Month: March 2013
Who are these NPT Staff
That openly can use their social accounts to harass, abuse and slander staff but still get away with it.
Claiming that NPT is not much of a company to be trusted with, they even slander openly Mr Chris Marrow for apparently been corrupt in his professional contact (we do not support that)
They have also been targeting staff on their social accounts for years and some of their latest targeted staff were Warren T. Cindy N. and Phil G. calling them “Tards” because they were chosen over them by management.
Do you want to read more to see if you can guess who these staff are? Then go to “check this out“
NPT: Their morals & Ethics?
Is National Patient Transport (NPT Group) a company with any morals?
……………….
A lot of staff might be confused of what is the truth or they are in fear of what it might happen to them if they try to answer the question of what is the truth behind Mr. Clyde Scorgie and National Patient Transport (NPT Group). There are a lot of stories but what is the truth? Since 2009 there have been several claims of Mr. Clyde having unprofessional relationships with female staff but Mr. Clyde has overcome these claims with the help of National Patient Transport (NPT Group) and severely punishing anyone that dares to stand in their way.
Did Mr. Clyde Scorgie EVER SHITS WHERE HE EATS?
www.urbandictionary.com/define=Do not shit where you eat
If this ever happened what did the CEO Mr. Jeff Wilson and National Patient Transport (NPT Group) ever did about it?
Did they do anything to stop it or did they turn a blind eye to cover this kind of behavior and avoid any kind of liability?
OR
Have Mr. Clyde, the CEO MR. Jeff Wilson and the company Unfairly, Deliberately, Cruelly, Maliciously, Falsely, Deceptively, Viciously……………… been attacked by some gutless, cowards that are trying to damage the reputation of the company and all the people that are involved? Are these people that making these statements actually the immoral unethical corrupt people? Then they deserve the most harsh punishment the law can give them but then again who will be in their right mind to make these kind of allegations against a big company? One kind of person that fits that profile is a mentally ill, a person with no indignity and with no respect for no one other than them-self’s.
http://www.wisegeek.com/what-is-defamation
It is about time for the company to take some responsibility and accountability for all their workers and provide a safe, equal and free from harassment environment and most importantly to stop spreading fear by misusing their powers to threaten the staff that they would lose their jobs if they speak up.
The whole behavior of how the company managed the continuous and persistent rumors and complaints against Mr. Clyde through the years raises a lot of unanswered questions. Almost since day one staff noticed inappropriate behavior that caused a loss of confidence in Mr. Clyde’s moral behavior and management style but NPT always defended him, one of the biggest players that helped Mr. Clyde to overcome his attacks was Mr. Peter Cormick and we believe if Peter Cormick had done his job then nothing of these would ever had happened.
In this article and everywhere else in this site there are no accusation done on the company’s or on their manager’s morals or on any kind of corruption but raises serious questions of what is the truth nature of the events that took place which a lot of staff have suffered direct on these kind of decisions, decisions that failed to investigate and potentially covering all kind of unprofessional, immoral, deceiving and manipulating behavior that Mr. Clyde might had involved in the past or future.
One example of that is in 2010, The company allowed Mr Clyde Scorgie to force all his staff to download the sexual harassment policy and sign a declaration that they read and understood it and that they acknowledge if they do break the policy the company can terminate their employment at any time. (Explain that: you have one group of staff that are claiming of unethical behavior and on the other side you have Mr. Clyde and a group of female staff that supporting his claims that he was the victim to a sexual harassment rupors so therefore NPT steps in and without further ado they help him punish any staff that he wants and make every one to sign an acknowledgment to protect himself ) figure this out?
National Patient Transport (NPT Group) is one entity and all the policies should apply across all the staff (office, road staff. store room, communications, cleaners and even managers) what is the difference when one group of staff are forced to sign an acknowledgment of a policy while the majority of the company does not have to do that? Were Mr Clyde’s team a batch of unethical human beings? So what was going to happened if two staff, one from Mr. Clyde’s team and one staff from another branch that was never required to sing the sexual harassment policy, were rostered together and they did something equally inappropriate ? Was Mr. Clyde’s staff going to be punished differently than the other staff because they were not required to sign any kind of company policy? I do not think is possible, then why Mr. Clyde’s staff were forced to signed this policy?
Conclusion……to intimidate and spread fear and to stop staff talking about or complaining about any of his inappropriate behavior. Another question that was raised from the staff from back then was, why was Mr. Clyde Scorgie personally the one sending the emails and demanding the staff to sign the sexual harassment policy when it is a Human Resource issue and why Mr. Clyde was also allowed to follow up and harass the staff that were refusing to sign a ridiculous statement that was enforced by an individual (Mr. Clyde) that his integrity was in questions? Did the company failed in their duty of care to provide a safe and healthy work environment when they allowed Mr. Clyde to force his intimidating behavior to terrorise his staff. Is it fair to say that kind of behavior can also force a lot of friction in the workplace and is it fair to say that any staff that Clyde presented as an issue to the company was because of Mr. Clyde’s overall behavior that was never monitored by the top management?
“NPT have always defended Mr. Clyde as a manager with integrity and never wrong doing but until evidence of actual facts are present in this site (letters, emails, photos, videos, messages, sms) the following events are going to be presented as Hypothetically. That way, National Patient Transport gets the opportunity to have a word with their legal team or maybe they might want for the very first time to do the right thing for their workers.
So, if hypothetically is claimed there was a married manager Mr X and hypothetically say that he started having an affair with one of the new female employees and Hypothetically say the staff straight away noticed there was something going on as they were not stupid, and once the story was out and open, the manager acted in a manipulative and deceiving way by presenting himself to the company as the victim so they can support him in punishing any staff that he felt threatened of. Then what the company did to one of the staff that Mr. X targeted was demeaning, degrading and humiliating. Mr. X was so happy to belittle and broke their soul for apparently bad-mouthing him and once he achieved that he gave them his final push by kicking them out of the branch and rostering them kms and kms away together with a new inconvenient roster, his only aim was to cause the maximum possible damage to that staff mentally and financially.
HYPOTHETICALLY say the truth was; THIS particular manager indeed had an inappropriate relationship with a female.
A recap…….a manager with less than a year in that position is getting close and personal with a new female staff, straight away a lot of staff start spreading their stories of what they observed and what they witnessed as that manager had a history in his short time of always trying to befriend with female staff. The manager did not like the gossip as it was jeopardising his position. In a similar case an ethical and professional person would had distanced them-self from that kind of behavior to avoid any conflicts and to avoid all excuses from getting attacked but in this case, Mr X was too selfish and greedy, he was willing to keep both his position and his own right to befriend and have any relationship that he wished, at any cost, his responsibilities and duty of care to his staff and to the company were flashed down the toilet (and why not? the company did not care either).
The end result; Mr. X and the female that had an affair with him cheeriest a wonderful career while his victim was harshly unfairly punished and stained for life; they were left scarred and traumatised, afraid to defend them-self even when new staff were gossiping about their character on the grounds of what they might have heard about that staff’s past severe punishment.
In life (in an organisation) it is so easy from an innocent party to become the guilty party while the guilty party is rewarded. In this case we have a company that has all the power and also are the ones that determine and decides the final decision of who is the one with the integrity “staff or management?” Have a guess what their decision would be? And think again if you think you can walk in the office and talk about that issue face to face, man to man and not a coward as they like to call at any one that they can not terrorize.
What if hypothetically say, that injustice did not stopped there but there is a trend of that manager keep trying to create other close relationships with other female staff too and the ones that accept his friendship are rewarded with special perks, by advantaging them even if he has to disadvantage other staff?
Is it fair to say it was all for his own personal corrupt pleasure and too sad to say that any staff he felt they stood in his way, he launched a personal attack against them by aggravating them and provoking them so he can manipulate the truth character of that particular staff and stain their name with the company? Hypothetically say there are at least half a dozen other staff this manager has cause some direct damage and………. soon we would continue with their stories too in future posts.
A small challenge and a dare, can Mr. Clyde Scorgie make a sworn statement to the staff that he never involved with any of the staff and that he never deceived and manipulated the company into helping him to punish any one who got in his way and can Mr. Jeff Wilson also make a sworn statement too, that he has investigated and has found that Mr. Scorgie never raised any concerns of favoritism and inappropriate behavior and that every single staff that brought a complaint against Mr. Scorgie were fairly and fully investigated and no staff were ever punished or disadvantage on the exclusive evidence of Mr Scorgies’s or evidence that were obtained from a third person with obvious indications that they were driven by Mr Scorgie due to their conflict of interest but all the decisions were made on merits that were independently confirmed?
This small challenge is a walk in the park a small breeze for anyone that has nothing to be scare of but for some one that has everything to lose is like “the perfect storm” no where to hide other than taking their normal approach threatening and intimidating staff so they can push the problem away.
In 2010, Mr. Clyde’s staff were force to sign the company’s sexual harassment policy while he never had to answer any of the allegations that were surrounding him, it has been a long hard road for a lot of staff and also even harder for some staff that their road of life had to change because the company were bias in their actions even though they have a legal duty of care for all of their staff and, it is about time once and for all for the company to inform the staff if there are any policies regarding management and relationships? It would be very interesting to know if there are any and why they were never disclosed and implemented?
It’s really a pity and a shame that we had to come to this because the company failed to have any kind of policies and covenants that surrounds management’s behavior and how the staff can deal with it and not just unwritten and implied rules that behind the closed doors they are managed in a bias way.
To be continue………………………………
A closing statement
is it unreasonable to say sometimes the only solution is a group action from all the staff that suffered some kind of damage on the hands of a particular company?
“it is nobody’s business of one person’s affair but what bothers most of the employees is the actual fact that them and the employee involved with the boss are not treated equally. People who enter into such relationships significantly overestimate their ability to remain objective in the workplace after they become involved with one of their employees.”
“Sex clouds everyone’s judgment. You may have been hired because of your skills, your experience, your talent, drive, and enthusiasm. But when you’re involved with the boss, you may find your competence in question. Opportunities that come your way, successes you achieve, goals you meet and exceed — all may be perceived as arising out of your special relationship with the boss and not your own hard work. You may not get credit where credit is due.”
“Favoritism is definitely a line that can’t be crossed in management. It’s easy to prefer some workers – a manager may like the way an employee does his/her work or a manager may just like the employee on a personal level because of similar interests. While preference is unavoidable, it shouldn’t be obvious to employees. Managers must be very careful to avoid favoritism because it can create bad feelings in the staff, which can affect productivity and the other employees’ trust in the manager.”
Installation of GPS in National Patient Transport vehicles; were they done lawfully or not?
In 2009 National Patient Transport sent an email to all the staff stating that the company was going to install devices in their ambulance similar to the systems that the emergency service had for the sole use of eliminating all the radio transmissions which would help dispatch jobs faster and to eliminate all privacy issues that a radio transmission can cause. The first step they claim was going to be the installation of the GPS tracking device followed by the rest of the system.
Because of their claims why they had to install GPS (been part of their operational requirements) they felt they never had to ask for our express or implied consent neither did they ever notified us of our rights under the privacy laws. They just force the placement of the GPS on their ambulance.
Looking back from 2009 until now that system that the company supposedly meant to install never happened, instead they maintained a GPS system that was solely kept to track and control the position and movement of their staff. Did you ever get a phone call testing your honesty and trying to catch you on a lie of your whereabouts while they were monitoring you on the GPS system?
Did you ever felt you were harassed by Mr. Clyde when you were approached or when you received a phone call or when you were sent an email questioning your honesty because he felt the information he obtained from the GPS were telling him a different story? Did you ever believe the GPS system was used against you as a weapon to intimidate you and harass you? Did you ever had a running with Mr. Clyde and then no long after you were intimidate by getting asked to please explain against the GPS information?
8 Regulation of installation, use and maintenance of tracking devices
(1) Subject to subsection (2), a person must not knowingly install, use or maintain a tracking device to determine the geographical location of a person or an object—
(a) in the case of a device to determine the location of a person, without the express or implied consent of that person; or
(b) in the case of a device to determine the location of an object, without the express or implied consent of a person in lawful possession or having lawful control of that object.
Penalty:
In the case of a natural person, level 7 imprisonment (2 years maximum) or a level 7 fine (240 penalty units maximum) or both;
In the case of a body corporate, 1200 penalty units.
Here some external links.
http://www.austlii.edu.au/au/legis/vic/consol_act/sda1999210/s8.html
National Patient Transport 