I too was an employee of CORA. CORA made many promises of training, mentoring, and job placement that NEVER happened. CORA also advised they had 100's, sometimes 1, 000's of jobs for us and that NEVER happened. Training was a joke! You can't switch people from one job to the next on a daily basis and expect them to excel. I moved my way through the ranks; Assistant Team Leader, Team Leader, Project Manager, Administrative Assistant, ect. I was privy, first-hand to the disgusting, often abusive treatment that IMS and upper management would subject it's employees to on a daily basis. I became more and more disillusioned as the treatment and expectations grew worse. I expressed my concerns to management, team leaders, and in written form. Then May began and the delay of checks and if you were lucky enough to receive one several weeks later...it would bounce. No apologies have EVER been made to any employees. At first IMS would blame employees saying they filled time cards out incorrectly and that was the reason checks were delayed. Then she blamed it problems with the time card company. Then she stopped direct deposit and said checks would be mailed. I new this meant they could blame it on the mail system (which they did many times, "We cannot control the mail.") Then she blamed it on vendors saying THEY were the ones sending them "bad" checks. Then it was again the employees fault for complaining to their VR counselors about not getting paid and that the states were withholding payments.
IMS would threaten employees with termination if they went to VR counselors with concerns. HELLO! We followed chain-of-command...expressed concerns in written form on Employee Board, we expressed concerns with team leaders, managers, management...guess what? It is our right to go to our VR counselors at that point! IMS and CORA NEVER addressed our concerns sufficiently. After waiting for NSF reimbursement and several checks, talking with VR counselor, Senator, ect., I gave my notice and was advised that the situation would be investigated.
You know what is truly sad? I believed in CORA and what they promised. I trusted CORA and IMS to fulfill what she had promised to her employees and their VR counselors. I do know that you can't run a business by threatening, degrading, and humilating your employees. I do know that positive encouragement goes further than negative criticism on a consistent basis. I do know that you must keep new employees in a position longer than a day or week or even month if you expect them to do a good job. I do know that before you get a new client that you should make damn sure you have trained those employees appropriately before throwing them into a position that welcomes failure. You can't train a person in 20minutes to do a good job. Lastly, you must PAY your employees on time as promised! You cannot expect employees not to be upset working for free, while you verbally abuse them and talk badly about others. That's just BAD management. We are now in September and I know for a fact that furloughed employees are owed up to 5 or more weeks of pay and are still waiting. Why do I know this? Because we form bonds with each other and develop friendships outside of work and unlike CORA, we mentor and support each other in a crisis.
I hope that CORA gets their act together and takes this critism and if they are to survive in the business world assisting disabled individuals, please take some classes on the appropriate to manage and critic your employees without being verbally abusive.
I too was an employee of CORA. CORA made many promises of training, mentoring, and job placement that NEVER happened. CORA also advised they had 100's, sometimes 1, 000's of jobs for us and that NEVER happened. Training was a joke! You can't switch people from one job to the next on a daily basis and expect them to excel. I moved my way through the ranks; Assistant Team Leader, Team Leader, Project Manager, Administrative Assistant, ect. I was privy, first-hand to the disgusting, often abusive treatment that IMS and upper management would subject it's employees to on a daily basis. I became more and more disillusioned as the treatment and expectations grew worse. I expressed my concerns to management, team leaders, and in written form. Then May began and the delay of checks and if you were lucky enough to receive one several weeks later...it would bounce. No apologies have EVER been made to any employees. At first IMS would blame employees saying they filled time cards out incorrectly and that was the reason checks were delayed. Then she blamed it problems with the time card company. Then she stopped direct deposit and said checks would be mailed. I new this meant they could blame it on the mail system (which they did many times, "We cannot control the mail.") Then she blamed it on vendors saying THEY were the ones sending them "bad" checks. Then it was again the employees fault for complaining to their VR counselors about not getting paid and that the states were withholding payments.
IMS would threaten employees with termination if they went to VR counselors with concerns. HELLO! We followed chain-of-command...expressed concerns in written form on Employee Board, we expressed concerns with team leaders, managers, management...guess what? It is our right to go to our VR counselors at that point! IMS and CORA NEVER addressed our concerns sufficiently. After waiting for NSF reimbursement and several checks, talking with VR counselor, Senator, ect., I gave my notice and was advised that the situation would be investigated.
You know what is truly sad? I believed in CORA and what they promised. I trusted CORA and IMS to fulfill what she had promised to her employees and their VR counselors. I do know that you can't run a business by threatening, degrading, and humilating your employees. I do know that positive encouragement goes further than negative criticism on a consistent basis. I do know that you must keep new employees in a position longer than a day or week or even month if you expect them to do a good job. I do know that before you get a new client that you should make damn sure you have trained those employees appropriately before throwing them into a position that welcomes failure. You can't train a person in 20minutes to do a good job. Lastly, you must PAY your employees on time as promised! You cannot expect employees not to be upset working for free, while you verbally abuse them and talk badly about others. That's just BAD management. We are now in September and I know for a fact that furloughed employees are owed up to 5 or more weeks of pay and are still waiting. Why do I know this? Because we form bonds with each other and develop friendships outside of work and unlike CORA, we mentor and support each other in a crisis.
I hope that CORA gets their act together and takes this critism and if they are to survive in the business world assisting disabled individuals, please take some classes on the appropriate to manage and critic your employees without being verbally abusive.
I too was an employee of CORA. CORA made many promises of training, mentoring, and job placement that NEVER happened. CORA also advised they had 100's, sometimes 1, 000's of jobs for us and that NEVER happened. Training was a joke! You can't switch people from one job to the next on a daily basis and expect them to excel. I moved my way through the ranks; Assistant Team Leader, Team Leader, Project Manager, Administrative Assistant, ect. I was privy, first-hand to the disgusting, often abusive treatment that IMS and upper management would subject it's employees to on a daily basis. I became more and more disillusioned as the treatment and expectations grew worse. I expressed my concerns to management, team leaders, and in written form. Then May began and the delay of checks and if you were lucky enough to receive one several weeks later...it would bounce. No apologies have EVER been made to any employees. At first IMS would blame employees saying they filled time cards out incorrectly and that was the reason checks were delayed. Then she blamed it problems with the time card company. Then she stopped direct deposit and said checks would be mailed. I new this meant they could blame it on the mail system (which they did many times, "We cannot control the mail.") Then she blamed it on vendors saying THEY were the ones sending them "bad" checks. Then it was again the employees fault for complaining to their VR counselors about not getting paid and that the states were withholding payments.
IMS would threaten employees with termination if they went to VR counselors with concerns. HELLO! We followed chain-of-command...expressed concerns in written form on Employee Board, we expressed concerns with team leaders, managers, management...guess what? It is our right to go to our VR counselors at that point! IMS and CORA NEVER addressed our concerns sufficiently. After waiting for NSF reimbursement and several checks, talking with VR counselor, Senator, ect., I gave my notice and was advised that the situation would be investigated.
You know what is truly sad? I believed in CORA and what they promised. I trusted CORA and IMS to fulfill what she had promised to her employees and their VR counselors. I do know that you can't run a business by threatening, degrading, and humilating your employees. I do know that positive encouragement goes further than negative criticism on a consistent basis. I do know that you must keep new employees in a position longer than a day or week or even month if you expect them to do a good job. I do know that before you get a new client that you should make damn sure you have trained those employees appropriately before throwing them into a position that welcomes failure. You can't train a person in 20minutes to do a good job. Lastly, you must PAY your employees on time as promised! You cannot expect employees not to be upset working for free, while you verbally abuse them and talk badly about others. That's just BAD management. We are now in September and I know for a fact that furloughed employees are owed up to 5 or more weeks of pay and are still waiting. Why do I know this? Because we form bonds with each other and develop friendships outside of work and unlike CORA, we mentor and support each other in a crisis.
I hope that CORA gets their act together and takes this critism and if they are to survive in the business world assisting disabled individuals, please take some classes on the appropriate to manage and critic your employees without being verbally abusive.
I too was an employee of CORA. CORA made many promises of training, mentoring, and job placement that NEVER happened. CORA also advised they had 100's, sometimes 1, 000's of jobs for us and that NEVER happened. Training was a joke! You can't switch people from one job to the next on a daily basis and expect them to excel. I moved my way through the ranks; Assistant Team Leader, Team Leader, Project Manager, Administrative Assistant, ect. I was privy, first-hand to the disgusting, often abusive treatment that IMS and upper management would subject it's employees to on a daily basis. I became more and more disillusioned as the treatment and expectations grew worse. I expressed my concerns to management, team leaders, and in written form. Then May began and the delay of checks and if you were lucky enough to receive one several weeks later...it would bounce. No apologies have EVER been made to any employees. At first IMS would blame employees saying they filled time cards out incorrectly and that was the reason checks were delayed. Then she blamed it problems with the time card company. Then she stopped direct deposit and said checks would be mailed. I new this meant they could blame it on the mail system (which they did many times, "We cannot control the mail.") Then she blamed it on vendors saying THEY were the ones sending them "bad" checks. Then it was again the employees fault for complaining to their VR counselors about not getting paid and that the states were withholding payments.
IMS would threaten employees with termination if they went to VR counselors with concerns. HELLO! We followed chain-of-command...expressed concerns in written form on Employee Board, we expressed concerns with team leaders, managers, management...guess what? It is our right to go to our VR counselors at that point! IMS and CORA NEVER addressed our concerns sufficiently. After waiting for NSF reimbursement and several checks, talking with VR counselor, Senator, ect., I gave my notice and was advised that the situation would be investigated.
You know what is truly sad? I believed in CORA and what they promised. I trusted CORA and IMS to fulfill what she had promised to her employees and their VR counselors. I do know that you can't run a business by threatening, degrading, and humilating your employees. I do know that positive encouragement goes further than negative criticism on a consistent basis. I do know that you must keep new employees in a position longer than a day or week or even month if you expect them to do a good job. I do know that before you get a new client that you should make damn sure you have trained those employees appropriately before throwing them into a position that welcomes failure. You can't train a person in 20minutes to do a good job. Lastly, you must PAY your employees on time as promised! You cannot expect employees not to be upset working for free, while you verbally abuse them and talk badly about others. That's just BAD management. We are now in September and I know for a fact that furloughed employees are owed up to 5 or more weeks of pay and are still waiting. Why do I know this? Because we form bonds with each other and develop friendships outside of work and unlike CORA, we mentor and support each other in a crisis.
I hope that CORA gets their act together and takes this critism and if they are to survive in the business world assisting disabled individuals, please take some classes on the appropriate to manage and critic your employees without being verbally abusive.
I too was an employee of CORA. CORA made many promises of training, mentoring, and job placement that NEVER happened. CORA also advised they had 100's, sometimes 1, 000's of jobs for us and that NEVER happened. Training was a joke! You can't switch people from one job to the next on a daily basis and expect them to excel. I moved my way through the ranks; Assistant Team Leader, Team Leader, Project Manager, Administrative Assistant, ect. I was privy, first-hand to the disgusting, often abusive treatment that IMS and upper management would subject it's employees to on a daily basis. I became more and more disillusioned as the treatment and expectations grew worse. I expressed my concerns to management, team leaders, and in written form. Then May began and the delay of checks and if you were lucky enough to receive one several weeks later...it would bounce. No apologies have EVER been made to any employees. At first IMS would blame employees saying they filled time cards out incorrectly and that was the reason checks were delayed. Then she blamed it problems with the time card company. Then she stopped direct deposit and said checks would be mailed. I new this meant they could blame it on the mail system (which they did many times, "We cannot control the mail.") Then she blamed it on vendors saying THEY were the ones sending them "bad" checks. Then it was again the employees fault for complaining to their VR counselors about not getting paid and that the states were withholding payments.
IMS would threaten employees with termination if they went to VR counselors with concerns. HELLO! We followed chain-of-command...expressed concerns in written form on Employee Board, we expressed concerns with team leaders, managers, management...guess what? It is our right to go to our VR counselors at that point! IMS and CORA NEVER addressed our concerns sufficiently. After waiting for NSF reimbursement and several checks, talking with VR counselor, Senator, ect., I gave my notice and was advised that the situation would be investigated.
You know what is truly sad? I believed in CORA and what they promised. I trusted CORA and IMS to fulfill what she had promised to her employees and their VR counselors. I do know that you can't run a business by threatening, degrading, and humilating your employees. I do know that positive encouragement goes further than negative criticism on a consistent basis. I do know that you must keep new employees in a position longer than a day or week or even month if you expect them to do a good job. I do know that before you get a new client that you should make damn sure you have trained those employees appropriately before throwing them into a position that welcomes failure. You can't train a person in 20minutes to do a good job. Lastly, you must PAY your employees on time as promised! You cannot expect employees not to be upset working for free, while you verbally abuse them and talk badly about others. That's just BAD management. We are now in September and I know for a fact that furloughed employees are owed up to 5 or more weeks of pay and are still waiting. Why do I know this? Because we form bonds with each other and develop friendships outside of work and unlike CORA, we mentor and support each other in a crisis.
I hope that CORA gets their act together and takes this critism and if they are to survive in the business world assisting disabled individuals, please take some classes on the appropriate to manage and critic your employees without
I also would like to inquire from the people speaking so highly of CORA (note there are only a few and they are in management) and so poorly on those of us with legitimate complaints: have you received your checks? have you been furloughed or are you actually getting to work? CORA created this mess, the employees did not. CORA could've been honest from the very beginning instead of making up lies to cover their butts. CORA could've kept their promise to train, mentor, and employ (either directly or indirectly) the employees they accepted money from federal sources. CORA could've spoke to their employees with respect; instead of verbally abusing and insulting them. One would ask why all the "pilot" programs that CORA has been associated with has been cancelled? One would ask why CORA would bad-mouth and insult it's employees instead of dealing respectfully with them? One would ask why CORA would expect it's employees to gleefully work without pay? Almost every webinar or GOTO meeting conducted involved IMS or other management members yelling, insulting, or degrading it's employees with managment singing IMS's praises. You can't demand respect in this situation from your employees when you have treated them so poorly and not paid them. You can't continue to use your ONE award as an example of your greatness. That was several years ag0. What have you done recently? Out of 400 + employees, who is still working and actually receiving a "good" check? Who has received the training and mentoring you promised? Sorry, your management staff doesn't count: Ims, Jeff, Joel, Cindy, Barb, Adriana, ect...
If you want CORA to succeed, you must admit your wrongdoing! You must establish a plan that is positive, sustainable, concrete and not degrading to the very people you profess to help---the disabled! Your website needs to include legitmate testimonials, not ones from many years ago. You may need to start from scratch...slowly and build the trust back up. This will certainly NOT happen overnight. CORA's initial mission was spot on, but not initiated appropriately. People in management must take some diversity classes and anger management classes would probably help also.
Note to individuals complaining that people aren't using their names: that is for obvious reasons...fear.
Please remember it is only slanderous if it's untrue. Fortunately, we have truth on our side.
Again, you are spot on in your analysis Nancy. It's time for people to stand up and be heard. It's time for CORA to do the right thing! Let me reiterate Nancy's fine points:
"An employee deserves three things: (1) respect, (2) clear direction and (3) payment for completed work. CORA, give the people what they deserve."
If an employee has those things, they thrive and the business soars! If they don't...well, just look at the sad situation we are in now. Heartbreaking!
Wow! I totally agree Cora Survivor!
This is in reference to worried1's comments stating employees are saying that CORA is involved in a Ponzi shceme. Noone that has posted here has said any such thing and I fear you many not understand what a Ponzi scheme is, so here is a definition from wikpedia.com...
A Ponzi scheme is a fraudulent investment operation that pays returns to separate investors from their own money or money paid by subsequent investors, rather than from any actual profit earned. The Ponzi scheme usually offers returns that other investments cannot guarantee in order to entice new investors, in the form of short-term returns that are either abnormally high or unusually consistent. The perpetuation of the returns that a Ponzi scheme advertises and pays requires an ever-increasing flow of money from investors in order to keep the scheme going.
The system is destined to collapse because the earnings, if any, are less than the payments. Usually, the scheme is interrupted by legal authorities before it collapses because a Ponzi scheme is suspected or because the promoter is selling unregistered securities. As more investors become involved, the likelihood of the scheme coming to the attention of authorities increases.
We current and former employees have legitmate, concrete, and proveable complaints. I am happy for you that you haven't heard the abuse in webinars, ect...(though I seriously doubt that...)and that you are being paid (if you really are), but there are 400 + people that have experienced what we have described here in our complaints. We too had faith in CORA and IMS in the beginning, but it didn't take us long to figure out something was seriously wrong with how the business was being managed. We hope bringing to light the destructive path CORA/IMS chose will bring about the necessary changes (like paying your employees), IMS and management getting anger management and diversity training, overhauling the training procedures to be positive and productive and informative...allowing employees to succeed instead of setting them up for failure by not following through with training, mentoring, and employment promises.
For those that don't know, my name is Candy M. and I am not ashamed to put my name here. I resigned my position with CORA for the following reasons taken directly off my resignation letter:
"I am writing this letter to inform you of my decision to resign my position with C.O.R.A.. and hence tendering my resignation.
After more than 6 months working with this company, things have not been up to my expectations and I feel it is time for me to look for other opportunities.
I believe that working in any organization involves a mutually beneficial relationship that requires the worker performing at his/her best and the company providing a happy and productive work environment for its employees. Unfortunately, that has not been the case with me. I have had issues with the inefficient, rushed, and disorganized training on a daily basis from the very beginning. I have noted my concerns in written form and through discussions with various members of management. Promises of degreed teachers and mentoring have not happened. Promises of 30-day, 60-day, 90-day reviews have never happened. Promises of permanent, part-time and full-time employment have not happened. Promises of 100's of jobs have not happened.
Employees were told not to contact their VR counselors with any company problems. My concern would be that if employees followed the rules and chain-of-command with their company concerns and nothing is satisfactorily resolved, they should have the option to speak to their VR counselors without any fear of reprimand or termination.
Payroll delays, payroll checks being returned for insufficient funds and management going back on their word in regards to reimbursing employees bank charges because of those delays are one of my many reasons for resigning.
I have performed my job exceptionally, given the chaotic and often little amount of training received. I have never been written up or in any way told I was not performing my job well. When I brought up the payroll issues and advised that I would be unable to work until I received all checks owed to me and that they have cleared the bank, suddenly my "work" quality came into play. If there were any concerns with my "work" quality, they should've been mentioned and addressed well before me bringing up the payroll issues.
I would like to stress that I did my best to familiarize myself with the work culture in the organization and make myself a good team player. In the end, I conclude that staying longer is not a win-win solution. Because of the issues mentioned above, I feel that I am in a hostile work environment and cannot continue to be a productive employee and am tendering my resignation effective June 23, 2009.
If some of the words here in any way have caused any inconvenience to you, I regret and apologize, but I tried to write with all honesty."
The complaints that have been posted here are valid and can be backed-up with documentation.
Stop playing the blame game IMS/CORA! Pay your employees and stop blaming them for CORA's problems. Accept responsibility and provide the training, mentoring, and job placement (whether directly or indirectly) you promised your employees and their VR/VA counselors.
I sincerely hope you turn this around and "listen" to the suggestions you've been given. CORA had a real opportunity to make a difference in our lives and we have been let down. Honesty and kindness would've gone a long way in this situation. May God bless all the past/current furloughed employees of CORA.
For those that don't know, my name is Candy M. and I am not ashamed to put my name here. I resigned my position with CORA for the following reasons taken directly off my resignation letter:
"I am writing this letter to inform you of my decision to resign my position with C.O.R.A.. and hence tendering my resignation.
After more than 6 months working with this company, things have not been up to my expectations and I feel it is time for me to look for other opportunities.
I believe that working in any organization involves a mutually beneficial relationship that requires the worker performing at his/her best and the company providing a happy and productive work environment for its employees. Unfortunately, that has not been the case with me. I have had issues with the inefficient, rushed, and disorganized training on a daily basis from the very beginning. I have noted my concerns in written form and through discussions with various members of management. Promises of degreed teachers and mentoring have not happened. Promises of 30-day, 60-day, 90-day reviews have never happened. Promises of permanent, part-time and full-time employment have not happened. Promises of 100's of jobs have not happened.
Employees were told not to contact their VR counselors with any company problems. My concern would be that if employees followed the rules and chain-of-command with their company concerns and nothing is satisfactorily resolved, they should have the option to speak to their VR counselors without any fear of reprimand or termination.
Payroll delays, payroll checks being returned for insufficient funds and management going back on their word in regards to reimbursing employees bank charges because of those delays are one of my many reasons for resigning.
I have performed my job exceptionally, given the chaotic and often little amount of training received. I have never been written up or in any way told I was not performing my job well. When I brought up the payroll issues and advised that I would be unable to work until I received all checks owed to me and that they have cleared the bank, suddenly my "work" quality came into play. If there were any concerns with my "work" quality, they should've been mentioned and addressed well before me bringing up the payroll issues.
I would like to stress that I did my best to familiarize myself with the work culture in the organization and make myself a good team player. In the end, I conclude that staying longer is not a win-win solution. Because of the issues mentioned above, I feel that I am in a hostile work environment and cannot continue to be a productive employee and am tendering my resignation effective June 23, 2009.
If some of the words here in any way have caused any inconvenience to you, I regret and apologize, but I tried to write with all honesty."
The complaints that have been posted here are valid and can be backed-up with documentation.
Stop playing the blame game IMS/CORA! Pay your employees and stop blaming them for CORA's problems. Accept responsibility and provide the training, mentoring, and job placement (whether directly or indirectly) you promised your employees and their VR/VA counselors.
I sincerely hope you turn this around and "listen" to the suggestions you've been given. CORA had a real opportunity to make a difference in our lives and we have been let down. Honesty and kindness would've gone a long way in this situation. May God bless all the past/current furloughed employees of CORA.
For those that don't know, my name is Candy M. and I am not ashamed to put my name here. I resigned my position with CORA for the following reasons taken directly off my resignation letter:
"I am writing this letter to inform you of my decision to resign my position with C.O.R.A.. and hence tendering my resignation.
After more than 6 months working with this company, things have not been up to my expectations and I feel it is time for me to look for other opportunities.
I believe that working in any organization involves a mutually beneficial relationship that requires the worker performing at his/her best and the company providing a happy and productive work environment for its employees. Unfortunately, that has not been the case with me. I have had issues with the inefficient, rushed, and disorganized training on a daily basis from the very beginning. I have noted my concerns in written form and through discussions with various members of management. Promises of degreed teachers and mentoring have not happened. Promises of 30-day, 60-day, 90-day reviews have never happened. Promises of permanent, part-time and full-time employment have not happened. Promises of 100's of jobs have not happened.
Employees were told not to contact their VR counselors with any company problems. My concern would be that if employees followed the rules and chain-of-command with their company concerns and nothing is satisfactorily resolved, they should have the option to speak to their VR counselors without any fear of reprimand or termination.
Payroll delays, payroll checks being returned for insufficient funds and management going back on their word in regards to reimbursing employees bank charges because of those delays are one of my many reasons for resigning.
I have performed my job exceptionally, given the chaotic and often little amount of training received. I have never been written up or in any way told I was not performing my job well. When I brought up the payroll issues and advised that I would be unable to work until I received all checks owed to me and that they have cleared the bank, suddenly my "work" quality came into play. If there were any concerns with my "work" quality, they should've been mentioned and addressed well before me bringing up the payroll issues.
I would like to stress that I did my best to familiarize myself with the work culture in the organization and make myself a good team player. In the end, I conclude that staying longer is not a win-win solution. Because of the issues mentioned above, I feel that I am in a hostile work environment and cannot continue to be a productive employee and am tendering my resignation effective June 23, 2009.
If some of the words here in any way have caused any inconvenience to you, I regret and apologize, but I tried to write with all honesty."
The complaints that have been posted here are valid and can be backed-up with documentation.
Stop playing the blame game IMS/CORA! Pay your employees and stop blaming them for CORA's problems. Accept responsibility and provide the training, mentoring, and job placement (whether directly or indirectly) you promised your employees and their VR/VA counselors.
I sincerely hope you turn this around and "listen" to the suggestions you've been given. CORA had a real opportunity to make a difference in our lives and we have been let down. Honesty and kindness would've gone a long way in this situation. May God bless all the past/current furloughed employees of CORA.
For those that don't know, my name is Candy M. and I am not ashamed to put my name here. I resigned my position with CORA for the following reasons taken directly off my resignation letter:
"I am writing this letter to inform you of my decision to resign my position with C.O.R.A.. and hence tendering my resignation.
After more than 6 months working with this company, things have not been up to my expectations and I feel it is time for me to look for other opportunities.
I believe that working in any organization involves a mutually beneficial relationship that requires the worker performing at his/her best and the company providing a happy and productive work environment for its employees. Unfortunately, that has not been the case with me. I have had issues with the inefficient, rushed, and disorganized training on a daily basis from the very beginning. I have noted my concerns in written form and through discussions with various members of management. Promises of degreed teachers and mentoring have not happened. Promises of 30-day, 60-day, 90-day reviews have never happened. Promises of permanent, part-time and full-time employment have not happened. Promises of 100's of jobs have not happened.
Employees were told not to contact their VR counselors with any company problems. My concern would be that if employees followed the rules and chain-of-command with their company concerns and nothing is satisfactorily resolved, they should have the option to speak to their VR counselors without any fear of reprimand or termination.
Payroll delays, payroll checks being returned for insufficient funds and management going back on their word in regards to reimbursing employees bank charges because of those delays are one of my many reasons for resigning.
I have performed my job exceptionally, given the chaotic and often little amount of training received. I have never been written up or in any way told I was not performing my job well. When I brought up the payroll issues and advised that I would be unable to work until I received all checks owed to me and that they have cleared the bank, suddenly my "work" quality came into play. If there were any concerns with my "work" quality, they should've been mentioned and addressed well before me bringing up the payroll issues.
I would like to stress that I did my best to familiarize myself with the work culture in the organization and make myself a good team player. In the end, I conclude that staying longer is not a win-win solution. Because of the issues mentioned above, I feel that I am in a hostile work environment and cannot continue to be a productive employee and am tendering my resignation effective June 23, 2009.
If some of the words here in any way have caused any inconvenience to you, I regret and apologize, but I tried to write with all honesty."
The complaints that have been posted here are valid and can be backed-up with documentation.
Stop playing the blame game IMS/CORA! Pay your employees and stop blaming them for CORA's problems. Accept responsibility and provide the training, mentoring, and job placement (whether directly or indirectly) you promised your employees and their VR/VA counselors.
I sincerely hope you turn this around and "listen" to the suggestions you've been given. CORA had a real opportunity to make a difference in our lives and we have been let down. Honesty and kindness would've gone a long way in this situation. May God bless all the past/current furloughed employees of CORA.
For those that don't know, my name is Candy M. and I am not ashamed to put my name here. I resigned my position with CORA for the following reasons taken directly off my resignation letter:
"I am writing this letter to inform you of my decision to resign my position with C.O.R.A.. and hence tendering my resignation.
After more than 6 months working with this company, things have not been up to my expectations and I feel it is time for me to look for other opportunities.
I believe that working in any organization involves a mutually beneficial relationship that requires the worker performing at his/her best and the company providing a happy and productive work environment for its employees. Unfortunately, that has not been the case with me. I have had issues with the inefficient, rushed, and disorganized training on a daily basis from the very beginning. I have noted my concerns in written form and through discussions with various members of management. Promises of degreed teachers and mentoring have not happened. Promises of 30-day, 60-day, 90-day reviews have never happened. Promises of permanent, part-time and full-time employment have not happened. Promises of 100's of jobs have not happened.
Employees were told not to contact their VR counselors with any company problems. My concern would be that if employees followed the rules and chain-of-command with their company concerns and nothing is satisfactorily resolved, they should have the option to speak to their VR counselors without any fear of reprimand or termination.
Payroll delays, payroll checks being returned for insufficient funds and management going back on their word in regards to reimbursing employees bank charges because of those delays are one of my many reasons for resigning.
I have performed my job exceptionally, given the chaotic and often little amount of training received. I have never been written up or in any way told I was not performing my job well. When I brought up the payroll issues and advised that I would be unable to work until I received all checks owed to me and that they have cleared the bank, suddenly my "work" quality came into play. If there were any concerns with my "work" quality, they should've been mentioned and addressed well before me bringing up the payroll issues.
I would like to stress that I did my best to familiarize myself with the work culture in the organization and make myself a good team player. In the end, I conclude that staying longer is not a win-win solution. Because of the issues mentioned above, I feel that I am in a hostile work environment and cannot continue to be a productive employee and am tendering my resignation effective June 23, 2017.
If some of the words here in any way have caused any inconvenience to you, I regret and apologize, but I tried to write with all honesty."
The complaints that have been posted here are valid and can be backed-up with documentation.
Stop playing the blame game IMS/CORA! Pay your employees and stop blaming them for CORA's problems. Accept responsibility and provide the training, mentoring, and job placement (whether directly or indirectly) you promised your employees and their VR/VA counselors.
I sincerely hope you turn this around and "listen" to the suggestions you've been given. CORA had a real opportunity to make a difference in our lives and we have been let down. Honesty and kindness would've gone a long way in this situation. May God bless all the past/current furloughed employees of CORA.
I have actually researched Mr. Romano and while his credentials are impressive, it's obvious he has no idea how bad CORA has spiralled out of control. I challenge Mr. Romano to look closely at the "books", listen to the webinars and GoTo meetings, pull up quickbase chat rooms and see what kind of treatment employees were subjected to on a daily basis. Look closely at financial statements and see where the money was going and why there's 400 + people without the promised training, mentoring, and solid employment (be it direct hire or indirect hire). One would hope it is not in name only and that he will take over CORA and turn it into an organization that can truly help disabled people and not degrade disabled people. An organization that doesn't ridicule it's employees because they are upset at not being paid for months.
You cannot "throw" a business plan together in one day and expect it to save the company. You cannot expect people to come back to "help" the company pay back-wages first and then hope to get commission pay eventually. You can't ask for donations for a company that isn't being managed correctly. You can't sell "service vouchers" to companies without having your employees pre-trained for those positions. You are only setting your employees up for more disappointments. Disabled people have enough disappointments in their lives without having to be subjected to another one.
CURRENT/FURLOUGHED/TERMINATED/RESIGNED EMPLOYEES OF CORA!
We have started a support site for CORA Survivors and you are welcome!
We look forward to seeing you there.
http://corasurvivors.forumotion.net/forum.htm
CURRENT/FURLOUGHED/TERMINATED/RESIGNED EMPLOYEES OF CORA!
We have started a support site for CORA Survivors and you are welcome!
We look forward to seeing you there.
http://corasurvivors.forumotion.net/forum.htm
CURRENT/FURLOUGHED/TERMINATED/RESIGNED EMPLOYEES OF CORA!
We have started a support site for CORA Survivors and you are welcome!
We look forward to seeing you there.
http://corasurvivors.forumotion.net/forum.htm
CURRENT/FURLOUGHED/TERMINATED/RESIGNED EMPLOYEES OF CORA!
We have started a support site for CORA Survivors and you are welcome!
We look forward to seeing you there.
http://corasurvivors.forumotion.net/forum.htm
CURRENT/FURLOUGHED/TERMINATED/RESIGNED EMPLOYEES OF CORA!
We have started a support site for CORA Survivors and you are welcome!
We look forward to seeing you there.
http://corasurvivors.forumotion.net/forum.htm
CURRENT/FURLOUGHED/TERMINATED/RESIGNED EMPLOYEES OF CORA!
We have started a support site for CORA Survivors and you are welcome!
We look forward to seeing you there.
http://corasurvivors.forumotion.net/forum.htm
CURRENT/FURLOUGHED/TERMINATED/RESIGNED EMPLOYEES OF CORA!
We have started a support site for CORA Survivors and you are welcome!
We look forward to seeing you there.
http://corasurvivors.forumotion.net/forum.htm
CURRENT/FURLOUGHED/TERMINATED/RESIGNED EMPLOYEES OF CORA!
We have started a support site for CORA Survivors and you are welcome!
We look forward to seeing you there.
http://corasurvivors.forumotion.net/forum.htm
CURRENT/FURLOUGHED/TERMINATED/RESIGNED EMPLOYEES OF CORA!
We have started a support site for CORA Survivors and you are welcome!
We look forward to seeing you there.
http://corasurvivors.forumotion.net/forum.htm
That is really unfortunate, but not unusual for CORA/IMS. This is something that they are continuously doing over and over again without any thought to what they are putting their employees through. Notify VR/VA counselors, NJ Labor and Wage Board, as well as your state's Labor and Wage Board and document everything, it will help if needed in the future. We have a website for CORA survivors to band together and support each other. Everyone is welcome.
http://corasurvivors.forumotion.net/login.forum?connexion
