The coverups surprised me as much as the sexual assault and harassment. We didn't do stuff like this here. We hired good people and didn't let people get away with stuff like this. We cared about making a safe environment for women, just look at all our diversity initiatives.
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And after the retaliation faced by walkout organizers, I no longer believed I could do anything about it.
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I set my LinkedIn to "open to offers" the day the retaliation stories were published. I started interviewing soon after and submitted my resignation in July.
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I have so much love for what Google used to be and that's why I stayed for so long. Maybe they can be that again, but I'm not going to work for a company I don't believe in while I wait to find out.
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I ended that in a good spot but there's a few things I forgot to mention so tacking them onto the end
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I want to be clear how obvious the retaliation was in the case of Claire Stapleton. She was literally told she would be demoted. After bringing in a lawyer, the decision was reversed. Because it was reversed, Google says she was never demoted.
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According to a Google spokesperson “To reiterate, we don’t tolerate retaliation. Our employee relations team did a thorough investigation of her claims and found no evidence of retaliation." https://www.theverge.com/platform/amp/2019/6/7/18656490/google-walkout-organizer-quits-retaliation-claire-stapleton …
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Additionally, during the walkout, Google was working to remove workplace protections for organizing converted activity over work email. This was not in response to the walkout but rather in response to a lawsuit filed by a fired right wing employee.
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But there's no excuse for trying to remove workplace protections for employees. A good reason for that does not exist.
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Kraj razgovora
Novi razgovor -
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I think the fact that VPs are let go shouldn't be missed. The exit packages are not rewards (even though they look like it) but instead lawsuit insurance -- keeping the company from an expensive, dragged out process in court.
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If we installed mandatory cameras in all corporate rooms with a mandatory 18 month retention period, perhaps we could make a real case that some terminations don't need severance. Would we accept that in exchange? If not, how else can an American corporation handle that risk?
- Još 1 odgovor
Novi razgovor -
Čini se da učitavanje traje već neko vrijeme.
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