Visa must be buying Best Place to work awards and most ethical company in the world trophies. Visa has very poor leadership ethics and culture as a workplace, and have been like this for many years. Some leaders considered very successful have s-xual harassment habits and cases on their record and are protected. Other employee harassment habits at VP and above levels are enabled and empowered by HR. So anyone applying to Visa for leadership roles, thinking of ethical Visa, please do check your values and culture. If it aligns with these leadership behaviors, dive in and join us, you will be successful and will quickly climb the executive ladder at Visa.
Posts mentioning hashtag #harassment
Below are all the posts — topics as well as replies — that mention the hashtag #harassment.
Mention #harassment in your post to continue the discussion!
Interesting parties in Hungary theh have
https://index.hu/gazdasag/2025/08/27/sap-hungary-kirugas-vezetes-felsovezetok-elbocsatas-vallalatiranyitas/
They fired the entire leadership after it was found out they organised s-x massage rooms and dr-gs on a conference.
Wonder if there were such rooms when Christian went there this year and if their goodbyes were so heartfelt and the severence so high as for Jürgen. Or do you have to se-----y harrass a colleague to be praised?
Targeting those with 24-25 years service again
So Ford is doing it again. Multi-year top achievers getting rated 1's, lowest ratings because they are shy of 30 year mark and LL4's and 5's need scapegoats. Targeting, harassing, when is this company ever going to learn? These people have a tremendous amount of knowledge and you p$ss it away. How many times do you have to be sued? I smell harassment lawsuits and the papers are going to have a field day. You reap what you sow. 15 years there. Day I retired was the happiest day of my life.
If the “victim colleague” who originally posted is in one-party consent states, it is legally permissible to record a conversation if you are a participant, even without informing others. A reasonable justification for doing so might include:
• Documenting harassment or threats: If you reasonably believe you are being subjected to abusive, coercive, or retaliatory behavior, recording may be the only way to preserve evidence.
• Protecting yourself from false accusations: In emotionally charged or high-stakes meetings, a recording can serve as a safeguard against misrepresentation.
• Establishing a factual record: When decisions, threats, or discriminatory remarks are made verbally and not documented, recording ensures accountability.
Can the Recording Be Presented as Evidence?
Yes—if the recording was legally obtained, it can be admissible in court or administrative proceedings. To be accepted as evidence, it must meet these criteria.
• Legality of acquisition: You must be a party to the conversation.
• Authenticity: You must prove the recording is unaltered and accurately reflects the conversation.
• Relevance: The content must directly support a claim or defense in the case.
• Chain of custody: Courts prefer the original file and a clear record of how it was stored and handled.
• Transcript: Providing a written transcript helps judges and investigators follow the content clearly.
#legal #ruleofevidence #law #harassment #employeeprotection #leadership #cvshealth
Use common sense here - unless you have something that's really major to report, the hot line will not help you at all. as @jrf said below, they will side with the #STL always (unless the STL has her/his own issues) - however, if you have a major thing to report, they will consider it as it becomes a #legal thing at that point, they need to build a paper trail and they will thread lightly. I am not saying do not do it, but I would be very selective about what to report, do not think that you are phoning a friend there - the line was primarily established to protect #WFM - if they have one they can say, look what we did - we are playing by the rules and we are proactive in the fight about xyz (the use the same tactics when it comes to all that anti-harassment training, compliance, etc) They, WFM management, do not care about you getting educated or professionaly developed, all they want is to be able to say - look, we told her/him not to harass, we even trained her/him - so it's a good way for the company to decrease #harassment #legalliability)