AML Operations is the Perfect Example of a TOXIC Work Environment
You haven't lived until you've received, in February 2019, an invitation from a senior manager for a process improvement meeting called "Make AML Great Again". And senior management ran the department just like the current occupant of the White House. Yes, you read that correctly, and of course this happened during Black History Month.
Senior management is clueless, and are only interested in hearing from "yes men" who blindly agree with management's ideas. If you ask for clarification on something, you are marked as "difficult" and will be targeted accordingly, a process referred to by AML senior management and team leads as being "managed out of PNC". The team leads/managers that distribute the work do so in a bullying fashion at the direction of senior management, by assigning employees that are not viewed in a favorable light by management an abundance of cases with "expedited due dates", or an abundance of "high risk" cases involving more thorough reviews, or assigning in such a way that all cases for that week are due on Mondays, combined with revoking teleworking privileges while also limiting building access hours. After asking a valid question about case assignments during a "questions" portion of a meeting about case assignments, one of the bullying team leads took my manager aside and told them to "get me under control". Meanwhile, this female team lead was doing the work of a male direct report for him after hours.
Also, there are a little over 20 Quality Analysts that review the work of the Investigators. Once senior management decided to target me, I had the same 3-4 Quality Analysts over the next 3 years, although they are supposedly randomly assigned. The Quality Analysts assigned to me combed through my work with a fine-toothed comb, looking for any reason to reject it. Senior management went outside of our clearly written procedures TWICE, just to reject my work. I documented the actual procedures in their respective cases to show the departure from the procedures. Each team was required to have daily morning meetings where we would discuss our work and its progress. It became glaringly obvious to my team that my work was held to a much higher standard than the rest of my team.
I have witnessed an employee actually stay in the building overnight due to trying to meet deadlines due to intentional case overloads while dealing with building access that is cut off earlier for them than the rest of the employees. That employee was fired upon returning to work the following morning after going home to take a shower.
The fact that INTEGRITY is one of PNC's core values is laughable in AML Operations. Employee Relations/Human Resources is just an extension of AML Operation's discriminatory actions, and only serve to identify employees for retaliation including being interrogated and falsely accused by a VP from HR interrogate about a disability for which PNC already had the required documentation. HR operates however they want to with absolutely no regard for the law, demanding that employees use personal phones for communication with them so that the conversation does not occur on a recorded line. If everything that PNC's HR department does is supposed to be above board, why the secrecy and demands that a non-official means of communication be used?
*There is supporting documentation available for every statement made in this review*
