> ^ .^ <
Copy of Email To Raytheon Missile Systems:
To Whom it May Concern:
Being the supposed #1 Missile Defense contractor in the world and one of the top US government subcontractors, may I make a few
suggestions:
1. Set and monitor security practices and proticols set in place or intitate them - and ensure they are
followed for the safety and security of not only your own employees but for the safety and security of
the citizens of the USA.
2. To ensure maximal productivity of your facility ensure employees are using their paid time during work hours
on work projects assigned to them.
3. To prevent backlog of parts and materials that may jeopardize the lives of our servicemen and military,
please ensure your staff is working diligently on said projects rather than external personal priorities.
If external personal priorities become necessary, allocate time off either paid or unpaid as deemed fit.
4. To prevent further burden on the US Federal Government, Veterans and taxpayers please ensure maximum productivity
by your employees and management alike to ensure work is being done during work hours - sober.
5. Please have a QA team regularly monitor your employees email activities, IM activities and texting on personal
phones activities while at work - as you can see here you have a problem, and this particular employee is not the
exception - it is the norm.
6 You have a sexual harassment clause written into your employee handbook. Enforce it. Your workplace must
be a safe environment. Both men and women employees should not fear their workplace or feel the need to provide
sexual favors in order to gain promotions or maintain their jobs, nor should that opportunity be provided. Please
check that.
7. There is obviously a problem with your hiring company, Hire Right - and whomever processes their drug screening. You may want to look into a legitimate company to do this and repeat these testings on a monthly basis as
it is evident there is an on the job alcohol and drug problem at the Louisville facility that is being participated in
by management as well. Some of your employees are Air National Guard pilots - I see a problem with this - do you?
8. You had an employee who'd lost a personal cell phone yet did not deactivate that cell phone until weeks later. Do you see a problem with that yet? And no password on that phone to lock it?
10. Your email system at the Louisville location was sloppy and careless to say the least. Employees were able to mail out
parts lists to personal emails and email personal emails out 20-30 times a day, as well as emailing sensitive
secure information to personal accounts and documents via company emails and personal cell phones with no problems.
I see a massive problem with that. And to this date it is still easily circumvented.
11. Please ensure attendance policies are adhered to and/or provide PTO/ FMLA/ Counseling as needed for employees
needing psychiatric care/substance abuse assistance/medical assistance. If those policies cannot be adhered to across
the board equally to all employees fairly please reconsider fair and equitable treatment of all employees.
Preferential treatment based on whatever reasons needs to be discussed openly by upper management or your hiring /retaining practices need to be examined more closely.
Defend, disrupt, define, dream, deliver. You, my friends, are only at the defend stage. I'm at the define stage. You do this for a living. I don't. Your employees just happened to disrupt the life of the wrong person.
At any rate, please clean up your act if you expect to defend this Nation - as it stands now you're simply draining
"the people" dry. Good Luck.
> ^ .^ <
Copy of Email To Raytheon Missile Systems:
To Whom it May Concern:
Being the supposed #1 Missile Defense contractor in the world and one of the top US government subcontractors, may I make a few
suggestions:
1. Set and monitor security practices and proticols set in place or intitate them - and ensure they are
followed for the safety and security of not only your own employees but for the safety and security of
the citizens of the USA.
2. To ensure maximal productivity of your facility ensure employees are using their paid time during work hours
on work projects assigned to them.
3. To prevent backlog of parts and materials that may jeopardize the lives of our servicemen and military,
please ensure your staff is working diligently on said projects rather than external personal priorities.
If external personal priorities become necessary, allocate time off either paid or unpaid as deemed fit.
4. To prevent further burden on the US Federal Government, Veterans and taxpayers please ensure maximum productivity
by your employees and management alike to ensure work is being done during work hours - sober.
5. Please have a QA team regularly monitor your employees email activities, IM activities and texting on personal
phones activities while at work - as you can see here you have a problem, and this particular employee is not the
exception - it is the norm.
6 You have a sexual harassment clause written into your employee handbook. Enforce it. Your workplace must
be a safe environment. Both men and women employees should not fear their workplace or feel the need to provide
sexual favors in order to gain promotions or maintain their jobs, nor should that opportunity be provided. Please
check that.
7. There is obviously a problem with your hiring company, Hire Right - and whomever processes their drug screening. You may want to look into a legitimate company to do this and repeat these testings on a monthly basis as
it is evident there is an on the job alcohol and drug problem at the Louisville facility that is being participated in
by management as well. Some of your employees are Air National Guard pilots - I see a problem with this - do you?
8. You had an employee who'd lost a personal cell phone yet did not deactivate that cell phone until weeks later. Do you see a problem with that yet? And no password on that phone to lock it?
10. Your email system at the Louisville location was sloppy and careless to say the least. Employees were able to mail out
parts lists to personal emails and email personal emails out 20-30 times a day, as well as emailing sensitive
secure information to personal accounts and documents via company emails and personal cell phones with no problems.
I see a massive problem with that. And to this date it is still easily circumvented.
11. Please ensure attendance policies are adhered to and/or provide PTO/ FMLA/ Counseling as needed for employees
needing psychiatric care/substance abuse assistance/medical assistance. If those policies cannot be adhered to across
the board equally to all employees fairly please reconsider fair and equitable treatment of all employees.
Preferential treatment based on whatever reasons needs to be discussed openly by upper management or your hiring /retaining practices need to be examined more closely.
Defend, disrupt, define, dream, deliver. You, my friends, are only at the defend stage. I'm at the define stage. You do this for a living. I don't. Your employees just happened to disrupt the life of the wrong person.
At any rate, please clean up your act if you expect to defend this Nation - as it stands now you're simply draining
"the people" dry. Good Luck.