The abuses and violations by sr. management and HR toward their employees continues to distress me. For a company who desires an impeccable solid gold reputation, their behind the scenes behavior toward their employees is unprofessional at best, and often illegal, discriminatory, and in violation of many EEOC and DOL laws at worst.
If we can't trust leadership's guidance in this regard, how far should we trust them in the compliance and credibility with regulators and the capital markets?
Among the most grievous examples that I've personally witnessed, and those which prospective employees should consider prior to joining:
1. Misrepresenting job functions, bonus structures, and upward mobility to prospective employees. Additional high level trainings are empty promises. Dead-end jobs are woven into the planning process.
2. False promises to employees about promotion processes and promotability are the norm.
3. No rhyme or reason to performance reviews - despite clearly communicated processes. Bad managers can simply skip the review process - this assists them in hiding their poor behavior and lack of management skills which would otherwise become evident. I've even seen managers falsely electronically sign acknowledgment of a review, on behalf of the employee, when no review was ever provided to the employee.
4. ADA and age discrimination, violations, and retaliation from sr. management is a constant problem and is freely accepted by HR whose sole job is to circle the corporate wagons and protect their sr. managers. HR is no friend or supporter of the rank and file employees, only sr. mgmt. ADA violations and the coverup by HR are particularly troubling.
5. Dismissive, disrespectful, disposable, and often abusive attitude toward offshore teams. False promises are the norm and mobility is nearly nonexistent. This is a known problem across all Moody's offshore divisions and teams - yet we continue to sell the lie to employees who do some of the heaviest lifting of true financial expertise.
