Webmedx Heads Up! - Reposted from below

This was such an important message I felt it needed to have it's own post.  It kind of got lost below in the thread.  Anyone who is going through this type of situation can really benefit from this information - I know it was powerful salve for my heart.  Thank you for posting this Former Manager. 

Cause for concern at any company - sm - Former Manager

Posted: Oct 9th, 2010 - 9:01 am In Reply to: WMX bloodletting - ea

Most MTSOs of any decent size at all have production/quality policies. These are usually listed as "requirements" for MTs but these expectations are usually described again under a termination or performance management policy.

If a random or routine quality and/or production check results in lower standards than the company wants, they usually will follow through with notifcation to the MT and follow their performance management process. They want to keep the MT and just help them improve. Turnover is very expensive.

However, if the company is looking specifically to lighten its work force and/or specific individuals, they will not give the MT(s) notice. They will do a historical quality/production review and simply state they no longer need their services.

They will NOT entangle themselves by stating it is because the MT did not meeting production or quality standards or any other requirement because they have not followed their performance management policy. They simply terminate without cause.

Can they do this? Yes. I don't know of a state that is not "at will" or of similar structure when it comes to employment expctations. We don't want that situation anyway - we want to be able to come/go from a job as we see fit and the company needs to do the same.

It does seem unfair and it is definitely painful when it happens.

What MTs need to look for are patterns of this, especially when it happens in groups or batches of employees.

Webmedx recently terminated a group (whatever size doesn't matter) of MTs/QA due to the loss of at least one account. So, watching for a pattern of terminations without cause is very crucial.

If an MT is truly blindsighted by a termination, this is a true red flag that all at the company should pay attention to and those thinking about applying should carefully weigh. Nothing illegal about it but there are more ethical ways to reduce staffing.

What do I mean by being "blindsighted by a termination?" If you are terminuated and:
1. You were not given any prior counseling, discussion, documentation about poor performance of any kind.
2. At your termination, you were not given a "poor performance" reason or perhaps any reason - just a "we no longer need your services" excuse.
3. You were given poor performance stats on yourself that went back further than the last completed pay cycle.

It will NEVER be easy to lose a job regardless of the reason or circumstances. It can help, though, to understand what is happening so you can determine if you were just a victim of a poorly executed business decision versus truly having not meet performance requirements (which you need to know for your continued employment opportunities).

I would also hope that all MTs when reporting such incidents on message boards do so with credibility and integrity - not just make vague statements but be specfiic (much more credible) as this particular poster has been. This will help other MTs make a more informed choice about staying or onboarding with this company.

Former Manager