Lack of Support, Compliance, and Ethical Leadership
Pros
* Many talented employees. * Products remain competitive in the data security space. The company makes efforts toward diversity and inclusion, though there * is room for improvement in practice.
Cons
• Delayed and incomplete HR responses: Record requests were delayed for weeks, and when information was provided, it was incomplete. HR responded only after the severance deadline, which gave me the impression the timing was designed to protect the company rather than the employee. • Medical condition disregarded: My team lead and HR were fully aware of my cognitive health issues, including an MRI on 12/24 and ongoing testing. Despite this, I was placed on a vague Performance Improvement Plan (PiP) with no meaningful support. After my condition was identified, my performance improved, which colleagues noted—but this was ignored. • FMLA concerns: My physician provided medical certification, but my leave request was denied because it lacked a definitive start date. Rather than clarifying, management denied protection, which felt inconsistent with the intent of FMLA. • Age discrimination concerns: I observed a decline in over-40 hires and a noticeable rise in over-40 terminations. Colleagues over 40 seemed disproportionately impacted by performance reviews and separations. • Workplace drinking: Alcohol use was permitted and at times encouraged, with employees visibly intoxicated. This contributed to an unprofessional environment and was particularly challenging for employees in recovery. • PiPs as termination tools: Management asked, “How can we help?” but provided no real coaching, feedback, or solutions. PiPs appeared to serve more as a justification for dismissal than as genuine performance support. • HR stance on medical disclosure: The suggestion that I wasn’t entitled to protection because my diagnosis wasn’t confirmed at the time of the PiP was troubling. My medical issues were disclosed and known, and in my view, ignoring them was inconsistent with the spirit of ADA and FMLA protections. • Inclusion gap: Some employees raised the importance of normalizing pronoun use, which can create a hostile environment. • The first day of onboarding HR asked us to do a Glass Door 5 star review. If you see 5 stars from employees with less then a year. That's why the numbers are so high and that is what they want.