201–210 of 328 posts
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Punishment for allowing that shit to happen in the first place, and for not doing anything about it until forced to? Either way, it’s hardly a punishment. He’ll undoubtedly get a nice golden parachute.
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The Nov. 16 article, citing interviews and internal documents, also detailed misconduct allegations against Mr. Kotick, including when an assistant complained in 2006 that he had threatened in a voice mail to have her killed
There are other examples of the culture in the article. I simply don't see how the CEO didn't know this was in the culture, especially considering the allegations against him. It isn't like this is the first time we - non blizzard employees - are hearing about the culture there, either. How, exactly, is expecting him to be held responsible vindictive?
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> A fish rots from the head. Are you sure about that? Doesn't it rot from the guts outwards?
Hmm in theory it would start to rot from where it has the biggest exposure to air and or bacteria...so my highly scientific theory: It starts from the head because gills, but the stink comes from the guts (lack of fresh air) ;)
https://australian.museum/learn/science/stages-of-decomposit...
for example you can see the decomposition of a pig, it looks like the head is first, but it is actually the bacteria in the gut.
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> Do they want to risk being wrong with the guess and passing up a good employee because of it? Would it be illegal to ask if they were fired in connection with this push? If the candidate answers no, they’re clean or a liar. If they demur or confirm, you have your answer.
"Article says fired or pushed out" So I presume HR had a chat and offered them a pile of money to resign - or if they didn't accept, indicated there would be an investigation into their behaviour. Presuming they didn't choose option 2 and lose - when asked, nobody's going to say they left for sexual misconduct.
It saves the company some paperwork, and weakens the employee's case for taking them to court for wrongful firing. In exchange, the employee can truthfully tell future employees they weren't fired.
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Punishment for allowing that shit to happen in the first place, and for not doing anything about it until forced to? Either way, it’s hardly a punishment. He’ll undoubtedly get a nice golden parachute.
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This has the feel of the CEO rounding up as many patsies as he can find to scapegoat in order to placate the investors. No doubt the culture there is rotten to the core, the rumors of the horrible work environment and harassment are widely known, however, I predict you won't see too many of the exec team having to leave. It'll be all low level expendable IC's that the CEO won't have to encounter at the country club a…
> In a letter to employees made public in October, Ms. Townsend said Activision had “exited” 20 employees and another 20 had faced disciplinary action. “We know there’s a desire to know about the outcome when misconduct is reported,” Ms. Townsend wrote. “Sometimes, there are privacy reasons we can’t share. But where we can, we will be sharing more information with you. We will also be providing you regular, aggregate…
Is this a typo of "scapegoating", or a conscious neologism to indicate "scraping (the bottom of the barrel) to look for a scapegoat"...?
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Not sure if its the same in the USA, but in Europe there are massive legal liability issues to giving a negative reference - most places give no reference or a standard set of terms because of this
Many companies I consult for in the US won’t provide a negative reference but instead answer all reference questions with: “I can confirm that they were employed here from MM/YY to MM/YY”. If you hear that it means it didn’t end well. Otherwise, many managers are happy to give a positive reference.
We were only allowed to confirm dates of employment, and were required to direct all referrals to HR.
Our HR was run by lawyers, and was very tight about all kinds of policies.
In one case, I once had to lay off a couple of employees. HR policy demanded that I do a “perp walk” to HR, before telling them in an HR ambush. I felt that this was unnecessarily humiliating and dehumanizing (I was right. One teared up), and informed them in individual sessions in my office. HR wrote me up for that. They were technically correct, as this gave the employees the chance to cause havoc (except that I immediately walked them up, after informing them. HR was really concerned that I would say something legally liable -I did not). A big part of my job, as a manager, was to act as a buffer between my employees, and a rather coldhearted and dishonest HR department.
I will say that the company I worked at, had a very diverse workplace (below the Executive Suite), and harassment was not ever an endemic problem (of which I am aware). I know of a small number of instances (over 27 years), where people (men and women) were fired for inappropriate behavior.
There was definitely a “the rules only apply to the little people” thing going on, but not in any really significant way. HR tended to look the other way at the C-Suite doing things we mensch weren’t allowed to do, but they kept it quiet.
One of the things that I most enjoyed about leaving the company, was going to my former employees’ and coworkers’ LinkedIn pages, and giving them the glowing references they deserved.
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Punishment for allowing that shit to happen in the first place, and for not doing anything about it until forced to? Either way, it’s hardly a punishment. He’ll undoubtedly get a nice golden parachute.
Quoted post unavailable.