Does anyone think that cert will actually get 63 volunteers?? I feel like our fate is already set
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20 people for certification
Vocado is a duplication of errors. and it seems clear that disciplinary actions are not consistent throughout the corporation. once you get hit with a discussion memo don't expect any chance to improve your status. you can expect incredible pressure and stress AKA hostile work environment which makes it near impossible to find Improvement. the discussion memo is not to be interpreted as a chance for improvement it is just their interpretation of documentation and can be considered the beginning of the end. it is a good way for a manager to try to pressure you into cleaning up your caseload so hopefully your team is not a train wreck when they fire you and try to turn it over to another advisor. that is why there is no defined disciplinary process in the employee handbook. they do not Define how much time you have to improve from the point you get a discussion memo or written warning. you just get to bust your hump trying to get everything done with all the computer systems working against you and wondering when the axe is going to fall. and that is no way anyone should have to spend their days of employment.clearly not a very positive and productive environment and it takes its toll on each employee. our students are not stupid they see all the bad publicity and federal investigations and this is clearly reflected in the massive change or reduction in enrollment numbers.Severance is taxed more severely than standard paychecks and will affect when you can begin collecting unemployment. probably should make sure they offer you a job service in the severance agreement and that means more than just offering a good resume and cover letter. I can't believe they are not offering a severance package to everyone and a consistent severance package that is the same for everyone and that does not show more of their discriminatory practices. Severance agreement I saw was 8 pages and needed to be reviewed by an attorney. University of Phoenix is going to play the odds on each of their employees and instead of paying them for years of loyalty they're going to see how cheaply they can pay them to get rid of them and be able to fund the golden parachute Compensation Plan. I have serious doubts that their buyout is going to be successful if all the bad publicity continues and if the multitude of EEOC complaints ever go public. efforts to settle EEOC complaint keeps the complaints from going to full fledged investigations or lawsuits handled by the EEOC. to UOP this is probably considered a basic cost of operation to do their best to settle the complaints quietly and avoid the EEOC getting all up in their business and figuring out just how valid many of these complaints are. if you have employees that want to volunteer or you are asking for volunteers and you are getting more volunteers than you need what does that say about the type of environment that exists for employees at UOP and Apollo group? most folks are just trying to jump ship with some kind of money in their pocket to hopefully get them to their next job and their next benefits. the whole thing is so sad to watch.
There is no way we will 63 people in certification. There are a handful of people that were already planning on leaving that have submitted. Those on disciplinary action of any sort and those here 2 or less years will be going. After that, we still will not be at 63. At that point, the hat will chose for you.
Verint Impact 360 was specifically implemented to assist with attrition. The project management documents that plainly stated this were accessible by any employee, until it was brought to leadership’s attention. Vocado, although a complete train wreck of software design, is the other tool designed to reduce the number of employees needed. The UoP gravy train has derailed, get out with a severance package while you still can.