performance and responsibilities.
His authority over payroll-related changes was restricted while the company revised its approval procedures. He was also required to participate in the corrective-action process and explain how the transition had been approved despite the unresolved control concerns.
Eventually, the company reorganized parts of its operations leadership.
Harold no longer had the same influence over payroll decisions.
I heard through former colleagues that his relationship with senior management had changed significantly.
Whether he regretted dismissing me or simply regretted the consequences, I couldn’t say.
I had stopped trying
