#NotOkGoogle: Demands Regarding Retaliation

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The Walkout was a turning point: a moment where Googlers called on the company to do right by its people. We issued a clear, articulate, and actionable set of demands. Google has had six months to meet these demands: in that time, they’ve partially met only one of them. Not only that, but the company has begun retaliating against some of the Walkout organizers.

Google seems to have lost its mooring, and trust between workers and the company is deeply broken. As the company progresses from crisis to crisis, it is clear Google management is failing, along with HR. It’s time to put HR on a PIP (Performance Improvement Plan) and bring in someone we trust to supervise it. It’s time to escalate.

Demands

1. Google must meet the Walkout demands, already.

2. We call on Larry Page to immediately and publicly address the Walkout’s demands, and recommit Google to meeting them. Larry controls Alphabet’s board and has the individual authority to make changes, where others do not.

3. We call on Google to unblock Meredith’s transfer, and allow her to continue her work as before, fully funded and supported, and to allow Claire to transfer to a new team without continued retaliation and interference.

4. We call for a transparent, open investigation of HR and its abysmal handling of employee complaints related to working conditions, discrimination, harassment and retaliation.

Google’s HR department is broken. Over and over again it prioritizes the company and the reputation of abusers and harassers over their victims. The collateral damage is all around us. Time is up. We need third party investigators. Even Uber did this, bringing in Eric Holder and Arianna Huffington.

These investigators need to be selected by Googlers, and have no financial relationship with Google or Alphabet.

Investigators will need to respect the wishes of any worker they speak to as to whether they want to make their stories public.

Investigators will need to publish their findings publicly (redacting all PII).

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