Dec 1, 2008

Fund illegal terminations

Have you been or are you in the process of being wrongfully terminated or pushed out?

Let us know your experience and why do you feel the Fund was wrong.

"We are all in this together, by ourselves."


  1. Anonymous12/01/2008

    I knew that I was wrongfully terminated from the Fund, but unfortunately did nothing about it. I am glad that I able to speak now so that others can voice their feelings against 1199 National Benefit Fund. I thought they had every means of terminating me, but many evidence proofed otherwise and that is what others at 1199 National Benefit Fund must do, is find all the evidence to proof them wrong. It is not justifiable for an organization that works for members and their families to secure their jobs in a health care field and you who work to secure their benefit to not get the same treatment. Many of you working in a department for 1199 know what I talking about. They are wrong in the way they treat employees who have worked for them for many years and they abuse employees by utilizing their skills and talents to save their own skin. This is highly relevant from Supervisors who do not know a damn thing to Managers who do not know how to run a department.

  2. Anonymous12/05/2008

    We need to ban together. Too many people are losing their jobs. The more we ban together the more power we have against this management team. We can and need to stop this atrocious behavior. Please join us.POWER IS IN THE PEOPLE.

    This letter was sent out to all the trustees.

    To Whom It May Concern:

    This letter is coming to you anonymously from a very concerned employee. There happens to be an individual in a high-ranking supervisory position who, on a daily basis, seems to take pleasure in inflicting unwarranted misery and abuse upon those in her employ. The person in reference is the current CAO, Ms. Donna Rey (heretofore referred to as Ms. Rey). In order to illustrate the severity of the situation, the following will outline some of the more blatant examples of her misconduct.

    In such a dynamic economy, the challenges facing any corporation or group are daunting. Change is not only necessary, but inevitable. 1199SEIU Funds is no exception. Your faithful employees actually welcome the opportunity that proper change can bring, but do not welcome the mistreatment we have been receiving from Ms. Rey. The situation has become intolerable.
    Because of her mistreatments, 1199SEIU Funds is losing talented and hard working individuals (some that have given many years to the organization). The result is a slowly destabilizing organization. Morale too is at an all-time low. If any of you had time to observe the employee populous you would be shocked, nay horrified, to see how stifled (and therefore counterproductive) the working atmosphere created by Ms. Rey has become. It was never like this before her stewardship.

    Ms. Rey has also taken to terminating employees without cause. This is obvious due to the unusually high turnover since she began her tenure. The resulting eventuality of legal proceedings can and will place the organization in an unfavorable light, both financially and to someone new seeking employment with you in the future.

    Ms. Rey’s transgressions are not limited to staff employees alone either. Ms. Rey has actually gone so far as to menace her own Management staff (at all levels) with the threat of, “I will not tolerate anyone going to the Union with complaints. I will personally escort them out!” This quite literally goes against the company policy of “open door.”

    By her position as CAO, Ms. Rey has also effectively severed contact with our own HR department, since the HR Director is in Ms. Rey’s chain of reports! Any complaints or surfacing of injustices are squashed and ignored, followed by the inevitable retaliation against the complainant.

    Ms. Rey habitually requires that consultants approve important corporate contracts & bills. Is it not imprudent to have non full-time representatives take responsibility at a corporate level? Of course! What is she afraid of? What is she hiding?

    In conclusion, the desired effect of this letter is to raise your collective awareness to a bad situation, and hopefully your desire to investigate further will be aroused.

    Thank you for your time and attention to these very important matters.

  3. Anonymous12/10/2008

    In the past year and a half, the Care Management Programs has around or over 40 people well qualified that have resigned...Does HR look into this? Could it be because of how Management treats the staff???? HR needs to get more involved in stuff like this, is not normal that 40+ well qualified people have left the Fund and nothing has been done or investigated about it.

  4. Anonymous12/10/2008

    a lot of incompetent employees here who should get the boot, low productivity, poor quality work, and slacking off like you would not believe. How can a manager see somebody on the phone on personal calls , hours and hours every day. then do nothing.

  5. Anonymous12/10/2008

    It must be someone with a Managerial position that posted the above comment!!! because a person like me could be talking on the phone, talking to someone at the office or listening to music at the same time I'm working and my work will get done quickly and accurate...

  6. Anonymous12/10/2008

    It must be a manager that posted that comment; when they sit on the internet and shop all day, then run around like a chicken without a head and throw around orders. Take 2 hour lunches and have their friends sit in their offices, cubicles etc...talking about nothing work related. employees follow what they see.

  7. Anonymous12/10/2008

    That's right...Managers suppose to give an example and whatever example they give that's what the staff is going to follow...One perfect example is the cell phone usage, they tell you not to use it, but when you turn around a manager or a supervisor is talking in their cellphone and it sure doesn't sound like work related...The internet too, they shop and shop for hours and then they have the nerve to tell the staff that you can use the internet for personal stuff!!!!! The nerve!!!!!!

  8. Anonymous12/10/2008


  9. Anonymous12/10/2008

    Wow -- those six exclamation points really get your point across. Why don't you use 10 or 15, while you're at it?

    for you folks who BS on the phone all day, I don't want to hear about your relatives in jail, your STD, your chats with your lover, your complaints about your wife, yourkids always truant from school, blah blah blah keep your sordid life to yourself

  10. Anonymous12/10/2008

    Wow, it has to be a manager, with no family, and who's only dedication is 1199...Because only someone like that, would say something as cold...So here it is to you, whether you like it or not, there is life outside 1199, and my parents, my husband, my health, comes way before 1199...

  11. Anonymous12/10/2008

    right on ,lol

  12. Anonymous12/10/2008

    Loving it, LMAO; this is the best.

  13. Anonymous12/10/2008

    It's only common sense or the lack thereof that would have you write such things. In all honesty, we are getting paid to do our jobs. Whether you are making $29,000 or over $100,000 we all have to be held accountable for our actions. Everyone is pointing the finger at Management, but where do you fit in, in all of this? As an individual, do you really expect to do nothing, shop online, or chat on your cell phone all day and be paid more than you are worth???

    Yes, I agree that as unlimited staff we are treated unfairly, but high school is over and it's time to make a change...History is in the making, and all you can do is complain about juvenile behavior displayed by all???

    There are bigger issues people, let's not lose focus...

  14. Anonymous12/10/2008

    You as part of management should read throughly at what you wrote. If you feel the need to defend yourself, it's because the hat definitely fits you.

  15. Anonymous12/10/2008

    Really your getting paid to do your job huh. What about when individuals who give 150% lose their job or are getting pushed out for no reason at all. Because Donna Rey doesn't like them or she is threatened by them. Listen People this is serious. People are getting terminated and pushed out for no reason. What would you say to the people that didn't deserve to get terminated or pushed out and that did everything that was expected of them.

  16. Anonymous12/10/2008

    its time to talk to the big dogs that are over brandy and the rest of them fools, its time to let the guys on 59th street know whats going on, believe me they have no idea.. that would change everything

  17. Anonymous12/10/2008

    If management notices that an employee(s) are not performing and a level desired by the fund; isn't it the duty of management to to uplift that individual refer him or her to training classes or better yet instead of singling someone out send a few employees at a time to polish up their skills.

  18. Anonymous12/10/2008

    nah, then how will they pay for giving their friends raises ?

  19. Anonymous12/10/2008

    you have a point.

  20. Anonymous12/10/2008

    "better yet instead of singling someone out send a few employees at a time to polish up their skills."

    If one person is incompetent, why cover up the problem and throw more money down the drain? Just fire the idiot and be done with it. Too many people here who should have never been hired in the first place.

    Damn sure people should be singled out. It's called accountability and responsibility.

  21. Anonymous12/10/2008

    And those are the words of someone who is part of the Management staff!

  22. Anonymous12/10/2008

    No that's called real talk!!!

  23. Anonymous12/10/2008

    Same "talk" that all Management staff had to memorize!

  24. Anonymous12/10/2008

    Again, someone who looks down their nose at the less fortunate. The Fund offer the classes but the individual must wait for approval use their personal time or take a lunchtime class which is often offered at a time when most cannot attend. Thats why theory X and Y in management are non existant in real companies. Mr. or Mrs. Fire the Idiot should infact take a walk down to the Library on 5th Avenue and read up on theory Z. Google, Yahoo not to mention most of Europe and Asia has adapated the latter theory (Y) and have seen great success. Making people feel bad about themselves is not only irresponsible but it is unethical and inmoral.

  25. Anonymous12/10/2008

    Professional victims always have a generous supply of excuses to put forth, don't they?

  26. Anonymous12/10/2008 do unqualified individuals who possess some unfortunate superiority complex.

  27. Anonymous12/10/2008

    So here is my question, why there is Management staff in high positions who don't even know how to send an e-mail or open an attachment, or create a simple grid? Shouldn't the Fund get rid of those "idiots" as you suggested? Because, I thought that someone in a high position should be well qualified to be on that position.

  28. Anonymous12/10/2008

    So if the individual do not posses the skills to fulfill the position why hire them? Are you saying HR has a quota to fill? Are you saying it is the practice of the Fund to hire individuals with the intentions of not allowing them to better themselves. I think EEOC, Department of Labor and the media should do so investigating into these practices.

  29. Anonymous12/10/2008

    i need the i-team and help me howard's phone number immediately. somebody in management got some splaining to do

  30. Anonymous12/10/2008

    LMAO, they think that everyone in the fund who is not management is uneducated or for the lack of a better term "STUPID" think again.

  31. Anonymous12/10/2008

    And another thing -- are we gonna have to hire a doctor to start delivering babies in the lobby now?

  32. Anonymous12/10/2008

    Stop, you are killing me over here.

  33. Anonymous12/10/2008

    I'll send the doctor right over!

  34. Anonymous12/10/2008


  35. Anonymous12/10/2008

    that doctor comment was unnecessary. as many women work at this job it could happen to any one of us

  36. Anonymous12/10/2008

    We need cops, doctors, drug-sniffing dogs, forensic accountants, private investigators, experts in fraud, English teachers and etiquette instructors.

  37. Anonymous12/10/2008

    You forgot kindengarten teachers -- for of the staff.

  38. Anonymous12/10/2008

    Let's double the number of etiquette instructors we budgeted for, OK Mitra?

  39. Anonymous12/11/2008

    Like many as I see here on this blog, I too have worked my ass off at this place for many years.

    I inquired about a raise. The Director didn't like it and started to harass me and wanted to target on all my flaws. Harassment continued, started to do little things to disrupt the daily activities. Moved me a few times; messed up my paychecks, even went as low as hiring a temporary supervisor to fire me.

    So let's just forget about all the work that I have done here and continue to do. Went to HR for help. Tried to get a transfer. Bradley basically blew smoke up my ass.

    That was a joke. That's like adding fuel to the fire. I didn't even realize that they all work together. It's really too bad.

    Like most of the intellegent individuals on this site, we desire for it to be fair. This is not a bitch fest. HUMAN RESOURCES ARE NOT IMPARTIAL. They side with management!!!

    Going to them is a waste of time. Believe me I really didn't want to go to them. They were my last resort. But they really don't give a shit.

    For whomever started this site - you rule!!!!

  40. b.holman12/11/2008

    dam looks like i LEFT the fund just in the nick of time, but how come no one is complaining about all those homecare workers who lost benifits under the fidellis scheme

  41. Anonymous12/11/2008

    I feel sorry for the homecare workers, but this blog is for the employees of the fund. We are always asked to participate in union rallies, with the promise of some "chicken", not only do we not get chicken but half the time our asses don't get home until the next day. Damn the chicken, the union does not want to involve themselves with what goes on in the fund, but they always tryin to get us on a bus or block traffic somewhere. so enough of the union members for now. They are a priority when we are at work, but this is our time now. do you fail to realize that 1199 is a business. If homecare's funding could not support thei budget. It had to go period. But like i said this blog is for the concerns of the fund's emplyees, not the union members.

  42. Anonymous12/11/2008


  43. Anonymous12/11/2008

    is there anyone who is under Darlene and the Staff Association under 150lbs. think about it people they eat your contibutions out and laugh at your complaints with management....

  44. Anonymous12/11/2008

    Mgmt. and the staff association are working together. none of them should be trusted. you are better off getting a real lawyer who will be more than happy to take on the Union.

  45. Anonymous12/12/2008

    Dang! it is true, Brandy has a criminal record. How can she back out of this 1? It's in black & white. Deal with it~!!

  46. Anonymous12/12/2008

    Pay attention for once in your big nose life..Most of these allegations are proving to be true. What you need to do before continuing to stay in defense mode is investigate info before sending e-mails stating that info is false. Who wants to go to HR when the problem starts there? There is no such thing as fair representation. Alot of us have been team players from the start for numerous years. But when you have a bunch of undeserving and uneducated people in hire positions who abuse power for personal gain, Sooner or later the SHIT HITS THE FAN! IT's STINKING REAL BAD ABOUT NOW! There is nowhere to run or hide...Take the ASS Woopin...It is be well deserved. It's sad because it makes it hard for people to to trust any one--including you MITRA. No matter how it happened. We all know why it's happening... IT's about time...Most of the these "allegations"(TRUTHS)come from first hand experience dealing with HR and ABOVE. So Please save some face and don't FAKE THE FUNK!!!!!!!!!

  47. Anonymous12/12/2008


    You were deceitful to us in your email on 12/10. It’s a shame we believed in you. We didn’t think you were like this so shady and dishonest. You sat back and watched as people were getting treated unfairly, terminated and pushed out for no reason at all and did nothing! Donna Rey terminated individuals just for not liking them and Brandy Shiloh would tamper with documents and you were privy to all this. What kind of a person are you? You are spurious to allow this behavior to occur while you did nothing but smile in our faces like all is well. Anything you say now we will have a hard time believing. Can any of you speak any truth at all? This is time for a change maybe you need to step down. You are destroying all your credibility within this organization. Everything that is stated in this statement is 100% TRUE and can be backed up with evidence!

    We may not be the most erudite and refined organization but we do have our morals and integrity and we will no longer tolerate this kind of treatment from upper management at 1199SEIU Family of Funds. We are standing firm on this. We are united.

  48. Anonymous12/12/2008

    I Have a story to tell....

    First of all..As far as employees having low productivity, poor quality work and "Slacking off", That's BS. When I started a few years ago, I WORKED MY BUTT OFF. I stayed late nights, closed the building down to make sure I got all projects done appropriately and on time. I'm talking 15-20 extra "unpaid hours" in each check.

    One day I was called in my supervisors office and was told I was being written up for coming in at 9:06, 9:10, 9:15. I stared at him in amazement. I put my personal life (Family+Friends) on hold, to make sure that I got the job done efficiently. And I'm being punished for coming in 5 to 10 mins late????????????????

    Update: I leave on time now. Your work gets done when it gets done. Sorry.

  49. Anonymous12/12/2008

    I'm with you on that one...I went through the same BS, and my question has always been, How come they punish us for being a couple of minutes late, but they don't reward us for staying an hour???

    Can Mitra answer that, or at least a Manager/Supervisor, Director, someone???

    PS...I also leave on time, not a minute later!!!!!

  50. Anonymous12/13/2008

    But let's get something clear, only the employees who are not "in their plan" (anyone who doesn't kisses up)gets written up. Friends and family do not.

  51. Anonymous12/13/2008

    You will only get fired from the fund if you actually get caught stealing (I think) or fight on the premises. NO one really gets fired for no reason there is always something or they will make up something.
    Even if you yell, scream, threaten and degrade your staff you will not get fired. Donna does this all the time and look she is still here. She will give you impossible tasks to do just so you fail so she can put you down. She will ask stupid questions that you don't have the answers to because she never gave you the information in the first place but will insist she did. You just get to stare in those big brown blank eyes of her with the room silent. NO one to witness what you went through only to leave her office with your tail between your legs saying in your head I gotta leave this place. I can't believe Mitra doesn't know the "real" Donna by now. Doesn't she she the staff leave Donna's office with a glazed look? Everyone else does. If you are ever seen in an elevator and just seem to be in another world and someone asks is all ok? all you have to say is "I just had a meeting with Donna" that says it all. She has no plan only suggestions as to what the end result should be with impossible due dates because she has never done actual work before. You get screwed no matter what, this is always going to be a losing battle. Donna has surrounded her self with a great group of folks only to make the stupid decisions on her own and then force us to live with them without any input and then she gives us impossible due dates it is a vicious cycle that I believe she enjoys. "Lets see who I can yell out today" is her motto. MITRA WAKE UP -- OPEN YOUR EYES

  52. Anonymous12/14/2008

    This is from another very concerned employee. I have worked for one of the Funds for over 20 years and I hold a high management position with access to Accounting, Executive and HR files. During that time, I have not seen so much disorganization, corruption and deceit, favoritism, and discrimination. I have seen the abuse and ignorance from top management staff first hand.

    I strongly believe in change. As a matter of fact, I am an advocate to change. But when someone abuses the system to get her way and imposes fear among her staff to get respect; then the credibility and premeditated good purpose for that change goes out the window. All odds are against it.

    The Website has been forwarded to the EEO, other equal right opportunity sources, members and providers. It is only a matter of time before any other concerned high ranking official or group of important individuals get involved. It appears we have to go beyond the Union, Trustees and 57th Street Hospital League because it looks as if they do not care about ours and our members concerns for any of these allegations.

    I’m requesting the following facts should be and must be investigated.

    1. If punches are being fixed for Bradley or any other HR staff; then the same punishment should be applied to those who break the rule just as many others have been terminated for these actions. Disciplinary actions up to termination should be sought. All you have to do is question the AA and HR reps. I’m sure they would rather tell the truth than lose their jobs.

    2. If criminal actions were committed by Brandy in the past; then the same punishment should be applied to her just as she terminated many others for having a past criminal record. Termination should be sought. I cannot wait to see those wrongfully terminated sue 1199 for having another criminal terminate them. I am certain the media would love to get a piece of this action.

    3. If favoritism is in place; then it must be stopped, and those who apply it must be punished. Brandy, Donna and Johan must be punished according to their same rules and regulations. No more favorites; no more preferential treatment; no more abuse; no more FEAR.

    4. If hiring preference is being insisted for employees/consultants from the Auburn Technical Services Group; then it must be investigated. Why would Johan (especially him) and Donna prefer these consultants be hired over other consulting agencies and more qualified candidates no questions asked? Is there some type of personal connection? “Just do it is their motto” Ask the HR reps and they would rather tell the truth than lose their jobs.

    5. How do you justify Johan Reyes’ salary? $120K??? He possesses a bachelor’s degree in computers, and has no more than three years of experience in; I guess computer stuff to be leading a new department at the Fund. He acts as if he is another Chief of the Fund. Where is the experience to back it up? Where is the respect for those who are educated and have more seniority like Leo Cole, Kwok Wu, Diana Rodriguez, James Mele and Michelle Agard for example, to lead the way?

    One more thing I would like to mention in regards to salaries is the $20K increase Brandy Shiloh received recently after allegedly using a scare tactic against Donna Rey threatening to leave. Now that we know they are friends, the question is, was it a personal favor or a way to keep her mouth shut? One can only wonder…

    6. Finally, if Mitra is aware or involved to any of the above; she must be immediately removed from her position. If George is aware or involved to any of the above, he must also be immediately removed from his position. The way I see, if the allegations set forth are true, both of them should be immediately removed from their position.

    My concerns have been raised, and I am very certain that someone out there will listen and will do something about it.

    1199 SEIU Benefit and Pension Fund Executive Management.

  53. Welcome to the strugle my fellow co-worker.

    We encourage management staff like yourself with top level access to speak up.

    We have all been victims of the injustice perpetrated by the people mentioned above in some way, either directly or inderectly.

    An investigation is in order and let the weight of justice fall on those who have done wrong.

    Feel free to email us.

  54. Anonymous12/15/2008

    Open Letter to Mitra...

    I was at the fund for over 3 years. In that time I accrued 100's of hours of uncompensated overtime. I never minded, I liked what I was doing and felt I was contributing to a worthy cause. I received high marks on all my reviews. Then one day I was called into the boss’s office. I was told there was a gap between his expectations and my performance. I knew immediately I was being railroaded. I was put on probation.
    I ended up finding employment elsewhere. I was saddened to be forced out of 1199.

    I would like to see Donna Rey and anyone that was hired during her tenure removed and anyone who was terminated or quit during her tenure be given an opportunity to have their positions reinstated.

    The time to act is now!

  55. Anonymous12/17/2008

    To all that have been unfairly treated, pushed out, wrongfully terminated and discriminated against. Please get in touch with the EEOC @ and state your case to them. Alone we cannot fight this, Together we can overcome and defeat this unlawful and atrocious behavior.

  56. Money enslaves us all just look at our current financial times; rich has become poor. The person whose employment is unfairly treated is not a victim. When income is threatened one thinks of the family at home; the children and elderly that depend on that income. Victims are to be found outside on the street as the bread lines increase. Those who have must feed those who have not or be eaten themselves. Now do the math and do better.

  57. Anonymous12/27/2008

    If its surely a time that 1199 needs to wake up is now, with all the unfair treatment that has been going over the years. Look at the Care Management Dept and other depts in the fund. There seems to be a lack of respect given to the workers from these dept heads. There are managers and supervisors in positions that doesnt belong there. They need to tap into all these people in positions phone lines and listen on some of their derogatory comments that they make especially when it comes to the workers. How can you ever trust management and go to them with any concern, when before you know the whole company knows your business.

  58. Anonymous1/09/2009

    Blogging as whistle-blogging: Fracas at 1199 Family of Funds

    By Susan Merniton December 21, 2008 5:39 PM

    In New York City, a concerned employee of the 1199 Family of Funds has created an anonymous blog entitled What's Happening at 1199SEIU Family of Funds? that calls out two staffers as people who engage in nepotism, practice discrimination, and create an unfair culture. In response to this blog, according to my source, the organization has blocked access to outside email (and is screening mail), has called a meeting to deny the allegations, and is (understandably) trying to figure out who the author is.

    Meanwhile, employees are deeply engaging with the site, posting responses to posts that inquire about age discrimination, questionable and possibly illegal practices, and their right to exercise their free speech with this blog ("The fund is threatening employees with prosecution and termination if they participate in this blog. What ever happened to our right to speak? Isn't that what our Union fights for? What would our Union do if management at one of the institutions will threaten our members the same way?")

    Interestingly enough, if you assume that the 1,800 employees of the 1199 Family of Funds are all aware of this blog--and perhaps 70 of them are posting on it--a picture emerges where some disgruntled employees--whistleblowers?--are using social media to a) air their grievances and b) try to create positive change (which doesn't really seem to be working, does it?)

    If I was a New York based journalist, or the journalism prof at a local J school, I'd jump all over this story, both to better understand what is actually going on at the 1199 Family of Funds and to see if anyone is accountable, and to understand and document how blogging--on blogspot, no less!--is being used as an organizing tool in a non-technical setting.

    Social media, anyone? Wow.

  59. Susan,

    Thank you for taking a look at our blog and diffusing information about our struggle.

    First of all, allow me to say that every accusation on this blog is based on true facts.

    Contrary to everything the Fund stands for, this new administration is using their position of authority to step all over workers rights. Taking advantage of our current economic times, they threaten employees with termination if they even attempt to be part of this blog. As a long term employee of the Fund, I have been witness to many changes, but I never thought that an organization known for "fighting for workers rights" could engage in implementing such a string of unfair practices and pretend everything is just accusations of one or two disgruntled employees.

    As much as the Fund would like us to terminate the blog, this will not stop. We will continue to keep the blog alive and fight for our fellow employee's rights.

    Feel free to email me.