Rancho Mirage Apartments owned and managed by GSC Rancho Mirage Apartments Dori Johnson Brenda Lovato GSC General Services Corporation Mr. Jonathon Perel Constructive Termination Las Vegas Nevada!!. It’s been said that good employees don’t quit bad companies, rather they quit bad managers. This is true. A bad manager can take a good staff and force them to flee. I will add that a bad company will allow it. The difference between an effective leader and a bad boss is integrity. How you treat your employees is a direct reflection of your lacking people skills and your ego. Your character speaks volumes when you can take a cohesive crew and force them to quit one by one in a matter of weeks and months. GSC conducts mandatory training annually. All employees are required to attend. This is repeated training. Many employees have been attending the same classes for years. The training consists of human relations, employee relations, sexual harassment, fair housing, etc…. So why has Supervisor Brenda Lovato remained employed after refusing to adhere to years of the same training? Property Manager Dori Johnson has had several years of training as well. Why would anyone spend countless hours being trained in employee relations, leave those classes and conduct themselves in the exact opposite manner? Numerous complaints about both of these individuals have been made to corporate without real accountability. A good leader will discourage drama in the workplace and will work towards eliminating the gossip that often spirals out of control, causing estranged work relationships among employees. A sound leader will effectively communicate, respect and value their employees. A bad manager will belittle, publicly humiliate, micromanage, verbally abuse, and stifle their employees from expressing their concerns or ideas. That’s exactly what Brenda and Dori are known for. They don’t listen. They don’t speak with employees, they speak at. Brenda has gotten better at faking a more professional attitude since being disciplined for her latest round of filed grievance, and I firmly believe it’s only because a new Human Resources Officer was hired. Although Dori continues to be a nightmare boss. She doesn’t listen. She yells. She’s excitable. She argues about everything. She’s right and everyone else is wrong. She talks down to people. Her demands are unreasonable. So why would any company promote an employee known for her deplorable behavior towards others? When several employees filed official grievances against Brenda, Brenda retaliated. This is easy to substantiate. She knew certain employees would quit if she promoted Dori Johnson as property manager of Rancho Mirage. She was heard making statements about it. Some employees were given enormous loads of work above and beyond their duties and capabilities resulting in burn out, extreme stress, physical injury and other health related issues. After Dori had forced other emoyees to quit, the remaining crew was given unrealistic time frames to complete assignments. They were given tasks outside their normal duties and expected to complete them short handed. Some of the remaining employees were working 7 days a week, and 12 hour days for weeks at a time, yet it was never enough for corporate, according to Brenda and Dori. One employee was never allowed a full hour lunch because Dori would constantly call him on his phone or approach him in person as he ate. Dori would consistently call that same employee on his phone, on average, more than 20 times an hour for unimportant matters or simply to argue making his job even harder to complete. The employee had to track and record the excessive calls to prove he was being harassed. Dori would lie to corporate and then hold employees accountable for her actions. Dori would not allow employees to buy materials neered to complete the assignment citing the budget wouldn’t allow it. The fact is, this is a remodel project and there was no budget. When the employee would attempt to order supplies, Dori would cancel the order. All of this was reported to her supervisor Brenda to no avail. One employee contacted an attorney to cease and desist the ongoing harassment. It is my belief that employees were forced to quit for filing grievances against Brenda. It is my firm belief that the examples that I have described, fit the definition of Constructive Termination. I firmly believe that GSC in truth, does not value it’s employees, and in fact, merely appears to do so in an an effort to thwart legal action. GSC has been sued in the past for cases such as discrimination for example. The moral of the story is, be careful what you wish for.
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