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TDBankUSAEmployeeNo6297536
11/11/2016
Michael Del Camp
TD Bank USA Employee No 6297536
Hired as Debt Specialist II [West Falmouth, Maine Location]
55 Melody Lane
Portland, MAINE 04103-2814 [Home Address]
DISTRIBUTION LIST:
Directors / Officers
Directors
Bharat B. Masrani
Chairman of the Board, TD Bank
President and Chief Executive Officer, TD Bank Group
William E. Bennett
Chair, Board Risk Committee
Director and former President and CEO of Draper & Kramer, Inc.
P. Kevin Condron
Chair, Human Resources Committee
Chairman and CEO, The Granite Group
Stanley E. Grayson
Former Vice Chairman and Chief Operating Officer, M.R. Beal &
Company
Dana S. Levenson
Principal, The Levenson Group
Alan N. MacGibbon
Chair, Audit Committee
Vice Chair, Osler, Hoskin & Harcourt LLP

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Thomas J. Mullin
Chair, Wealth Management Committee
Executive Vice President and General Counsel, Constellation
Brands, Inc.
Mike Pedersen
President and Chief Executive Officer, TD Bank
Wilbur Prezzano
Retired Vice Chairman, Eastman Kodak Company
Peter G. Vigue
Chairman & CEO of The Cianbro Companies
Natica von Althann
Founding Partner
C & A Advisors
Officers
Mike Pedersen
President and Chief Executive Officer
Ajai Bambawale
Executive Vice President and Chief Risk Officer
Greg Braca
Executive Vice President and Head, Corporate and Speciality
Banking
Fred Graziano
Executive Vice President and Head, Regional Commercial Banking,
Government Banking and Small Business
Peter Mottek
Senior Vice President and Head, U.S. Wealth

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Ellen Patterson
Executive Vice President and Head, Legal, Compliance, AML and
General Counsel
Edward B. Pollock
Executive Vice President and Head, Regulatory Relationships and
Government Affairs
Michael Rhodes
Executive Vice President and Head, Consumer Bank
Manjit Singh
Executive Vice President, Finance, and Chief Financial Officer
Greg Smith
Executive Vice President and Head, Shared Services
Vinoo Vijay
Executive Vice President and Chief Marketing Officer and Head,
Corporate and Public Affairs
Beth Webster
Executive Vice President and Head, Human Resources
Janice Withers
Executive Vice President and Chief Information Officer

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Dear TD Bank Directors, Officers, and Senior Managers:
As a fairly new direct hire Debt Specialist II who just started circa July 2016 and was
fired several hours ago today by my immediate Supervisors to include Jonathan
McDougall and his Manager, the “LS&C” or “Loan Servicing & Collections”
department, I regret not taking the opportunity a day or two ago, to proffer my
employee feedback as to what I have experienced as a TD Bank Employee, where
there might be room for improvement, and where things are going well. I will do so
now.
I liked and enjoyed my job at TD Bank. I thought I was doing an excellent job. As
intelligent and as experienced as I am in this and other prior jobs, it did seem to me
that the experience of myself and others, be they coworkers, customers, other
departments or retail TD Bank stores, could be much improved.
First of all, I had people waiting to talk with me for between one-half and one full
hour just yesterday and today. That is unacceptable. Think about that: I know my
job and how to do it, and yet in the middle of this transition to the new CACS
Collections Software from Legacy Software Systems, my immediate Manager
McDougall and his Manager are showing me the door. Just today before I left, I
received a memo indicating that due to failure to convert many legacy RMS/Oncore
charged off files into CACS software, we are going to continue to work those charged
off files in the legacy software system. Quite frankly, I do not think anyone has a
better handle at using RMS than myself, at least within the confines of my job as it
was assigned to me to perform. But I will not be there to perform my duties, if this
employment dismissal stands as issued today, with the acquiescence or active
cooperation of the West Falmouth, Maine Human Resources office.
When I received an interim 90 day employment review, less than 90 days ago, I filed
a lengthy written response, which I commend each of you to read [attached.] This
response answered point by point as best I could on a 12 hour basis the varied and
sundry picayune allegations made in that letter of warning. Ever since then, my
immediate manager, the author of that warning, Jonathan McDougall, has been
assuring me he was “in my corner” and “going to bat” for me and serving my best
interests to “protect” me from negative perceptions of upper management,
presumably his boss or bosses, as to myself and my job performance. Nothing could
be further from the truth, quite frankly. In the meantime, he did a thorough job of

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“bad mouthing” me to my fellow employees and to the other Supervisors with
authority over me, to include Naja Doe and Kristen E. Walsh, the Supervisor who
hired me, who advised me with submittal of my last response that the response
“would become a part of my permanent employee record” with intent to discourage
or intimidate me, and who just last night, when I waved goodbye as I left and she
entered the building, saying to her, “Enjoy your evening” declined to so much as
acknowledge or respond to me. I do not think any of those Supervisors were keen to
answer my Lynx messages seeking assistance in performing my job functions, least
of all Kristen E Walsh who, I might add, sat in an office practically kitty corner from
my own, and was quite friendly and talkative with other of my fellow employees.
Today at my dismissal, the reason given was again, that I punched in at 8:02 AM and
was therefore two minutes late to my job. Of course, this is not true, because I had
arrived at my desk and was working at 7:50 to 7:55 AM bringing up my computer
and opening all the software I use to do my job as a Debt Collections Specialist each
day. In point of fact, my direct Supervisor assigned, Jonathan McDougall, only just
told me one week ago that I was approved to punch in as early as 7:45 AM not 7:50
AM as I had been previously instructed and understood to be the case. He must be
misrepresenting reality to you, or Human Resources, or his own immediate
Supervisor if he is alleging that at the initial job warning meeting or shortly
thereafter, I was advised that I could punch in 15 minutes prior to 8:00 AM start
time. That is simply not true. Only last week he told me that, as though I should have
known that all along. Also, his (Jonathan McDougall’s] immediate Supervisor was in
our West Falmouth, Maine location this week. Do you think the guy came over and
introduced himself to me? He did not. I would have liked to have met him. To my
understanding, he will be in West Falmouth location all this week. He must have
approved my dismissal, without ever having met me, let alone reviewed the
statistics appropriate to my successful performance of my duties in the job I was
assigned to do.
Again, on a recent weekend I participated in a Saturday Pot Luck whereby I made
and brought in a pot of “Crazy Mary’s” aka “Mike’s Specialty” Chili for all to partake.
I brought the chili, I brought the napkins, I brought utensils and bowls. My boss has
interpreted that day, when mind you all the software was down for the entire day,
as a late arrival, again because I punched in on the software timeclock in the Human

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Resources Department at 8:05 or 8:08 or whenever it was, certainly less than ten
minutes past 8:00 AM arrival scheduled. I was there timely.
You know, you have badges, employee badges, mine of which shows when I am in
the building, when I am at my desk, and which was confiscated from me today. Why
don’t you check those records to see when I am in my place of employment? I never
missed a day, and I was never late. To suggest otherwise is breaking the law, quite
frankly.
Which reminds me to advise you that if I do not get my job back pronto, that means
ASAP or As Soon As Possible, I have every intention of filing multiple complaints
against the Bank for unfair labor practice, discrimination, and violation of my own
civil rights and rights and expectations as a direct hire employee of TD Bank USA.
This unfortunate mistake of my termination just happened today. You have time to
fix it. I for one certainly hope you can.
If you were to review my job performance, I think you would find the results of my
work in serving the Bank, the Bank Customers and TD Bank Stores and
Departments, as exceptionally good.
My Immediate Supervisors on the other hand, do not perceive our interactions with
Customers, shared Departments, and retail Stores as a service center with
switchboard and broad service imperatives. Rather, then have a silly and constrained
notion about what we handle, and therefore eschew being of full service to
Customers, Stores and Departments at the Bank in the service of getting things
done, to completion, and to the improved satisfaction of all concerned.
I found that to be a line management issue. Sometimes, line or immediate managers
such as those I have experienced at TD Bank know how to do the line job I am doing,
in some cases extremely well or to perfection, without knowing how to manage
people. That may well be the case in some measure here.
But to dismiss me, when the service levels are deplorable and worsening, merely
because a new crop of coworkers has been hired and trained in my job, is utterly
short sighted, inconsiderate of the Bank’s interest in hiring me or investing in me,
and should not stand.

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You have the power to reinstate me in my Debt Specialist Job at TD Bank. There was
no reason to fire me. This is a put up job and unjustified. My work and my
attendance has been excellent. Anyone who alleges otherwise is a liar or worse,
should be fired themselves as a drag on TD Bank and the desired culture of
excellence each of you strive every day to encourage.
I hope you take action to see that this matteris resolved to my immediate
satisfaction. I give you until November 30, 2016 to address and resolve this issue as I
have presented it to you today to my satisfaction. I would appreciate a one year no-
cut employment contract as a result of this unjustifiable negative employment
action I have experienced today. Further, I would like to be once again eligible for
overtime, that eligibility having been revoked when I did my assigned by HR learning
service modules at the end of my scheduled 5 to 7pm overtime – when I worked to
7:30 PM, punched out, then continued to work to complete the assigned training
out of my own sense of diligence which, my immediate and Account AMCB
Collections Workforce Management department interpreted as a negative, rather
than a positive in terms of initiative, getting the job done, and getting the assigned
training done.
Also, I would like my bonus eligibility reinstated frombeginning of my job until the
end of this year reinstated. In part this is because of the unjustified and trumped up
charges against my job performance which are spurious. I have earned my bonus
money and I would like to receive it.
Finally, I wish each of you a happy, productive and salutary holiday season.
Learning about Banking as I have in the last four months, I realize that dealing with
difficult situations ongoing can cause morale breakdown or erosion. At the levels
each of you operate at TD Bank, you have a wider vantage point than I have
experienced. I trust that despite my own limited Bank work experience, my letter to
each of you today may encourage you to see more clearly from my vantage point at
TD Bank, which of course relates in a way to your own, and which certainly relates to
the experience of the folks who called me in my job function.

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Worked at West Falmouth, Maine TD Bank Corporate Loan Servicing & Collections
aka LS&C Department.
Sincerely yours in Banking,
Michael Del Camp
Debt Specialist II
55 Melody Lane
Portland, MAINE 04103-2814
TD Bank USA Employee No 6297536
Attachment
P.S., I had just this week acquired an interest in American Banker magazine. – Mike