When the company discovers a Title VII violation for discrimination based on disability and gender, the internal legal department uses the process outlined for reporting management to build a case against the person who made the discrimination claim. They hope to build a case against the complainant so that you cannot sue them in court over the claim. Access to evidence building is restricted to their systems. Any attempt to engage a lawyer with evidence. following the instructions of the in-house Pride network is grounds for dismissal as "you are attempting to take business emails between managers and employees off the network." They don't seem to care about retaliatory tactics; they have the bankroll to fight anyone who dares complain about them. I would never recommend them to enemies. Setting aside that mess, just to speak a bit about End User Services, a section of Services and Support, the IT division... there's extreme tribalism with a ton of 'our department is better than your department' going on. People are passed up on promotions because on what department they are applying from, and not based on their qualifications or quality of work. The way the metrics are set up for front line support agents allows anyone in other departments to willy-nilly impact key performance indicators, which they frequently do, just out of spite for the department. Management is supposed to remove the chaff, but does not because they are too busy with other endeavors most of the time. It'll cost whole percentage points on that 3-5% annual raise. Raises are capped at 5% over the previous year's salary for all hourly employees, with additional caps based on job grade. If you apply to a higher-level position, their salary offer is based on a formula against your previous position's pay scale, and they do not allow negotiation based on qualifications. Management will frequently assign special tasks to people to do. If anything happens that causes someone above them to become upset, then they will deny asking you to perform said task. Of course, if you're successful, they claim credit for the idea they implemented. Management has the ability to review any email in the system. A default of the system is that when a manager's name is mentioned in an email or in a Team's message, they are notified with link to review. This includes any communication within or to another network. This allows their team to actively discourage any attempts at fixing any issues within the company. Do NOT follow ANY grievance procedures in the handbook, it is NOT a third-party arbitration company. It is attached to the internal legal department for case-building against anyone harmed by the company. If you're going to make any kind of legal claim such as discrimination or harassment, engage your own lawyer from the start, and make sure to not say a word about it at work, to anyone, for any reason. Benefits are very expensive for what is provided. As most employees are hired initially as a contractor, most don't discover this until much later. It offsets any profit sharing quite a bit compared with other employers, the pay isn't as competitive as it seems, even with profit sharing and employee stock purchase set up.
