Exit Strategy

Time for a new thread...  From the previous comments it seems URey has axed one of the URey's VP's.  finds this very interesting.   is also receiving about 3 new emails a day from associates. If something major comes up I will and try and post it here first.  Here is one email I received from an anonymous associate. I figured it was worth posting to see if other URey associates feel the same way.  EXIT STRATEGY by anonymous  I've been with Reynolds for a looooooooong time. When Brockman took over, I decided to go with the flow - give the guy the benefit of the doubt. I figured that if he could take over a major competitor, he must have a brain. I assumed that he would spend a year or so examining the procedures and employees that had made Reynolds an award winning company - trim the waste and perfect the procedures. I didn't realize it would take such a short time to prove me wrong on all counts! What I have come to understand is that Bob has always looked at Reynolds as the enemy. He took over and started to dismantle the company immediately. He monitors his "prisoners" and does all he can to break their spirit. He's done a remarkable job of instilling fear at all levels of the company. His destruction of Reynolds has created two groups - Reynolds employees who have left and Reynolds "prisoners" who are planning their escape. An unintended side effect may also be the UCS employees who have gotten to know their Reynolds counterparts and have come to understand how poorly they are paid and how few marketable skills they have acquired by working for a company whose technology is from the 1970's.  It is clear that there is no hope that Reynolds will continue as a force in the market. Forget being able to serve customers in an award-winning fashion. Everyday a new policy or procedure is put in place that further corrodes the moral of those of us who are left. It may be difficult for those on the outside to understand what is taking us so long to walk away. Many of us thought we would never be in this position and have been caught unprepared. It would be helpful for those of us now planning our exit strategy [the many who read this board, but are too fearful to post] to have links to sites and contacts that might help us with our resumes - ways to look for a job without making it obvious to those above us - books to read - success stories - and other suggestions from those of you on the outside.  To those who still hold out hope that the Grant family will buy the company and restore it to its former glory, I can only say - plan your exit strategy - Bob may make the decision for you.  Good luck to all,