Superior Auto review: Payroll

**Formal Employee Complaint Regarding Workplace Conduct, Termination, and Payroll Concerns**

**To Whom It May Concern:**

My name is Sarah Osterhaus, and I am submitting this formal complaint regarding my recent employment as an Accounts Receivable (AR) employee at Superior Auto in Greenville. I worked for the company for approximately 90 days. I genuinely enjoyed the actual job duties and wanted to be successful in my position. However, I experienced several concerns involving management conduct, workplace treatment, disciplinary actions, payroll and timekeeping, access to company systems, and the circumstances surrounding my departure.

### Workplace Treatment and Disciplinary Concerns

During my approximately 90 days of employment, I received two write-ups. Both write-ups were based on statements or information that I believe came from the detailer to the General Manager (GM). I felt that my words were repeatedly being twisted or reported to management in a way that created unnecessary conflict.

My concern was not simply that another employee reported something to management. My concern was that issues involving my job performance were not being addressed with me directly and privately before disciplinary action was taken. I felt that this created an uncomfortable and unfair work environment.

During my final write-up, I confronted the GM because I believed that if I was performing my job incorrectly, I should have been given the opportunity to discuss and correct the issue privately rather than having another employee report what I had said or done.

One of the issues involved being instructed to clean a vehicle while I was wearing a dress. I was uncomfortable with this request, especially because the vehicle was a charge-off associated with another AR employee's accounts, not mine. I expressed my concern to the GM and felt that my concerns were dismissed rather than addressed professionally.

I began to feel that the disciplinary actions were becoming personal and that the write-ups were being used to push me out of the position.

### September 5 Incident

On September 5, I took my lunch at approximately 3:00 p.m. While I was on lunch, I received a text message stating that the GM wanted to speak with me.

When I returned from lunch, the GM confronted me regarding my statement that I did not want to clean the vehicle. I explained that I had been wearing a dress and that the vehicle was a charge-off belonging to another AR employee's accounts.

During this conversation, I felt that the GM's behavior toward me became increasingly aggressive and disrespectful. She raised her voice and screamed at me, told me that I did not need to defend myself, stated that the job was not for everyone, and made statements questioning my ability to perform the position, including telling me that I was incapable.

The GM also stated that she was not going to bring the RAM into the situation. I explained that I had not mentioned the RAM and that I felt the situation had become personal. I also expressed my concern that the GM appeared to have a more personal relationship with certain other employees.

During the conversation, the GM leaned or slung herself back in her chair, slapped the desk or her hands on the desk, raised her voice, and repeatedly talked over me. She stated that she had provided all of my training.

I explained that simply printing training materials and placing them on my desk was not the type of hands-on or visual training I expected to receive when learning a new position.

At another point, the GM again slapped the desk and stated that the job was not for me.

At that point, I decided that continuing the argument was not productive. I stopped engaging in the discussion and began gathering my personal belongings.

While I was doing so, the GM instructed me to complete the daily deposit. She then came to my desk and stated that I was incapable of counting money. I considered this another insulting statement regarding my ability to perform my job. I told her that the payments I had taken were all accounted for and that she could complete the deposit herself.

While I continued gathering my belongings, the GM continued yelling and questioned whether I even knew what was in the CRM training book. She demanded that I answer a question. I explained that I had read the book but had not received the hands-on explanation or visual training necessary to fully understand the procedures.

The GM continued demanding an answer. In frustration, I made an inappropriate hand gesture and told her that was my answer. I acknowledge that my reaction was inappropriate, but it occurred after I felt that the conversation had escalated significantly and that I was being repeatedly insulted and yelled at.

The GM then contacted the Regional Manager, and I was told that the police department was being contacted.

I remained calm and continued gathering my personal belongings. When the police arrived, they allowed me to retrieve the remainder of my belongings. During this time, the GM pushed or closed drawers while I was collecting my things.

Another AR employee who had previously left in a lot vehicle returned while I was retrieving my remaining belongings.

### Communication With Management and Regional Management

I also communicated my concerns through company channels. I emailed the Regional Manager regarding my concerns and **CC'd the RAM** so that my concerns were documented and visible to additional management.

I believe these communications should be reviewed as part of any investigation into my employment, the disciplinary actions I received, the circumstances surrounding my departure, and my payroll concerns.

### Work Email and ADP Access

Another serious concern involves my access to company systems following my resignation.

**The day after I quit, I was removed from my company work email.** This prevented me from accessing previous work communications and information through that account.

In addition, I was **locked out of the ADP app for more than three weeks**. During that time, I contacted both HR and the GM regarding the issue and attempted to have my access restored. Despite my repeated communication, the issue was not resolved for more than three weeks.

This became especially concerning because I was simultaneously trying to verify my hours and address what I believed was a discrepancy in my pay. Losing access to my work email and being unable to access ADP made it more difficult for me to review and document my own employment and payroll information.

I am requesting that the company review the dates on which my work email and ADP access were removed or restricted and preserve any related access records, communications, and IT/HR documentation.

### Payroll and Timekeeping Concerns

I also have concerns regarding my final paycheck and the accuracy of my recorded hours.

I worked the two weeks leading up to my resignation and worked on the Saturday that I quit. I clocked out at approximately **4:00 p.m. that Saturday**.

I have screenshots documenting what I believe were missing hours from the period surrounding my vacation from **August 15 through August 22**. I believe I was shorted approximately **8 hours**.

After returning from vacation, I experienced problems accessing the ADP application. I notified the GM and HR about the issue. HR instructed me to notify the GM, which I did. I provided screenshots and documentation through email and text messages.

I also contacted the corporate office and explained that I had worked two full weeks but believed my paycheck reflected fewer hours than I actually worked.

I was told by the corporate office that I had been terminated in the middle of a pay period. I dispute that characterization because, to my knowledge, I worked the two full weeks and worked until approximately 4:00 p.m. on my final Saturday.

I am requesting a complete review of my timekeeping records, payroll records, ADP records, clock-in and clock-out records, vacation records, and any changes made to my hours. I am also requesting payment of any hours that were actually worked but not properly paid.

### Additional Workplace Concerns I Personally Observed

During my employment, I also personally observed conduct that I believe should be reviewed independently, including:

* I observed the GM adjusting time records for the detailer when the detailer was late.
* I observed the GM leave the workplace stating that she was going to test drive a vehicle and also observed her leaving to pick up her children.
* I observed situations involving repossessed vehicles where the vehicle was taken to the GM's home.
* I personally witnessed situations that caused me to believe that certain matters were being covered up or handled differently than they should have been.
* I heard the GM make statements about or speak disrespectfully toward customers, which I found concerning and unprofessional.

I am not making these statements to make assumptions about anyone's intentions. I am requesting that the company independently review these matters and determine whether company policies and procedures were followed.

### Requested Review

I respectfully request that Superior Auto conduct an independent review of:

1. My two disciplinary write-ups and the information used to justify them.
2. The circumstances surrounding my resignation and the September 5 incident.
3. The conduct of the GM during my final interaction.
4. My training and whether I received appropriate hands-on training for the position.
5. My timekeeping and payroll records.
6. The approximately **8 hours of pay that I believe are missing**.
7. My final paycheck and all hours worked through my final day.
8. The date and reason my work email access was removed.
9. The more-than-three-week loss of access to ADP despite my contacting HR and the GM.
10. Communications between myself, the GM, HR, Regional Manager, and RAM concerning these matters.
11. Any changes or adjustments made to employee time records.
12. The additional workplace concerns described above.

I also request that all relevant **emails, text messages, ADP records, timekeeping records, disciplinary records, training records, personnel records, and other electronic communications** relating to my employment and these complaints be preserved.

Most importantly, I want the company to review the situation based on documented facts rather than assumptions or statements from one employee about another.

I enjoyed the work itself and wanted to succeed in my AR position. My concerns are specifically about how certain situations were handled, how I was treated, the circumstances surrounding my departure, and whether I received all compensation owed for the hours I actually worked.

I respectfully request written confirmation that this complaint has been received and information regarding the process for reviewing these concerns.

Thank you for your time and attention to this matter.

**Sincerely,**

**Sarah Osterhaus**
Former Accounts Receivable Employee
Superior Auto – Greenville