Quality hasn't printed out complaint reports since the 90s in most places. But, yeah about the same impact by the end of the day..or quarter.
Should be pretty easy to find on their packaging or website, as it looks like someone else here pointed out :) Also, we can't tell what the hell it is so not sure how you could think we could tell ya.. :)
They keep a record of complaints as part of their CAPA. Any food related issues should always be reported, helps quality dept.s push for more funding.
I ran out of popcorn kid, my give a shits meter of what some rando on the internet thinks regarding my life is at 0. But hey, you do you fella! Ever wonder why you get passed up for any promotions that involve managing people? Because your decisions are a liability to your company! Now you know.
Well, I'll go ahead and stick with my own experience over some random dude on the internet. You jumped from harassment, to criminal harassment (yes, these are different levels of harassment), saying taco bell needs to handle criminal levels of harassment, to now not answering the question completely about who has the responsibility to take criminal harassment to the authorities. BTW, my experience is about 15 years in mid and 10 years in upper level management. I'm guessing you read something or talked to some buddies to get your levels of experience.
So you believe it's taco bells responsibility to get the authorities involved, not the victim?
I'm pretty sure you insinuated that Taco Bell should handle criminal harassment in another post, so I'm going to go ahead and just assume you're a troll and not reply.
CORRECT, certain levels of harassment ARE CRIMINAL. Then guess who gets to deal with that level of harassment? *Hint- It's not taco bell EDIT: I had to come back on this one and ask, did you even read your own post? Are you really saying it's taco bells job to get involved in criminal harassment? Are you trolling..?
This is indeed the correct thing to do, if the harassment can be verified or is at a level that merits such termination. I once was involved in a disciplinary case where a group of unionized employees claimed one employee was harassing them by having a bad odor every day. They put to their steward that this was a hostile work environment. I documented several times where I personally talked to the employee, never smelt a thing. Should I have fired or moved that employee? A lot of people here make quite a few assumptions on the extremely limited info provided..
It doesn't make your terrible ideas any less terrible. So far I've given you several reasons why they are terrible, and you have replied with nonsense about your age as if it's relevant. Hint: It isn't EDIT: Also, I asked you in my post (it was the only question that was asked in the entire post) "Have any of you actually worked before…?" To which you *replied * "Umm, no." So tell me again how I made an assumption and don't know shit about your experiences. I will make one assumption, you've been having trouble with communication ever since you started working at 12.
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