Micro Center reviews

Hours are retail and are going to vary weekly. They do their best to accommodate employee needs, but at the end of the day retail hours are not for everyone. It is a commission structure in pay, this to me is the reason I have worked here as long as I have. I have been very successful, but I am self driven and have made many long time repeat customer relationships that have paid off greatly over the years. If you are not a driven person in the sales field and self motivated, commission sales in this type of industry may not be right for you.

These events that I am writing about took place in the Yonkers store while I was employed as a Technician I. I left over two months ago (voluntarily) but got up today feeling like something wasn’t right. I’m still job-searching, and the person who was the source of all the events of abuse documented is still employed, and is even being protected by management. I can’t fault them at all, because they are new and weren’t there when these events occurred (managers for managers, right?) but at the same time I didn’t feel right letting it go as if I am to blame. All events (Microcenter – if you are listening) are verifiable if you ask the technicians and the knowledge experts that work there. I am not going to sit on a day that I should be rewriting my resume to write a ten-page word document outlining the abuse that I experienced for nothing. I am not the only one at the store who has experienced and has been affected by this. Other technicians have had outbursts about her behavior (verifiable) but only after a prolonged, well observed and documented stream of harassment that for any reasonable human being would be way too much to deal with – even in a work environment. We have all dismissed slights against ourselves and not gotten all hot-headed about everything that’s been said to us, but this all happened since we got a new Service Manager. I was enrolled in a college course and had to write to my professor – after asking him for extensions because work was getting to me and affecting other areas of my life, and I was trying my best to deal with it, just come in, do my work, not say anything, and just wait for what’s going to come out of my managers head, which for months, wasn’t anything good – that I was in a job right now that isn’t very good and it’s taking a toll on my ability to get things done, and that I have to drop out of the course. All A’s up until that point. He understood exactly where I was coming from, and after knowing that I was going to fail on purpose because of my situation, offered to use what I had already done when I enrolled again with him on his next class so that I could just finish what I had started. Tuition out of my own pocket, of course, flushed down the toilet – and for what? My health started to suffer, dreading the environment that I would have to sit in daily, having someone almost spitefully come up with something as if they had nothing better to do. The sad part about what I am saying is that it is very real in the American workplace, and goes unreported on a wide scale, and it feels exactly like I said – and people deal with it because, well, bills must be paid, and people need to work. I have done some research on toxic environments, and some authors are of the opinion that “Being a Micromanager”, “Harping on Failures and Weaknesses”, and “Poor Communication”, were three of the top ways that Managers create environments that contribute to less than stellar employee performance. If that’s not enough, there were telltale warning signs of “Seething Disgruntlement”, “Inconsistency in following policies”, and “Physical and emotional health effects” that were obvious to myself and those that I worked with. (I would post where I found that information but it's against Glassdoor's policy to post web links, but do any research on toxic environments and you'll get the idea.) I felt targeted after a while – a few of us did in the department – because outside of any reasonable malicious wrong that was done – say, disrespect a customer or something – how could you just create problems out of thin air to somehow (in my opinion) feel that it contributed to the shop and the store being more productive? I resigned because I couldn’t tolerate the constant, persistent disrespect that was being shoveled week after week. I resigned because my health wasn’t worth the abuse that I was being put through on a daily and weekly basis. As you read this post, you'll understand one key point: I took all those computers off the shelf and went through them because they had to get done, and it was wrong to have customers wait for ten days if it didn’t even take that long, and would eventually cause more work for me when I get interrupted to get up from my bench to look for a customer’s computer after seven days and tell them what the status is (it’s in progress) since no one bothered to give them a call. That happened for almost two out of three calls. I was an employee that came in, did my job, and went home. I felt compelled to write this because I wanted my voice to be heard. This isn’t about every Microcenter that exists, but this is certainly about the store that I worked at, and it happened. Three topics before I begin: 1) Your employee handbook states that they believe every employee should receive an exit interview. I did not receive an exit interview. (verifiable) 2) On my last day of work, I was supposed to be processed out of the system so that I would receive my final check two weeks later. I was left in the system only to come back two weeks later looking for my final check to be told that I was still in the system as if I had been working there for the last two weeks. I was then processed out of the system and told “You’ll have to wait two weeks for your final check.” So now I’m going to wait one month – one month and a half after I submitted my two-week notice - AFTER my last day of work for my final check, and NO ONE so much as thinks that it is a problem. Interesting. Did it happen on purpose? Couldn’t have. We follow the G.E.A.R. Things like that don’t happen ON PURPOSE. Nah. I did, coincidentally, catch the HR representative at the store that day and told them about the situation. I was told that I would have to be cut a check and have it sent FedEx to me. It happened, and I got it even if it was three weeks afterward. I contacted payroll at the home office (as I was told to do) so that they could verify my address to send it to me, and asked them what had happened. They told me that for some reason I wasn’t closed out of the system, and since it didn’t happen the way that it was supposed to (that someone didn’t go in the system and do what is supposed to be done for employees that resign) that they had to cut a check outside of the regular pay processing cycle. (This is all verifiable.) 3) I was told that I was eligible for rehire. I applied for a warehouse position. That was 30 days ago. I kept being told that “the check is in the mail.” After 30 days, I guess it’s still on its way. On the day that I submitted my resignation, I had a bench full of about at least 11 computers on my bench. Two days prior, we were so short-staffed from callouts and people being off, and there were only two people in the shop. We couldn’t get any work done from all the phone calls that we had to take and all the running around we were doing ALL DAY to find computers that customers were calling in on that had not even been touched yet – not to mention customers that wanted same day installs for hard drives, memory, cracked screens, antivirus, new system setup, etc.….and all of the other customers who complained about their computers not being ready after ten days, when we told them they would get a call within three to five. Most computers will sit on the intake shelf for double that time because technicians could be selective and take what they want, and as for the rest of what’s on the shelf, “it’s not my problem” was the prevailing attitude. Most of what came into the shop was not “incentive” work, but work that was tedious and needed to be done anyway, which would be ignored about 95% of the time by technicians. Myself and another technician would repeatedly – especially on the weekend – go to the shelf and see this type of work that would be sitting past the 5-day period, maybe even into 10 – 11 days (hence all the phone calls) and make a sweep and pull just about everything off the shelf. Lookup and order a part? Done. Process a service plan? On it. Cracked screen? Got it in stock. Diagnostic? Running. These were all on computers that had been sitting on the shelf for SIMPLE things. So, on this Saturday, I was behind on a computer that a customer had called me about from last weekend, and we had spoken previously during the week and I told him that I was trying as hard as I could to get to it. On the weekend, he called, and it was still not done – because I had two days when I didn’t have ANY time to do it. My manager overhears him calling in, and at that point I was brutally honest with him and said essentially here’s the truth about this week, it’s not done yet, but you’re the first person on my list to get to, etc. She then attempts to “coach” me on what I didn’t say to the customer, and begins to ask me how many times have I called them, and begins to tell me that I didn’t apologize to them. I then begin to show her all the notes from EVERY call that myself and the customer have made, and what we agreed upon in every conversation, and that we have been speaking about this for a week now. I then began to explain what has happened this past week in relation to people calling out and the two days where we didn’t get to do anything at all because we were so busy with only two people in the shop. I also begin to ask myself, with all the problems in this shop that you are clearly aware of, and have failed to do anything about, what does creating fault out of language used in a conversation that I have with a customer do for you – make you “feel” like a manager? Do you understand what’s going on in this shop right now AT ALL? After listening to her for about five minutes, I promptly inform her that I am not going to let her do this: find fault in me for no sensible reason, when I am doing everything within my power to do my job - essentially, I am clearly overworked at this point, and she didn’t take any of that into consideration at all. Now I’m a failure because I didn’t “apologize” in a way that “sounded” right to you. But you fail to forget one thing: This is New York. Apologies are one thing, but getting things done and respecting people by NOT insulting their intelligence is another thing: The computer isn’t complete, I didn’t have ANY time to work on it, and you should OWN it and BE HONEST with customers and TELL THEM THE TRUTH - but now you’re blaming me for not apologizing, but you’re not taking on the blame for computers waiting on the shelf for 10 to 15 days when we told the customer 5 days. That’s my fault too when I answer the phone to apologize (which I do) to the customer that a technician STILL hasn’t changed your cracked screen or called after five days – a 30-minute fix if we have it in stock that takes them 10 days to get so much of a peep out of service as far as contact? This was going on for MONTHS and I’m sure is STILL going on now in that shop. At this point, I wasn’t taking any of this and promptly informed her that it wasn’t happening, and that you’re not even going to THINK about coming at me as if I did something wrong to this customer. She then informs me that no one else that she coached had a problem with me coaching them on this. I then promptly informed her that YOU are the one that needs coaching – because frankly and honestly speaking, she did. Has your management experience taught you to fault people who are overworked? That’s like blaming someone for dropping an unprotected crystal glass while carrying it with five paper bags full of groceries. She then walks away, saying that she’ll come back to me when I calm down and I’m ready to be coached. I promptly follow her and tell her “You know what your problem is? You never have ANYTHING good to say about ANYONE in this shop, no matter WHAT they do. Say ONE GOOD THING about anyone who works for you.” Up until that point, the only thing that she has ever done was find everything that was wrong with everyone else – except herself. She then turned to me – as I was heated at that point – and raising her voice, told me that I needed to keep my voice down. I then responded “Are you my mother?” and inserted an expletive in that sentence. At that point, I had enough. It was too much, and it was unfair. (all verifiable by two technicians who were there). So, at this point, the choir will say you shouldn’t have used this language. Fine – you can have your opinion. I’ll give you that. I don’t apologize for what I said, because I have self-respect (like most sensible people do) and won’t be talked to in ANY MANNER that someone else chooses to speak to me in because they are in a different position. If you’re a “manager” and you’ve managed people, that’s something that should go WITHOUT SAYING. You set the tone of professionalism in the shop. You set the tone of the conversation that you initiate. If you want it to be fault based without having your facts and position straight, well, you’re gonna get feedback from someone who has a very high level of self-respect and who is NOT going to allow someone, no matter who it is, to speak to me disrespectfully, and find it acceptable because of a position of authority. Now my response to the choir is this: she shouldn’t have been allowed by Senior management (the abuse was WELL known) and HR (the abuse was DEFINITELY well known by HR) to abuse her subordinates, create a CLEARLY toxic environment, and continue to openly disrespect employees for the past four months, when we’ve all complained, we’ve all sent emails, we’ve all used the open door policy and spoke with the contact person on the poster, spoke to Regional HR in person, on the phone, with other managers, and all we were expected to do was absorb the abuse, sit back at our benches, and do our job. We felt like no one cared about what we were experiencing; at first, maybe it was something that you needed to check someone on and it would go away, that’s it, let’s move on. But no: This went on for months, and we complained for months, and the abuse was condoned. LET ME SAY THIS AGAIN: THE ABUSE WAS CONDONED BY MICROCENTER MANAGEMENT. IT WAS ACCEPTABLE AND IT WAS LOOKED AT WITH A BLIND EYE FOR THE ENTIRE TIME THAT THIS WAS OCCURING. All we could do was absorb the abuse, waiting for someone else that we complained to (because that’s what you’re supposed to do is go through the proper channels) to do something. That’s all we could do. The open-door policy (obviously) didn’t get me or anyone else anywhere. I’ve had one to two hour LONG conversations with HR. Four months. Nothing. At. All. Some techs there – myself included – have verbally responded in disgust when it got bad, only to be sent home with everyone standing behind the manager in the end, even when they KNEW she was wrong. All of this happening, mind you, in the presence of other employees (all verifiable), and not a secret in the service department. After that incident, I informed my General Manager about exactly what happened, and reminded her that I had said previously to her that the ONE THING that I will NOT allow ANYONE to do to me is disrespect me – especially since this had been going on for so long. She then told me that she would coach her and talk to her about it, and told me to go-ahead and go home and cool off about the whole incident. I got as far as the end of the parking lot and decided at that moment that I wasn’t going to put up with it anymore. I returned to the store, typed up my resignation and put it on her desk. I list here, in random order, some of the events that preceded the day I resigned, and that occurred over the past four months, which are well known to HR and to management. Only after I resigned was I offered an opportunity to do something else in the store. I responded that the problem is not being fixed. I obviously wasn’t listened to - nothing was done. I once had a computer that I used for stock images to restore the returned computers in the store, one day out of nowhere – after two days off when this could have been done without my knowledge or interaction, follow me – I was approached and TOLD that this computer cannot be just sitting here, it’s supposed to be ready for sale, and that I needed to get this done by the end of the day. Just like that. No heads up, no attempt to understand what it’s for, because you know, I just feel like having something on my desk because I can. So, I have something that’s making us MORE productive, that you don’t want to give me the time to create another solution, maybe two days, and you want me to just destroy for what reason…. It makes you “feel” like a manager? What purpose does it serve? It keeps our numbers up when we can get a returned computer, run the diagnostic (10 min) and then destroy what’s on there and restore the image in 7 minutes. But now you feel like harassing me because it’s been sitting there for two months and suddenly you want to pull it out of being used to make work harder for people? So, what am I supposed to do now? I wasn’t allowed to create any options. Just wipe the computer with the images by the end of the day and figure out the rest on your own. Clearly no respect for someone’s initiative, clearly no professional or tactful approach, and clearly no realization that you would put the shop behind and not ahead. Very authoritarian, and to someone who understands how you talk to people in the workplace or otherwise, completely insensitive, and an attempt to place blame and create fault when there is none to place and none to create. You’re a manager, right? (this is all verifiable) Right after this incident, I emailed my HR representative and copied to another manager what just happened. As I was writing the email, far from my desk – and in the middle of it, she shouted over to me that I had a phone call from a customer. I said I’ll be right there. Not even 45 seconds later, she shouted over to me and said “___________, I said you have a phone call!! And I said, as calmly as I could, that I heard you, and that I’ll be right there. Guess Fido didn’t fetch fast enough. What if I was doing something for my Store manager? What if I was responding to a customer? How much self-respect does this store expect for someone to give up when they’re doing their job, and then, when they do ALL THE RIGHT THINGS – use the open-door policy and speak with HR not ONCE, not TWICE, but more than enough times –not be disrespectful to anyone, continue to serve customers, apologize for computers not being attended to after the five-day period, show up on time (and be glad that I showed up? I called out once the whole time that I worked there. ONE TIME.) (verifiable in the email that I sent to HR.) I once observed her verbally chewing out and faulting, for no reason, another technician who ordered a part through the parts coordinator, but for some reason the part had not yet arrived, and the customer had been calling and complaining about the part not being received in a timely fashion. She began to place blame on the technician, stating that he was supposed to contact the customer about the part not being in, when responsibility for parts are not his, and he wasn’t informed about the status of the part, where it is, and if it was even ordered. As technicians, when we need a part, we place the requisition, and the part is ordered by the parts coordinator. We may keep up with the part NOT being ordered, but we surely don’t even know if it has been unless we ask. So, if the parts coordinator calls out for a family emergency for a week, that’s a week that we don’t know anything about the part AT ALL. Was it ordered? So, she’s blaming him that he didn’t call the customer, but what is he supposed to do after he gives the requisition to the parts coordinator? Shouldn’t he (a sarcastic question) be the one checking on the parts that HE orders? Maybe I’m missing something, but nonetheless, it was very disrespectful from a professional standpoint, and completely unnecessary when he did his part and did nothing wrong. One of the things that I overlook is how spontaneous and hideous these verbal assaults are when they take place, leaving you dumbfounded and saying to yourself “Seriously?” How about we fix the problem and find out where the REAL blame is? (verifiable – I was there. I gave him the number to HR at that point.) So maybe I just “felt” that way. Maybe it was just me, and I heard what I wanted to hear, and she wasn’t doing anything wrong, right? Read on. When there was an Apple repair that was questionable, it was refused because, in her mind, it just couldn’t be done. So being that she’s NOT Apple certified to do repairs – even though she does them anyway and lets the apple technicians correct her mistakes – I ask an Apple Certified tech in the shop if it can be done, and at this point, I’m just doing it for the technical upkeep, adding more knowledge to my limited scope from someone who does it on a regular basis. I just want to know. At this point, we’re all gathered around the Apple technician’s bench (about five or six employees), listening to him dispense the wisdom about what you can, can’t do, different models, etc, only to hear her yell across the floor “Hello, I didn’t authorize the repair.” Ok. Are we children? Is that how you speak to people in a “professional” environment? Does that mean that I can’t pursue knowledge that you obviously don’t have? Isn’t that part of the G.E.A.R – to grow those around you? We didn’t go and tell the customer that it could be done. Oh, let me back up – YOU should have asked the Apple “Certified” technician if YOU didn’t know. But WE are smart enough to ask – and last time I checked, managers are smarter - supposedly – than employees, that’s why they are…. wait for it…. MANAGERS!!!!!! (this is all verifiable). YAY!!!!!!!!!!! My phone and internet connections stopped working one day, and I promptly let her know so that something could be done about it. It took roughly about three weeks to get an internet connection, and another two weeks to get my phone connected (verifiable from the technician that sat right next to me). During that time, I was told that emails were sent and that they were considering the problem. There was an empty bench on the other side of the department that I found myself frequenting and that was empty, so I asked her one day if I could move my bench to that one since it was empty. She said that she didn’t have a problem with it and that I could move my bench. I couldn’t do much during those three weeks, having to use a phone at another workbench and another computer to do work orders, etc. So, one Saturday I decide that I’m going to move, and started cleaning the bench for about an hour – with the manager in the shop HEARING the vacuum going – from TOP TO BOTTOM. After I’m finished, when I do move my tool chest, I’m asked “where are you going with that?” I reply, to the bench that you told me that I could move to, and that I had just cleaned. I was THEN told – AFTER the bench was cleaned and spotless, that from a previous meeting with the District manager, that ONLY Apple technicians would be allowed to go to that bench, and no one else. So…. you have a hearing problem, and a memory problem because you didn’t remember that you told me that I COULD move until I cleaned the bench? And I’m sure that you were watching me do it. (Verifiable by the tech sitting next to the bench, who was there when I cleaned it and when she said that). Miraculously that same day, she got on the phone with tech support so that I could get my phone working, and the technician asked her to have me plug in the phone into the jack that the internet was in, and then plug in the computer through the phone – usually what you do in corporate IT environments that leave their computers and phones on all day, but I turned my computer off daily, and every time I turned it back on, I’d have to plug the phone out so that it could reset the IP address, so that my computer would work. So, I guess she gets an A for helping me with my computer and phone jack only when she wants me to stay put, and another A for having me clean a section that she didn’t want me to move to, but only remembered on the day that I was moving (verifiable, the technician sitting next to that bench that heard her say that just advised me to let it go.). Monthly, we were given our “one on one” sessions to keep track of our progress, where we could make improvements, etc. On the first one-on-one that I had with my manager, she promptly began to tell me what I was doing wrong, and what I was supposed to do instead. Up until that point, I had never seen a monthly one on one form, knew anything about it, or about any of the metrics that she was talking about. All she knew is that I wasn’t doing this, wasn’t doing that, from the outset. No sit-down, exploration, do-you-even-know-that-this-exist type of conversation – from a manager. I begin to promptly inform her that I have no idea what any of this all means, and that you just telling me what is wrong without explaining anything as if I know what you’re talking about isn’t going to work. We had no dedicated manager up until that point, and this service area was not an area that she had any prior experience in, had worked in before, etc. so she didn’t know IF we had known about this at all, but just starts saying what’s supposed to be and not supposed to be. On the next session, she then informs us that we’re going to fill out the one-on-one’s ourselves. So, from what I remember, a “one-on-one” involves two people. Maybe she just came up with that on her own, but it became more of a harassment tool as to why it wasn’t getting done than it was for seeking any genuine improvement for technicians that worked there. She had never done any of the actual work herself, and couldn’t say anything except “these numbers are unacceptable and supposed to be here” – which is all that she did. We just filled in a sheet of paper, and were harassed if they were not done. I vehemently opposed filling this paper out and indicated at the bottom that I was not familiar with the metrics which I was being asked to fill out. They were never explained, and I was only pointed to the report that I could get this month’s numbers and put them next to last month’s numbers, and that’s it. With that history, I was once scheduled to work until 9pm one Friday evening with another associate at the knowledge bar. There was another technician and knowledge bar associate scheduled to work until 8pm. The associate that I was scheduled to work with did not come in at his scheduled time, and was repeatedly called and asked if they were coming in at all, to which they replied that they were. At 8pm, the associate that I was scheduled to work with was a no show. There were no other plans for any other coverage. I decided to leave that evening early since there was not going to be anyone to help me with the department at that time. Spiteful? Only if what you’re about to read next didn’t happen. In a previous incident, with this same individual that I was scheduled to work with, they were scheduled on a shift to come in from about 3 or 4 pm until close. The parts coordinator covered for them during the time that they were not available, and I helped him until he had to leave at 4pm. I started my technician shift at 9:30am. No one showed up to help me on that shift, and I ended up staying until 10:30 pm on that shift covering the front check-in area, without so much as a break, and NO HELP from anyone. (verifiable). This individual that was absent in both instances has never been disciplined for his behavior of calling out at random and not showing up at his scheduled time. This has happened before and after a new manager was hired for the department, and was well known to managers and associates. This has also happened more than 10 times during the time that I was part of the tech department, and continued to happen up until I decided to leave that evening. I was then called into the General Manager’s office for a meeting with the Service Manager to be written up for leaving the department, and for not filling out my one-on-one properly. My General Manager had already picked her team, so I was outnumbered, but didn’t care about being written up or about anything that any of them thought about me. I was promptly written up for leaving the department unassigned – and happy to sign - and told that I should have stayed. I informed my manager that I left because there was no one there to stay with me, and from previous experience that it would have more than likely have been the case again had I stayed, and I was not going to let that experience happen to me again, which obviously, they did not care about. I explained that I was not properly informed about the “self-coaching” that we were not doing, and that I should use my internal resources to find the information that I need “like everything else that we have to look up”. I then informed her about the verbal abuse that was taking place in the shop, and how disrespectful it was to me and to others that were there, to which she replied that I was “rude” for implying that she was disrespectful in any manner. I then informed the GM about the intake system and how flawed it was, and that the District service manager came and informed the service manager that there was a “first in, first out” system, which never got implemented. I then informed her about times when there were so many computers on my desk because whatever gets left over is what I end up picking up, and that I wasn’t getting the incentive work that everyone else was happily helping themselves to. I would clean off the shelf so that computers wouldn’t pile up for 10 days, and had 12 computers waiting for parts that I would put in, and another ten on my bench waiting to be worked on (and this is on more than one occasion and verifiable by two other people in the shop who would see this over a four-month period, and the Service Manager knew about this). The service manager then began to tell her that she watches me, and that I am slow, and that I could be doing one thing while working on something else, but my rebuttal for that was when I have all those computers that are left, they are all the time-consuming activities that no one else wants to do: thorough diagnostics take time. (This is all verifiable with at least three to four people in the shop who have seen this. I wasn’t believed that day.) She began to give me instruction as to what to do with something when a part is on order so that it doesn’t count against your metrics, which was completely unrelated, but I listened anyway, reiterating what I had been told in the shop by the people who were there before me, and that I had been doing for the past six months. I then simply told her, in frank terms, that I have never disrespected anyone in this store, and that you have never disrespected me at all for the entire time that I’ve worked here, and that the ONE thing that I will NOT tolerate from anyone is to be disrespected, no matter who it is. I made myself very clear, based on what had been going on. She did listen to me, and promptly fired back at the way that we would all gather in the service area and voice our grievances and discontentment with each other, for which I did not offer any apologies. The environment was toxic, and we had complained on several occasions, and nothing was being done. She then said that from now on, if you have a problem with the way your manager speaks with you, voice that it is inappropriate to her and let’s move forward, etc. etc. I wasn’t pleased with that meeting; I had no voice, and I was at fault regardless of what was right in front of them. Frankly, I didn't care at that point either. It was getting worse daily, we weren't being listened to, and I decided that I was not going to be mistreated, whether HR or my GM wanted to hear me or not. Just a note on that: If you're a manager, and you know that there's a chance that someone will not be in who's scheduled, what do you do? Don't you think that you could "somehow" make sure that the shift is covered - either through other managers, call someone in and ask them for a favor, etc, or better yet - show up yourself for two hours (God forbid) rather than just not assume responsibility and think it's gonna fix itself? It's easy to blame someone else for something you're really responsible for. That's what managers do, by the way. I've seen every front end manager and the cash office manager on register when everyone called out once. There were only two people that showed up to work, and they didn't take the easy route and go to the "easy" register, no no, they showed up and owned it like a boss, and were on the main registers the ENTIRE DAY. Four of them, in the Yonkers store - blue jacket and all. I was once told to write down everything that occurred daily, and that is my only regret. However, there are other associates that currently work there that have experienced her abusive nature and verbal disrespect firsthand. I am not surprised that there is a culture like this at this company or any other, but the level of disrespect, for me, is over the top. I have never disrespected anyone in that store, and I was always, before the arrival of the Service Manager, shown the utmost respect for and from the people that I worked with. As I said earlier, there have been at-length conversations with HR from several technicians, but she still works there. And with a new General Manager who feels an obligation to move in directions from his own judgement, it’s very likely that she isn’t going anywhere anytime soon, no matter how unaware he is about the store’s history. And that’s ok. We’re all going to put our best foot forward and defend each other, and listen to each other now. Too bad it wasn’t that way when I worked there and complained properly and respectfully for four months. So, this is my way for myself of putting this to rest and moving on with my life. Had I written to the Corporate office, my voice would be ignored, and I am certain about how I feel about that. It wouldn’t make a difference. However, these events are all true, and when reading them it can sound like someone had a gripe, etc. but if there is one theme throughout this post, for me I’d like to know how much self-respect do you deny yourself just to stay employed? To get up without this on my mind is something that I couldn’t imagine NOT doing for the past two months and still working for your company. Not worth it. I feel a lot better mentally and have a lot more peace within myself. So, if you plan to work at this location, even if you’re not a technician, be forewarned, because eventually you WILL see this behavior from the persons in this post, which have not been named in compliance with Glassdoor’s policy.