Job Title: Clerical
Location: Richardson, TX
Submitted on: 06-Nov-04
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Working at MCI was a great place until around 2000. The first of the
reduction in force (RIF's) were people with performance problems. Then
management started using the RIF to settle personal issues. In
Richardson, TX Human Resources have turned a blind eye and shortly they
will answer to government authorities. No longer will they they be able
to ignore requests from the EEOC for information or refuse to
participate in mediation. Racial slurs are being said by Senior
Management at the entrance way to the building. Other minorities are
told by management the INS will be called to the building because I'm
bored. (Racial Discrimination). If you report it to Human Resources
they give you a business card for a head hunter and tell you to
contract them. Within weeks you are RIF. Management remarks such as "
If she were my wife she would be home taking care of the twins" are
followed within 12 days the female employee is RIF. (FMLA violation)
Nationwide some upper management positions have been demoted to lower
level positions. Great for the manager because they get to keep a job
and the same pay. It does not make sense to RIF a lower level position
that pays 42K per year and replace them with someone making 150K per
year. That's right 108K more per year for the same job. The problem
is they do not bring the other people doing the same job up to the same
pay. Equal Pay Action violation. MCI is still doing some funny
business with accounting in my former group. Age biased jokes are
common. Security had to be called due to one female supervisor holding
hostage an employee in a conference room. The supervisor was yelling,
screaming, waving her arms blocking the door. The employee was backing
away from her. It was obvious the supervisor was on the verge of
attacking her. Two days later the supervisor spit on the employee.
The employee went to Human Resources and within 2 weeks the employee
was RIF. If for some reason the are not in the IN CROWD, you are RIF.
The next day someone from another group is in your position. They
don't know anything about the position other than the fact they have a
personal relationship with your management chain. Granted in these
times it is necessary to RIF employees. The RIF's should be based on
performance. What other company do you know of where a director can
take a swing at someone under him on company time, premises and remain
employed? The employee is RIF two weeks later. What other company can
you report inappropriate physical contact by a supervisor and be
advised, "I don't want to hear about it, It didn't happen". Older
employees are RIF and with 90 days the same position is fill with a
younger less qualified individual. (Age Discrimination)
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