• Report: #1126494
Complaint Review:


  • Submitted: Tue, February 25, 2014
  • Updated: Wed, February 26, 2014

  • Reported By: thelonelymormonprophet — Boise Idaho
11331 W Chinden Blvd, Building 8 Boise, Idaho USA

Maximus - David Morad, Michelle Paiz, Helene Fisher, Norman Iracheta - Open Letter - Boise Idaho

*UPDATE Employee: Sue! Sue! Sue!

REBUTTAL BOX™ | Respond to this Report! | Consumer Comment

What's this?
Corporate Advocacy Program

Show customers why they should trust your business over your competitors...

What's this?
What's this?
Is this
Ripoff Report
About you?
Ripoff Report
A business' first
line of defense
on the Internet.
If your business is
willing to make a
commitment to
customer satisfaction
Click here now..

Does your business have a bad reputation?
Fix it the right way.
Corporate Advocacy Program™

Set the record straight:
Arbitration Program

SEO Reputation Management at its best!

 This is an open letter addressed to the following:

David Morad
Michelle Paiz
Helene Fisher
Norman Iracheta
I find it more appropriate to reach out to you in a public manner, so employees within the Boise location can recognize that they are not alone in their feelings, and in fact, there are supervisors that are in the same position they are in. Also I have an incredibly difficult time believing in an open door policy that doesn’t come with retaliation, given the current events and the feeling that everyone is being scrutinized to see who to let go of at a supervisor level immediately, and frankly I do not advocate agents reaching out to any of you directly for an honest answer.
I want to be clear that this is not a threat, this is not a rant about my perceptions of professional behavior, nor is this a personal opinion of politics. This is a very straightforward question that over a thousand employees deserve a response to.
Norman had sent out the FAQ’s to the reduction in staffing, and one of the questions states “21. Are these RIFs a result of the current lawsuit MAXIMUS is a part of? Answer: No. The RIF is a separate issue. This RIF is based on the expected reduction in volume from our client on the ACA enrollment contract. The reduction in staff was determined during the project planning phase and coincides with ACA enrollment call volume, prior to the lawsuit.”
During all of the meetings that were led by David and Michelle, it was strongly emphasized that this was unexpected and that we had no way of knowing what the scope of the reduction would be. So my question is this: How do you find it appropriate to blatantly lie to our faces, only to follow up with an email that contradicts your message of “we didn’t know”. At this point, we know that the reduction in staff was planned in the beginning stages and was anticipated. To reiterate the fact that you didn’t know, only serves the purpose to offend and undermine the intelligence of the treasure valley.
To Michelle & Helene, your character is exemplified having actually gone into new hire classes, and when posed with the question “Once open enrollment dies down, will we still have jobs?” and your immediate response was “You have no reason to worry about your job, we will have a new contracts by then.” Or is this a situation where you will look at us again in the face and just say “I’m getting one of these letters too” with no sentiment attached to it that you are actually concerned about the security of your job or your family.
For what it’s worth, I am glad to learn more about Maximus as a company. Maximus is an organization willing to go into a community months in advance to prepare an eager workforce for jobs so they can support their families. They are an organization who thinks nothing of taking the livelihood away from 1600+ employees after setting them up with an expectation that they will be able to build careers here. But to be fair, at least it’s only 80% of the staffing. I now have the opportunity to look forward to potentially 6 weeks of not knowing if I will have a job, to either get a notice of termination of employment, or I will be provided an opportunity to continue on with this leadership.
I know a well composed message of this nature is the opposite of your anticipated reaction. I only hope you can provide me the same surprise, and create an opportunity to fit your response within the daily talking points.

This report was posted on Ripoff Report on 02/25/2014 03:38 PM and is a permanent record located here: http://www.ripoffreport.com/reports/maximus/boise-idaho-83713/maximus-david-morad-michelle-paiz-helene-fisher-norman-iracheta-open-letter-boi-1126494. The posting time indicated is Arizona local time. Arizona does not observe daylight savings so the post time may be Mountain or Pacific depending on the time of year.

Ripoff Report has an exclusive license to this report. It may not be copied without the written permission of Ripoff Report. READ: Foreign websites steal our content

Click Here to read other Ripoff Reports on Maximus

Search for additional reports

If you would like to see more Rip-off Reports on this company/individual, search here:

Search Tips
Report & Rebuttal
Respond to this report!
What's this?
Also a victim?
What's this?
Repair Your Reputation!
What's this?
0Author 1Consumer 0Employee/Owner
Updates & Rebuttals

#1 UPDATE Employee

Sue! Sue! Sue!

AUTHOR: Bryan J - ()

If you didn't know that Maximus was going to cut you loose after open enrollment, then you didn't want to know. Sticking your head in the sand is your problem, not Maximus's. Helene Fisher, Michelle Paiz and the rest of the worthless idiots in management are not the issue. What is the issue is this: Supervisors were working 60+ hours per week for more than 2 months. They were instructed to only log 8 hours per day, 40 hours per week on Deltek. They were told to do this because they were "EXEMPT" employees. That was and is a lie. The pending lawsuit against MAximus isn't just 9 disgruntled trainers.

A lot of the supervisors have jumped on board, including some from Brownsville. Why would they do that? Because supervisors are NOT exempt employees. In order to be considered an exempt employee, a person must have the ability to hire and terminate subordinate employees.  This is obviously NOT the case with supervisors. In fact, supervisors cannot even write up a subordinate without approval from Human Capital and an operations manager signing off on it. EVERY SUPERVISOR at Maximus is owed THOUSANDS of dollars in overtime pay. 

If you truly believe that you are an exempt employee, why were you NOT logging in your actual time on Deltek? I'll tell you why. Because you would have been paid for those hours. A few people did log their actual hours and management changed them. Those people were fired. If you are a supervisor and you worked more than 40 hours per week that you were not paid overtime wages for working, please contact :


If you believe that theere will be anyone left working in this call center, the joke is on you. 

Respond to this report!
What's this?
Report & Rebuttal
Respond to this report!
What's this?
Also a victim?
What's this?
Repair Your Reputation!
What's this?