| August 7th, 2004 |
I've quoted from this older document a few times: CTO Goals.
This is a particular grudge document for me. It states quite clearly that the CTO himself made "Quarterly Report and Goals" a priority for my department. These goals were my manager's priority at every one-on-one meeting. Yet one of the official, documented reasons that I was terminated was that I "needed Goals". I needed them because they were all my manager cared about! I still can't believe HR got away with documenting that as my (obviously fake) reason for termination.
For the Kaiser employees who read this blog: think twice about following the directions of your manager. HR can and will use following directions and/or corporate policy as a reason for termination.
Edited to answer a question: There were two other reasons for termination that were documented on the final "decision" letter from HR. They were both phony as well. One is that I sought project training (which somehow wasn't a "fit" in an office made up of project managers): this was a lie - I have an email showing that when my manager asked for training options, I preferred technical training (and I'd have more than one email showing that if the rest hadn't been shredded by HR). The other reason was that the job description itself had shifted: that's just a flat out lie. My job had never changed, I was never informed of any imminent change, and I'm willing to bet I still had the skills for whatever changes they could have fabricated.
The HR policy I want to see is the one where managers who are caught lying to fulfill a personal agenda are obligated to make a public apology to the person or persons whose lives were damaged by their unethical behavior.
Be the Swirl
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