be seen by reading all the law suites the banks have lost to employees.

You are one sick puppy for using such strong language on a company layoff site for information purposes. Can this writer be blocked PLEASE?

Fear and terror a company holds over their employees (harass, intimidate and falsely fabricate). Some fear tactics are physiological damaging and unethical. The fear is real followed by end result of being let go and then blacklisting based on one person’s beliefs normally the mangers. These foolish beliefs become slander against the employee during their life cycle in a company or when attempting to enter a new workplace.

Not to mention denied end of year bonus because did not meet due date expectations because Executives moved due dates at last second of quarter end. Bullshit scam, Laugh all you want pigs. More like unrealistic due date set by people who should not be in charge and have no clue on what they are doing.

Let us be very accurate here. In a right to work state there is no reason an ethical company needs fabricate results in order to eliminate employees however this corporation and many feel they will continue this unethical practice based on mangers not taking kind to certain people.

We have exposed the underhanded dirty tricks by this company to bring in cheaper labor or friends and have shown the continuation of slandering the company has performed against people who are attempting to better themselves making internal movements or finding new careers outside the current employer (blacklisting by human resources). These tactics create fear and is "Corporate Terrorism".

Physiologically attempting to torment an employee forcing them to leave by using the following techniques: Jackboot bullying tactics, resistance to provide proper training. Manager hazing employees.

Managers micromanaging with the intent of frustrating and causing confusion.

Reducing a long term employee from the consistent meets expectations too does not meet expectations by Changing, amending or rewording guidelines to force an employee out of the organization

Fabricate negative results against an employee with full intentions of replacing them with a new employee.

Hiring an employee of lower grade with expectations to perform functions of a hire grade of experience without money compensation.

Making Implied threats to encourage 110% work productivity while reducing health expectancy resulting in employee departure of company with health problems, heartache or death.

Attempting to blacklist employees by word of mouth no-matter if it is internal or external. Some manager will attempt to hint by slight of wording such as saying “as a junior she is doing a good job”.

This type of wording is still considered blacklisting.

Human resources revealing any form of negativity to any future internal or external employer is a corporate terrorist.

Using corporate power to create fear in an employee from seeking legal counsel or implying threat to fire someone for not completing a task they feel is illegal or ethically incorrect.