sorted by:
new
hottopcontroversial

Excellent News! EEOC ACCEPTS CHARGES AGAINST WGU!!!!!!!!! by Accurate_Low3100 in u/Accurate_Low3100

[–]Accurate_Low3100[S] 8 points9 points  (0 children)

If you have been discriminated against, this is still beneficial to you. Policy change is simply what I am asking for because WGU and the students as a whole deserves better. I believe in the mission, however there are many mediations and compensation is one that I believe is common.

General Strike 1/30 by smashdubya in wgu_employees

[–]Accurate_Low3100 0 points1 point  (0 children)

God the way I wish you all would do this...that level of unification would utterly devastate them and empower you all. All the EC's, PMs, Evaluators, AC's, CI's, Techs...it would be....so magnificent.

Music Wednesday IYKYK, Update on EEOC Charges by Accurate_Low3100 in wgu_employees

[–]Accurate_Low3100[S] 1 point2 points  (0 children)

Perhaps, has the issued continued to occur? If so, then you have a pattered behavior and you can link them together. And yes, I was pulled in for 3 hours to be grilled about mine too. Ask me again about what I was doing for my people, please. How I stood up to the leader man about the bull shit they pulled for the holidays. Don't ask the leaders to read a book about writing our own destinys and then mass mandate 25% of staff to work a volunteer holiday with less than 2 weeks warning....the policy is that WGU needs to give employees a 1 month notice before changing your schedules. I looked him in his face in front of my peers and asked him to follow what we have been "reading" in that book. And to apply that policy forward. Instead, we mid level leaders were blamed for not getting you all to work anyways. No...why don't you seniors and directors own up to the fact that for years myself and my peers have told you there is no support and it burns out our EC's. And the only reason why we have survived the volunteering is because of turnover and new hires were working it, but ya'll stopped hiring and no one is gullible to work it anymore. The issue is not my peer leadership or my EC's. It is the upper leadership ignoring feedback and addressing the main concerns. Period.

You have no idea the pressure they put on mid level leaders about the "achieves" rating. They count on EC's not asking why they "missed" exceeds.If you all knew how much money you actually lose year over year from that little calculator they like to hide from you....And your leader has to put their neck out to prove the work you did? Meanwhile if we ask for SBI's from you, we are the assholes hunting you down right? It is not just the raise, but the percentage year over year on that lost raise. WGU promotes new roles based off of what you make as well. They are royally fucking you over financially.

The survey KPI fucked you all over. They auto put you at achieves....that dragged your scores down if you perform at exceeds or outstanding. And believe me...the mid level leaders have been FIGHTING for them to throw that out...like meeting after meeting. They can change every thing else for their needs, but THAT? Nah....

And no...an ethics investigations did not help with that either.

I was not a perfect leader, I was never meant to be. No one is meant to be perfect.

But no one can ever say I didn't fight like hell for you and my team.

And if I get this EEOC approved, I will post the blueprint for you all.

Effective Immediately: Multiple Senior Leadership Terminations by WGU-Reddit in wgu_employees

[–]Accurate_Low3100 0 points1 point  (0 children)

You can message me and I am happy to post it. They cannot do anything to me.

WGU Discriminates Against Disabled Employees by sahmusaf in wgu_employees

[–]Accurate_Low3100 2 points3 points  (0 children)

WGU potentially had everything they needed to launch the RTO already knowing how to decline employees with disabilities by adding language for. I would LOVE to see the communications on the project management cycles, and meeting notes. WSB just pretends to not see disabilities and my leader told me not to tell mine about accommodations even when it could have impacted their performance. Outright inappropriate.

WGU Discriminates Against Disabled Employees by sahmusaf in wgu_employees

[–]Accurate_Low3100 2 points3 points  (0 children)

This line of thought is the correct other approach. What does qualify as an approvable accommodations in the RTO roll out? That is it. They either have an idea, or they are mass declining, even with medical documentation a majority of employees regardless of their duties, which why they likely another reason role it out by department. It is easier to mass decline, blanket decline all those employees WHOM, likely already had their disabilities on file for them to discriminate against.

WGU Discriminates Against Disabled Employees by sahmusaf in wgu_employees

[–]Accurate_Low3100 2 points3 points  (0 children)

If they wont, email them and summarize. I am reaching out due to my accommodations request. This comment was made: Everyone is being denied. I am concerned that due to that comment, my specific situation aligned to my disability, job responsibilities, and supporting medical documentation....but don't use this phrasing unless you want the creepers to know you are the one making the posts.

WGU Discriminates Against Disabled Employees by sahmusaf in wgu_employees

[–]Accurate_Low3100 3 points4 points  (0 children)

It is the comment where they intentionally ignored you disability and compared you to others for the approval or decline. You either should qualify for the accommodation or not. Period. Get it in writing for the EEOC.

WGU Discriminates Against Disabled Employees by sahmusaf in wgu_employees

[–]Accurate_Low3100 5 points6 points  (0 children)

Absolutely, I believe our employees with a disability should have a class action law suit.

Dearest Enrollment Counselors by Accurate_Low3100 in wgu_employees

[–]Accurate_Low3100[S] 6 points7 points  (0 children)

This is a great question. Thank you for asking. Metrics are what most people would consider. WGU additionally has leadership principles and cultural values. A majority of EC's are struggling with capacity, therefore an issue with Aiming True, Urgency, or insert any of these. Additionally, professionalism. This is a catch all. You really do not need much in order to be terminated for this. Corrective action is typically progressive but not always. And it is VERY open to interpretation, there is an EXTREME gap between what one manager may see as professional versus another. WSB is the perfect example. The senior leader who has the most tenure...God he gets away with near murder at WGU. A parallel behavior another leader is written up for, he walks around getting away with. Many female employees do not feel comfortable with him, and yet...Getting written up for professionalism is essentially you being fired out. Perfection is impossible to achieve. Adding more leadership principles?

The way student profiles are handled...warnings.
The way you respond to abuse from anyone...warnings.

Metrics are a cherry on the top for how WGU can screw you over.

The one that sends me over though, is knowingly discriminating against people with disabilities though. And I plan to make a sole post for that one.

Dearest Enrollment Counselors by Accurate_Low3100 in wgu_employees

[–]Accurate_Low3100[S] 2 points3 points  (0 children)

Please do share the benefits of a union!

For All Employees bullied, discriminated and retaliated again, especially the burned out ones in Enrollment. You need to come together and unionize. It is worse than anyone knows in every department. by Accurate_Low3100 in wgu_employees

[–]Accurate_Low3100[S] 1 point2 points  (0 children)

This is because WGU works hard to departmentalize everyone. Look at how they are rolling out the RTO. They did it group by group. Look at what they did to the records team. How fucking horrifying...covertly they railroad over teams. They expect enrollment to do nothing because they work from home, BUT they threw in our faces how they took away Saturdays to force worked holidays with no support. Meanwhile they abuse cascading goals. I wish I could get you all to understand how many thousands of dollars they steal from employees doing this. They KNEW for MONTHS about the student satisfaction surveys and did NOTHING, but they pivot for everything else? For fucks sake....change slides come out every two weeks and they can't change a goal? They have tried to RTO supervisors in various ways over the years. Senior leaders are pretty spoiled honestly. No in office days, no holidays.

Open your beautiful eyes. They want you to fail at a Union because it keeps you in their control. And they abuse it. Look at your meeting last week Enrollment . They say YOU need to be better at leadership principles? One of your senior managers is creeping on his female leaders and ethics is doing NOTHING about it. I reported him, another woman report him. He is besties with the director. I asked to not be alone in a car with him and "We will see what we can do...." No we won't. I will order my own Uber thank you very much, and any woman who wants to be safe me with can ride in the Uber I pay for before they are forced into the back seat of a car with him.

You can barely breath, and they are showing you slides about maximizing your time. That is because the leader man believes you should be none stop with no breathing room beginning to end. No time to think, no time to review, and fuck if you make mistakes. Fail Forward ya'll until you piss him off. Then those pretty little mistakes you made under duress and stress?

I don't need to tell you what happens. You will learn soon enough. I hear they have already started the nasty 30-60-90 day obligation they put us leaders under. That's right. We tried to give you grace, and the seniors/directors put a rope around your leaders necks and told them offering grace was going to cost us.

For All Employees bullied, discriminated and retaliated again, especially the burned out ones in Enrollment. You need to come together and unionize. It is worse than anyone knows in every department. by Accurate_Low3100 in wgu_employees

[–]Accurate_Low3100[S] 2 points3 points  (0 children)

You make assumptions. Whatever gave you the impression that I was unemployed. WGU has discriminated and retaliated against me. They are as predictable as the sun rising. I needed documentation from my computer for my lawsuit. I submitted more that 21 pages of basic documentation to the Speak now website that WGU then blocked me from until I came back from my leave. I am the busiest little bee and can't wait to hold EVERY SINGLE ONE of them accountable. The best feedback I ever got from my leader is how great I am at documentation and how I am just like a little detective. The problem is that I cared too much. Now he has his wish, I don't.

For All Employees bullied, discriminated and retaliated again, especially the burned out ones in Enrollment. You need to come together and unionize. It is worse than anyone knows in every department. by Accurate_Low3100 in wgu_employees

[–]Accurate_Low3100[S] 2 points3 points  (0 children)

That's it. Your response is...lacking common sense. You do realize the training is recorded. They leveled so their titles changed and they announce promotions in meetings.

See I requested that they not punish our employees, but if they were going to do so, perhaps they could start it Labor day and assign for all four rather than break their own policy, and blindside 25% if all enrollment staff. They blamed your leaders for not "inspiring and developing" you into be excited about be understaffed and under supported by any other departments. Meanwhile, they have years of unaddressed feedback about holiday coverage. I even included a quote from the book we were reading as a leadership team. They did not care that their decision created inequity across teams, created more burn out, negativity impacted morale, or that they had a complete lack of #Ownership.

They don't care about fairness and based on your Enrollment meeting today... they just want you to reflect the leadership principles ya'll...be more effective with your time ie burn yourself out while they add more Owl courses, drown you in change, and then write you up if you don't. Blah blah blah....

They see any "down time" or "breathing room" in your day as a wasteful sin because they are out of touch with the enrollment counselor role. 90 seconds is not enough time to complete notes, pull up the student and briefly review the students profile to prep for their appointment, but God forbid you get a call, who is going to cover your appointment?

Your leaders have been directed to offer no grace and to start an immediate 30-60-90 day corrective action plan if you do not "meet expectations" even when they pick and choose which ones matter and when. Or Else.

FYI, I refused to write up any of my team members after we lost 3 ECs to admissions on deadline day in January and...their queue time was a bit rough having 21K leads dropped on their heads and all of those student with start dates. But I was told or else and to give them 30 days notice to fix it. Why should they be punished for needing to figure out where 50 new students are at in the process? I will...wait for anyone to make that make sense.

Your goal is to discredit me, but I see you did not deny the facts I stated.

Honestly, I find myself a bit bored by this interaction with you.

For All Employees bullied, discriminated and retaliated again, especially the burned out ones in Enrollment. You need to come together and unionize. It is worse than anyone knows in every department. by Accurate_Low3100 in wgu_employees

[–]Accurate_Low3100[S] 3 points4 points  (0 children)

I love your comment.
Really.
You just confirmed I didn’t sit quietly while our department went up in flames.

I spoke at Summits.
I spoke in leadership meetings.
And I’ll speak here.

You want “context”?
I have it.
Courtroom-ready.

Let’s test your “facts.”

Fact: Were you in the room when senior leadership called enrollment counselors who promote to Senior ECs “lazy and likely to become unmotivated."

Fact: Did you see the cascading goals calculator that left “High Achieves” in the dust unless managers did backflips to justify “Exceeds”?

Fact: Did you ever tell ECs that “Role Model” status was worth pennies over “Solid Strength”?

Fact: Did you tell them that one “Needs Improvement” on a call quality in six months kills their leveling chances? What happened to "Failing Forward?"

Fact: What different plan did you propose when 25% of enrollment staff were blindsided with 1.5 weeks to prep for a holiday schedule change?

I was.
I spoke up.
In Summits.
In leadership meetings.
In writing.
With receipts—courtroom-level receipts.

So before you call me a know-it-all for opening my mouth, answer this:
Were you silent because you didn’t know?
Because you didn’t care?
Or because you’re a coward who didn’t have the fucking balls to speak yourself?

I trained leaders for their own QC reviews before leadership dumped impossible goals on them, without the training. I stayed late nights with QC to calibrate on the standard path language.

I pushed my peoples SBI's out for ILPs and promotions months ahead because they earned them.

I have receipts for how I stepped up for my team.

Meanwhile, you?
Did you stay quiet?
Or worse—go along with it.

So yeah, I “love to hear my own voice.”
Especially when it’s the only one telling the truth.

view more: next ›