Lots of potential but a lot of work to be done before it is actualized - Anonymous employee National Credit Recovery Employee Review

I had three irregularities with my pay while working here. During my first division transfer, I was promised to place on salary (Did not happen). I did overtime during Christmas due to financial need. I was not paid for OT hours and was offered a restructured work schedule in lieu of this (Defeated the purpose of doing OT in the first place). Despite my tenure I was unable to sucessfuly request and have vacation time scheduled (which I had earned, and other coworkers were given) When I had some illness in December however I was told it would be taken from my Vacation instead. During a transfer to first party collections half of my pay was missing without explanation. Apparently hours were not submitted and it took several emails and prodding for this to be resolved. Had significant difficulty acquiring paystubs in a timely manner, this has impacted me negatively (1 in particular still outstanding) and cemented some of my decision making on leaving the company. I have never encountered this degree of negligence in the work force before. If your managers don't have the maturity level to provide proper feedback, or respect to employees they shouldn't be holding that post in the first place. The adage that people don't' leave companies they leave managers applies here, and should provide an opportunity for reflection. Management posts should be conditional on both merit and performance. Implement self-corrective measures for this. These are hidden liabilities that hurt the organization in the long term I have signed 2 forms for benefits at this company. One when I was hired last summer another 7 months later when I was ill. No turn around. My follow up on this was met silence. When I was ill and absent, I was only asked whether I wanted to request an LOA or if I was resigning the individual who asked this knew about my subsequent request so I found this odd and a bit unprofessional. (So was the promise of benefits just a runaround?) Higher Management: Exempting one of the partners , Higher management needs to learn some basic emotional intelligence ,common courtesy and tact. I had one manager leave because of how she was engaged and spoken too. I too have had awkward exchanges with one in particular who could not even deign to introduce himself when asking me for results and updates. I found this arrogant and awkward. Form a rapport with your employees before you do this. It is not hard to do and it costs you nothing. I have since resigned from the company I am still awaiting a letter of employment for my new employer. No response or turn around thus far