Salary non-exempt and PTO used during holidays. Does not publicly discuss reimbursement options for higher education or CPA licensing. There were a handful of senior staff and management that were openly rude and “unknowingly” clueless to the sensitivities of particular minority women and LBGTQ communities. Most minorities are employed into entry level A/R and A/P positions and are replaced by the same race to maintain Affirmative Action requirements. The monthly “Happy Hour” outings were too relaxed with little supervision from HR. There was an instance in which an employee passed around a video of a male’s genitalia and discussing employees who were on"the down low'. Many inappropriate instances go unreported to management and HR as HR has been rumored to make situations more hostile. Recruiters and the HR department didn’t put in a lot of effort to hide nepotism as some non-entry level positions weren’t posted internally or to the public but were given to relatives or friends of those in recruiting and upper management. The company chatterbox was very distracting as that employee would stop by almost every 15 minutes to show memes, talk about the latest workplace gossip, or just express frustration. The hardest part of the job was NetSuite’s inefficiencies and manual processes. There aren’t any programs that exports data into NetSuite so the A/R and A/P teams are constantly recording individual payments and billings to match what is reflected from other programs, hence, making NetSuite extremely vulnerable to human error. There aren’t any employee performance metrics or collection targets established, however, management screenshots and threatens disciplinary action for reversible human errors (even after the error has been corrected). Management uses the errors excuse to conveniently discipline employees at will and/or refrain employees from promotions. The main company objective is to match the bank’s balance with that of NetSuite’s, not to utilize strategies to grow profits. Forecasting past dues is non-existent so aren’t provided as an incentive to reduce past due balances. There aren’t many security precautions set to eliminate conflicts of interest for A/R and A/P employees as specialists has full, unrestricted access to not only Confluent’s financials, but that of other companies that Confluent manages finances for. Credits/refunds could be issued for amounts greater than the bills, journal entries did not require approval from management and employees could transfer debits/credits to any ledger, and anyone could create a customer billing account. Undeposited checks could be left sitting out in the open and not safely secured. It was difficult to pull multiple invoices at once as well as summarizing billing and payment details quickly with customers via telephone. There were several times in which I had to tell customers that I would call them back or send an email just so that I wouldn’t keep them waiting on the line.
