Getting Back On Your Feet, or «5 Ways To Screw Your Former Employer, Just Like They Did You.»

25 comments

There’s nothing like being a «disgruntled former employee», is there? I mean, at first it seems like the world has toppled around you, things are in disarray, and you don’t really know where to go next, what’s waiting around the corner, and what to expect from anything or any one. It’s a harrying experience, that’s for sure.

Now, there are some methods, some ways, some routes to take that might make you feel better, after they screwed you over like that. Having had to deal with a couple of situations like that, here’s the experience gathered on «Ways To Screw Your Former Employer, Just Like They Screwed You»! Awesome, huh?

The first thing you need to think about, is what do you have that they don’t want you to? Well, the obvious thing is knowledge. You know the inner workings of your former employer’s business. That’s some powerful stuff right there. Any and every business has secrets that they don’t want to see get out to where the competition might steal and implement for themselves – hell, any competitors might not even want to implement the stuff, but perhaps just use it to discredit or ridicule. Just let it be said – those two are also very acceptable at this point.

The other thing you probably have is knowledge about what your former employer is about to do. Thing is, plans to change things around, do something different, something new, something unique (or not) is usually widely circulated within a business before it’s even implemented, in order to make the employees aware and ready for whatever is going to happen. It’s a good strategy, but it also leaves some holes in security when it comes to someone just getting fired or laid off in the middle of things. Think back – any announced changes that you remember, know about, or have heard rumors about? Those are golden nuggets, my friend.

The idea here is to use the knowledge and information that you have to screw your former employer. That’s right – just like they screwed you. There are a few warnings going along with this, but heck, let’s leave those to the end. No need to spoil the fun (and they won’t, either, I promise). First thing’s first – how to use your knowledge to get what you want, and to make sure that you deliver as hard a punch as possible.

 

  1. Go Straight To The Competition. I.e. sell what you know straight to known competitors of the business you’ve been working in. Some businesses frown on buying info like this, but the trick is to sell it right, and to the right people. Don’t go to the first guy (or girl) you see when you get there, or when you visit the «Contact Us» page of their website. Sniff around, find some manager in the marketing department, for example. Security is also a good place to start, if you have info that is sensitive. Those guys know what to do with it.
  2. Go The Roundabout Way To The Competition. Thing is, get a job there. Heck, you know about the biz, right? So stay in it. Go to the competition, offer your services and use everything that you’ve learned from your former employer to run the into the ground, crushing them the old fashioned way – by free market forces. It’s excellent.
  3. Take Their Business Away. Never underestimate the power of consumer opinion. Write a little something something for the newspaper, talk about everything you know that your former employer is doing wrong, and make sure it sounds like the board of directors are the horsemen of the apocalypse, with the Devil at one end of the table and Death’s pale horse waiting outside in the parking lot. Post your piece online, go to related forums and shower everything you know about overtime cutbacks, firing politics, bad contracts, faulty wiring for that matter and whatnot else you can think of over those willing listeners (well, readers) of the online world. They’ll thank you for your quality information, making sure that they pick a different place to take their business, and your former employer’s numbers might actually go in the red if your info’s good enough. Easy as pie.
  4. Sue Their Asses Off. If you’ve got a little cash left over, use it on getting legal representation, and sue your former employer for everything (well, half, at least) they’ve got. In most cases, any employer that gets sued for wrongful terminations will settle the suit – it’s just the way it is. Mostly, settling is much more cost efficient than taking someone and something to court. The upside is you might get left with a lot of cash – the downside is that you’ll probably have to sign some kind of agreement that you never talk dirty about your former employer in public, or you’ll lose the cash and find yourself behind bars. Still, it’s a good deal.
  5. Plan a Heist. Now, we would never encourage anyone, at any time, anywhere to do anything at all remotely illegal. That doesn’t mean it can’t be emotionally satisfying to plan the heist of the century against your former employer. Your former employer would have to have large amounts of easily stealable assets on hand, of course, and not all employers have that. Having said that, more employers than you might think will actually have cah reserves, bearer bonds or other papers that can be worth a whole heck of a lot on hand, just in case something goes belly up. Look at Apple, for example. You’d think that they wouldn’t need to have cash lying around, but they do. Man, oh man, they do. Anyway, even if you never carry out anything that you plan, until you find that better job, paying you more money and making you forget the whole deal, it might just keep your head above the water to fantasize about it.

 

So that’s it. Five ways to screw your former employer, just like they screwed you. Granted, the first four might be the best, but I’m a personal fan of number five as well, just as a little something on the side while you tinker with one of the first four, perhaps.

And hey, if you’ve got some other idea on how you, I, or whoever can screw their former employers over, go ahead and send it my way. I’ll be thrilled.

In the mean time, have a fantastic day. If you’ve just lost your job, it means only one thing; You’re Free, Buddy! To Do Whatever You Want. There’s always another job out there, and in the mean time… there’s always heist planning. Wink wink.

{ 24 comments… read them below or add one }

Project Management Advice April 26, 2014 at 9:12 am

Here are hundred ways project managers screw their employees, think from project manager’s perspective.

DB Vehicle Electrics Home April 17, 2014 at 10:01 am

Thanks for the auspicious writeup. It in fact used to be a entertainment account it.
Look advanced to far delivered agreeable from you!

By the way, how could we keep in touch?

Pow February 21, 2014 at 9:49 am

STFU Bossmann!!! We’d knock your bloody head off in real, ya dick!

Betsy R September 22, 2013 at 1:57 am

Sadly, suing a former employer is an incredibly expensive, tedious, and emotionally draining process, and still there’s no guarantee you’ll get anything out of it. If you’re able find a lawyer who will take your case “on contingency” (i.e. you don’t pay the lawyer anything until/if you win your case), then maybe it’s worth a try. Be aware that most lawyers won’t offer this unless they think your case is a slam-dunk and worth crap load of money. And the reality is, very few work-related lawsuits are open and shut. When you see on the news that so-and-so got a bazillion dollars from their former employer for something-or-other, you’re only hearing about the less than 0.1% of cases that turn out great for the plaintiff.

And don’t forget – if you do file a suit against your former employer:
1) You can bet your ass they’ve got a whole team of lawyers who are well paid and highly experienced at getting cases like your thrown out.
2) During the depositions, and during the trial if it gets that far, you’ll have to listen to all the lawyers and all the witness they have lined up against you (and trust me, they’ll make it their mission to find and/or coerce former coworkers, bosses, even random work acquaintances) talking about what an awful employee you were. Even if you were a great employee, they’ll manage to find people to say otherwise.
3) If you don’t win the lawsuit, or even worse if they counter-sue you for court costs (which happens a Lot!), you might end up feeling even worse and more depressed than you did before the whole sausage factory started up.

My suggestion, unless you have a lawyer who will take your case on contingency, and unless you’ve got a basically slam-dunk case, your time and effort might be better spend on counting your losses and focusing your efforts on moving on. Not that it’ll be easy, and you’ll probably feel like crap for quite some time. But as some old dude once said a long time ago, “The best revenge is a life well lived.” (I like to imagine he was flipping someone the bird when he said that).

Summer August 18, 2013 at 6:04 pm

I was a Program Director at Miller-Motte Technical College in Gulfport, Mississippi. After struggling with bullying in the workplace and several documented communication issues, I contacted HR in March 2013 after being told by my Campus Director that I should “try drinking with my Director of Education” (my direct supervisor) and “maybe we will be able to communicate better.”

Within days of contacting HR, I was then suddenly written up for hosting a fundraiser at my home for my school club that I was in charge of. The write-up stated Student Fraternization. This shocked me since I had flyers up all over school and had invited all of the management to the fundraiser, and they never said a word about it being inappropriate. I filed a complaint with the EEOC, who contacted me and said that I would have to get proof that another instructor held a fundraiser at a home and was not written up. I could not prove that because I was the only Program Director on campus who was responsible for fundraisers, etc., at the time.

I then contacted HR again about the write-up, which caused uproar at my campus. HR came to the campus and told me there was nothing they could do. I heard my supervisor say, “Anyone who contacts HR is digging their own grave.”

Students are constantly being mistreated. Example: Student A:

As Student A’s Program Director, I picked the site I wanted him to be sent to for his externship. The Director of Employer Relations contacted the site right before his externship began and discussed with them how she felt about him. I did not know any of this had occurred until after he was hired and then fired at the end of his externship. Apparently, this director had forgotten the conversation she had with the site in the beginning, so when we both sat down and called them on speakerphone to find out why Student A had been fired, they reminded her about what she had told them and said that they had “really taken it to heart” and was “never planning on keeping him based on what she had told them.” I was told I could not tell the student why he was fired because it would “look bad on the campus.”

Another example of what I had a problem with was there is an “attendance policy.” However, if the DOE “liked” the student, she would disregard the policy, however; if she did not “like” the student, she would not. Records were constantly being altered, changed and removed whenever Corporate or ACICS came so no one would know what was really going on in the office. In fact, when the Director of Admissions took over as “Acting Campus Director” but still is the director over admissions. When this happened in April, she let all the rules dictating the admissions side go which negatively affected financial aid. When the Director of Financial Aid reached out to HR for help, the DOA and DOE wrote her up.

It is the same situation with instructors. If the DOE “likes” you, you can write an assignment on the board and not even show up for class. Our last registrar resigned because she could not stand to work for a “bully” who let some instructors “write assignments on the board several days a week and never show up for class.” This treatment was constant and was what I was trying to get help for from Human Resources. However, I learned my lesson – HR works for the company and has NO interest helping.

For months, the management team constantly harassed me to the point of me go home in tears daily. I even had to begin seeing a psychiatrist weekly just to be able to continue my job. I felt that they were trying to get me to quit, and I decided I would not, because they would win, so I drew strength from my family and friends and went to work everyday with a smile. I have all emails and a paper trail of daily activities, along with recorded meetings where I was told that they “would not be willing to help me” while my active-duty Navy husband is deployed overseas, and that perhaps my “stress” from his upcoming deployment was the real issue at hand and maybe I am just not “happy” anymore and that is why I was really contacting HR. The regional director even showed up on campus when I filed Military Family Medical Leave Act paperwork for my husband’s upcoming deployment. I filed the paperwork because I wanted to be protected since they had not worked with me with his previous deployment. She told me I could not file that paperwork and that the campus would not have to change my schedule or work with me because of his deployment (I have three small children) because as a Program Director, I am expected to work 12 hours a day, six days a week and if I could not handle that, then “perhaps find should consider finding a new job.”

When my husband was deployed for seven months to Afghanistan last year, I went to the Director of Education about my schedule (they had me working from 8am-10:30 pm) and she said that she “didn’t know what to tell me.” I had to have my mother move in with me to help take care of my children because they refused to help me. After contacting HR, my schedule went from four days a week to six. When I questioned the sudden change, the Director of Education said I was salary and she could work me as many hours as she wanted. I was then forced to come in on my day off to teach other instructors because the school did not want to pay for training. I was told that I either did the training or I would be forced to teach ALL the classes in my TWO programs. I had no choice but to do the training. I did not get paid anything for the extra time on campus, and when I emailed once to say my daughter was sick and I could not come in (not on a day that I had previously been required to work) I was told by the Director of Education that I would have to use a Sick Day to be off that day, even though it was not a day I was even supposed to work.

Fast forward to the last week of June 2013, a student called me on my cell phone (I was on vacation in another state) and told me about some issues she was experiencing at her externship site. I told her I would contact the person in charge of that for her. I called this person who told me the situation was dealt with. I assumed it was taken care of. Several days later, the student called to let me know she would not be going to the site that day because her father died. I encouraged her to keep moving forward with her studies and she was so close to graduation, to not let these setbacks get her down. I documented the contact with the student in our official student system – CampusVue. I went to the acting campus director, and let her know all of the contacts that I had with the student. I told her that I had not given the student any information regarding the externship site because I really did not have any information. I then told her that I had encouraged the student to keep moving forward and not get defeated. I then went to speak to my direct supervisor and expressed how I felt about the student contacting me, and how stressful the situation had been for me. She encouraged me not to give students my phone number because students would feel too comfortable reaching out to me since I am so easy to talk to. I told her that I struggle with knowing where “the line” is because as an instructor, we are encouraged to bond with our students so we can help them and in other words — keep retention rates up. I asked if it was against the rules to give out my cell phone number, because if so, I did not know that. She said it was not against any policy for the company, however, I may want to change the way I interact students because now students were coming to me with personal issues and it can become overwhelming. I told her I understood and would begin trying to recognize when I am opening up too much with my students.

The morning of July 11, 2013, I was making coffee when the Director of Admissions and the Director of Education were standing nearby discussing a student. The DOA stated to the DOE that they had not gotten her GED and because of that, if she did not pass, they would have to refund her money. The DOE stated, “Why would we have to do that? There must be something we can do to keep from refunding her money.” As instructors, we were encouraged to add participation grades, etc., for situations like this for “retention efforts.” Whenever I brought up concern to Career Services or our Regional Director, I was told that I “care too much about the students and not enough about the numbers” and if I kept complaining, I would be “left behind.”

At 3 pm on July 11, 2013, I was called into the office by the DOA and the DOE and was told that I was being terminated because “students like me too much” and “students think of me as a friend” and since I had a phone conversation with a student on my personal phone, that is considered fraternization. I know that I was terminated because I kept complaining to Human Resources regarding the actions that are occurring on this campus. Now, instructors have been forced to teach my classes and they have no idea how to teach them and have not taken the requirements to even teach them. One of my classes – Medical Computer Applications – is a specialty class that Delta requires several classes before you can teach. The instructor they forced to take over actually walked into class and stated, “I’m sorry, I was forced to teach this class and I have no idea how so we won’t be doing anything.” Now, they just sit in this lab that should be a vital learning experience for their careers.

If they were going to fire someone, it seems like they would have been somewhat prepared. And, I had 6 classes — just about all of them, I was the only one qualified to teach. I also taught an AAPC CPC Certification Boot camp (on my free time), which is no longer offered. At this point, this college is NOT giving the students what they need to be successful. I attempted to do this, but was punished every time I tried. I just hope someone from your agency is able to go in and fix the problem, because as long as they are collecting these peoples’ money, they do not care. In fact, this campus is charging a $500 fee per term but offers no explanation for it. When I asked about it, they called it a “program fee” but they said most campuses do not charge anywhere near $500 and I asked why we were and was told, “because these people are too dumb to know better.”

I have filed and EEOC claim, and today I started receiving harassing text messages from my former director. It just keeps going on and on.

Tom August 4, 2013 at 1:16 am

My employer lied too the police office saying that there was no threats made from my supervisor and he wasn’t there too see that happen I am so glad that I have him on that lie when I see him in court the police statement will show discrimination on the boss`s part cause when my supervisor ordered me to go home without a witness … and he yelled and grabbed the broom off my hand and he t.old the police that I wasn’t working … is his first mistake not realizing what he was doing on impulse he is suppose too document me and give a chance and then he can fire me with a witness seeing what I am doing the best part is him grabbing the broom of my hands and pointing me out with the camera recording it what was happen in the workplace and me emailing the police office if he had looked at the video which he didn’t get offered by the owner too see it the owner of the company wasn’t there when the incident occurred and that statement he told the office will bite him back on discrimination threw the human rights board my supervisor acted as a racist and ordered me home …. just because I was asking about my hours and my pay and learning that a employee with less seniority was getting a dollar more then me and the vehicles safety concerns I had … he was in malice of his authority

HBM August 2, 2013 at 9:39 pm

HBM Americas ….. enough said. Anyone or anything involved with this company should leave. Most unethical business practices I ever experienced. I called them out…….they locked me out of the building for it. Way to do things right.
If your a customer save your money. Most of the time your 30 thousand dollar piece of equipment will be spent in the repair department. True story…..
And FYI they are a baby company of Spectris……I feel sorry for them and that investment.

pisst off June 27, 2013 at 12:25 am

I’ve workt at a welding shop For ten years …….
Started of cleaning the toliets.workt my way up to lead welder .got fired today because i cant work sat
.

big bob April 26, 2013 at 4:34 pm

only a complete tool would call himself bossman……ha ha (before you even think about some smart arse reply, yes im called bob and im of the larger variety of man I.e. big)

KPMG April 23, 2013 at 10:43 am

Somebody plz SCREW my employer KPMG!!!!!!!!!!!!

Roslyn Johnson March 18, 2013 at 4:06 pm

I would like to tell my employment story to a newspaper in the city where my employer lives.
She promoted a very hostile work environment but subsequently has a Linkedin thread praising herself to the gods….superficial….yes. How legal would my story be to a newspaper i have all kinds of evidence.

Geoff March 13, 2013 at 7:13 am

Wish I knew where bossmann worked, even if I didn’t work for him I would screw with his company. Decent employee? Employees make an organisation. Without people you got nothing. Nothing.

My story. Well I had issues with my boss, stupidly went to his boss, and then it became my problem again, only worse. So I thought, do I screw with the boss or the company? Answer, the company is full of pricks, so I thought I would screw with them. Searched around the internet, found a link to a hackers website. Loaded the whole email list onto the website, and then gave them ideas on how to break into the email server. Oh boy, the spam the spam and other stuff. Cost absolutely millions.

SS March 8, 2013 at 12:07 pm

Not everyone are treated fairly, “Bossman”, even if they DO have ethics and ARE decent employees.
Oh, and *whining.

Bossman March 8, 2013 at 8:07 am

You guys are a bunch of wining pricks, and I’d fire you too!

Instead of complaining, why don’t you find some ethics, and be a decent employee? Then you might be able to hold onto a job!

M Harris March 7, 2013 at 7:31 am

I left because my employer told me I was useless, said I was more or less redundant from the day I started. When I left they wanted to know where I was going, I told them I was going private consulting and they laughed. I rounded up heaps of ex customers and offered them a deal, that I could look at each quote and save them money. In return I got 10% of the savings. At last count, I was costing my former employer $75,000 a month in lost margin. I should make about $90k this year for working 14 hours a week. The ex boss has gone from a Euro car to a Ford. I love it.

jim January 11, 2013 at 6:38 pm

well, i did start the process to sue the company for back pay and personal expenses I used to close the company that were never reimbursed. The problem is…. I successfully closed the subsidiary on behalf of the company and in record time but the other 2 subsidiaries have yet to be closed. The CEO was responsible for closing the other 2 subsidiaries and he took his “bonus” and ran because he knew how much was left in the companies coffers (very little). I had no access to that information. This left the closing of the other two subsidiaries to the board of directors. When I began the process of suing the company for backpay and reimbursement of personal expenses I found out there was very little money left. I asked for exactly what was owed myself and my partner (about $16,000) knowing that there wasn’t even that much in the company bank account (the corporation had already been legally closed) I was working with a lawyer. Here’s where it gets interesting. Up until this point the board of directors had agreed to pay us but asked us to wait until the other subsidiaries were closed (again, remember that I had no idea that there was so little money left in the bank account and the people who had access to this information, the board of directors and CEO, were not telling me.) I continued to press to get paid and then suddenly things got very ugly. The board of directors started sending very strange convoluted emails to me accusing myself and my partner of corruption and not accounting for funds etc. I countered each and every accusation with verifiable evidence (emails, bank statements, accounting statements) showing that the all the accusations were false but the accusations kept coming. I kept responding but also realized that 1. the board of directors was just trying to scare us, none of the accusations were true 2. the “evidence” that the board of directors emailed me would never hold up in a court of law. They were doctored excel sheets. All of the aforementioned activity took a lot of time and energy. I moved forward to take the case to court and finally, when the board of directors realized I was serious and couldn’t threaten us they made a very low offer to keep the case out of court. I countered knowing, by this time, that there was only about $11,000 left in the bank account. In the end we received (after legal fees) about $5000. It was hard to accept this but I had to weigh the settlement against all the time and energy I was putting into this while trying to make ends meet and work and feed my family. Had we gone to court I only could have recouped what was in the bank account. I would have had to have paid more legal fees and I would have had to have traveled out of state. The expenses would probably have been at least another 2 thousand dollars to take the case to court. Even though it would have been very satisfying to take my former company to court I had to weigh that against:
1. the additional expense to take them to court
2. more energy expended
3. time away from my current job and family

My problem is I am still bitter and resentful. I do I get rid of these feelings and get on with my life? I certainly appreciate having this forum to at least have a chance to express my grievance.

SS January 11, 2013 at 3:07 pm

Hey Jim.
Thanks for your comment. One question though… what’re you gonna do about it? ;)

jim January 10, 2013 at 8:29 pm

thank you for the information. My former employer was the worst! The company made many unverified claims about being socially responsible and about helping people in developing countries by buying their product. The truth is it didn’t. The company lied about everything. Furthermore this company tricked shareholders into investing millions of dollars in the company and lied to many financial institutions in order to borrow millions of dollars. Did the company make a profit? No! Did the shareholders receive their money back or a dime in dividends? No! Did the company pay back the financial institutions? No! The loan was insured by the US government so the burden falls on the American taxpayer. The “little” people who did all the work were not paid their state mandated severances and some employees were not paid for their final months of work. Guess who walked away with the most money? The CEO! He trashed everybody in the company and got the company to pay him a hefty “bonus.” This is what kills me. I watched while myself and others who were not getting standard wages work our butts off to save the company yet the person who was the cause of many of the problems and the person who sucked the company dry was able to walk away having milked the company of millions of dollars. The CEO is one of the 1% that is so often derided in the media. I get it…. I saw good people working hard while one person took all the money.

Bemi Semi October 11, 2012 at 10:42 pm

AT&T has begun using temporary staffing agencies to literally wage war on their employees. At&t, based in Dallas, TX, and their vendor manager Kimberly Wolfram, in concert with Pinnacle Technical Resources, has allowed the creation of some very abusive employee labor practices in an attempt to drive down labor costs and maximize profit. I am sure AT&T’s board and shareholders are happy with this new approach.. That is until they get sued of course.

As many of you know by now, AT&T has gone to great lengths to maximize profit and one of the main ways the company has been working to do this is by finding inventive ways to undercut their most prized asset: Their employees. Number 1, AT&T has strategically located their corporate offices in Texas, unarguably which is the most employee hostile, union hating state in the United States. Companies strategically relocate to Texas when they are looking for ways to “legally” undercut their employees and Texas has more than obliged them the ability to do this.

The South afterall is Republican dominated and that means the South has solidified itself as a place where companies are at a great advantage in employee/employer negotiations. As an employer in the South, especially Texas, the playing field is skewed. AGAINST YOU. You can be fired if your manager doesn’t like your hair. As a matter of fact, I once had a manager from AT&T tell me that.

Back to topic however, AT&T with the assistance of Kimberly Wolfram and PInnacle Technical Resources has managed to cut their labor costs for Tier II Technical Associates, based out of Dallas, TX, down from $24.00 per hour to $11.00 to $12.00 per hour. Overnight. AT&T managed to do this by employing some extremely ruthless cost cutting measures. First, AT&T has simply stopped hiring permanent, full time staff.

The good, ol fashioned AT&T jobs where people could once raise families on and send kids to college are becoming a thing of the past. AT&T has cleverly devised a way to use temporary staffing/contract labor in perpetuity by hiring temp agencies, most specifically Pinnacle Technical Resources, to staff all of their Uverse Troubleshooting facilities. How AT&T and Pinnacle managed to do this, however, is troubling.

When Pinnacle Techical Resources was competing with several other temporary staffing companies for AT&T’s business they placed a high standard in the quality of their employees. You had to have technical experience and Pinnacle paid well at $17.00 per hour. This was a fair pay for this position as AT&T were paying their own people over $25.00 per hour. However, unlike an actual AT&T employee, the PInnacle Technical Resources employees were not given any health benefits of any kind. They also had no “basic” assurance of job security as they were not union so that no matter how hard they worked, how devoted they were to their job, how many hours they put in each day or the quality of work they produced they could be terminated on a whim by the sole discretion of a manager. No reasons given.

After AT&T made Pinnacle Technical Resources the sole contractor providing temporary work, AT&T also took another telling step in making sure they wouldn’t have to worry with the “dastardly” union again by making this move permanent. AT&T has partnered with PInnacle Technical Resources to have them completely manage their Tier II Technical Support Operations, even giving Pinnacle Technical Resources the ability to hire their own managers and to have their own trainers, as AT&T was flying down trainers for every hiring class they held.

The Pinnacle Trainers assured that the company would not have to even make the pretense of trying to keep employees as the trainers were regular (although Temp) 9 to 5 employees who trained a new class (even though slots were not even available) like clockwork every few weeks. When Pinnacle took over the operations, in typical temp agency fashion the pay suddenly plummeted. Pinnacle Technical Resources no longer required technical “experience”for working these advanced level troubleshooting positions.

If you had a pulse you would be hired. Pinnacle started hiring teenagers and people who had no technical aptitude whatsoever quickly and putting them through the training classes which were insufficient as Pinnacle Trainers were temp, not being paid well, and did not have the same expertise or motivation as AT&T’s own trainers who had worked for the company for years and were vested with the firm. These “new” employees lacked motivation, were paid far less than AT&T’s own people at an hourly rate of $11.00 per hour to $12.00 per hour (as opposed to the $24.00 +) and did not have any customer service experience.

On top of this, the last class of individuals paid by Pinnacle making $17.00 per hour, before Pinnacle dropped the rate to $11.00 per hour, suddenly saw their contracts change and they were all informed that they would have to take a pay cut “or else”. Many quit. Those who chose to stay were eventually fired by Pinnacle Management on trumped up charges. Many of whom were solid, stellar, long term employees of Pinnacle/AT&T who had met their metrics “Faithfully”. When you work for greedy, money hungry companies the normal rules of employment simply don’t apply. This was a painful lesson I learned at AT&T.

AT&T was making all overtime mandatory and unlike AT&T’s unionized employees who were all able to leave after working the two hour mandatory overtime, the temporary associates could not. During these often 12 hour shifts, temporary staffing workers were given a one, 4 minute restroom break. They could not determine their own lunch times or break times, and AT&T’s scheduling team would intentionally schedule these people for early lunches and breaks practically at the start of their shift.

This made it impossible for these people to have “any” breathing time during high work, highly stressful days. You were literally glued to your seat. If you moved, you could be fired as the calls were all automated. Many people started to quit as their legs and ankles started swelling up. When I asked to have my breaks and lunch times adjusted, I was blew off by Pinnacle Management, who honestly seemed terrified of Kimberly Wolfram and AT&T.

It was around this time that temporary staffing employees were told they could not miss a day for any reason, even a doctor’s visit. We were told that even with a doctor’s note, the day would not be excused (even though as temps it was still without pay). Pinnacle’s management was also heavily hostile to employees. Many of the management were inexperienced and making only $16.00 per hour. I would often hear my manager say that in Texas, as an employee, we had no rights.

What happened around this time is as soon as work started to slow, evidently AT&T gave the word to Pinnacle to cut heads. There was only one problem however. Pinnacle was still running class after class through in Training. This at a time when work was slow, and all the seats were filled. Suddenly Pinnacle managers started to quickly fire people. On anything they could find. Absolutely anything. Mistakes which were made months back and known to management and corrected by the employee were suddenly all relevant again. Managers at this time who had never worked the phones and did not how to handle calls would intentionally give employees bad info and when the call came back these same managers would suddenly hide their hands. So much so and with so many complaints from employees people were being told to place the manager’s name in the system.

During this time, I saw seat after seat empty around me. Good employees. Long term, hard working and dedicated employees. All marched out without a moments notice on trumped up, frivolous charges. Several seats emptied in one day, twelve seats the next day, and so on and so forth until it wasn’t many of us left. Pinnacle Technical Resources did not even have the decency to call this what it was which was a “Layoff”. They chose to fire dozens of people suddenly on anything they could find to keep their unemployment costs low. This was cruel thing to do to people. People who had worked so hard for not just pinnacle but AT&T.

I lost a LOT of trust in American Corporations when I saw that happen. These companies are not loyal to their employees and whenever they can they jump at the opportunity to screw the living daylights out of the people working for them. I suffered serious health problems while working for AT&T/Pinnacle and the job aged me tremendously. After I was fired/laid off on trumped up charges, after the seats around me were emptied to the point no one was there to really witness me leaving, the days after seemed like a blur. I had recieved so many recommendations from management about my job quality.

I had been approached several times for a managers position which I had declined. I knew that the charges were trumped up, however, by this time I knew the way Pinnacle operated and it wasn’t good. When I filed for my unemployment, and I had my first interview, the man mentioned that the company had alleged “misconduct”. The Texas Unemployment Officer listened to my story, heard my passion, and ended the phone call. I was approved for my unemployment. Pinnacle had terminated so many people so soon, even those who were following “written directions” by management that later turned out to be wrong, that the Unemployment office was approving their claims anyway.

Later on, I found out that Pinnacle Technical Resources hired a company out of New York, Barnett Associates, a law office, to fight each and every unemployment claim, regardless of the merits. The company was looking for a way to lower its cost and if that meant screwing an employee they new to be a good employee, oh well.

One thing that will always stick out to me was the willingness of AT&T and Kimberly Wolfram to turn a blind eye to the employee abuses which occurred and is occurring under Pinnacle Technical Resources. Also, the willingness of Pinnacle’s managers, Mark Helm, Mike Smith, and others to allow these abuses and be a contributor to various employee abuses all in an attempt to keep their jobs. Mark Helm, the sneakiest and most abusive manager in my opinion of them all, was promoted by of all, Kimberly Wolfram, who turned out to be his partner in crime. Whispers, secret meetings, plotting and planning their company takeover and domination, must have worked for him. Because he recieved what he wanted which is a permanent position with AT&T. All while screwing others to get there.

I say to all of you, don’t do business with AT&T. Boycott with your money. Boycott AT&T with your $$$. They have shown they are willing to screw labor laws and fuck their employees and ship good American jobs overseas while bringing back crappy, underpaying ones (the ones they do bring back for media attention) and they don’t care about us or you.

Americans WAKE UP! Stop doing business with companies that market there products to you while shipping jobs that could benefit you and your family/friends all to other countries.

Shame on AT&T. Shame on their unethical manager Kimberly Wolfram/Mark Helm/Mike Smith and the worst abuser of them all (with AT&T’s permission of course) Pinnacle Technical Resources.

AT&T was once listed as the #1 employer for blacks. Now it should be listed the worse as it was mostly BLACKS that were getting screwed in this deal while white guys like Mark Helm and others were all being rewarded with promotions for their systematic abuse, neglect and racism of black workers.

This listing is based on my experiences working for AT&T through Pinnacle and is my opinion which I’m entitled to by law.

Pinacte October 11, 2012 at 10:39 pm

There are many crooked and corrupt employers ran by crooked and corrupt people. I live in the South, especially in Texas. I worked for Pinnacle Technical Resources as a contractor for AT&T. This company allowed the abuse and exploitation of its workers. It’s managers, specifically Kimberly Wolfram and Mark Helm, Mike Smith kept employees in fear using intimidation. These people suffered from what is known as the “Emperor Syndrome” where the rules applied to everyone but them.

We use to get called into meetings at this company and their management would tell us that because we were in Texas we had no rights as employees. Unbelievable.

Someone needs to do something about companies getting away with abusing their employees and setting up their employees and terminating their employees, even very good ones, when work is slow and finding cause when it is suppose to be a layoff.

Al Kukla October 3, 2012 at 1:00 pm

Another viable payback is to picket, on public lands, the employer. Major intersections work for a while until the law steps in, but there many places if you use your head!!
Thanks for the advice….I meet with my attornety today.

Phyllis Worth September 30, 2012 at 6:12 pm

I was on the job for one week and one day. The day before I was let go I was told what a great job I was doing. The next day (at the end of the day), I was told not to come back. WHO DOES THAT!!!???? If there is a way that someone can discredit Miracle Mile Shops management, please, please let me know. I would like to let the shops and restaurants know in Miracle Mile Shops to be very careful, be very careful!!!!

Lisa Erickson August 16, 2012 at 6:18 pm

Thanks so much for the information I may try a few of them. Thanks

matt July 5, 2012 at 9:08 pm

Im currently trying to find an attorney do to the fact i was retaleatied against and harassed by my former employer and in the end fired. At first it felt like the world just ended. But now its getting better. I dont have to go back to that place ever. Reading this made me laugh while dealing with trying to find legal help

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