Also want to update you on the Optical Express head of marketing team department, Steven Taylor. He has just made 3 staff redundant due to his poor ability to run a department correctly. Due to his "unbreakable bond" with his Manchester team (who he poached from Transforminglives cosmetic surgery group) he has refused to even think about making any of them redundant and we actually believe he owes them something. Who knows as he is just as slimey as Moulsdale.
Also a new head of paid search, Pat Kelly, OE employee for years until he got fired in 2013 for bad decisions. He has completely destroyed the company reputation again as he is running Win Laser Eye Surgery competitions and we all know thats against ASA rules of competitions - with the knowledge of Moulsdale and Taylor.
I have NEVER EVER disclosed the identity of any OE employee who's provided me with inside info and/or documents - as so many with a conscience have.
I always guarantee anonymity, although in most cases I honestly have no idea who the person is.
But on this occasion I am making an exception, and although I don’t have the person's name, I am throwing him to the wolves for reasons I trust you will appreciate.
Cleverly sent via LinkedIn, so impossible to trace, last Saturday afternoon I received this message.
Obviously I said yes, and he (assuming not a she) replied, "am absolutely genuine, but not sure how much help I can be as I work in an operations capacity in head office".
We exchanged a number of messages and I provided my phone number, saying I was happy for him to withhold his number if he called me.
He didn’t call, nor did he tell me anything that I didn’t already know, other than David Moulsdale being unhappy with his marketing team based in Manchester, which includes Shami Thomas, famed for OE’s blogger event last February.
Allegedly David can’t see the point of the team as they apparently show no evidence of doing anything other than posting spam on social media sites - but I guess losing 4 million pounds this year would make anyone question their existence.
’Senior position’ person also told me that OE’s Marketing Director, Steven Taylor, based at Glasgow’s head office, wasted thousands on an STV advert that attracted no new business after being aired last week. Shame!
We chatted on and off for approx one and half hours, until I finally asked the question I’d been holding back, "Why are you helping me?"
Sunday afternoon I sent another LinkedIn message asking if he was available. No response.
Monday afternoon I sent another message, and within minutes he replied,
I was so angry, continuing, "People like you disgust me, you are no better than the company you work for!”
There was more, and I warned him that I would throw him to the wolves.
He obviously panicked, because twenty seven minutes later he came back and suggested that what he’d said was all false.
Obviously subscribing to the proverb that 'attack is the best form of defence’, he said that I was, "in RA’s pocket anyway", and inferred that he might be an Optimax damaged patient.
Which reminds me, I need to call Russell Ambrose’s lawyer concerning his client's latest breach of agreement.
Message to OE employees - past and present: I NEVER disclose where I get my info from, as is obvious to anyone who's followed OERML over the years.
However, should anyone contact me looking for payment in return for information, don’t bother, because I will hang you out to dry!
There have been hundreds of OE employees over the years who could provide so much evidence to help stop this company damaging thousands more patients - and I thank those who have done so from the bottom of my heart.
But this should be a matter of conscience, not financial reward
Protected Disclosures Act 2014 – a new era for whistleblowing in Ireland (16 July 2014)
This Act covers anyone providing information about a company they work for.
"There is also provision for disclosure in other circumstances i.e. disclosure potentially into the public domain (such as the media) where the standard for reporting is significantly higher. In order for this type of disclosure to be protected the worker must:-
Reasonably believe that the information disclosed is substantially true;
That disclosure is not made for personal gain; and
The making of the disclosure is in all the circumstances reasonable."