I swear that the evidence

I swear that the evidence that I shall give, shall be the truth, the whole truth and nothing but the truth, so help me God.

APPLICATION TO EMPLOYMENT RELATIONS AUTHORITY
(Section 158, Employment Relations Act 2000)
Between
Full name of applicant                     Paul Alan Evans-McLeod: 
Address of applicant:               17 Minnie Place  Pukete Hamilton 
and
Full name of respondent: Telecom New Zealand Limited (Telecom) 
Address of respondent   c/o John Rooney partner Simpson Grierson Private Bag 92518 Auckland 1141
To the Employment Relations Authority
And to the respondent
Statement of problem (or matter)
1. The problem (or matter) that I wish the Authority to resolve is:1
An alleged verbal compliant from an intellectually handicapped girl was used to commence a disciplinary procedure against myself.
I am disputing the fact that this complaint occurred as no substantive verifiable proof can be provided by Telecom despite frequent requests since the commencement of the disciplinary action
It represents a fraud against me, and the identity theft against the girl with the intellectual disability.

2. The facts that have given rise to the problem (or matter) are:1
Requests for audio files, verbatim transcripts , or any documentation regarding the complete process have typically been ignored, or a have had disingenuous response, or advice has been received , that files no longer exist, or did not exist under section 29(2)(b) of the privacy act
I contend that no verbal compliant was made by the girl with the intellectual disability









1 Give enough detail to ensure that the Authority and the respondent are fully, fairly, and clearly informed.
Form 1 - continued
3. I would like the problem (or matter) to be resolved in the following way:1 2
I request that the intellectually handicapped girl be interviewed first, to confirm that a verbal complaint was laid by her, with regard to my previous interactions with her, this will determine the veracity of each of the following peoples statements and contentions regarding this matter.
Bridgette Dalzell , Hannah Sullivan ,Iain Galloway, Shaun Hoult and Michelle Young
After the authority has spoken with the girl. I request that the people mentioned then be individually interviewed without the others present and that they be requested to verify and confirm all statements, views, content and contentions with regard to this specific matter
That they also all be separated both before and after to avoid collusion
Resolution of this matter requires the determination as to whether the girl made a verbal compliant, if she has not, then does this fraudulent act impact on other employment matters which Telecom engaged in with my disciplinary process that relied on the integrity of that which they all provided, particularly those agreements entered “freely entered into” in ‘good faith” now found to be fraudulent. Are these negated and required to be revisited. Are there other offences under the Crimes Act, Defamation Act or any other relevant laws committed by any and all either jointly and severally?



4. I attach copies of the following documents (which I think are relevant to the problem):3
          Attachment 1  Manner described by customer
         Attachment 2   Manager referring to purported statement from non-existent complaint   
         Attachment  3  Additional reference to TWO customer complaints
      Attachment 4 Reference to verbal complaints
        Attachment   5 Alleging the customer described the calls
        Attachment    6 Latest requests
 





Mediation
5. Have you, the applicant, tried to resolve this problem (or matter) by using mediation services provided by the Ministry of Business, Innovation and Employment?  Yes •  No •X
6. Have you, the applicant, tried to resolve this problem (or matter) by using mediation provided by someone other than the Department of Labour? Yes •  No •X
7. Have you, the applicant, taken any other steps of any kind to resolve the problem (or matter)?                                 Yes •X  No •
If the answer to this question is "Yes", specify the other steps taken:
Addressed the contention of fraud with Department of Labour, lodged compliant with Police, Privacy Commission, Ombudsman, Telecom Ceo (past and present) Telecom Board Members of Parliament, Prime Minister Leaders of all Parties, and currently preparing a petition to House of Representatives to request of Telecom, the verifiable specifics of the alleged verbal complaint and other matters being denied to me by Telecom since the onset. The matter is most easily addressed by any of the members of any of these departments, interviewing the girl whom allegedly made the verbal complaint, my preferred option. Ministers of the Crown have advised that they view it as fraud, and therefore a matter for the Police. The Police view it as an employment matter. Raising the matter via this process seems to be a logical alternative to the bureaucratic ping pong engaged in by Government Departments. The Petition to Parliament requires all avenues be pursued prior; this action complies with that request. I have requested the details of the intellectually disabled girl so that an independent investigator can determine the truth via an appropriately prescribed process, this has been denied to me, I am very aware of the distress this may cause with this girl and would rather avoid it. One of my advisors conscious of this has been in touch with the head office of the IHC to determine, what support, process is appropriate.

8. If you, the applicant, have answered "No" to both the question in paragraph 5 and the question in paragraph 6, please indicate why you have not used mediation to try to resolve the problem (or matter):
All straight forward requests for verifiable information, has met with disingenuous responses, denials or advice that files no longer exist. There is no verifiable evidence of process within Telecom around the verbal complaint, notes taken at onset, verbatim transcriptions, written notes of discussions within management, or any indication that the girl’s concerns have been actioned and signed off to the girl’s satisfaction. There has been no opportunity provided to myself to attest to accuracy of any of these discussions and facts presented. All of which under privacy provisions I am entitled to, it has not been provided thus far , and is unlikely to be provided within mediation. All five managers etc. mentioned were across the process, all have been given the opportunity to correct the situation they have not.





Be very aware  some if not all of the names below are the subject of a still open complaint for fraud with the Hamilton police

Bridgette Dalzell :current head of outsourced customer care at telecom New Zealand whom is Michelle Young's direct report at time of incident



Michelle Young :call centre manager Hamilton call centre, whom is Shaun Hoults direct report at time of incidents



Shaun Hoult: team manager weekend team Sat-Tues Hamilton



Iain Galloway HR representative for in Hamilton



Hannah Sullivan HR representative head office

telecom codes of ethics do they measure up yeah right

http://www.telecomgroup.co.nz/binarys/code_of_ethics_dec11.pdf

© Telecom New Zealand Limited (2011)

Code of Ethics Policy Statement

Telecom has a Code of Ethics framework that sets the standards for which employees of Telecom Corporation of New Zealand Limited and its subsidiaries (“Telecom”) are expected to conduct their work life.

This framework has been approved by the Board.

Background

 A Code of Ethics will generally not prescribe an exhaustive list of acceptable and non-acceptable behaviour but provide a framework to facilitate decisions that are consistent with Telecom’s Values, business goals and legal and policy obligations thereby enhancing performance outcomes.

Telecom people must be familiar with Telecom’s Values, as they govern their behaviour while they are employed by Telecom.

Accountability All Telecom people are expected to work in accordance with these standards of ethical and professional conduct.

Failure to follow the standards provided in this Code will result in the appropriate staff management practices being invoked. This may lead to disciplinary action including dismissal.

Core Principles

Conflicts of Interest

A conflict of interest occurs when an individual’s interests interfere, or appear to interfere, with Telecom’s interests.  Telecom expects its people to act in Telecom’s best interests at all times 

Telecom people will not without the prior written consent of Telecom:

• Engage in any other business or commercial activities which may conflict with their ability to perform their duties to Telecom;

• Support a political party or organisation other than in a personal capacity;

• Be directly or indirectly interested or concerned in any capacity including as a material shareholder

(ie. a shareholder who holds more than 25% of the shares), or as a director, employee, independent

contractor with any other business in the telecommunications/ internet industry; 

• Engage in any procurement activities where the Telecom person has a commercial or personal

interest in the supplier/vendor Code of Ethics without disclosing those interests;

and

• Engage in any other activity which could conflict with Telecom’s interests.

Gifts 

“Gifts” and “personal benefits” can include accommodation, goods, services, discounts, special terms on loans and so on.  See the Telecom guidelines on the acceptance of gifts for further information regarding employee obligations.

Telecom people will not accept gifts or personal benefits of any value from internal or external parties if it could be perceived this could compromise or influence any decision by Telecom taking into account Operational Separation and the perceptions of key stakeholders. 

Corporate Opportunities

Telecom expects its people to advance its legitimate interests when the opportunity to do so arises.

Telecom people will not:

• Take any opportunity discovered through the use of Telecom property, information or position for

themselves;

• Use Telecom property (including Telecom’s name), information or position for personal gain;

• Compete with Telecom; and

• Trade in shares, or any other kind of property, based on knowledge that comes from their roles if that information has not been reported publicly. See Telecom’s Insider Trading Policy for further information.

Confidentiality 

Telecom, our customers, suppliers, and other stakeholders entrust us daily with their confidential communications and information. Confidential information includes all information not in the public domain that has come to a Telecom person’s knowledge by virtue of working for Telecom.

Telecom people will maintain and protect the confidentiality of information entrusted to Telecom about customers, work colleagues, suppliers, stakeholders and Telecom’s business and financial affairs, except where disclosure is essential to the discharge of their duties or required by law 

These confidentiality obligations will take into account those obligations explicitly imposed on Telecom including those prescribed by the Privacy Act. Telecom people will ensure they have followed appropriate business unit protocols or taken appropriate advice from legal and compliance advisers Code of Ethics prior to disclosing confidential information.

Behaviours

The actions and statements of Telecom people, whether to customers, suppliers, competitors, or employees, can impact on the way people see Telecom and whether they choose to do business with us. 

Telecom people will:

• Undertake their duties in accordance with Telecom’s Values;

• Conduct themselves in a way that demonstrates that their honesty is beyond question; 

• Will not behave in a way that has the potential to bring Telecom’s image into disrepute;

• Deal fairly and honestly with Telecom’s people, professional advisors, customers, and suppliers;

• Not enter into transactions or make promises on behalf of Telecom that Telecom does not intend to honour;

• Undertake their duties with care and diligence; 

• Ensure that any personal opinions Telecom people express are clearly identified as their own and are not represented to be the views of Telecom;

• Value individuals’ differences and treat people with respect in accordance with Telecom’s Equal

Employment Opportunities and Anti-Harassment and Discrimination Policies;

• To the best of their ability, use reasonable endeavours to ensure that Telecom’s systems, records

and documents, including financial reports,

standards and internal controls; and are true, correct and conform to Telecom’s reporting

• Not accept or offer bribes or improper inducements to or from anyone.

Meet the needs of key stakeholders

Telecom people have regard to the needs of key stakeholders including

Telecom’s shareholders, customers, suppliers, central and local Government, the Commerce

Commission and industry bodies. 

Telecom people will:

• Be committed to delivering shareholder value, through efficient operation, effective communication and clear risk management practices;

• Maintain high standards of service and product quality;

• Not behave in any way, or promulgate any information that is deceptive, misleading or otherwise unfair; and

• Ensure that Telecom does not engage in behaviour that violates the principles of fair competition.

Code of Ethics  

Proper use of Telecom’s Assets and Information

Telecom people are required to protect Telecom’s assets from loss, damage, misuse, waste and theft. Telecom’s assets include company property assigned to Telecom people, systems, nformation, intellectual property and networks. 

Telecom people will:

• Only use Telecom’s assets for lawful business purposes or as authorised by Telecom as reasonable personal use for a specific asset class; and

• Only create, and only retain, information and communications required for business needs or to

meet legal obligations in accordance with Telecom’s Information Management Policy.

Compliance with Laws and Policies

Telecom people will:

• Familiarise themselves with and comply with the Chief Executive’s Core Policies and all other policies, codes, frameworks and processes at all times (including those relating to the Legal and Compliance, Fraud, equal employment opportunities and health and safety);

• Abide by the laws, rules and regulations of the countries in which they are operating;

• Undertake training on legal obligations and policies as required by their manager; and

• Comply with all statutory and internal disclosure requirements on a timely basis. 

Delegated Authority 

The Telecom Board of Directors delegates the responsibility of managing the business and affairs of

Telecom to the Chief Executive Officer. 

The Chief Executive Officer in turn delegates to other levels of management certain rights to make

operational and financial decisions within defined limits.  The rules that govern this system are the Delegated Authority framework.

Telecom people will:

• Only act within the Delegated Authority framework and any authority that may be specifically given to them as a Delegated Authority holder; and

• Ask their manager if they are uncertain as to their Delegated Authority level of authority. 

Reporting Concerns

Telecom has Reporting a compliance Code of Ethics issue or incident guidelines procedures for the reporting of any alleged breach of the Telecom Code of Ethics, a legal obligation or any other Telecom Policy. 

Telecom also has specific financial compliance escalation procedures for the reporting of any breach of any accounting, internal control or auditing procedure.

If you become aware of any alleged breach outlined above, you are responsible for reporting it to your manager.  If this is not appropriate in the circumstances, you should report the breach to:

• your manager’s manager; 

• Group Compliance;

• askhr@telecom.co.nz; or

• The Whistleblower / Fraud Helpline

- 0800 688 369.

Roles and Responsibilities

The responsibilities of specific groups are:

CEO / Executive

Support the adoption of an adherence to this policy and underlying core policies.

Human Resources Team 

Respond to alleged breaches of the Code of Ethics or Human Resources functional policies and direct

investigation resources, training or disciplinary actions as required.

Fraud Team

Undertake investigations at the direction of the Human Resources team for cases of suspected non-compliance with Core Policies or Human Resources functional policies

Group Compliance and BU Compliance Teams

Support Group HR and/or Fraud with investigation resources, training or awareness, and remediation actions as required.

Managers

Familiarity with the code of ethics, compliance responsibilities, implementation of procedures and processes to ensure compliance. Raising issues in the Telecom - Report a compliance issue or incident mechanism or through normal HR channels.

All

Awareness of Telecom's compliance framework, processes and tools.

Adherence to this Policy. Code of Ethics

  

Ownership

This is a CEO Policy owned by the Group HR Director and will be updated on a bi-annual

or as needed basis.

Publishing Date

December 2011

telecom codes of ethics do they measure up yeah right

http://www.telecomgroup.co.nz/binarys/code_of_ethics_dec11.pdf

© Telecom New Zealand Limited (2011)

Code of Ethics Policy Statement

Telecom has a Code of Ethics framework that sets the standards for which employees of Telecom Corporation of New Zealand Limited and its subsidiaries (“Telecom”) are expected to conduct their work life.

This framework has been approved by the Board.

Background

 A Code of Ethics will generally not prescribe an exhaustive list of acceptable and non-acceptable behaviour but provide a framework to facilitate decisions that are consistent with Telecom’s Values, business goals and legal and policy obligations thereby enhancing performance outcomes.

Telecom people must be familiar with Telecom’s Values, as they govern their behaviour while they are employed by Telecom.

Accountability All Telecom people are expected to work in accordance with these standards of ethical and professional conduct.

Failure to follow the standards provided in this Code will result in the appropriate staff management practices being invoked. This may lead to disciplinary action including dismissal.

Core Principles

Conflicts of Interest

A conflict of interest occurs when an individual’s interests interfere, or appear to interfere, with Telecom’s interests.  Telecom expects its people to act in Telecom’s best interests at all times 

Telecom people will not without the prior written consent of Telecom:

• Engage in any other business or commercial activities which may conflict with their ability to perform their duties to Telecom;

• Support a political party or organisation other than in a personal capacity;

• Be directly or indirectly interested or concerned in any capacity including as a material shareholder

(ie. a shareholder who holds more than 25% of the shares), or as a director, employee, independent

contractor with any other business in the telecommunications/ internet industry; 

• Engage in any procurement activities where the Telecom person has a commercial or personal

interest in the supplier/vendor Code of Ethics without disclosing those interests;

and

• Engage in any other activity which could conflict with Telecom’s interests.

Gifts 

“Gifts” and “personal benefits” can include accommodation, goods, services, discounts, special terms on loans and so on.  See the Telecom guidelines on the acceptance of gifts for further information regarding employee obligations.

Telecom people will not accept gifts or personal benefits of any value from internal or external parties if it could be perceived this could compromise or influence any decision by Telecom taking into account Operational Separation and the perceptions of key stakeholders. 

Corporate Opportunities

Telecom expects its people to advance its legitimate interests when the opportunity to do so arises.

Telecom people will not:

• Take any opportunity discovered through the use of Telecom property, information or position for

themselves;

• Use Telecom property (including Telecom’s name), information or position for personal gain;

• Compete with Telecom; and

• Trade in shares, or any other kind of property, based on knowledge that comes from their roles if that information has not been reported publicly. See Telecom’s Insider Trading Policy for further information.

Confidentiality 

Telecom, our customers, suppliers, and other stakeholders entrust us daily with their confidential communications and information. Confidential information includes all information not in the public domain that has come to a Telecom person’s knowledge by virtue of working for Telecom.

Telecom people will maintain and protect the confidentiality of information entrusted to Telecom about customers, work colleagues, suppliers, stakeholders and Telecom’s business and financial affairs, except where disclosure is essential to the discharge of their duties or required by law 

These confidentiality obligations will take into account those obligations explicitly imposed on Telecom including those prescribed by the Privacy Act. Telecom people will ensure they have followed appropriate business unit protocols or taken appropriate advice from legal and compliance advisers Code of Ethics prior to disclosing confidential information.

Behaviours

The actions and statements of Telecom people, whether to customers, suppliers, competitors, or employees, can impact on the way people see Telecom and whether they choose to do business with us. 

Telecom people will:

• Undertake their duties in accordance with Telecom’s Values;

• Conduct themselves in a way that demonstrates that their honesty is beyond question; 

• Will not behave in a way that has the potential to bring Telecom’s image into disrepute;

• Deal fairly and honestly with Telecom’s people, professional advisors, customers, and suppliers;

• Not enter into transactions or make promises on behalf of Telecom that Telecom does not intend to honour;

• Undertake their duties with care and diligence; 

• Ensure that any personal opinions Telecom people express are clearly identified as their own and are not represented to be the views of Telecom;

• Value individuals’ differences and treat people with respect in accordance with Telecom’s Equal

Employment Opportunities and Anti-Harassment and Discrimination Policies;

• To the best of their ability, use reasonable endeavours to ensure that Telecom’s systems, records

and documents, including financial reports,

standards and internal controls; and are true, correct and conform to Telecom’s reporting

• Not accept or offer bribes or improper inducements to or from anyone.

Meet the needs of key stakeholders

Telecom people have regard to the needs of key stakeholders including

Telecom’s shareholders, customers, suppliers, central and local Government, the Commerce

Commission and industry bodies. 

Telecom people will:

• Be committed to delivering shareholder value, through efficient operation, effective communication and clear risk management practices;

• Maintain high standards of service and product quality;

• Not behave in any way, or promulgate any information that is deceptive, misleading or otherwise unfair; and

• Ensure that Telecom does not engage in behaviour that violates the principles of fair competition.

Code of Ethics  

Proper use of Telecom’s Assets and Information

Telecom people are required to protect Telecom’s assets from loss, damage, misuse, waste and theft. Telecom’s assets include company property assigned to Telecom people, systems, nformation, intellectual property and networks. 

Telecom people will:

• Only use Telecom’s assets for lawful business purposes or as authorised by Telecom as reasonable personal use for a specific asset class; and

• Only create, and only retain, information and communications required for business needs or to

meet legal obligations in accordance with Telecom’s Information Management Policy.

Compliance with Laws and Policies

Telecom people will:

• Familiarise themselves with and comply with the Chief Executive’s Core Policies and all other policies, codes, frameworks and processes at all times (including those relating to the Legal and Compliance, Fraud, equal employment opportunities and health and safety);

• Abide by the laws, rules and regulations of the countries in which they are operating;

• Undertake training on legal obligations and policies as required by their manager; and

• Comply with all statutory and internal disclosure requirements on a timely basis. 

Delegated Authority 

The Telecom Board of Directors delegates the responsibility of managing the business and affairs of

Telecom to the Chief Executive Officer. 

The Chief Executive Officer in turn delegates to other levels of management certain rights to make

operational and financial decisions within defined limits.  The rules that govern this system are the Delegated Authority framework.

Telecom people will:

• Only act within the Delegated Authority framework and any authority that may be specifically given to them as a Delegated Authority holder; and

• Ask their manager if they are uncertain as to their Delegated Authority level of authority. 

Reporting Concerns

Telecom has Reporting a compliance Code of Ethics issue or incident guidelines procedures for the reporting of any alleged breach of the Telecom Code of Ethics, a legal obligation or any other Telecom Policy. 

Telecom also has specific financial compliance escalation procedures for the reporting of any breach of any accounting, internal control or auditing procedure.

If you become aware of any alleged breach outlined above, you are responsible for reporting it to your manager.  If this is not appropriate in the circumstances, you should report the breach to:

• your manager’s manager; 

• Group Compliance;

• askhr@telecom.co.nz; or

• The Whistleblower / Fraud Helpline

- 0800 688 369.

Roles and Responsibilities

The responsibilities of specific groups are:

CEO / Executive

Support the adoption of an adherence to this policy and underlying core policies.

Human Resources Team 

Respond to alleged breaches of the Code of Ethics or Human Resources functional policies and direct

investigation resources, training or disciplinary actions as required.

Fraud Team

Undertake investigations at the direction of the Human Resources team for cases of suspected non-compliance with Core Policies or Human Resources functional policies

Group Compliance and BU Compliance Teams

Support Group HR and/or Fraud with investigation resources, training or awareness, and remediation actions as required.

Managers

Familiarity with the code of ethics, compliance responsibilities, implementation of procedures and processes to ensure compliance. Raising issues in the Telecom - Report a compliance issue or incident mechanism or through normal HR channels.

All

Awareness of Telecom's compliance framework, processes and tools.

Adherence to this Policy. Code of Ethics

  

Ownership

This is a CEO Policy owned by the Group HR Director and will be updated on a bi-annual

or as needed basis.

Publishing Date

December 2011

code of ethics yeah right

Paul,

if your contention that Telecom as a corporate knowingly and deliberately took advantage of a person with an intellectual disability , in their use of her identity with out her knowledge (identity theft) to compile a purported verbal complaint to effect you exit through a disciplinary proceeding fraudulently is proven.

Then it is my view that they are in breach of numerous employment laws and liable also under the Crimes Act...more detail re this to be provided in further correspondence.

As an exercise

I viewed Telecoms stated ethic’s, the accountabilities and procedures that is available on the internet.

I have highlighted in red those statements and obligations within that I feel pertain particularly to your issues.

I foresee considerable impact on numbers of those within Telecom should you prevail in your fight.

Below is a brief preamble , and attached is a cut and paste of their code of ethics along with the URL that provided it.   

Code of Ethics

Telecom expects its employees and directors to maintain the highest ethical standards. Telecom's Code of Ethics (PDF 90KB) establishes the framework by which Telecom people (including the CEO and CFO) are expected to conduct their professional lives by facilitating behaviour and decision-making that meets Telecom's business goals and is also consistent with Telecom's values, policies and legal obligations. All Telecom people receive online training on the Code of Ethics. Telecom encourages staff to report any concerns they have about compliance with the Code, Telecom Policies or legal obligations, using a custom built online reporting system. Any concerns are investigated with action taken as appropriate.

Expected behaviours (including to deal fairly and honestly with Telecom's people, professional advisers, customers and suppliers);

Escalation procedures and whistle blowing

Any Telecom employee (including a contractor) who becomes aware of a legal, regulatory, policy or other compliance issue has a responsibility to report it using Telecom's breach reporting/whistle-blowing frameworks which include a financial compliance escalation procedure. In addition, Telecom has a procedure whereby accounting, auditing or internal control breaches or concerns may be reported confidentially to the Audit and Risk Management Committee.




Be very aware  some if not all of the names below are the subject of a still open complaint for fraud with the Hamilton police

Bridgette Dalzell :current head of outsourced customer care at telecom New Zealand whom is Michelle Young's direct report at time of incident



Michelle Young :call centre manager Hamilton call centre, whom is Shaun Hoults direct report at time of incidents



Shaun Hoult: team manager weekend team Sat-Tues Hamilton



Iain Galloway HR representative for in Hamilton



Hannah Sullivan HR representative head office

 

a fresh perspective, and a focused approach

TELECOM AND ME

An independent investigator has provided a fresh perspective, and a focused approach
He has quickly moved to the essence of the issue and the means to bring it to a head
In short
Place the intellectually handicapped girl on the stand in court
It will very quickly become apparent if she placed a verbal compliant or not

If not, then Telecom as a corporate has knowingly and deliberately took advantage of a person with an intellectual disability , in their use of her identity with out her knowledge (identity theft) to compile a purported verbal complaint to effect your exit through a disciplinary proceeding fraudulently.

It will be a media feast..given the size of the bully and the impact on this innocent participant.
there will shortly be an approach to the participants involved in these events, by those now assisting me

the reality these people lack scruples or morals or empathy they live among us and guide us in our work but its not leadership is it there you have the essence people this is how low they stoop




Be very aware  some if not all of the names below are the subject of a still open complaint for fraud with the Hamilton police

Bridgette Dalzell :current head of outsourced customer care at telecom New Zealand whom is Michelle Young's direct report at time of incident



Michelle Young :call centre manager Hamilton call centre, whom is Shaun Hoults direct report at time of incidents



Shaun Hoult: team manager weekend team Sat-Tues Hamilton



Iain Galloway HR representative for in Hamilton



Hannah Sullivan HR representative head office

Feedback received

Feedback received latest  re entries on hwyop blog and Facebook

• What individual , team, site and corporation believes this callous use of a disadvantaged girl , without her apparent knowledge is acceptable on any level
• The short changing of the less than foot long Subway sandwich, and the publication of the photo showed the power of the internet to effect change..so your comparison is spot on...we need a name now , who acts in this way
• The House of representatives petition , what an excellent idea , Politicians recognize BS
• Did the girl get an apology  
• Pretty easy to prove one way or the other “Ask the girl involved”
• The power of the people outweighs that of the people in power..Corporates beware
• We have choice in todays world with regard to our telecommunications provider..who would chose a business with this ethic
• Telecom site indicates that they sponsor those with disabilities, if they have used this individual in this way...and its proven...what does that say
• Is the individual, a rogue employee
• What is it like to work at this site , company

 

Be very aware  some if not all of the names below are the subject of a still open complaint for fraud with the Hamilton police

Bridgette Dalzell :current head of outsourced customer care at telecom New Zealand whom is Michelle Young's direct report at time of incident



Michelle Young :call centre manager Hamilton call centre, whom is Shaun Hoults direct report at time of incidents



Shaun Hoult: team manager weekend team Sat-Tues Hamilton



Iain Galloway HR representative for in Hamilton



Hannah Sullivan HR representative head office

 

 

he reality of missed placed loyalty

·         clock is ticking shaun nothing personal just business

These are genuine people Shaun who have joined the cause

The journo referred  to has won major awards

Nearly four years ago you people gave me a choice

Resign or be dismissed

Now the choice is yours confess resign or let everything follow the course telecoms instruction agent is leading all of you down

Which will be court and perhaps a conviction your life tossed away for michelle and Bridgette  bidding like they give a shit about you

you know me Shaun you once commented i was like a little fox terrier when something pissed me off i would grab hold of it an never let it go

your and other action impugned my name for honesty and integrity did you really think i would just stand by and let you get away with

Lynette Robinson Keep going Paul. There are hundrds of us quietly backing you and withdrawing our business with Telecome.

Like · Reply · 9 hours ago..Paul Evans-mcleod cheers lyn they couldnt even be upfront baout the latest xtra email problem

Like · Reply · 5 hours ago · Edited..Lynette Robinson Now that my book is published I might even do an investigative piece on this. I know a journo who may help.

Unlike · Reply · 1 · 5 hours ago..Paul Evans-mcleod have volumes of evidence happy to share all time they where sorted bring it on

Like · Reply · 4 hours ago..Lynette Robinson Just let me get though my marketing programme and then I will be in touch. This will make a wonderful David and Goliath piece. Take care.

Smoke and mirrors vs Facts and logic.

Smoke and mirrors vs Facts and logic.

My counsel has amongst many of his succinct or pithy sayings that has some proven truth to them, the following.

Deal in facts , argue with logic.

Logic indicates that I ;when in the presence of witness’s ,listened to a verbal complaint , from an intellectually handicapped girl, that was at complete variance to the original interaction, that both I and my witness would have immediately questioned the discrepancy, and wished it verified.

Logic indicates  that if such a conversation warranted my exit, it would be retained, as a documented as true and correct verbatim transcript and undergone a rigorous and prescribed process and oversight, all of which would be documented , filed and conferred about, with appropriate views expressed , and actions agreed on.

None of this documentation is available yet....(and indeed I never listened to the verbal complaint, but did repeatedly ask for it or a transcript)

If the response is , it is no longer available

Logic then asks, why was it not made available with the original privacy requests at the onset of this farce.

A question .....What degree of evidence will a competent lawyer or the House of representatives require.

If it can be shown that the intellectually handicapped girl never made a verbal complaint, easily enough verified with a simple question to her,,,it would be prominent in her mind even after time has elapsed

....what then is the appropriate action for a corporate to take.

And how far reaching does the accountability lie.

When in todays multi media , internet connected world.. a foot long subway sandwich lacking an inch or so off the stated length....the public decides...

Be very aware  some if not all of the names below are the subject of a still open complaint for fraud with the Hamilton police

Bridgette Dalzell :current head of outsourced customer care at telecom New Zealand whom is Michelle Young's direct report at time of incident



Michelle Young :call centre manager Hamilton call centre, whom is Shaun Hoults direct report at time of incidents



Shaun Hoult: team manager weekend team Sat-Tues Hamilton



Iain Galloway HR representative for in Hamilton



Hannah Sullivan HR representative head office

DEEPER AND DEEPER INTO THE HOLE

TELECOM JUST KEEPS DIGGING IT SELF DEEPER AND DEEPER INTO THE HOLE
Collateral Damage
We have thus far
• Acknowledgement from Telecom that there are two verbal complaints
• Acknowledgement via latest correspondence that any audio files are no longer available
It is probable that Telecom will now provide a disingenuous reply regarding any documentation surrounding the verbal complaints
All of which will be tested in the future as the appropriate authorities, with whom I am laying the complaints will require sworn statements which if these lack veracity will result in penalties under the Crimes Act. Indeed, there is a view that these are possible already.
Obviously the intellectually handicapped girl, whom purportedly laid the verbal complaint will be asked to respond within these proceedings.
There is sufficient reference within the generated correspondence of this girls’ particular complaint, its non production will raise extremely serious legal issues across several areas of law.
Hence collateral damage wrought amongst the individuals concerned and not the least within the media, if it is possible to show that Telecom used a person with a disability to their advantage , in creating this farce.
  Be very aware  some if not all of the names below are the subject of a still open complaint for fraud with the Hamilton police

Bridgette Dalzell :current head of outsourced customer care at telecom New Zealand whom is Michelle Young's direct report at time of incident



Michelle Young :call centre manager Hamilton call centre, whom is Shaun Hoults direct report at time of incidents



Shaun Hoult: team manager weekend team Sat-Tues Hamilton



Iain Galloway HR representative for in Hamilton



Hannah Sullivan HR representative head office

reply from telecom

FINALLY RECEIVED REPLY FROM TELECOM
THESE PEOPLE ARE BOARDING ON CONSPIRACY TO PERVERT THE COURSE OF JUSTICE
WORD TO THE WISE
In any disciplinary proceeding ensure that you get copies of the originals in any and all formats, it will avoid the disingenuous replies as per below
THEY HAVE DUG THEMSELVES ANOTHER HOLE YET AGAIN

JOHNS REPLY  IS IN PDF  FROM SO I UNABLE TO COPY AND PASTE

HOWEVER  A READ OF OUR REPLY WILL ILLICIT ENOUGH INFORMATION
THOSE OF YOU THAT WORK FOR TELECOM AND KNOW THE PROCESS WILL SEE THE MASSIVE  HOLES IN THEIR ARGUMENT

HERE IS OUR RESPONSE

John,
Thank you for the response
I note your client now advises that the audio tapes are no longer in existence.

Next you will be advising that no notes , or any paper trial exists on everything requested.

The complete information in whatever format was requested at the instigation of the proceedings well over three years ago, now you advised they have been destroyed or removed.

Your client will therefore be required to fully explain the non production in the first instance. Indeed not only to myself but to the appropriate official agency with whom I am laying the complaint.
I have no recollection of the audio files being played to me.
Logic would suggest,that if the audio file of the compliant from the intellectually handicapped girl had been played to me, that I would have immediately advised the obvious discrepancies previously advised.
Your client was repeatedly requested for all of the above within the meeting..This they chose to ignore....Logic again suggests that why would I continually ask for them if they were produced.

The following specifics were requested within the overall wide-ranging requests for information in whatever format.
Please advise the timeframe in which they will be supplied.
The exact and complete detail in how when, why and in what context , has not been supplied but rather redacted versions; which could by omissions not give a complete and accurate picture, and may thus influence external judgements.
so to avoid further confusion for each instance can the following be provided
• audio copy from Telecoms system of the complaint in full
• time stamped
• extension number it was received on
• person whom received the call so its veracity can be established
• the complete and original copy of notes taken, in whatever format, including hand written, memo screen but not excluding any other form of communication.
• correspondence between that person and management in whatever format
• correspondence of management pertaining to the specific complaints in whatever format
• correspondence in regard to what actions were taken by whom within management
• indication by time and date stamp that it was addressed to/with myself within 48 hours of the “incidents” occurring as is required
• What action was taken by senior management with the individual customers to resolve their complaints, and the context my name was mentioned in whatever format or communication medium?
• Any other relevant information in the paper trail, or procedural process from reception of the compliant to its satisfactory conclusion with the customer.
• Advice that the customer was satisfied with the resolution.
•
•
• As you maybe aware John I was employed by Telecom for 39 plus years and for some considerable time in the call centre.
• I have a understanding on what is required within the various systems that log and annotate all calls and interactions.
•
• Warm regards
• Paul


IN SIMPLE ENGLISH HIS REPLY WAS CRAFTED BY HR WHO HAVE  A LIMITED KNOWLEDGE OF THE PROCESS

TELECOM NOT ONLY ENCOURAGES STUPID IT PROMOTES IT
Be very aware  some if not all of the names below are the subject of a still open complaint for fraud with the Hamilton police

Bridgette Dalzell :current head of outsourced customer care at telecom New Zealand whom is Michelle Young's direct report at time of incident



Michelle Young :call centre manager Hamilton call centre, whom is Shaun Hoults direct report at time of incidents



Shaun Hoult: team manager weekend team Sat-Tues Hamilton



Iain Galloway HR representative for in Hamilton



Hannah Sullivan HR representative head office

letter sent to telecom managment

Date: Tue, 12 Feb 2013 15:00:19 +1300

To all

I find it extremely distressing to hear once again over the last week  site managers at the Hamilton site have yet again acted dishonorably by altering testimony of a incident to again produce revised statements to suit management bias  

Try documents that in realities “don’t exist “

Note details requested of telecoms lawyer in above attachment it’s been a month and still no instructions’ forth coming from management.

Perhaps they can’t find them   yeah right

This happened on your watch, you will now find out your staff knowingly committed fraud,  if you fail to act now the consequences are yours to suffer  completely your choice, these however are the paths the police will be require to take  it is all just a matter of time

It will be revealed either via the privacy commissioner (as I have sent a request for exactly the same to them) telecom now has twenty days to produce or acknowledge their non existence

Their non existence will validate the fraud from the outset this will then satisfy the compliant I have with the police refer complaint   111129/9892

Failure to act will trigger a petition to parliament with the help of sitting MP Tim McIndoe. this will result in question in parliament on the floor of the house

We will be addressing these to the CEO and the board .this will undoubtedly filter down the management hierarchy .we will be alerting the media as well

  

Perhaps you yourself could ask the same of the five participants Bridgette Dalzell, Michelle Young Shaun Hoult, Hannah Sullivan, Iain Galloway if only to reassure yourselves your case is sound 

 

I don’t give a toss whether you follow thru on my suggestion or not, in fact I hope you  don’t, your names will form part of the petition with the fact that I have personally emailed you and advised you my concerns needed a fresh look  thus I am fulfilling the obligations required under the petition

How do I know they don’t exist?

My question in one of the letter above l hints at it


“Of particular interest is the audio of the calls from the intellectually handicapped person, as the intention is to have the content of my initial call with her and her compliant call compared...both will be available via Telecoms recording system, the language and terminology advised as used in the complaint call, is clearly not that of the person with whom I originally interacted.”       

one feels compelled to inquire  .to ..ask whether it is a policy within that site or Telecom that is condoned by management, as repeated instances of it do not reflect well on the processes or the oversight

  

this matter will be put right either by yourselves or the court, again if you fail to act the consequences are yours to suffer  

I’m not threatening, neither am I bluffing I’m acting in my own best interests 

if you wish to correspond with me please have the block removed on my extra email account or phone me 

warm  regards

Paul

Be very aware  some if not all of the names below are the subject of a still open complaint for fraud with the Hamilton police

Bridgette Dalzell :current head of outsourced customer care at telecom New Zealand whom is Michelle Young's direct report at time of incident



Michelle Young :call centre manager Hamilton call centre, whom is Shaun Hoults direct report at time of incidents



Shaun Hoult: team manager weekend team Sat-Tues Hamilton



Iain Galloway HR representative for in Hamilton



Hannah Sullivan HR representative head office
 

letter to privacy commsion

To the privacy commission 

With reference to the attached document containing copies of the relevant emails, it is evident from the acknowledgement by Telecoms representative John Rooney of Simpson Greirson of verbal complaints that either

Telecom has by disingenuous answers deliberately obstructed my rights under the Privacy Act, and wilfully misleads the Privacy Commission from the onset of my legal requests well over three years ago by actively not complying with the law.

or

Verbal complaints used in the disciplinary process to exit me  do not exist

My latest request was sent Friday 080213 as per below, note this is only part of the requests

John,

 You request all communications are thru you, yet have failed to act on my requests.

Please provide the following.   

Conformation from Richard Lowe that he has received advice that the police complaint has been forward to Andrew Bubear  as per correspondence sent via email 06/01/13.

Information requested as required under the Privacy Act (refer previous correspondence)

The Privacy allows 20 days for the provision of all material; this period is now well past, I now require the name of your instruction agent as I wish to file an addition complaint to the police.

For clarification.

I have requested the specific documentation referenced in this email and the attached document, and I have also requested all information in whatever format since 20/09/2009, none of which has been made available in the required timeframe.

I desire the commission’s urgent action, and wish to know what are my legal remedies for the course of action taken by Telecom

warm  regards

Paul

Be very aware  some if not all of the names below are the subject of a still open complaint for fraud with the Hamilton police

Bridgette Dalzell :current head of outsourced customer care at telecom New Zealand whom is Michelle Young's direct report at time of incident



Michelle Young :call centre manager Hamilton call centre, whom is Shaun Hoults direct report at time of incidents



Shaun Hoult: team manager weekend team Sat-Tues Hamilton



Iain Galloway HR representative for in Hamilton



Hannah Sullivan HR representative head office