GENERAL ELECTRIC  - SEDGWICK CMS

 Domestic Terror Report

part iii

Part 1.  Interrogation, Coercion and Terror

Part 2. Forced Examination, Torture and Terror - GE, Sedgwick Style

THE FINAL COUNTDOWN

The GE Disability Center has scheduled my official (3rd opinion) “FFD” evaluation for Tuesday, Sept. 29, 2009 with Dr. Stephen Halmi. GE Corporate felt they should not over-ride GE Aviation’s directive on that.  I was assured that this forced evaluation would be held to clinical standards, not forensic, and that it would strictly adhere to the functions of my job.  We shall see!

In my now more than 6 month’s absence, GE has hired a Site Operations Manager for TDI by the name of Larry Armstrong. I looked Mr. Armstrong up on Linked In, figuring that for a site as small as TDI, he was probably the typical GE “fast-tracker.  I was not all that surprised to find that Mr. Armstrong had no previous background with GE.  His experience and background is with acquisitions and consolidations.  He lists his newly acquired position with TDI as of August of 2009 as being with “GE Energy” – not GE Aviation, strange? His position previous to coming on board at TDI was as an Account Executive at Executive Search Ltd where he boasts, “With new recruits and retrained current personnel, your company won’t just be reorganized, it will be revitalized!”

I sent Larry Armstrong a request to be Linked In with him, since once I go back to TDI, I will be on his staff.  Imagine my surprise when an hour later he had altered his profile on Linked In, removing the past job information about Executive Search Ltd, and blocking introductions and connections! If I were overly-sensitive, I might feel snubbed!

Later that same day, I learned that some of the employment data the investigator from the Ohio Civil Rights Commission had requested from GE in order to ascertain whether my male colleagues were paid substantially more than me in similarly situated positions indicated falsification had occurred.  It seems that some of the “good ole boys” don’t have the bachelor’s degrees their employment records claim they do.  So now it’s finding out whether they lied, or if the company falsified the documents pending the OCRC and EEOC investigations – that’s a biggie!!!  If the company tried to use the fact that they had more education than I as a reason for paying them more even though I had more responsibilities and deliverables, that is a cause of action under the EPA.

It all came together the following weekend when I ran into an old colleague of mine.  We were catching up on our careers and he mentioned that a prospectus on TDI had been sent to the company he works for some time back.  They had passed.  It all makes sense now.