its starting to unravell

Me And telecom

well my open letter is reaping rewards

information presented to me over night has produced another ex-employee managed out with fraudulant statements unsubstantiated
...
meeting notes appear to show premeditation predetermination a patent lack of
proper process currently passed to a moderator who has a strong crasp of the desplainary process for vetting before i progress it to support my claim of fraud

we have again in this one a common ccm

have nade open letter available to print media things are coming together nicely

got open letter into well know public blog

Codes of ethics

Codes of ethics

To telecom staff this really shows what a crock of shit it really is. read telecoms code of ethics

Excerpts from same

The telecom code of ethics is the framework of the standards that employee of telecom corporation of new Zealand limited and it subsidiaries’ (telecom) are expected to conduct their professional lives by and has been approved by the board

Telecoms managers are expected to lead according to these standards of ethical and professional conduct and ensure they are communicated to the people who report to them

Here is a great one behaviour

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

There is that actions rather than words statement again I keep referring to

So what are the public going to say when they become aware that I have a statement from telecoms legal team that contains information that a false customer complaint was used in my disciplinary action against me it was admitted to in writing and yet I’m the one sacked and the people the perpetuated this false accusation still remain in telecoms employ

Here is the kicker they must deal honestly with telecoms people    yeah right

one rule for management and a diffirent one for staff

o all reps including management over time we all signed note to the effect that we would behave ourselves with the resources telecom allowed us to use that is every body temaleaders and csr alike

its is a load of crap and here is why look up you notes and read the third to last paragraph it says and i quote

you must always be responsible and accountable for your action from an audit prospective .you need to eliminate any question regarding the validity of any actions you have taken "

so trish kieth why are shaun hoult michlele young and bridgette dalzeal still working there is it
theses are just some of the questions i will be asking the board and raisin gat the agm
i have documents fromm your telecom lawyer admitting that a customer complaint never existed and you fail to act
talk to nic smith he knows how to fall on his sword with honour
ior is that value you only pay lip service to as your staff do to other things like ethic and honesty and integrity
yes this is your performance review and there is definite room for  improvement
keeps telling people ignore the words to validate the real truths watch the actions

Open letter: To all ex-telecom employees

Open letter:
To all ex-telecom employees who worked at the 123 telecom call centre located in the ASB building 500 Victoria Street

I am interested in hearing from those disciplined and forced out the company on the basis of customer complaints.
Currently I have a complaint of fraud against five members of telecom alleging dishonesty in the form of a customer complaint that in fact didn’t exist.

This complaint still remains open; allowing me to gather more information to support my claim.
Since posting on my face book page , there has been further information received, people are concerned the same deceit was instigated against them ,and can be proved. Evidence where more of you may have been wronged

What a coincidence that we share the same call centre manager; Michelle Young, overseeing the disciplinary action in the current claims made available to me

So please get in contact and I will guide you thru the process, all the way, to ultimately, the police complaint
Those involved or aware will be parties to the above, and may thus be required to give evidence in court

It raises the question Is Michelle's tactic hers alone...or is it condoned....lack of action by management above would indicate...a loss of ethics or turning a blind eye...neither negate ultimate accountability....jointly and severally ......there are parallels with the new child abuse law ..if you are aware of abuse..You must act...or face criminal proceedings........

in reality it is payback time for the way you were treated, these people acted dishonestly.

one or two more would suffice to prove our case doesnt not require the same individuals .just the non-extistence of the oringinal customer complaint letter

They will be held accountable .they are not above the law, in its numerous breaches, civil, legal, human rights

paul.evans-mcleod@xtra.co.nz 078494584 0272423017

feel free to share your help is appreciated

different set of morals

Paul Evans-mcleod

Friday

PublicFriendsOnly MeCustomClose FriendsTelecom New ZealandSee all lists...was telecom new zealandSchool of Hard Knocks, University of LifeHamilton AreaFamilyschool of life and hard knocksAcquaintancesGo Back

up date re telecom and me
they will be wondering why i have started a new series of expose some have called the rants but do i give a fuck no

this is the reason its the way i was raised, that simple be honest, have integrity, your word is your bond so is your handshake and if you got a girl pregnant bring her home with you or don't bother returning ever

Dishonesty should never be tolerated. – Nobody likes a liar. In the long-run, the truth always reveals itself anyway. Either you own up to your actions or your actions will ultimately own you. Living a life of honesty creates peace of mind, and peace of mind is priceless. Period. Don’t be dishonest and don’t put up with people who are.

different set of morals then some people

who have sex on company time with each other both are married but not to each other

have one night stands with staff and break up marriages

turn up to work shit faced and have to be taken home by fellow managers all swept under carpet

yeap the truth is revealing isn't it these people live and work among you
oh the common thing

they are all managers surprised want the names

and guess who is having an affair but we mustn't gossip

your actions will ultimately own you

off to by some shares so i can attend the agm and raise my issues there

they have done wrong they know the have to act and they refuse

so
letter to board members asking why senior management is not responding to illegal acts admitted by telecoms lawyer
cant be more simple really case proven form their own mouth and the failed to set right
enough time has passed

short sweet and to the point

next couple of days

a new precedence has been set in employment court.which will require a whole new way of dealing with disciplinary meetings the pendulum has swung the other way . power is back with employee to set tone and direction

will explain

read re blog especially post caught in the cross hairs 101 this will be an addendum to that

feel so much better now im off my meds

Question:for Trish Kieth and Brigette Dalzell

Question:for Trish Kieth and Brigette Dalzell

Michelle Young and Shaun Hoult in purporting to represent a disgruntled customer, by the false misrepresentation of a complaint letter in that person's name and using the supposed complaint letter(s) in that customers name on more than one occasion , is that a breach of that person's privacy, or theft of identity or both.
Does her use of an intellect...ual disabled person in one instance , indicate in her mind that this was one individual that would not find her out.
A less than subtle form of abuse of that individual
Is this customer aware.
________________________________________
The same question aries with the admitted false letter of complaint in Tina Baldwins DiscIplainary actionSee More

So time for a recap remember my post when caught in the crosshairs 101

Observations

Disciplinary actions are not always based on facts   verified by catching telecom out with two false letters of complaint  both are illegal acts which senior management have failed to address is it condoned....lack of action by management above would indicate..a loss of ethics or turning a blind eye...neither negate ultimate accountability....jointly and severally ......


Telecom ethics and conduct standards are not always complied with  facts   verified by catching telecom out with two false letters of complaint  both are illegal acts which senior management have failed to address is it condoned....lack of action by management above would indicate..a loss of ethics or turning a blind eye...neither negate ultimate accountability....jointly and severally ......

Management will not protect your interests facts   verified by catching telecom out with two false letters of complaint  both are illegal acts which senior management have failed to address is it condoned....lack of action by management above would indicate..a loss of ethics or turning a blind eye...neither negate ultimate accountability....jointly and severally ......


So
Determine the agenda

So lessons to be learnt
Using the following basic principles, which is basic police procedure?

Accept Nothing
Believe No one
Corroborate everything

At the onset of any disciplinary action.

Assemble a chronological file
Cross reference everything
Be patient
Do not react without thinking, pause, reflect act
Seek learned counsel
Act within the law they might not  verified by catching telecom out with two false letters of complaint  both are illegal acts which senior management have failed to address is it condoned....lack of action by management above would indicate..a loss of ethics or turning a blind eye...neither negate ultimate accountability....jointly and severally ......

Learn the law
Know the law
Ensure it is complied with fully at each and every step. It is a legal requirement

Record everything, every interaction with management, even those seemingly casual, diary it as well.
Request immediately via the privacy commission, all correspondence, or information held by your employer.
Your are entitled under law, to have this, and you can require it to be corrected

In every disciplinary meeting, have two advocates in support, one from the union, and one preferably external (who can be objective) a lawyer is best, do not attend without one
Record everything
Take a digital recorder VERBATIUM
Take complete notes of every statement within the meeting, copies of all correspondence
Request the copies of the minutes
Challenge all inaccuracies
Challenge all assumptions
Challenge any view given by those within management or HR with regard to your rights, seek precise information from external counsel, DO NOT proceed until absolutely certain.
Do not proceed until you have all facts AND YOUR RIGHTS corroborated, this may require you to exit a meeting
Retain multiple files copies digital and hard copies

Urgent update below

New precedence set by determination of [2011] NZERA Christchurch 210 5365012 BETWEEN KANA SHANMUGANATHAN AND POWERNET LIMITED

Authority member Appleton ordered Powernet to reinstate Shanmuganathan, effective yesterday, as he believes he has a "tolerably arguable case that he will prove his case of a personal grievance of unjustified dismissal".

His reasons for the finding included doubts over the thoroughness and accuracy of Powernet's analysis of Shanmuganathan's email; its own report showed at least 20 staff had greater web usage than Shanmuganathan, and four other staff had sent more emails than him during the time sampled.

If you are performance managed with large volumes of data (as they did to me they ran reports across everything going back four months) An employer relying on large volumes of data to show serious misconduct must take reasonable steps to ensure that data was transparent and fair, he said.
His patently wasn’t 24 staff where had worse statistic then he had

I asked that I be judged amongst my peers was denied on the basis of privacy   DONT LET IT HAPPEN TO YOU

In it simplest form the above means that if your dismissal is based on data that is common across all other areas in you work place from letter of complaint to performance statistics
you can ask to be judged in full comparison across your site of all other employees  any as above that match yours or fall below it must form part of managements actions

this then shows that managers performances are fair and reasonable