12 Ways of the Pret Mess

 

Poop

 

As this is (supposed to be) a time of cheer and peace and celebration, although many don’t know anymore what Christmas is about, I want to add a rather humorous take on my ordeal in Pret. I will always speak about what I have been through and how toxic it is behind the PR[et] facade. But like a semi-Advents calendar, behind each “door” is another “treat” of what I’ve been through in Pret and during this dark time.

Please support small businesses that are ruined by the big guns that don’t care for customers’ lives or staff’s welfare. Large corporations that only want to exploit PEOPLE and their pockets, packaged in good deeds and a shiny front.

Merry Christmas and a healthy good year to all readers, new and regular visitors.

 

 

The 12 Ways of the Pret Mess

 

The worst way that Pret messed

with me-e once bereaved

a Development Manager’s grief

 

The second way that Pret messed

with me-e once bereaved

Two bully bosses

and a Development Manager’s grief

 

The third way that Pret messed

with me-e once bereaved

Three Months off Sick

Two bully bosses

and a Development Manager’s abuse

 

The fourth way that Pret messed

with me once bereaved

Four Raising Voices

Three Months off Sick

Two bully bosses

and a Development Manager’s grief

 

The fifth way that Pret messed

with me-e once bereaved

Five Hidden Lies

Four Raising Voices

Three Months off Sick

Two bully bosses

and a Development Manager’s grief

 

The sixth way that Pret messed

with me once bereaved

Six Untrained GMs

Five Hidden Lies

Four Raising Voices

Three Months off Sick

Two bully bosses

and a Development Manager’s grief

 

The seventh way that Pret messed

with me once bereaved

Seven Hopes a-Slimming

Six Untrained GMs

Five Hidden Lies

Four Raising Voices

Three Months off Sick

Two bully bosses

and a Development Manager’s grief

 

The eighth way that Pret messed

with me once bereaved

Eight Favours Faking

Seven Hopes a-Slimming

Six Untrained GMs

Five Hidden Lies

Four Raising Voices

Three Months off Sick

Two bully bosses

and a Development Manager’s grief

 

The ninth way that Pret messed

with me once bereaved

Nine Shady Branches

Eight Favours Faking

Seven Hopes a-Slimming

Six Untrained GMs

Five Hidden Lies

Four Raising Voices

Three Months off Sick

Two bully bosses

and a Development Manager’s abuse

 

The tenth way that Pret messed

with me once bereaved

Ten Flawed Hearings

Nine Shady Branches

Eight Favours Faking

Seven Hopes a-Slimming

Six Untrained GMs

Five Hidden Lies

Four Raising Voices

Three Months off Sick

Two bully bosses

and a Development Manager’s grief

 

The eleventh way that Pret messed

with me once bereaved

Eleven Unpaid Wages

Ten Flawed Hearings

Nine Shady Branches

Eight Favours Faking

Seven Hopes a-Slimming

Six Untrained GMs

Five Hidden Lies

Four Raising Voices

Three Months off Sick

Two bully bosses

and a Development Manager’s abuse

 

The 12th way that Pret messed

with me once bereaved

12 HR Corruptions

Ten Flawed Hearings

Nine Shady Branches

Eight Favours Faking

Seven Hopes a-Slimming

Six Untrained GMs

Five Hidden Lies

Four Raising Voices

Three Months off Sick

Two bully bosses

and a Development Manager’s grief

 

©2018 LateNightGirl.org

 

Unless otherwise stated or linked to, this website and all writings within this site are the property of poetrasblok.com, LateNightGirl.org and are protected by copyright and other intellectual property laws. Reproduction and distribution of my writings without written permission are prohibited.

©2017 – 2019 poetrasblok.com, LateNightGirl.org unless otherwise stated. All Rights reserved.

 

The Perversion of a Toxic HR Department

 

… and how it poisoned me. What I have survived in a workplace that only cares for profit and the rest is just PR, has traumatized me so much on top of going through personal loss already. I have not dealt with this how I wished I would have, but I had no tools and am still learning how best to deal with this. I haven’t even started to come to terms about my brother and have lost myself in darkness and fear where I couldn’t see right from left.

Even with all the distance now to Pret and a lot of thoughts in hindsight, if I wouldn’t have all this in writing I would still shake my head in disbelief as if I just came out of a long and twisted Hollywood movie.

Regular readers know the story, so this will be a repeat, sorry for this, but I am still recovering and working through it all with the help of Therapy as well as sieving through the writings, emails etc. But I want to move away from writing in metaphors. I used metaphors a lot like the “Pret A Monkey Business” post to help me cope with the blunt memory of this “experience” that had me almost killed and try to make sense what happened and why.

 

head-1597565__340

 

I want to describe what to me was the greatest perversion I have experienced in Pret (or anywhere at that), twisted chain of events I have never experienced in my life anywhere. I lived and worked in three countries, traveled in more, lived and worked with countless people from all walks of life, from various countries, of different ages. I worked in several companies, mostly in the hospitality and service industry, had relationships, friendships, colleagues, bosses and had my share of betrayal and disappointments, like everyone. But I have never ever experienced the level of trauma, intrigue and viciousness that I experienced in Pret A Manger.

This is something I would expect in a law firm and certainly in politics, but a sandwich chain?? Maybe because I never experienced such dishonesty and trickery, I fell for it so easily. But I need to be kinder with myself and not keep blaming myself. Even if I would have experienced anything close to it, I was so traumatized already with the loss of my brother, which in itself was so out of this world, weird, unclear, with puzzle pieces I still have to put together.

Not having known for 5 weeks that he has died and was completely gone, already cremated without our consent in a country as efficient as Germany with its ID system. For us not being found still has me paralyzed how this could even happen. I recently found a video on YouTube where a family in the U.S. went through a similar event, losing a family member, not knowing that he died and was already cremated! I am not consoled that this happened to this family, but not feeling alone in a nightmare like this does help a little.

 

 

From the get go of my loss and all the terrible circumstances around it, I had not only no support in Pret apart from the basic stuff the company offers and then later when I contacted the CEO, but I was bullied in shop after shop as this is an issue with leadership which I also listed on one page from other current and former staff members. If a company does not have a clear policy for bereaved employees in place, like it has for pregnant women’s health and safety, a clear stand on homophobic and other discrimination issues, than managers are left to themselves. They have to figure out what to do, and most managers are overwhelmed, not trained, have no confidence which then manifests in leadership avoiding the bereaved at best and get angry at worst, or both. I went through it all.

Early on I approached HR informally to “help” them, where in reality I desperately needed help! I gave suggestions, even looked online for material and passed it on to HR, to managers and to area managers. But in my naive attempt to help them help me, I did not realize how uncomfortable the subject of death and grief is. A bereaved employee, especially if the loss is traumatic, quickly becomes an inconvenience.

Jimmy Edmonds from The Good Grief Project earlier this year shared in a Q&A in cinema where his film about grief was shown, that in Victorian times people frequently spoke about death, dying and grief. It was completely acceptable and normal to talk about death. But it was taboo to talk about sex. And today it’s the complete opposite. With the Good Grief Project they produce films, and travel to share and hear experiences of grief. They make the subject of death, dying and grief accessible in this day and age where we hide from this subject that will come to us all sooner or later. But they don’t do this in a gloomy way, I for one find it very relieving, and paradoxically lively the way they deal with this. It takes the sting out of this inevitable issue.

I wish I’d known their project early on in my own grief and in trying to find my way around the Pret maze where it felt like I was going through a war zone emotionally, and every step I took in a mine field could have been explosive, as it was many times.

I shared in several posts the different situations and bullying I went through. In a nutshell it was everything except physical and sexual violence. But I was shouted at repeatedly by different managers, as this is very common in Pret. I was avoided, not invited to leaders’ meetings, even a leader’s Christmas dinner days after my dad woke from his coma and I returned to London to earn money to visit him again, I wasn’t invited to the dinner. I wasn’t given information that I needed to do my job and when I made a mistake I was solely blamed. I was told off in front of my team as well as in group emails where the area manager was constantly copied in. It didn’t matter how I turned, it was always wrong and I felt with my back against the wall.

In all this I kept blaming myself mixed with the guilt of having let my brother down and silly things like not having replied to his last email to me five weeks before he died. The regret of not having emailed him back, and then five weeks after he died having received the news of his death via an email, all the group emails that my then line manager sent where he told me off several times or blamed me, and then later the emails I read between HR and managers about me. With all these email incidences I started to spiral into an ill emailing sprint that lasted many months.

It became so out of hand that I cried out to a line manager who just shrugged it off and even laughed with the leadership team. I brainstormed with therapist after therapist on how to stop this sickness, they couldn’t even diagnose what this is. Clive Schlee, CEO would later label me his “late night girl” to the Director of HR, due to late night emails to Pret (as well as my friends, therapists, anyone). He had a laugh two months before I was dismissed for emailing. I couldn’t stop, I went into a writing cramp again with my dad in a coma, coming to terms with another blow. I only started to come out of this writing cramp when I started this blog.

But the perversion I am speaking about really got to its peak when HR tasked a Development Manager from HQ to give me a disciplinary for the emailing. Up until then the Head of HR & Recruitment would deal a lot with my situation, after I contacted the CEO who then put the Head of HR on my case, as the bullying increased and no manager knew how to be normal, let alone empathetic. I approached HR and managers for almost a year, but was constantly sent away. One particular People Business Partner was heavily involved and already part from the beginning in my first approach to make suggestions to HR. I later raised a grievance against him after I read his emails and his involvement when I applied for my file. But of course it was a waste of time. I was just extremely out-of-sync.

I even apologized for a nervous breakdown I had two days before the first anniversary of my brother’s death, where the same line manager who would tell me off in the group emails and blame me constantly, rebuked me again in front of my team, and I just broke down.

But approaching HR and any leader didn’t help, I was sweet-talked and sent away … again. And I kept apologizing even though I had nothing to apologize for but needed an apology from those who targeted me for months under the guidance of HR. This was then when I finally contacted the CEO, something by the way one can see on Twitter keeps happening where employees contact Pret openly because they don’t get help from their managers or HR.

 

2018-09-13 #59 Staff Tweet2

 

2018-09-13 #59 Staff Tweet3

Link

 

 

2018-10-15 No pay for 4 weeks1

 

Link

 

And one just from yesterday:

 

2018-11-01 Homophobic Complaint1

Link

 

— & — Pret’s generic response because it’s public:

 

2018-11-02 Homophobic Complaint deleted2

 

I know, I know, I tweet a lot 😉 But the reason for this is that most people still don’t understand the turmoil and because I gave Pret the benefit of the doubt time and time again while they had a laugh and I almost killed myself! The tweeting will eventually cease.

 

But because my concerns and trauma with the managers where constantly ignored or I was sent away, I went into extensive emailing which increased when I drank as I couldn’t cope with the grief and what happened at work. Later I applied for my file as I tried to understand why this happened to me, and one email had me shocked, one of many emails that had me shocked, but this one was from an HR Advisor who was at first involved in trying to put me on performance targets that would lead to disciplinaries, and a disciplinary quickly leads to dismissal, even though I performed extremely well, especially under traumatic bereavement on autopilot. This among the other emails between HR and managers, the email bringing me the news of my brother’s death and the group emails from a line manager had me spiral into emailing, which I explain extensively in another blog entry.

In this email from the HR Advisor to the area manager, the HR person is trying to come up with a plan but wants to first liaise with the PBP who was involved from the beginning and was present in the first informal meeting where I approached HR with suggestions. The HR Advisor even writes that she thinks that my “case” is going to be “very complicated”, meaning because I am bereaved they cannot just get rid of me, at least cut me down from my leadership position, as this would be blunt discrimination and would not look good on the company.

Side note, this HR Advisor later changed direction when she heard MY side for the first time and raised my experience as a grievance against this area manager to whom she wrote that my case would be complicated. But in the grievance hearing she wasn’t present even though she said she would be, which started a whole host of confusion and deeper trauma. This email is a response from the HR person to the area manager who forwarded my email, where I asked for a meeting with my line manager and area manager as the bullying got worse. But not only were they never willing to sit down and speak openly to clear up any misunderstanding there may have been, but they were then even advised by HR to not have any meetings with me until further notice:

 

2015-08-24-complicated-case-with-plan.jpg

 

Quote for larger print: “Thanks for sending this (my email asking for a meeting) through. I have a few ideas of how to proceed but as I think this is going to be a very complicated case I’ll pick up with XXXX (the PBP involved since the beginning) tomorrow and will get back to you very soon. In the meantime, please can you and XXX (line manager) avoid having any formal/informal meeting with XXX (me) until I get back to you with a plan of how to proceed with this.”

 

This area manager who targeted me for months, using this line manager and other leaders from the area, would not meet with me, even before this HR person’s request to avoid any meeting with me. She only had one meeting where she held an “informal” meeting while taking notes that she emailed me after the meeting, and in the meeting gave me a list of things that she wasn’t happy with. But this list was completely banal and it looked very obvious that she was targeting me for the tiniest thing, whereas my colleagues made much bigger and more serious mistakes. It was ridiculous, but it traumatized me further because I felt like no matter how I turned, there was a trap laid out. And up until that time the HR Advisor only had the PBP and the area manager’s version of events, until she heard my side and then raised it as a grievance against these managers. But the grievance hearing, the first of many, was a joke, which I cover partly in other blog posts in a sarcastic way where Pret has all these “How To Cards” for every peep and poop micromanaging the staff. I just turned it around.

 

Fasting forward, after all my emailing and the continued bullying where I continued to be avoided, not given important info, not invited to meetings, my hours cut to minimum, even though I was desperate to work more as my finances were low since my brother died. I used all my savings for travel, bills etc. I became suicidal and had several close calls where I would leave work to go home but headed straight for the bridge.

HR then came up with the most perverse “plan” that I still have to get my head around. I scratched on this and wrote extensively, but more in metaphors to come to terms. Using a Development Manager to give me a disciplinary, she told me in the hearing that she also had a brother who died in his flat and was not discovered until days later. Just like my brother. Our stories are so similar that I broke and embraced the disciplinary assuming Pret now really supports me. I was so ill with the emailing and wanted to get away from this writing cramp, that I felt supported after all the pretense support since involving the CEO. I even improved and moved away from emailing for a while as I bought this trick thinking they supported me. But in reality they stepped on her and my dignity, using a bereaved employee against another bereaved employee, especially with such similar stories (if it’s true, I don’t even know anymore). Instead of getting us connected to support each other in our common grief which they could have easily done, they just used her against me. I still feel sick to my stomach even while writing this.

She gave me the disciplinary for my emailing but the next day entered into secret contact with me, even though HR of course knew as this was the plan, not to support me (and her) but to get rid of me as a disciplinary is the first step towards dismissal. And not only did she enter into private contact, she did solely via text message and email for which she sanctioned me in the first place! Hello??!! I don’t have to explain how confusing and distressing the following weeks and months became. To make it worse, she allowed Pret to use her personal loss and went further by manipulating me and what a Psychologist assessing me labeled as her “abusing” me. This Development Manager is a Hypnotherapist (registered under the National Hypnotherapy Society), an NLP practitioner (as several managers in Pret are) and in 2017 studied to become a Psychotherapist. Hypnotherapy and NLP can easily be used to manipulate people, and they did that well.

Early on in our secret contact, as she wasn’t allowed to be in private communication as the hearing manager (but Pret of course knew unofficially), she wanted to meet up and interview me for an Essay on anger that she wrote for her university studies. She thought it would be great to have my input as I was very angry because of how my brother died and all the mystery about it, and the added turmoil with Pret. Of course I was angry! But I declined being interviewed as I didn’t know her and didn’t want to be her guinea pig. And from the beginning all of this was confusing, but I was so traumatized, in dark grief, anxiety, confusion, I couldn’t put two and two together, like I can now in hindsight and distance.

I did file a tribunal claim but withdrew which I explain in this post. And that is one reason why Pret does not block me on Twitter, so they can use all my Tweets in court should I file a second time. I have declined four settlement offers in turn to be silent and never go to court, including going to court against the Development Manager who is protected in her job regardless what she has done and allowed them to do through her.

But most every leader, HR person, this Development Manager while not having a clear policy to protect bereaved employees against discrimination, most of them were picking and choosing what for them was “useful”. The Head of HR met with me after I contacted the CEO for help (before I realized the game they were all playing) and in the first meeting he asked me to score on a scale of 1 – 10 how it was meeting with him. Again, confused about a question like this I wasn’t impressed to meet with a “big gun” as I just wanted my line managers to be confident and normal with me, not bullying and avoiding me. I wasn’t interested in scratching his ego because he is wohooo a big gun meeting with a “plastic pistol”! And the first time he offered me a settlement, when he left he wanted a “cuddle”, and again I just thought what does he want? Does he want me to leave or does he want a cuddle?! He can’t have both!

Or an area manager who after she got to know me wanted to stay in contact even if I left Pret as she said I have so much insight into many things. And yet this area manager held a dodgy grievance hearing where I met her initially and later forwarded my emails to my line manager who also held me low.

Or the Development Manager wanting my input for her Psychotherapy studies.

Or a line manager who would not let me leave his shop because I worked so well and helped bring success to his shop, he would not let me leave even after I raised a grievance against him. I had to firmly beg to get a transfer as I couldn’t work under his manipulative ways anymore.

I was like a supermarket for them where these “leaders” just helped themselves! My confidence was completely lost with the death of my brother and what happened in Pret. Anyone who has gone through loss, especially a traumatic loss will have the ground pulled from underneath their feet. You feel like you are on an emotional free-fall and never hit the ground. Everything is insecure, existential fears, even if irrational, are magnified ten times over. One of my line managers would laugh when I had a minor panic attack in the shop. He just laughed and said “Haha, I never saw you that scared” laughing further… Sure it was his insecurity, but what the f***!!!! They used my vulnerability well and trampled on my dignity repeatedly! I even would apologize where I had nothing to apologize for. I was just on constant electricity, hyper vigilant and in a panic mode.

This is why at times I have completely wiped out my Facebook and Twitter followers, because I fell into this paranoia of fear, thinking what the heck do people want from me. Of course it is stupid and irrational, but it’s my only explanation why I act like this at times, especially when I drank something. So, that’s another thing I’m working on, but it is much better. To all who have been “kicked out” from Twitter and / or Facebook, it’s not you, it’s me! Apologies again! Of course some people I have blocked consciously as they were either trolls or disrespectful.

This perversion of this toxic HR department using a Development Manager, who isn’t even an HR personnel, who lost her brother like I lost mine in such similar circumstances, has topped everything they have done. It is beyond me how educated, elitist people, from wealthy to middle class backgrounds with university degrees and even Therapists backgrounds, can stoop so low to use and be used in such undignified ways. It is amazing. The Development Manager could and should have declined doing the disciplinary and instead offered to support me outside the sanction. But she chose to play their game, maybe out of fear, maybe she got a promotion, a pay-rise, she certainly has gotten the protection of the Head of HR. But whatever her reason, she should have been woman enough to respectfully decline and asked to not be the hearing manager as she had personal conflict.

Pret will find a way to get back at me for making this public. So be it! I neither fear them, nor have anything to lose anymore, and any job reference they will do to my disadvantage, I am not in the slightest bothered anymore. And they will come with another trick in the future, @ Pret I wholeheartedly don’t care whatsoever.

People get hurt in such traumatic and dishonest ways. I have lived long enough to know that corrupt people and companies will get their fair share of exposure sooner or later. I am not worried about that at all. Even hiding two customers deaths under the carpet and not dealing with the allergen label promptly says it all!

 

 

You own everything that happened to you. Tell your stories. If people wanted you to write warmly about them, they should have behaved better.”

― Anne Lamott

 

 

This is my story and I take the liberty to share it with the world after having given 10 years of my life to a company that was not worth my while. The last three year in Pret where so traumatic and surreal like living in Twilight Zone! I still don’t know how I survived this and am still recovering. Pret and any company or person forgets that when you don’t support the vulnerable, be it children, the elderly, sick people or traumatized and bereaved people, when you step on them while they are already on the ground, the time will come where children grow up and the vulnerable will become strong again if they survive. And then they will share their experience and/or retaliate through court or publication, standing up with other sufferers in unity. And with Pret I believe the time will come where more people will cut through the bull-crap and say enough is enough, and overcome the fear and intimidation of these giants, who in reality are dwarfs hiding behind their inflated shadow of fear management.

 

dwarf

 

Anyone who has come in contact with me has also been at the receiving end of my irrational fears and paranoia, especially when I drank something. I fall into this extreme fear of not knowing who to trust, as what Pret has done has so messed with my head, that I feel like a human going through an alien zone trying to figure out who’s the human and who’s the alien masquerading as a human. Sounds whacked up I know, but this is how I can describe it. Pret’s HR department especially are so skilled in being nice on the front, while behind this is another motive. Maybe I was this dwarf that became a deflated giant scaring people unnecessarily!

And many of you are very kind and patient, and I will always be indebted to you for this, and in time I will “repay” you for your kindness!

Thank you for reading and if I can give anyone any advise, join a Union and trust yourself, no matter how messed up you feel or indeed are!

 


 

Update 10.11.2018

A review from a former Pret staff from NYC who puts it in brief and better words than my long posts:

 

2018-11-01 Go back to UK

Link

 

Substantial list of staff complaints from other websites.

 


 

UPDATE March 2019 – The first time I share my story verbally in one go in this interview.

Interview:

 

 

Adam

 

Above interview is with Adam from The Adam Paradox podcast on my experience in Pret A Manger.

We spoke about gaslighting, “shadow banning” and censorship on social media, as well as bereavement, trauma and mental health in general. I further talked about the significant timing of Pret CEO’s announcement of the £1000 Tweet for all staff. I also talked about a regular day in Pret and how staff have to cut corners, in order to fulfill the immense workload under constant pressure.

It is hard to squeeze my traumatic experience into a podcast segment, but we covered enough to get a good picture of today’s systemic stress environment for profit driven global companies.

Please visit his Podcast and Twitter @1AdamParadox.

 

 

©2018 LateNightGirl.org

Unless otherwise stated or linked to, this website and all writings within this site are the property of poetrasblok.com, LateNightGirl.org and are protected by copyright and other intellectual property laws. Reproduction and distribution of my writings without written permission are prohibited.

©2017 – Present – poetrasblok.com, LateNightGirl.org unless otherwise stated. All Rights reserved. Disclaimer.

 

Questions to Pret A Manger

 

Since Twitter is limited in the amount of words that can be used and on Facebook Pret tends to delete my comments, I’d just like to expand my questions here and just link to it.

I used to get told off and “corrected” from line managers in front of colleagues, one GM in particular would repeatedly do this, to which I kept asking to please give me feedback in person not in front of my team. This particular GM would say that he “feed-backs” me in front of the team for their benefit, so that they learn from my mistakes. Apart from this being complete nonsense, incapable management and plain wrong, I understood his bullying mentality and insecurity.

And I am sure Pret is not keen on answering my questions, certainly not directly, I’d like to take this “example” be it poor as it is, and do the same thing. For the sake of the public, so they learn from your mistakes, I’d like to ask you publicly again a few questions.

After I was bullied during bereavement in all its forms, shouted at, excluded from leader’s meetings as well as a leaders Christmas dinner (when my dad just woke from his coma and I returned to work and was put on late shifts to cover for them to have their dinner), information withheld that I needed in order to do my job, held low in jobs where I could not grow and thrive, hours cut to zero during Christmas time even though I was on a 35 hour contract needing money to visit my dad again, hours not paid that I had to chase, the patronizing approach from Clive Schlee, CEO who labelled me his “late night girl”, the lies and dodgy grievance hearings, after all this bullying under the guidance of HR and the Head of HR & Recruitment, after all this mistreatment you tasked one of your Development Managers to sanction me supposedly because of my emailing, for which your CEO labelled me his “late night girl” two months before you dismissed me.

Your Development Manager, who also is a Hypnotherapist, NLP Practitioner (as several of your leaders are) and in 2017 studied to become a Psychotherapist, was put on my case because she had a brother who died in his flat and was not discovered after days later, just like my brother died and was in his flat for days before his corpse was found.

She was put into contact with me, not so we could support each other in our common grief, but so that I would be able to receive the disciplinary as I would be more receptive since we have the same loss. This which I already put forward to your Director of HR, I called “perversion” for lack of a better word. I had to learn later that this was gaslight in its most primitive form.

Your Development Manger, who is governed under this therapy body, then entered into personal communication with me right from the next day onward which was secret, even though you all knew about it of course. This confused me further. Not only did she enter into unallowed contact, but she solely communicated with me via text messages and email, for which she sanctioned me in the first place!

Fasting forward a few months, I of course got dismissed (with my dad in intensive care just out of a coma) while she is safe in her job as she served HR well. She even at times sounded like the Head of HR, saying things only the Head of HR knew and vice versa.

Now my question is, as I am not sure anymore what to believe because there were so many lies from you from the top down, did she really have a brother who died very similar to how my brother died and the delay in her learning about his passing, like in my case as well?

If she did have a brother and all she told me about him and the situation, why did you step on her dignity by using her against me, instead of for me and her being able to have open, not in secret, support in our grief. Her brother (supposedly) died 2 months before my brother died, in his flat, alone, for days undiscovered… like a twin story. And yet your core value of “doing the right thing naturally” … NATURALLY … I still have to let that word melt on my tongue… is such a disgrace and arrogance I have rarely come across.

If she did not have a brother and made up this story to really fuel the gaslight, than she is a bad person.

But if she did have a brother and everything she told me was like it was, than she is even worse than a bad person, because she should and could have declined the task of sanctioning me to protect her as well as my dignity.

I certainly would have declined and offered instead to be available for support and open contact with respect and integrity.

What this also particularly bad is how manipulative she was. Right from the start of our secret contact she wanted to meet me to interview me for an assignment she was writing for university as she was studying to be a Psychotherapist. She was writing an essay on anger and wanted my input as I was very angry with everything surrounding my brother’s death and being bullied on top of it.

I declined being interviewed as I didn’t know her, no matter how similar our losses were, but I also didn’t want to feel like a guinea pig for someone’s projects and from the get go I was confused about her role. A friend even warned me that Pret may be using her to “spy” on me to see how best to fire me. But I was so blinded from grief and all that happened at work that I fell for this trap that sounded too good to be true that someone with such an identical loss could be even in the same company.

She later declined showing me her essay as I was interested what her take on anger was. Her reasons for not showing it to me was supposedly because she wanted to protect the volunteers who participated in the interviews. And yet, an essay or book is usually written with changed names and even if the first names were real, I wouldn’t know anyone anyway. So, from all the lies and manipulations I reckon she used my story anyway against my permission.

My aim since May 2015, when I approached HR informally to make suggestions on how to support bereaved staff not only put a target on my back. I would enter further and further into troubled waters from superiors in the years to come, but Pret’s non-existent bereavement support program involves using one bereaved employee against another in the most disgraceful way! Perhaps they bribed the Development Manager either with immunity if any future disciplinary against her would come up, or she got that promotion she had an eye on for some time, as she worked in Pret’s HQ since over 15 years. She certainly got the personal protection from the Head of HR who would manipulate and tweak my situation on several occasions, leaving me like a lamb up for slaughter under incapable management. Only she knows why she not only allowed HR to use her, and even went further to take advantage of my story in her university studies.

 

And that is what makes Pret, Pret:

 

 

PretDoingRightThingHaHa

 

… and HR takes this to even more lofty heights:

 

 

Right Thing Naturally

 

PR, slogans, lies, dishonesty, tricks and traps, disrespect of dignity, lack of integrity behind a facade…

So, those are my questions regarding the Development Manager, did she really have a brother whose story in death was so similar to my brother’s, and if so why did you step on her and my dignity as well as her allowing this.

As you know you got away with it from reaching court as I cannot deal with this mentally without a lawyer and having buried my dad in March. I finally completely broke down. But I can write and ask and expose and share…

 

The other question that keeps burning in my heart which I already addressed you while working in Pret, was the incident one of your People Business Partners told me in an appeals hearing where I raised a grievance against another PBP, which of course was a waste of time, but at least I gave it my best. The PBP in the hearing told me about an assistant manager who was bereaved and mistreated on top of this at work and raised grievances, just like I was. He had the audacity to not only compare me with her, but judging her as well as me to be bitter, because we raised grievances.

I later emailed him as I was speechless in the hearing when he told me this, and wrote that she is not bitter, but in a lot of pain as I could relate to that. I deeply regret not having tried to get in contact with her to support her. But you know, Pret, I was so traumatized, not ready to give any help or assistance to anyone, I was so lost myself, whereas you have all the money, resource and manpower including your Development Manager who is a therapist… I had no strength nor mental capacity to help.

And my question again that I raised before, is this AM the same AM who a few months later ended her life in suicide?

 

 

2018-09-16 Re Emily to Pret

 

 

2018-09-30 My Tweet on death suicide

 

 

Dear Pret, you take former homeless staff hiking, at times your CEO is taking them to his home in Austria and this serves your PR very well as one of your former IT Analyst’s reviewed your Head Office. And yet you put people on the streets through unfair dismissals. I certainly also could have ended up on the streets and was on my way downhill. You drive hardworking staff to suicidal thoughts maybe even successfully, you bully them during bereavement and then try to get rid of them with all kinds of tricks and traps under the umbrella of “doing the right thing… naturally”.

My public outcry, no matter how creative I write to try to heal, my ordeal with your company remains traumatic and it will never go away, no matter what you try next. And having a former team leader colleague of mine whom I used to highly respect and work well together, for him to call and then text me a few weeks ago, after not having heard from him for three years doesn’t work. He lied during an investigation in favour of a line manager who bullied me. He never expected that I’d read his lies later on after I applied for my file. I immediately told him to not contact me again. Your trick-box should have been exhausted by now.

I know you are collecting and waiting for me to do the “right” wrong thing for you to take action and certainly keep my public outcry should this reach court, and I wholeheartedly tell you that I neither care nor am afraid of you. Your systemic disregard for decent and hardworking people with integrity, your lack of compassion for people who give their sweat, blood and tears so that you can count your millions, your PR that gotten more cracks in its facade after your appalling dealings with two deaths becoming public… your carelessness will not be hidden forever, no matter how many hikes you take and use former homeless people for PR and step on even their dignity.

These questions remain, and the truth will always come to light… how many more have died, be it customers from allergen reactions or staff by suicide, some even after having left Pret so that no connections can be made. And how many more keep suffering, slide into depression and suicidal thoughts, as the true staff reviews reveal on the same lines of mistreatment again and again?

The truth will always come out, no matter how long it takes.

Kind regards,

Clive Schlee’s Late Night Girl

 

 

 

Unless otherwise stated or linked to, this website and all writings within this site are the property of poetrasblok.com, LateNightGirl.org and are protected by copyright and other intellectual property laws. Reproduction and distribution of my writings without written permission are prohibited.

©2017 – 2018 poetrasblok.com, LateNightGirl.org unless otherwise stated. All Rights reserved. Disclaimer.