You won't believe what we have uncovered. We have uncovered allegations that Pannu Larsen McCartney founder Jeppe Larsen may be suffering from an earlier form of Alzheimer's disease or other similar disease. Either that or that he's been inadvertently sabotaging careers of the engineers who have worked for him. Let us note that the disease doesn't make Jeppe Larsen a bad engineer. It is widely know that April Fool Jeppe Larsen is in his mid 70s.
When one of his employees was laid off due to the Great Recession back in 2009, Jeppe Larsen was not present during this event because he was on vacation. Jeppe Larsen felt bad about the layoff because this person was performing all five of his design projects for him during that time. This person had five projects going on simultaneously. When we saw this evidence posted at the Strawberry Village Shopping Center in Mill Valley, CA, we were really shocked at what we saw and had to report it. Even worse is when we heard this person's story on the radio being out of work for 18 months despite having a Master's Degree and a California Structural engineer License! After all, this person saved PLM's clients over $120 million and cannot find a job.
Now that this person is out of work, Jeppe Larsen is needed now more than ever to get this person back to work. At the beginning, Jeppe Larsen seems like a nice guy. Let's look at his conversation that took place between a potential employer and Jeppe Larsen on November 22, 2011, at 1:15 P.M.
Ms. X: Personnel, this is Ms. X.
Jeppe: Hi, Ms. X. This is Jeppe Larsen. You called about some information?
Ms. X: Hello, Mr. Larsen, I've been looking forward to your call. I have a resume here from a friend, or a former associate of yours, a Mr. XY.
Jeppe: Oh, yes.
Ms. X: I would have a better understanding of how to work with him here, if I had a better understanding of what he did there. What was his title?
Jeppe: Yes, I worked with him at Middlebrook & Louie. That company doesn't exist anymore. So, some of us started a new company, PLM.
Ms. X: That's what I show. What was his title?
Jeppe: Well, we don't have much time, but he was in charge of some very large high school projects.
Ms. X: How did those projects go?
Jeppe: They went well. There were no problems brought on by Mr. XY.
Ms. X: Did he supervise, or manage any other employees?
Jeppe: He handled some $60 million projects, but I was the supervisor. He worked under me.
Ms. X: Is he capable of supervising others?
Jeppe: I don't know.
Ms. X: Did he have any noteworthy projects or accomplishments?
Jeppe: Well, that was a long time ago. I've already mentioned the big projects he was involved with. I can't remember much beyond that. Sorry.
Ms. X: About how long was he employed there?
Jeppe: I'm not sure. He was there about five years. He was there quite a while. I do remember that.
Ms. X: Did he give proper notice?
Jeppe: I was on vacation when he left. I think they let several people go, but that was because there was no work. They didn't do anything wrong. I just don't know the details because I wasn't there.
Ms. X: Were there any problems with attendance or tardiness?
Jeppe: No. No.
Ms. X: How was his interpersonal skills with staff, such as yourself?
Jeppe: We had no problem. He worked out fine.
Ms. X: Was he pretty good about keeping you current about what was happening on the front line?
Ms. X: Why did he leave?
Jeppe: I don't know. I wasn't there.
Ms. X: Is he eligible for rehire?
Jeppe: The company doesn't exist, but I don't see why not.
Ms. X: To put you in the shoes of a potential employer, would you hire Mr. XY?
Jeppe: I think so. He is very knowledgeable about code knowledge. He really knows his stuff with codes. I think so. I really have to go, but he was a good employee. I liked him.
Ms. X: Is there anything else I should know about this person, before I proceed?
Jeppe: No, some of his designs were a bit heavy, but his knowledge of schools and hospitals is very good.
Ms. X: Is there anyone else you suggest I speak with, regarding this person?
Ms. X: I will move this onto the next step, unless there is something further you can add?
Jeppe: No. He is quite good.
Ms. X: I will make a note of our discussion and I thank you for your time.
Jeppe: Thank you. Bye.
Folks, now compare this to his most recent conversation with a reference service for this former employee who now can only get a part-time job because of Jeppe Larsen's bad actions in November 2012.
Name: Mr. XY
Responses: How long have you known him/her?
Response: Our company policy is to not provide recommendations or otherwise comment on employees' performance. For dates of employment with Middlebrook + Louie, please contact Wendy Castillo. Mr. XY has never been employed by Pannu Larsen McCartney.
(Folks, this is an absolute lie. Mr. XY reported to Jeppe Larsen directly while employed at Middlebrook + Louie on many school and hospital projects. Doesn't it make sense for Jeppe Larsen to give responses about this individual because he did such a great job for him? If not, will Jeppe Larsen employ this person now since jobs are harder to find? Jeppe Larsen gave responses for this individual in 2011 which we have noted above. Why does he not do it now? Does this indicate that his company has a hostile work environment? We hope not, but it certainly appears this way. Based on our information in our possession, Jeppe Larsen may be suffering from Alzheimer's disease. Apparently Jeppe Larsen forgot this individual performed the award-winning design for the salvation Army Tenderloin Housing Project in San Francisco. )
The following questions Jeppe Larsen gave a response as No response. are listed below.
What was the applicant's job and the nature of his/her duties?
When he/she begins a task, would you say that he/she carries it through to completion?
What would you say is his/her greatest strength?
What could he/she do to improve their job performance?
How did he/she show initiative or leadership in his/her job?
Is he/she dependable?
How did he/she get along with his/her associates?
In your opinion, has he/she ever shown a propensity for violence or dishonesty in the workplace?
In your opinion, if you were responsible for the hiring process, would you consider him/her eligible for rehire?
Folks, do you know what this means? This means that either Jeppe Larsen may be suffering from Alzheimer's disease or he really runs a company that refuses to give credit to engineers who work under him after they leave. We believe Jeppe may be suffering from Alzheimer's disease and needs to get help ASAP. Jeppe Larsen could have asked for help from this former employee in the form of a written resume and list of projects. Jeppe Larsen didn't do such a thing. Jeppe Larsen is a great engineer and many people believe they have a use for him.
Shame on Jeppe Larsen for not helping his former employee use his/her California Structural Engineer License so they can stay in California to work. If Jeppe Larsen decides to apologize and address the issue in an ethical manner, we'll let you know here.
Check out the new commercial we made for Jeppe Larsen. It's great! What do you think?
In the San Francisco Bay Area, Jeppe Larsen's ready.
Jeppe's ready to screw you well in advance.
His most important job is to keep fellow structural engineers unemployable. That's what he does day by
day. He's constantly thinking up ways to rip off his former employees with the schemes he is developing. Stupidity and negligent reference giving by Jeppe Larsen can happen quickly. And in any season, that's what he focuses on most!
Jeppe Larsen of the San Francisco Bay Area.
He's ready. He's ready to screw you.
That's engineering stupidity you can count on!
Are you a client who associates themselves with Jeppe Larsen and his firm? Here's the list of clients:
Alexandria Real Estate Equities
Barry Swenson Builders
Berger Detmer Ennis
Bunton Clifford Associates
Chong Partners (now part of Stantec)
Cuschieri Horton Architects
David S. Taylor Interests
Earnest J. Kump
Glover Smith Bode
Hansen Lind Meyer, with Nacht & Lewis
Herman Coliver Locus
Hood Miller Associates, John M.Y. Lee, Mark Cavagnero
Hornberger + Worstell
Hunter Storm Properties
IA Interior Architects
Johnson Fain Partners
Korth Sunseri Hagey Associates
Lionakis Beaumont Design Group
Perkins + Will
Rudolph & Sletten
South Bay Construction