Southern Farm Bureau Casualty Insurance Company

"TO ALL SFBCIC EXCECUTIVES- IIF You want excellence inside, hire excellence from outside. No exceptions and no tolerance for anything less than within the business architecture !” Great wisdom in Scripture origally a Proverb was used, later by the equally wide Presidential address to Congress hoping to end a war dividing the nationEqually wide Lincoln- quoted this in speaking to Congress and broader sense the country unraveling : “ A HOUSE DIVIDED ( against itself) CANNOT STAND “ ; then it seems logical to hope you and think hard about HOW MUCH MORE SO TRUE IT MUST BE for a massive corporation serving MANY who’s livelihood and security is at stake, not to mention your own, and foremost those choosing to trust a future in SFBCIC . NOTE-AND I SHOULD TAKE BLAME FOR NOT HEEDING warnings FROM OTHERS SHE SUPERVISED AND WORSE— the head manager of training warned in no uncertain terms warned me that my Designated supervisor I will call “Pam” MUST REALIZE SHE IS at best by many, described as biased, and often submitted false information to manager intending on what I’ll never know! But then told “ watch ur back”. Here’s my main reason in doing this: warn others not to work in that dept and tell truth of this that my most serious criticism with sfbcic is this: upon applying there in my second round interview with manager The ONLY requirement alone is one thing: compassion/empathy. That’s all that’s all you need to be successful and move forward. I have known and had that time known recently great deal of pain and loss which allows me better in “compassion “ and help others in that loss they make currently be experiencing many of them great loss even death of spouse. They would time to time call in severe grief often shock, and SHOULD ABOVE ALL BE HANDLED WITH THAT SAME COMPASSION instead of feeling as if some uncaring robot was responding by checking boxes and hanging up. To keep short as possible, January 1 that year after improving despite the steep learning curve all other new hires went thu, improved to earn unexpected promotion and pay raise. Strangely, this supervisor ,“ Pam” files reasons of termination to manager , I was given a “final chance”to do better. “ TOO MUCH compassion”, asking supervisors too often for help in claims not yet trained on taking. Then many total false facts/ lies etc. designated me incompetent to the manager based on these false details or twisted complaints I never had explained but ignored by request for that by this” unhappy “supervisor. So seeing true nature in that department, surely supervisors. I submitted info to warn execs of the completely immoral atmosphere in Claims dept. then resignation m and a lawyer took over. ? In time I realized it was her issue not me she does this to and is not worth the time wasted in lawsuit. immoral atmosphere among all who harassed , lied, taking too detailed information in claims and must be an idiot etc and am I dumber or is who hired me the moron. Le asking too many details in claims by m QR, and discriminated again by a unhappy supervisor I was warned to keep distanced from by the head of training due to perception they said of the wrong treatment to her after 30 years in claims never promoted but one time to my supervisor. Certain supervisor we can call Pamela lied misconstrued and unused my attempts at compassion handling those who had real and severe pain and loss in calling us. No small thing to have the head of training warn me after assigned to this supervisor I’ll just call “ Pam”. Compassion does not mean listening only for details asking only details and hanging up and under eight minutes. Do not hire people saying the requirement is compassion if it’s not true.this revised the early review and misperception to reflect truth of a false standard and more I won’t detail here.I won’t make judgment here in stars but only mean to reflect truth. And hope any in power may see the fault line upon which the foundation itself is built within your company. RegArds, wa"

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