Comment from Anonymous

My concern is I received an email from an acting manager, stating that my overtime eligibility will be revoked due to “continued inefficiencies” and that I had allegedly been “previously advised” of these concerns. Prior to receiving this email, I had not been issued any written counseling, performance discussion, or CJE5 review indicating that my performance was inefficient. Since the realignment, my current manager has not raised any performance concerns with me, and no supporting documentation has been provided by my manager. On June 22, 2026, I was informed by the same acting manager that I would be attending inefficiency class for 1 week, and was told that I can no longer work overtime until further notice. In addition, same manager told a coworker that she would be monitoring us closely on closures. If we improved or not and if we don't improve it could lead our position. I requested documentation supporting the alleged inefficiencies, as well as any prior notice of performance concerns. To date, no such documentation has been provided. The revocation was issued by someone other than my immediate manager, despite the absence of any prior discussion regarding performance issues. I believe management acted improperly by removing my overtime eligibility without adequate notice or supporting documentation.