根が腐った新卒社員。

こういうレターを作成していました。

感謝の気持ちを全く持たない
根が腐った人を採用すると
つまらない時間を費やさなければいけません。

恩を仇で返す。そのもの。

「立つ鳥、跡を濁さず」
の反対です笑。

大学から、事実関係確認のメールが来ましたが
この人の一方的なバイアスのかかった意見を
大学に報告をしています。

指導の方法が悪かった。
良くない会社だった。
無理矢理、残業を強いられた。
と最悪のコメントをしています。

毎日5時半になったら、
キリがいいのでこれで失礼します。
と言って帰っていたくせに笑。

2週間だけ社員だった人ですが、
悪口ではなく、
一方的に大学組織に、
ぼろくそ報告され、
弊社のレピュテーションを落としたことに
憤りを感じて、
ここに自分メモとして残しておきます。

10日間、拙宅に宿泊させて
3食与え、交通費も全部払い
アパートまで、引っ越しの
荷物運びをクイーンズまでしてあげ、
会社のID、名刺、
その他、個人のパソコン上の
アカウントの整備、
コミッションを稼がせるために、
顧客に紹介し、顧客とのやりとりを
小生がやったほうが早いのに、
見本として、文章作成をしてあげ　
ボタン押すだけの仕事でした。

私は、こんな仕事じゃなくて
他の仕事が向いてるわ、
とほざいたり、
不適切な発言が多々ありました。

それについて注意したら、
反撃してくると言う人でしたね。

注意の仕方が悪いって。笑

この子はアジアの国で幼少児を過ごし
日本人と外国人の都合の良いところだけを
行使する都合の良い考え方をしている人です。
採用には注意ですね。

ほんとにつまらない人に絡まれました。笑

唯一いいことは、
同じ大学から優秀で従順な別のインターンを
連れてきたことです。

それだけで相殺しようと思ってたら、
大学で、弊社に対して
不平不満をぶちまけて弊社を
悪者にしたので、
今回は事実を大学に知らせました。

気持ちいい🥴です笑。

July 6, 2024
Dear Ms.xxx

I duly confirm receipt of your letter and was surprised to learn that you have accepted the complaints made by xxxx. Below is a detailed account of the events that transpired since our initial interaction with Ms. Xxxxx in October 2023. I certify that the statement below is true and correct to the best of my knowledge.
Timeline of Events:

1. October 20, 2023: I had a virtual meeting with xxxx. , who expressed a desire to remain in the United States. Despite not requiring employees without work experience, I agreed to hire her as an academic trainee upon her persistent requests and her referral from xxxx University.

2. December 8, 2023: Ms. Xxxxxx asked to stay in my guest room. I informed her that she could join our company if she committed to an 18-month tenure.

3. March 11, 2024: Prior to this date, Ms.xxx revised her employment term to 8.5 months, from June 3, 2024, to February 14, 2025, instead of the initially discussed 18 months. She requested an offer letter, which she signed on March 11, 2024. We accepted this adjustment due to her referral from xxxxx University, creating a position for her despite our lack of need for short-term employees.

4. Compensation Structure: We clearly explained our commission-based compensation structure, highlighting that sales commission constituted the majority of her earnings. This was communicated multiple times before her start date. The position is classified as FLSA exempt, applicable to salespersons.

5. May 23, 2024: Ms. Xxxxxx and Mary, a us University student interning with us for the summer, arrived at Westchester Airport. Both stayed at my house from May 23 to June 1, 2024, during which we assisted them in settling into their new apartments in Queens, New York City.

6. June 3, 2024: Ms. Xxxxxx began working at our New York office. However, her communication skills and understanding of work ethics were significantly below our standards. She frequently exhibited insubordination, emotional distress, and inappropriate behavior in the office. My other employees can attest to her repeated instances of talking back and making excuses for her mistakes.

7. Unprofessional Behavior: Ms. Xxxxxxx made numerous unprofessional comments, such as expressing a dislike for her job in front of colleagues, undermining the seriousness of our work environment. She also made claims about being forced to work overtime, which is untrue as we do not maintain timecards for exempt employees, and she never stayed past 5:30 PM except on one or two occasions.

8. June 17, 2024: Ms. Xxxxx announced her intention to quit due to dissatisfaction with my teaching methods and returned to Japan to commence her new job. Despite our efforts to accommodate her and provide adequate training, she was unfit for our professional corporate environment.

9. June 18, 2024: Despite her resignation, I asked her if she wanted to attend the seminar at the Cornell Club on June 18, 2024, starting at 6 PM. She affirmed that she wanted to go with me and Mary and attended the seminar, which contradicts her claims of mistreatment.

10. Payroll: Ms. Xxxxxx requested the cancellation of her previous paycheck, which we honored, although we were prepared to compensate her for the two weeks she worked. Therefore, she did not use her J-1 status and we do not have any employment relationship with Ms. Xxxxxxx. as Ms. Xxxxxxx requested as unpaid internship on June 17, 2024.

The discrepancy between Ms. Xxxx's statements and the actual events stems solely from her inability to cope with a corporate environment and her aggressive personality. This is the first time in my 30 years of business that I have encountered such complaints from an intern or employee. We pride ourselves on our commitment to being the best xxxxx company and find Ms. Xxxxx's conduct to be an isolated incident.
If you require an independent perspective, I recommend consulting Ms. Mary, who can provide an honest observation of Ms. Xxxxxx's behavior during her tenure with us. Mary 's excellent performance during her internship underscores the potential for successful academic training when students are fully committed to their roles.
In conclusion, while Ms. Xxxxxxx's tenure with us was problematic, I believe this was due to her individual personality and pre-existing job offer in Japan. This should not reflect negatively on the academic training program as a whole. Should you have any further questions, please do not hesitate to contact me.
Sincerely,

Kumagoro Panache , President

---

---

From:xxxxx
Date: Friday, July 5, 2024 at 4:14 PM

To: Kumagoro Panache
Subject: xxxxxxxxx

Dear Mr. Panache
I am reaching out to see if you can provide any information about xxxxxxx’s experience working for xxxxxx company from June 3-17.

Xxxxx was a student at our institution, and because she was on a J-1 visa, we issued Academic Training authorization in order for her to work at Panache company. On June 16, she sent us an email informing us that her working environment had not been good. She indicated that she had been forced to work overtime and hadn’t had sufficient training. I understand that she quit her position on June 17.

According to federal regulations, we are required to monitor the site of activity and the progress and welfare of our exchange visitors. We are also required to evaluate the effectiveness and appropriateness of academic training in achieving the stated goals and objectives in order to ensure the quality of the academic training program.

Because of these requirements and the feedback we received from xxxxx, we are obligated to contact you in order to see if you have information to provide regarding xxxxxx’s experience. I look forward to hearing from you within the next week.

Sincerely,

Director, International Student and Scholar Services
University