2nd Open Letter to the CEO


*Irony on* If you are not “fired” with enthusiasm, you will be “fired” with enthusiasm! Irony off*


CEO Secrets


Dear Sir,

If I may give feedback directly again!

And I appreciate feedback directly. But your “feedback” via your managers and HR was quite harsh. So harsh it almost killed me, literally. What I mean with your “feedback”, is that you withdraw from responsibility to have a strong zero tolerance policy in place that deals quickly and strictly with bullying and discriminating, especially of people with any kind of disability, no matter if physical or mental, and bereavement.

My informal approach to HR in May 2015 was the catalyst for my turmoil thereafter. It feels like having approached HR giving them suggestions and ideas has put a target on my back and had me go through a hell I don’t wish on anyone, not even those who’ve put me through it!

As you know how harsh it was while I was going through traumatic bereavement that would kill anyone already without being bullied at work on top of it! I felt patronized then already when you wrote to HR what a “poor girl” I was, after I contacted you because line manager after line manager and HR could and would not deal with my bereavement, except to just target and bully me and try to get rid of me! I wrote that before in my traumatic emailing that I may be poor, but I ain’t no girl, even if I stomped like one. I have no measuring tape or scale to show the size and weight of the pain I was in and still go in and out of.

As I worked in repeated ways doing the same thing day in day out, saying the same thing day in day out, “Eat in or take away? Would you like a bag? Eat in or take away?… Would you like a bag?….”  I’d like to repeat myself here as well:

Could you please stop the bullying and discrimination in Pret, especially during bereavement and tragedy. I was fired from Pret while my father was in hospital, just out of a coma, after the development manager giving me a disciplinary and then confusing and frustrating me when she entered into personal contact solely via electronic means.

Could you do the right thing “naturally” as your HR department claims, and live up to all the slogans, including “striving for perfection” and “going the extra mile”?

If you read the screenshot below from a blog, you will see as I also communicated with you and your leaders many times, that I “loved” Pret, and how many people who started out loving Pret and being enthusiastic in their work, gotten burned out, disappointed and depressed, not to mention suicidal.

As I shared in another open letter that it was the first and last time that I “begged” not to get fired in the dismissal hearing, while my dad was just out of the coma in intensive care, I will never beg for any job again. I understand that my anger and subsequently my words in writing may come across so hard, I always owned up to this, admitted it, apologized and tried very hard to find solutions. But if you lose a loved one, and there is no safety at work where you fall apart on every side almost taking your life, it will be very hard for you to find “sweet” words for a company the size, sophistication and influence of Pret.

“You own everything that happened to you. Tell your stories. If people wanted you to write warmly about them, they should’ve behaved better.” — Anne Lamott

I have no mental capability to see through to the court claim I raised, as your know. The loss of my brother is still as “immediate” in my system as if it was yesterday. My dad having died is a another loss I am working through. But others have and will have this capability to see through to court and find the courage to speak openly about their ordeal.

As I wrote in the third open letter to the Director of HR, that what HR has done with the Development Manager topped everything. A line was crossed that went too far. A company the size of Pret coming up with tricks and traps like this again and again, dealing with hard working people whose lives are destroyed, I really regret deeply having wasted 10 years of my life in a company that has no concern about who makes them so successful. Slogans mean nothing, only actions count.

I understand you are working hard in the background on legal questions of what I am writing openly, and of course the American side seems involved as they know how to sue the “crap” out of people, but I was alone in the hell I went through. I worked with integrity and changed the tone in my shops, and life is too short to just withdraw quietly and have more people suffer. You all do what you need to do, I will do what I have to do.

Thank you for reading.

Kind regards,

Your Late Night Girl


Getting it Right: Pret A Manger (Comments are below the blog entry)

Screenshots: (I added the yellow highlighting)


03 Blogger dot comCROP


05 Blogger dot comCROP


The WHOLE page of the below needs to be in yellow!

07 Blogger dot comCROP


08 Blogger dot comCROP


09 Blogger dot comCROP


11 Blogger dot comCROP


12 Blogger dot comCROP


Even while these comments are from 2011 / 2012, it is still this way. Some things have changed after my 3 year outcry in trauma, and some of the bullying is more subtle, but the management style is still the same. GMs are clueless often, and there is NO real training, OPs managers sit in the pub at lunch time having a few pints. And so on…

“The best people possess a feeling for beauty, the courage to take risks, the discipline to tell the truth, the capacity for sacrifice. Ironically, their virtues make them vulnerable; they are often wounded, sometimes destroyed.” — Ernest Hemingway


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