Linda Bohannon

Toxic Work Environment Leadership does not care about employee well-being and safety at all. During the COVID-19 pandemic, they were taking measures to get employees back into the office as soon as possible, against the recommendations of the CDC and local health departments. For the annual mandatory staff retreat, staff were made to drive their personal vehicles from DC to New Jersey (a bus would have only cost a couple thousand dollars and would have been much safer.) They have also buried several reported harassment cases. Under normal circumstances, CSC's work attendance and WFH policy is extremely inflexible. Employees may only take 3 WFH days per month, these days must be approved two weeks in advance, and there are limits on taking WFH days following vacations and holidays (thus basically defeating the purpose of WFH days.) Flexible schedules are not offered; in fact, the CEO would sit by the door at 9 AM to see who came in late. In certain departments, managers would deny use of accrued WFH days or sick time for doctors' appointments to punish employees. Workplace diversity was utterly lacking. Many new employees were offered a full-time position after completing an internship, but in the DC office, most interns were hired from AU because they knew someone who already worked at CSC. No effort was made to diversity intern recruitment strategies. CSC does not seem to have a good reputation in their field. Often, requests to partner with other organizations on projects were met with hostility or outright ignored. Even our own affiliates were very wary of working with us.