"My employment at Google was terminated abruptly"
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Having been a manager, about 1/10th of employees had... issues. Those employees took up an inordinate amount of management time and especially energy.
I don't know whether she or her manager were the problem; in most cases, it's 50/50. If I know a potential hire had issues before, it raises the risk of a hire a lot. I want to avoid that kind of employee.
If they act unprofessionally after leaving, that goes up to 95/5. Perhaps her boss had issues, but she definitely did as well. Posting a list of management emails? Naming her boss publicly? That goes to a serious red flag.
When I was managing, I would never have hired someone who did this. The risk goes in several directions too. Since then, I've picked up a harassing stalker. Having an employee do this sort of thing went from psychologically draining to potentially devastating to my safety.
Privacy is kind of important.
Being young, in your "dream job" and then being told "there’s someone waiting outside to collect your corp devices" without any real explanation. It's 100% HR + Managers fault that this situation has escalated to this.
If a future employer asks for a reference from Google she's screwed.
This whole "don't say anything bad about X, it will reflect badly on you" is how the Epsteins and Weinsteins of the world go undetected for years.
If what she says is true she should probably go to a lawyer and sue.
But the complaints here seem to be related to performance management. Getting a frustratingly low rating. Being told that they aren't doing enough work. For this sort of situation I'd expect the firing process to take months.
"CME for missing a meeting" is strange, but the good news is that manager calibration notes are stored in durable systems and in many locales people have the legal right to see them. So it'd be possible to see if this was actually the reason for a rating.
We'll see if more information comes out.
If a manager really wants you gone they can manufacture evidence and have you yanked quickly by constructing unobtainable and/or subjective PIP targets.
It'd also be extremely odd to be on a PIP after receiving a Consistently Meets Expectations rating. Only a subset of Needs Improvement ratings actually get PIPs. CME, by definition, means that you are doing your job sufficiently.
If a future employer checks and see she was asking people to go and harass her former managers and HR, it'd reflect pretty badly on her; I know I wouldn't want her in my team.
And as for what she can do, isn't wrongful termination illegal? Like she could instead open a civil case against Google
Name-and-shame is... random. I've never been hit, but the people I've seen hit... It hasn't had much to do with them, so much as with the people doing the shaming.
I have know Indians who, after almost two decades in the country, finally managed to get ahold a green card. Most I have worked with, have been on H-1B visas for at least eight years. It is hard to believe that someone would have left his or her home country, for a specialized and well paid job in the US, but haven’t progressed at all in the seniority scale in decades.
There is a minimum prevailing wage per level, set by the government agency in charge, and bonuses and other incentives too count towards median annual wages.
The H-1B program is flawed, yes, but not for the reasons most people think of. It is effectively used by many IT consultancy companies, especially Indian ones, to bring workers to the US, and essentially keep them captive through several methods.
> are you suggesting that your friend has kept the same work profile as recently arrived workers for well over ten years?
I have no idea where you got that idea from. He married a US citizen, and became one himself after a few years. As soon as he became a US citizen, he got an offer from an indian IT consultancy firm with a pay hike of $75,000 based on his multi-national experience / expertise and, ofcourse, the fact that he was a US citizen.
I went through this process, and when they calculated the prevailing wage for my position, it was a number, not a range. It is calculated as the average of wages for all similar positions, in the same place of employment, and there is a minimum of $60,000, as far as I understand, at least for H-1B visas.
If a company were to pay less to visa holders than to their peers, it would be committing fraud.
> I have no idea where you got that idea from. He married a US citizen, and became one himself after a few years.
Essentially, because applying for US citizenship takes several years. Green card through marriage may take up to 3 years, and US citizenship takes at least another 5, so that may make around 8 years. I assumed your friend came to the US as a professional with a H-1B visa, and went down the full process, from H-1B, to green card, to citizenship, which, for an Indian national, may take even decades.
Point is, if this person was making around the same amount of money as recently arrived visa holders, even after several years in the US, and only started receiving better wages with a change in citizenship status, there must be something else to it. Either way, it seems strange that a H-1B holder would stay in a position for many years, without no effective wage increases at all.
> As soon as he became a US citizen, he got an offer from an indian IT consultancy firm with a pay hike of $75,000 based on his multi-national experience / expertise and, ofcourse, the fact that he was a US citizen.
Sadly, that is the modus operandi of certain IT consultancy firms, especially Indian ones.
It may be fraud. It is not like this has not happened before[1][2]. But this does not mean that the system rules are broken, it may mean that the enforcement of such rules is inadequate.
To clarify, earning $75,000 more than people in a similar position is not fraud per se, but people making less than the mandatory average is. And given that H-1B visa holders must make at least $60,000, I'm not capable of understanding how this company calculates prevailing wages without committing blatant fraud.
[1] https://www.business-standard.com/article/companies/technolo...
[2] https://theworld.org/stories/2014-01-02/indian-tech-worker-h...
I mean, you know and I know that passing exhausting interviews and actually doing work are two distinct skills (I, for one, blanket refuse to apply for any and all jobs where there are more than two interviews), but it seems that some large companies think they know better than that. Well, they can cry me a river.
Anyone who raises issues is a potential liability risk, so HR is naturally inclined to work people who frivolously raise issues out of the company. Same thing for raising issues in inappropriate ways (e.g. a twitter thread).
At the same time, if someone above you is a /real/ risk, many HR departments do want to know about that. If your boss is sexually harassing women and acting racist, they're a liability to their boss and the company as a whole. Taking bribes? There are ways to manage that through most HR departments.
Most companies have trainings about the types of issues which ought to be raised, the contexts, and how. This is not a general rule, but for my current employer, I think the training is spot-on for what's expected of employees here:
* Raising issues appropriately is exactly the expected thing to do.
* Following up, and expecting they get acted on is not.
HR expects to be able to conduct a discrete investigation. If there isn't evidence, one should expect that nothing will happen except for a paper record. If you were sexually harassed by a manager, but it's a he-said-she-said, that's where it ends. Once a few employees claim they were sexually harassed by the same manager though, that person will be gone.
That's my current employer. I've seen this all over the map. My previous employer, I'd recommend /never/ going to HR.
Path A) Publicly call out your manager by name and encourage people to spam senior leaders who had literally nothing to do with it and didn't know you existed.
Path B) Leetcode and have 10 interviews lined up by next week, since you're obviously competent enough to get hired at Google.
Path A is the wrong answer, and really self destructive. The worship of Google and other FAANG companies needs to stop. It's pathetic frankly.
Google isn't even in the top tier in terms of compensation anymore. You can earn 20-50% more at equivalent levels at tier 2 companies just below FAANGs.
2. Naming names on twitter reflects very badly for her for future opportunities. But, she is ex google and should not have trouble finding a new job