This specifically relates to the Diabetes sector, located in Northridge, CA
- Management openly hostile to employees
* Would yell at employees in public areas/cubicles, where everyone could and would overhear
* Would belittle employees for a lack of perceived movement on projects, comparing employee performance to their own.
- "Why did this take you X days/weeks? I could have done it in a few hours!"
* Would often give incorrect instructions to complete a minor task. Task would then take more time to complete, resulting in previous point's issue once completed
* Refused to give positive performance evaluations despite proven performance
* Refused to give promised promotions, despite employee meeting all requirements (both time and experience) to achieve promotion
* Refused to acknowledge employee performance over and above required time (lots of night and weekend work demanded, but never mentioned upon completion of project)
* Reprimanded employees for issues unrelated employee performance
- E.g. - another department updates their policy which hinders document creation or approval; employee is admonished for not knowing this, despite the same or similar document being previously approved with a similar issue.
- E.g. - Another department/group is having delays accomplishing their portion of a project, with management initially acknowledging the issue. Once Program Management asks management regarding delays, management points to the employee and claims they're "Dragging their feet" in getting the work done, without employee being present at the meeting
* Gives high performing employees improvement plans, only to fire them once the plan seemingly is failed to be achieved
- Plan metrics decided on by management, and improvement criteria solely based on management's judgement
- Upper management seems to be unable or unwilling to resolve issues with middle-management
* Issues with management abuse taken to upper management, with UM interviewing numerous other group members. No actions were taken, and management abuse subsequently increased, leading to the assumption that knowledge of the complaints were leaked to management.
- Quantity over quality mentality means churning out new product every year, despite known drawbacks
* Serious issues with devices as well as documentation practices were cloned in subsequent iterations of products
* Aggressive schedules with little allowance for delays require unpaid and unacknowledged overtime
* Lack of customer input to group functions means little to no drive in product improvement, over what management deems necessary
- Pay is not on par with other opportunities in the area
* Employee with 10+ years with the company, and 20+ years experience paid less than Sr. engineers at other companies in the area
* Employee with 8 years experience and advanced degree purposefully held at an entry level position, no reason given despite years of promises of promotion
* Employee who gained a degree while working there was never given a promised promotion and transfer into an engineering role, despite doing the work but being paid significantly less than an "entry level" engineer.
