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This is why you need carry permit **uniformity** in Calif. People in rural counties can get carry permits, where they are least needed, but people in urban counties cannot. So only police and crooks (and VIPs like Sen. Feinstein who can pull strings) can carry. That's just stupid. Way to go, Sacramento. The blood of innocents is on your hands.
I am an SCE employee, and posting these comments under a pseudonym. Southern California Edison is a company that runs on FEAR. Managers bully their employees to perform. Bullying ranges from in-your-face yelling and making violent gestures, to more subtle, persistent forms, like making jokes at an employee's expense; discrediting or maligning employees at meetings attended by hundreds of people; applying uneven performance standards among his or her reports; or going out of the way to omit an individual when handing out kudos to a particular group. Based on my own experiences, what I've observed, and what I've heard from colleagues, I believe Turner's actions were the result of ongoing, systematic bullying by his manager. Bullying behavior at SCE flies under the radar, and its existence is almost always denied. When it is reported, the company refuses to get involved, tells the employee to "work it out" with her or her manager, or makes the employee feel at fault. The employee deals with this in his or her own way. Some learn to live with it, based on the mistaken assumption it's better than being unemployed. Others let the constant browbeating, humiliation, ridicule and undue penalization get the better of them and launch into a shooting rampage. As the Rivergrade story unfolds, I think we'll find that Turner's actions were not the result of a single event, but were caused by management's constant, ongoing bullying and humiliation, which is so germaine to the Southern California Edison culture.
I am a former Southern California Edison employee and am confirming that this Company runs on FEAR & FAVORTISM. Since the Rivergrade shooting, the IMT reports and work environmental surveys, nothing of significance has been accomplished at the management level to create a harmonic and productive environment. Waste is rampant at SCE and the ultimate victims are the ratepayers. There is no control for this sort of behavior because it starts at the very top of SCE's management ladder.Although I do not know Andre Turner or work in Rivergrade, many of my colleagues who worked with him and his director superior said Turner was a constant victim of bullying. Mr. Turner tried on more than a dozen occasion to have his work environment evaluated but was systematically ignored by both Ethics & Compliance as well as Human Resources. This is no longer a “family and friendly” place to work, those are the by-gone years. Going forward, it’s simply a mechanical process of trying to do more with less. Employees that are use to the cushion environment are facing the stark reality of every man for themselves and some do crack under pressure. I have no advise for the top level management because they’ve ignored everyone else’s advise. Let the chips fall where they may.Just to prove that I am not making this up, I use to work in the general office in Rosemead. The carpets were changed in 2012 and extra padding place. They were a very “specific” type and only someone working there would know. I am simply just making sure that I establish legitimacy.
As a former SCE employee, this company has accomplish minimal since December 2011. A commissioned studied published on May 2012 of SCE shows the level of intimation that many employees felt from management. In some ways it has gotten worse as now people feel the need to turn on each other in order to survive. I am going to allow you to be the judge as attached below is the link to document that has been posted on public domain.http://s3.documentcloud.org/documents/452675/final-imt-report.pdf
For those that have never been an SCE employees, you will never know the level of mismanagement this utility is capable of and commits against ratepayers each and every day. My colleagues worked with Henry Serrano and used words to describe him that I cannot write here without being censored and this was before December 2011. At best he was impatient but he was a monster and proud to be this way. Managers like him though, roam the entire SCE corporation and are in every department. They abuse their staff at whim and will quash your career if they do not consider you one of "their favorites". Salaries, promotions, recognitions and educational vouchers are given based on favoritism and has nothing to do with merit. The levels of relationship based on being family members, intimate partners or friends/neighbors determined how far and how high you will move up at SCE. There’s even a term DSR (daughters, sons and relatives). This is not a joke, person in charge of Ethics and Compliance is married to one of the top person in Human Resources. Interns usually turn out to be the children of executives and are notoriously under-qualified for the job. There is no turning back for SCE, it is at a crossroad and sometimes the wound has festered for so long that it will never properly heal.
This is why you need carry permit **uniformity** in Calif. People in rural counties can get carry permits, where they are least needed, but people in urban counties cannot. So only police and crooks (and VIPs like Sen. Feinstein who can pull strings) can carry. That's just stupid. Way to go, Sacramento. The blood of innocents is on your hands.
ReplyDeleteI am an SCE employee, and posting these comments under a pseudonym.
ReplyDeleteSouthern California Edison is a company that runs on FEAR. Managers bully their employees to perform. Bullying ranges from in-your-face yelling and making violent gestures, to more subtle, persistent forms, like making jokes at an employee's expense; discrediting or maligning employees at meetings attended by hundreds of people; applying uneven performance standards among his or her reports; or going out of the way to omit an individual when handing out kudos to a particular group.
Based on my own experiences, what I've observed, and what I've heard from colleagues, I believe Turner's actions were the result of ongoing, systematic bullying by his manager. Bullying behavior at SCE flies under the radar, and its existence is almost always denied. When it is reported, the company refuses to get involved, tells the employee to "work it out" with her or her manager, or makes the employee feel at fault.
The employee deals with this in his or her own way. Some learn to live with it, based on the mistaken assumption it's better than being unemployed. Others let the constant browbeating, humiliation, ridicule and undue penalization get the better of them and launch into a shooting rampage.
As the Rivergrade story unfolds, I think we'll find that Turner's actions were not the result of a single event, but were caused by management's constant, ongoing bullying and humiliation, which is so germaine to the Southern California Edison culture.
I am a former Southern California Edison employee and am confirming that this Company runs on FEAR & FAVORTISM. Since the Rivergrade shooting, the IMT reports and work environmental surveys, nothing of significance has been accomplished at the management level to create a harmonic and productive environment. Waste is rampant at SCE and the ultimate victims are the ratepayers. There is no control for this sort of behavior because it starts at the very top of SCE's management ladder.
ReplyDeleteAlthough I do not know Andre Turner or work in Rivergrade, many of my colleagues who worked with him and his director superior said Turner was a constant victim of bullying. Mr. Turner tried on more than a dozen occasion to have his work environment evaluated but was systematically ignored by both Ethics & Compliance as well as Human Resources.
This is no longer a “family and friendly” place to work, those are the by-gone years. Going forward, it’s simply a mechanical process of trying to do more with less. Employees that are use to the cushion environment are facing the stark reality of every man for themselves and some do crack under pressure. I have no advise for the top level management because they’ve ignored everyone else’s advise. Let the chips fall where they may.
Just to prove that I am not making this up, I use to work in the general office in Rosemead. The carpets were changed in 2012 and extra padding place. They were a very “specific” type and only someone working there would know. I am simply just making sure that I establish legitimacy.
As a former SCE employee, this company has accomplish minimal since December 2011. A commissioned studied published on May 2012 of SCE shows the level of intimation that many employees felt from management. In some ways it has gotten worse as now people feel the need to turn on each other in order to survive. I am going to allow you to be the judge as attached below is the link to document that has been posted on public domain.
ReplyDeletehttp://s3.documentcloud.org/documents/452675/final-imt-report.pdf
For those that have never been an SCE employees, you will never know the level of mismanagement this utility is capable of and commits against ratepayers each and every day. My colleagues worked with Henry Serrano and used words to describe him that I cannot write here without being censored and this was before December 2011. At best he was impatient but he was a monster and proud to be this way. Managers like him though, roam the entire SCE corporation and are in every department. They abuse their staff at whim and will quash your career if they do not consider you one of "their favorites". Salaries, promotions, recognitions and educational vouchers are given based on favoritism and has nothing to do with merit. The levels of relationship based on being family members, intimate partners or friends/neighbors determined how far and how high you will move up at SCE. There’s even a term DSR (daughters, sons and relatives). This is not a joke, person in charge of Ethics and Compliance is married to one of the top person in Human Resources. Interns usually turn out to be the children of executives and are notoriously under-qualified for the job. There is no turning back for SCE, it is at a crossroad and sometimes the wound has festered for so long that it will never properly heal.
ReplyDelete