C2 Current Affairs Symposium

Originally Posted by Unregistered

Underperforming, your on crack i worked with Esau, lets see over 500 cars at c201 with maybe 6 employees and open extended hours. This guy was set up to fail, I was their when he asked, then pleaded, then finnaly beged for more staff at c201. According to corperate he should have had 20 full time employees, his City Manager set this gut up bigtime. As for the rest of your post, I agree, Esau's hard work ethic and great personal skills will lead him to success anywhere.....(Hint TP you may want to incorperate some of Esau's characteristcs, sorry your always in your office shut in).

ru fucking kidding me? Esau did SFA while at the airport other than gamble and complain. Nice guy but seriously lazy. He didn't give a shit.

Its almost that time again, T. Parkers yearly review, his second year as GM will be completed in May. Before we take time to recap his 2nd year (next month) lets remind ourselves of his first year.
* Retention was at an all time low (40%): C2 hired 130 new employees but lost over 140. Profits suffer as group overhead costs almost double what they should be (thanks to paying for 5 employees to not work)
* Esqi: TP was given a group that was in the 81% average for the last 8 months (3% above Corp. Average) before his leadership and over the 11 years of group existance never posted a % under the Corperate average. TP well He finished his first year with C2's worest average 76%, and the first time ever below the Corp. Average.
* C2 enjoyed 3, lawsuits filed by former employees, of which "C2" lost all 3=$$$.
* C2 also positioned itself to lose 3 of the top 10 insurance companies (see year 2 for the result).
* C2 also recorded low profits, the only time the group saw similar $$$ was the 911 year and the SAR's year....TP profit year had neither situation. (hint: year 2 saw a "record loss for a month")
* On the positive we did post an all time on high rent record and opened up many new offices. Sadly the on rent high quickly vanished, to an on rent average last seen almost 4 years ago (see year 2 review). And the new offices are suffering huge losses because of the small fleet.
* Finally C2, was the main reason why Erac did not qualify for the first time in 3 years for the R.O.B. top 50 companies to work for in Canada.

TP, as the say you can only go up from here. Its going to be fun recapping year 2. In theory it should have been a better year then year 1 right?

To be continued: Year 2 review, end of May 06

Anyone have any cars to give to stupid D.G.? Here is what to do:

- DON'T book 6 deliveries before 9am on a Friday; dumb-ass.
- DON'T ask for cars at 5pm the day before; dumb-ass.
- Help others and maybe they will help you back; dumb-ass.
- DON'T worry about your deals; 1/2 of the people in the 'Dale' will not
qualify for a rental.

[Mr.C2aforyou]

THIS GUY IS ON FIRE... LOOK AT THIS... HAHAHAHAH

DUMB ASS MANAGEMENT

As many of you already know, afterhours A.M's do not make an impressive salary. They really look forward for their commission checks at the end of the month. After talking to a former afterhours manager I confirmed that A.M's commission depends on how well the afterhours program does. In order to get credit the afterhours team must source all afterhours deals correctly so Mike Yarmo gets his commission up, meaning "Afterhours on RALPH" Mike Yarmo had a great idea one day,"Why not source some deals afterhours that arn't considered afterhours so I can get credit for these deals." This scam has been confirmed and is a fact. This is why Mr.Yarmo loves to work in the day time so he can pull this off. Then Mr.Yarmo came up with another great idea. "Why not call RETAIL and other customers that have a reservation for Monday and tell them to come in today on Sunday and tell them I will start charges Monday morning so I can get AFTERHOURS CREDIT, meaning higher commission checks for me" This has been seen and confirmed numerous times but Mr.Anslow again should invest in some eye glasses. To top it all off Mr. Yarmo makes sure that these customers are aware that " it will be very busy tomorrow and a car may not be available for you but I want to make sure you have a car Mr. So and So...no worries I will start charges the next day for you and you wont pay that extra day" Then when they call the branch and ask to return the car on Sunday someone says "Sorry sir but we are closed on Sunday" Then the customer gets all mad and returns the car the following day and Mr.Yarmo says, "I'm very sorry about that sir but if you receive a call please say you are completely satisfied and I will take off a day or two for you" Hence, the 3 month rolling average of HIGH 80's AND 91% ESQi!!! There are other reasons for the high ESQi but i'll post those soon...

[C2 Inside Lady]

So what do you think of TP's latest retention technique. As we all know for the second year straight C2's retention has been "bad" in fact Canada's worst, if not the company's worst.

So to correct that problem the brilient mind of TP, is giving each Manager $150 a month if they have a month were the don't lose an employee. Yes its true, a Manager will now profit for convincing/begging an MT to stay, not because its a great place to work, not because its a great career and not because they will learn so much at C2, but stay so the Manager can get $150 bucks extra a month.

Can you believe this guy (TP), instead of giving that same $$ to the employees who stays he rewards the Managers. TP if you gave each employee 0.50/hr raise (which is the equivelent of the $150 to the managers based on the average "2.5" employee branch size our current average at C2) that would translate into an extra $1200 a year per employee. If you had read our reports (HR) you would have seen the common problem facing C2 is our pay is way below the Toronto Cost of living and way below the industry average starting salary. Heck even Discount is advertising more money for Trainees (see Toronto star careers 04/29/06).

TP you are a peice of work, MT's I say you demand your "cut" from your Manager every month or walk out.

Latest News: Shappy is gone.. Thats 1 HR manager,1 City Manager and 3 Area Mangers gone this year we are one level 3 shy of beating TP's last year mark. TP you are good.

[Just Looking]

Anyone have some good juice from Orlando??

[Just Looking]

Originally Posted by C2 Inside Lady

So what do you think of TP's latest retention technique. As we all know for the second year straight C2's retention has been "bad" in fact Canada's worst, if not the company's worst.

So to correct that problem the brilient mind of TP, is giving each Manager $150 a month if they have a month were the don't lose an employee. Yes its true, a Manager will now profit for convincing/begging an MT to stay, not because its a great place to work, not because its a great career and not because they will learn so much at C2, but stay so the Manager can get $150 bucks extra a month.

Can you believe this guy (TP), instead of giving that same $$ to the employees who stays he rewards the Managers. TP if you gave each employee 0.50/hr raise (which is the equivelent of the $150 to the managers based on the average "2.5" employee branch size our current average at C2) that would translate into an extra $1200 a year per employee. If you had read our reports (HR) you would have seen the common problem facing C2 is our pay is way below the Toronto Cost of living and way below the industry average starting salary. Heck even Discount is advertising more money for Trainees (see Toronto star careers 04/29/06).

TP you are a peice of work, MT's I say you demand your "cut" from your Manager every month or walk out.

Latest News: Shappy is gone.. Thats 1 HR manager,1 City Manager and 3 Area Mangers gone this year we are one level 3 shy of beating TP's last year mark. TP you are good.

Hey C2 Sweetheart, we have all paid our dues as MT's....suck it up, pay your time and get what's coming to you; if you want to bitch and complain, you go right ahead......no one is asking you to work at ERAC...lots of good, high-paying jobs out there, right?

[C2 Inside Lady]

Originally Posted by Just Looking

Hey C2 Sweetheart, we have all paid our dues as MT's....suck it up, pay your time and get what's coming to you; if you want to bitch and complain, you go right ahead......no one is asking you to work at ERAC...lots of good, high-paying jobs out there, right?

If you read my post I work at C299 and have a direct involvement in hiring and recruiting. In all the years I have worked at ERAC I am the first to agree with "paying your dues" policy. But what I do see today, is garbage candidates and way understaffed branchs. Trust me in all my years we have always had to deal with staffing issues, but over the last 2, the staff sizes are the lowest ever. If we want to hire great we have to compensate better, otherwise no one and I mean no one will want to work at ERAC.

And to the Managers that are hoping for the $150, would you not want commission $$$ because your fleets up and your OP is up, because you have great employees who market (yes its true their was a time you went marketing), employees who can sell (CDW and UP) and employees who can collect AR's.

All I can say is the $150 is hush money so the Managers don't complain about the real problems.

Wake up "Corp." its time for TP to go!

[C2 Inside Lady]

Hey FailingEnterpriseAdmin, What's with all the login and user name security, we have lost alot of posters who are now affraid they will be tracked.

[FailingEnterpriseAdmin]

Originally Posted by C2 Inside Lady

Hey FailingEnterpriseAdmin, What's with all the login and user name security, we have lost alot of posters who are now affraid they will be tracked.

Yeah, I agree it's a bit of a burden, and I'm doing some thinking about it.

In order to register, you don't have to give any personal information, not even an accurate e-mail address (for now). And no information from me ever leaks out.

Requiring registration makes us like most other mature discussion boards and has sure cut down on the bad behavior.

I'm still open to hearing more discussion on the issue, though.