I been working with Teleperformance for almost a year, and was really looking forward to building a career with the company. On 7/31 I started my shift, and within 3 hours I was called into a meeting with my Supervisor and her Sup/trainer. I was wrongfully accused of “call avoiding” and I explain many times that I never avoid; nor have I ever intentionally hung up on a customer. There was clearly an issue with the companies call router system, and I was told by the supervisor that I’ll be placed on “leave of absence” without pay. Which is ridiculous considering that only employees could request leave of absence. But anyways, the supervisor made it seem as if an investigation was on going, to resolve the issue with the system. But instead of receiving an update on when I’ll return to work, I notice on my ADP profile the status displayed “Terminated”.
On Wednesday 8/8/18 I received an Email from HR to schedule a conference call with HR Rep and My supervisor. I was expecting an apology, and hoping my employment was reinstated, however the supervisor continued to lie and accuse me of “call avoiding, while HR Rep was very condescending and just kept repeating the reason why I was terminated (ignorant). I’ve been an employee for almost a year, and my hard work was disregarded. If I didn’t want to take calls, I would have never signed up for the job! Furthermore, I received positive feedback from QA quite often regarding my performance.
Speaking of “call avoidance” I have documentation of Supervisors refusing to communicate with customers (daily). The supervisors would request that the agents “deescalate” sup calls. Customers would threaten to report the Supervisor if they did not get on the phone to assist. So, to be terminated based on “call avoidance” is very hypercritical, and this is how Teleperformance treat their hard working employees. Management never took any responsibility for the malfunctioning of their system tools (CSC, RN, Citrix). For the past 9 months many agents dealt with a plethora of issues with the platform, including myself. With that said, the lesson I’ve learned from this situation is to NEVER give employers the benefit of the doubt. Move on to bigger and better opportunities when system failures occur.
