banker

relationship banker

bank clerk

private banker

vice president

Chase

I'll be honest, I had very little problems with Chase. I worked here for about two years, and management was great, and I made some really good friends with my co-workers. If you did your job and you did it good, then your options to advance in the company were excellent, but my biggest problems lie with how HR handles situations, and also the lack of communication with their scoring metrics.

To elaborate, about a year into my employment I had some mental health issues that weren't being checked up on, and I didn't realize how bad I was getting, until I had to be taken from work to a mental hospital. I was practically begging for help leading up to this event, and I made it very clear to all my managers that I was falling down a rabbit hole, but none of the management told me that Chase offered short term disability benefits, nor did any of them inform me how to get FMLA so I can take some time to focus myself... instead, they all let me fall into the rabbit hole, despite telling them multiple times how bad I was getting. I don't know if management was trained for these situations properly, but I ended up being held at a mental facility against my will for three days, accruing debt I didn't need all because management wasn't taking my cries for help seriously. After I got discharged from the hospital, it was then, and only then that my co-worker of all people was the one who gave me a run down on their short term disability and FMLA program and how to apply for it. So, just to re-cap, I had been asking for help for MONTHS and when it was practically too late, I was given the help I needed by a co-worker who was on the same level as me....

After I took some time off to recover from this traumatic stuff and feeling betrayed by a company I looked up to, I was told to tell the nurses at my location about what was going on to request accommodations under the ADA so I can get back to a normal work life. The nurses looked me in the eye and told me "mental health isn't a real disease, and ADA is only for people with cancer going through chemotherapy, and it's only to give one extra break a day". Once again, proving to me that Chase did not give two cares about employees with mental health problems. When I called HR to complain about harassment and mistreatment, they just said there was nothing they could do??? Uhm, I'm sorry, but in their company policies, it clearly stated that any code of conduct violations, or any harassment needed to be reported and investigated, and Chase failed to do any of that. They didn't just fail, but they made things a whole lot worse when I found myself needing more time off because this job was the reason I was falling down a rabbit hole again. The first time I took leave, it was personal, this second time, it was because Chase made me feel so unsupported and un-cared for, and I didn't have a voice. HR wasn't listening to me, the nurse's spit in my face, and the only time I was actually taken seriously was when I didn't show up for two months, but by that time I was done with this company.

CHASE DOES NOT CARE ABOUT MENTAL HEALTH. If you have problems with depression, anxiety, bipolar, tourettes, or anything like that, I'd recommend finding a different company to work for, because Chase could care less about your mental health problems.

Also, your scorecard your graded on at the end of the year is based off three metrics. Handle time, CSAT (surveys), Quality. Their handle time expectations are completely ridiculous. They want you to "provide a great customer service experience!" but they want you to rush the customer off the phone in an attempt to get your call time down, and they want every call to be done in less than five minutes. Oh, and if they think you're rushing, they'll give you a coaching about it, and complain about how you're rushing... even though they want your call time to be less than five minutes. In the words of Billy Mays, "But wait, there's more!", whenever you finally figured out a good system to keep your call time low while attempting to not rush the customer, they would cut off 30 seconds from what your call time needed to be! So, instead of needing a five minute call time, now you would need a 4.5 minute call time! Oh, and they won't tell you. No, no, no, you'll find out next month when you're thinking your doing good, implementing the process you've developed to get your call times down, only to find out that the call time you had is the same for last month, but you're still in the red...? That's when you ask your manager, and your manager will shrug and go "Oh yeah, they changed it again...". This happens every 2 months, I'm not even kidding. Now, let's take a minute to talk about the surveys, because those are a giant contribution to your raises. So, after some calls the customer will get a survey. If the customer gives you all 5's, then the call is considered good, and won't go against you, but if the customer gives you ANYTHING but a 5, it will go against you, and you're gunna have a terrible time recovering from it for the rest of the month. Why even have the 2-4 option if it's going to count as a 1 anyways??? makes no sense, it's not fair, and this kind of manipulation so they don't have to give you a raise should be illegal, but ALAS, seeing as Chase is willing to break ADA laws knowing nothing's going to happen to them, I don't see why they'd care about changing their scoring metrics to help their employees with career advancement and raises. Chase cares more about money than they care about anything, so any option they can obtain to make sure they don't give you a nice raise, they're gunna take. Now, I, Personally, didn't run into these problems, because I was actually a "good" employee in their eyes, but I would see other people around me get manipulated by this system, and having to deal with their constant changing call times was extremely stressful, especially since they never told us it was changing.

In short, Chase isn't a terrible company to work for, and I'm not a disgruntled employee who got let go because I was bad at my job. I was actually really good at my job, but I think anyone with mental health problems should be aware that Chase does not care about your mental health (even though they'll desperately claim they do... don't fall for their newsletters about 'mental health awareness week' because it's just a way for them to try to save face to make themselves look good about how little they care, and how little they train their management to recommend crises and they know it.), And anyone looking to work for this company should know that they are expert manipulators who will do everything in their power to make sure you don't get a raise, and then blame you for it. Newsflash: It's not your fault they have such terrible handling for your scores.

What's good:

- It's a prestigious company so you can use it as a springboard to something better
- You will learn a lot about the financial industry and corporate America, which makes it an ideal first job out of college
- If you enjoy people, business, and learning as much as I do then you will meet a lot of awesome customers who can share their wisdom and experience from decades of successes and failures.
- Affordable and high quality healthcare, dental, and vision
- Matches 8% 401k contribution to your 5% AFTER 1 year
- Vacation/sick time are adequate to industry standards
- Extracurricular events can be fun, informative, and good for networking especially when alcohol is involved. But then you starting finding out/confirming the cons...

What's bad:

- Commissions are both capped and largely dependent on who walks through your doors. Don't let them sell you on the phone calls thing, chances are your assigned book of business has been worked over for years. This means your success/$$$ is dependent on your branch assignment, NOT hard work or your ability to sell. I cannot overstate this point. Make them show you the branch banker performance for the past year before accepting an assignment.
- It's a retail setting rather than a professional one. This means anyone from the public can walk into the bank and right up to your desk with service demands and/or personal problems while sometimes debasing you throughout the process. Some of them will become regulars. These are not opportunities to earn trust with valued clients through "customer obsession," they are a demoralizing drain on your time and energy.
- I got lucky with my manager but there are some pretty bad ones out there who can make your day to day work life torturous with micromanagement and shame tactics. Hearing other bankers' horror stories at events was a regular occurrence.
- Annual banker bonuses were eliminated and replaced with quarterly bonuses related to customer satisfaction surveys. Aside from the fact many customers can never be pleased and will happily destroy your quarter with a bad review, you also are just one person. If one or more people in your branch are bad with customer service or simply have a bad day your personal bonus will suffer.
- A majority of your commissions will come from someone else closing the deals you send them, which means once again your level of success is not completely in your control. If your Financial Advisor isn't hungry or a closer you're screwed.
- Transfers and promotions are hard to come by. Once they hire you into a position they typically want to keep you there. They accomplish this with all of the usual corporate nonsense like setting up moving goalposts, backroom discussions with leadership, claims you're better off, etc. it's all a distraction.
- Many branches are woefully understaffed. This means you will be working long hours and hard days, often focused on things and people who offer little opportunity (pure service for low tier prospects).
- It's clear to me the shareholders resent retail bankers' existence. They are trying very hard to automate us out of existence but since they're not quite there yet they are instead cutting salaries/commissions/bonuses, demanding increases in quality/quantity of work, and attempting to make us feel responsible for all those things listed above that are, once more for the road, out of our control.
- By and large the rich people in my book have had the same non-Chase FA for decades OR they like to manage their own investments because low fee ETFs/Mutual Funds are easy and bountiful. Also, they seek out more favorable loan terms through local brokers or Credit Unions, which almost always beat Chase. Even if that weren't the case if you aren't stationed in an affluent area the people coming into your branch probably have more problems than money. People in the sticks or from the hood don't have old 401Ks/investments, they won't get approved for loans/credit cards, but they do have all the time in the world to come talk to you about their banking fees, fraud on their accounts, restricted accounts, or overall issues in life. 

What needs to change:

- Increase base salaries and start doing annual cost of living increases
- Improve bonus structure to reflect actual work done, not luck of the draw with branch assignment
- Continue the push towards branches becoming advice centers instead of service centers. Also, separate those two jobs so that bankers don't get stuck doing the latter while only getting paid for the former.

* Overall you need to give bankers more direct control over their commissions/bonuses. My activity (calls, appointments, meetings) is well above grade but I'm not seeing the fruits of my labor. I'm here for now but you lost me the second I met a banker in an affluent area making twice as much as me in commissions while letting me in on the fact he rarely picks up the phone or performs service on accounts. Made me want to quit right on the spot.

Micro management, too many managers, high pressure sales, lack of appreciation of you and the customer, and you will be forgotten. I worked for WAMU and then applied at Chase in 2011. Worked for 2 years and was a huge fan of the product but not the management. I lead my branch in customer service, was told by my hiring manager and regional manager that I was "a keeper" and that " I display characteristics that cannot be taught." That being said, they liked me so much that when the PB position wasn't working out for me (I was at a cut throat branch, mind you I came in with 10+ years of proven sales success) they allowed me to step down to a teller position with my same pay rate of $17.31 an hour. This was after not getting a fair chance. After 2 months in the position they told me I had to take 5 consecutive days off per federal regulations, so I did. I also had multiple weeks of training and was out of the office more than I was there. My supervisor criticized me for production that month and began to say that, "I don't think you have what it takes." Are you kidding me? I was gone for more than half the month and her answer, "some of my best months were when I was on vacation... Unbelievable. I was also criticized for respecting a client that was a cameraman for the NFL that had to fly from OC to Seattle for the next days football game. I was familiar with the schedule and as a seasoned sales professional I know there is a time and a place for a sales pitch. No matter what I said to that guy, his thoughts were on the game and meeting his flight that was leaving in 3 hours. According to management I didn't do what was right for the sale. According to me I did what was right for the customer and told him there was much more to benefit at Chase, could I follow up with him at a better time, to which he agreed.

My pay far exceeded the average teller pay by at least $2 an hour. My hiring manager was so good he was promoted and trained to be a regional in another region within the first year. So he was gone. The next manager came in and was thoroughly impressed with my style and said he would sign off on any advancement into any other field I wanted to get into, however I had an outage that was high enough for corrective action so he told me to wait out that period and then we would apply for another position and promote me.

2 months prior to that warning expire a HUGE HR issue came up and 2 of the top performing bankers were fired and escorted out. It was by no fault of the Manager directly, but because he was the manager he had to go. He was laterally promoted and out of the branch fast. A new manager came in and during this time my original regional manager was promoted to a position in Florida. So now I had a new Regional and new Manager, both who didn't know me or my history. All they knew was that I was getting paid too much for my position. So all of a sudden I have managers standing behind me timing my transactions, breathing down my neck and applying large amounts of pressure on me. I felt like I was being harassed and targeted for termination.

Well I was right, they targeted me and randomly terminated me to transfer another part time teller to replace me (I'm sure at a much lower pay). I was not told why I was being terminated, the Manager just said there is no room for discussion we are terminating your employment with Chase immediately. No consideration for the fact that I'm literally homeless without a job. And to top it off, I filed unemployment was approved for it and they appealed it and won. During the appeals process they presented my termination papers, of which were drafted (according to fax and signature dates) after I was terminated. the judge sided with Chase and barely even let me get a word or statement in. I was pinned up against my old threatening supervisor and Chase's attorney. All so I wouldn't get the coverage I was in desperate need for. It is so hard to find a job when there is a gap or you are currently unemployed it is like the Scarlet Letter. They lied under oath about coaching me and writing me up. I asked them to show evidence of the write, to which they couldn't however the judge ruled that hearsay is acceptable.

I left a decent job to work at Chase and now my life is upside down. Beware before you work here, if it were not for the competition this company would treat their customers horribly. As they clearly treat their non-management employees.

My advice to you, work here for the money but when they kick on the pressure get another job fast!

I didn't really mind this job. There were the perks of working all types of shifts (mortgage branch is open 24 hours a day) and I got to work with the same people as my position wasn't customer-interactive. I got to cross-train a lot in my department. 

The things that bothered me most: 

The amount of security that ended up being necessary due to discrepancies/breaches with other employees. It got to where you would have to leave all of your things in your car and could only bring in your keys. There were turnstiles that you had to walk to after scanning your badge. It felt like going to prison. Before that time, work had been a lot more enjoyable. I think that a more thorough review of employee backgrounds needs to be performed instead of having to take these kinds of precautions with current employees because of security breaches. 

Management was either really great or really terrible, so whoever you ended up reporting to would ultimately determine how work was for you. I started under someone that made it a negative experience, but ended up transferring into another department and reporting to wonderful and enjoyable individuals.

It was really frustrating trying to advance in this company in any department for many younger adults*. A lot of the time you would be passed up if you were under a certain age (that was told to me directly by upper management in an supervisor interview) because others would not respect someone too young in the position. So, a lot of times there would be a scenario where a really good internal candidate would be passed up for an external candidate with no experience at the company purely because of their age. This happened to a LOT of people.


All in all, I believe it just depends on what location you are at and your team/superiors. It seems like if you get into a good spot within regard to those two things, then your experience will be positive overall. The same goes for how it can be negative. 

One particular example I have: 
Upper management changed right before I had left the company and my new VP signed off on a whole week of pay that I didn't even fill out time for before I left the company. Months later, I was receiving calls that I owed them an entire week of pay because I had taken PTO before quitting. I called this VP back and they just said they couldn't discuss it because they were no longer in the position and there was nothing they could do about it. I ended up paying that money because someone approved a time-card that I had never input time on and I didn't want my wages to be garnished. SO BE CAREFUL! They will not care what the circumstances were for this type of scenario, and they will send collections after you to make you pay something that was not your fault. I hadn't received any notification of the issue until the phone call stating I was pushed to collections. It was a mess.

I worked in Credit Card Customer Service where literally every phone call is listened to & timed.  If you spend more than 3 minutes on a call then it goes down as a negative against you.  So many negatives results in an occurrence.  Three occurrences  & you are terminated.  Every day I had to sign an off time report on which I was required to note what time I was off the phone, the reason & what time I logged back on.  It didnt matter at all what the reason was.  The times had to be approved by another department otherwise you also got hit with an occurrence.  The bank didnt care at all what the weather was & where workers had to travel from.  I remember 3 ocaisions when there were blizzards thus creating immense traffic hazards.  The bank didnt care & required everyone to report to work.  Returning home was very hazardous with many workers being involved in traffic accidents. When 911 hit I reported to work only to discover that the office was closed.  No one bothered to call me irregardless of the fact that I had to travel 30 miles to & from. On another ocaision I exhibited all the signs & symptoms of a cardiac arrest even though I dod not have a cardiac history.  The nurse gave me Pepto Bismal saying that she was treating me for gerd which is acid which is interesting as I hadnt anything to eat that day, so how could I possibly have gerd?  It took a while for the nurse to realize that maybe I should be sent to hospital.  I remember that before the ambulance arrived she received a phone call from the floor manager asking whether I was coming back to work or whether I was going to hospital. I remember all too well her asking me whether I wanted to go to the hospital & whether I wanted to drive myself!  My job along with 1500 others were outsourced to India & the building was closed & sold.  To this day that building stands vacant.  If you decided to remain with the bank you could move to any of their other call centres in Tempe, Arizona or Tampa, Florida.  The bank would pay for the move which included your entire family & belongings.  In addition they would give you $5000, however, all of this came with the condition that you had to give a year's service to the bank in whatever capacity they decided to place you in.  If during that time you either quit or were fired then you had reimburse the bank all the moving expenses & the $5000 that they gave you.  A lot of workers transferred to the call centre in Tampa only to lose their jobs in a few months after the bank had acquired Bank One who had a state of the art call centre in Orlando.  Fortunately they didnt have to reimburse the bank as the bank admitted that it was the bank's fault, but all these people were now out of work after they had gone through the time & expense of uprooting their families to move to Florida.

⚠️ Be Advised: The Truth About the AB-ME Position
The AB-ME (Associate Banker – Market Expansion) role may appear professional on the surface, but in reality, it functions as a multi-role, front-line cashier job with a suit and a smile. While the title sounds elevated, the daily reality is mentally and physically exhausting — and that’s why the position is always hiring.

🔻 Here’s what you’re really signing up for:

You’ll perform the responsibilities of five roles: Vault Teller, ATM Custodian, BOL, Personal Banker, and Security — all for low pay and zero commission.
You’ll be required to stand at the entrance "greeting customers" — not for customer service, but to deter robberies because the company refuses to hire proper armed security.
You’ll open accounts, issue credit cards, handle CDs, perform account maintenance — all the tasks of a Personal Banker, without the title, pay, or recognition.
There is no work-life balance. Sick time? Family emergencies? If your branch is already short-staffed (which they all are), expect retaliation or denied requests.
If a colleague is on leave or calls out, you’ll be left working alone at the teller line, often having to train new hires while your own time off gets denied.
💼 Performance Pressure & Micromanagement

One mistake? It can cost you your job.
You'll be written up and placed on a Performance Improvement Plan (PIP) — even for minor errors — all documented during check-ins to slowly push you out.
You and the branch banker can’t take vacation during the same week.
If you excel at your job, the reward is more work — not better pay.
💸 Compensation

Annual raises range from $0.10 to $0.50 — not even a dollar — regardless of performance, attendance, or going the extra mile.
Bonuses? Rare. Appreciation? Minimal.
📊 OSAT & Internal Systems

Micromanagement is intense. Everything you do is monitored.
Dashboards, overrides, and CMR escalations are used against you as “performance issues.”
A single error in a TE local can be labeled as a loss — and grounds for termination.
The OSAT scoring system is unrealistic — anything below a 9 is considered a failure and adds pressure to manipulate results.
⚖️ HR & Support

Employee Relations and HR are not your advocates. They protect the company, not the employees.
Sick time accrues at just 1 hour per 30 hours worked — which means you earn time painfully slow.
Bottom Line:
This role demands more than five jobs' worth of effort, offers minimal pay, and operates under a system designed to overwork, underpay, and micromanage. If you value your time, health, or work-life balance — think twice before accepting this role.

A typical day for me consists of working 8:30am-6:15pm throughout the week and Saturdays 8:30am-2:15pm. Every morning, employees are supposed to meet to discuss customer experience and other useless, repetitive info, which frequently includes employees roleplaying, which Chase seems to love. Despite Chase pushing technology and insisting customers do everything online, bankers are required to call several customers every day to try to convince them they should come in to "review [their] accounts" to then bait'n'switch into pushing loans and/or investments on them. I've got to call the same customers over and over again for this purpose, even if they've already said they're not interested.  Even when customers come in to do something as simple as order checks, bankers are supposed to ask them a ton of financial questions to, once again, push products and services. The computers bankers are given are outdated and frequently freeze, lag, etc, and for some reason, bankers' phones aren't able to have voicemail, so I never know if I've missed a customer's call.  Several times each day, I am required to call the support hotline for issues which can't be resolved in the branch. Hold/wait times on this hotline are increasingly awful (up to 15 minutes) and the vast majority of phone reps are located overseas and difficult to understand. There are constant policy changes and online/in-person training courses/quizzes to be taken, which covers the same topics again and again. Because of the push for online banking, allotted branch employee hours are always decreasing, which means when an employee leaves the company, he/she likely won't be replaced. Because of this, branches are understaffed and it makes for a stressful environment for all involved. The worst part is, while all of these issues exist, managers and higher-ups keep pushing how great the company is, hence, the commonly used phrase "don't drink the KoolAid" amongst Chase employees. Managers throw around the "unlimited earning potential" speech a lot, which is technically true, but to earn one-hundred percent of your commission (because it's tiered, which means you could make as little as sixty percent of your actual sales), you have to have millions in loans/investments each month. Oh, and if you find yourself in the role of licensed banker and no longer want to be a Chase employee, keep in mind if you quit within one year of getting your licensures, Chase will charge you for them; approx. three thousand dollars.  If this sounds like a fun career to you - good luck.

The best thing about working as a banker for Chase is the customers I have gotten to know and build relationships with. The company is very numbers based instead of people-based when it comes to its employees. They pay based on production of its bankers, but at the same time stress customer service as its most important goal. While I was providing top quality customer service, I was never getting paid like those bankers were in Manhattan. I learned how to speak and build a connection with many diferent types of people with differing background, beliefs, and economic standings.

I would say that my job is to primarily service customers and sell products to them based on their financial profile. I was mostly an account manager, calling people if I saw any problems and giving them recommendations to help them fix a situation. I also was responsible for building trust with our customers, so that they felt comfortable with Chase as a whole. The best part was definitely building relationship with people and servicing them to the best of my ability

The hardest part of my job was meeting quotas. I work in a community based branch, where everyone around has Chase as their primary bank. I would only get paid on new business, so it was hard for me to get anything beyond the quota due to the similar customer base. I would see the same people everyday, but it would never make business with them because they had everything already.

I think is management was very poor. My manager would do nothing all day, but get paid like he was. The rest of the staff would do all the work servicing our customers, while my manager did nothing. He has a low sense of integrity and honor. He has lied to our customers and us, and has stolen time from the company. He would come in late, leave early, and take hours for lunch. We have been given gifts by our customers during christmans time, but he would take them for himself without anyone knowing and not share with the branch like it was meant to be. No one can say anything to him because we are afraid of losing our jobs. His boss only visits twice a month. He puts a fake personality on when she arrives, making it seem he is the reason the branch is successful, which she believes. I always wondered why Chase would hire someone with such low moral backing to a position of management. The rest of the co-workers were great and worked very hard to help our customers, and are the real reason why are successful as a branch

Long but worth the read if you’re planning on working here. 

If you were hired on as a Front line agent, you go through 6-10 weeks of training, then after you’ve left training you'll likely be on FL for two weeks before you are involuntary moved to HD (Elevated calls, escalations, etc). You’ll move through 3 weeks of HD training and then you are on your own..You will be assigned a TL however they’re expected to not only help their team but also all the other agents which leads to everyone being left without support..you’re not encouraged to help other associates if you’re in office as it leads to your call time going up. There is almost Nobody to help you if you’re lost, no one to reach out to for guidance..

Team leads micromanage the agents aux’s due to being short handed from the high turnover rate and high call in rate, this also has caused MANDATORY overtime. Hold times are so high multiple customers have complained, high reservation volume with a lack of tickets issued caused issues such as customers showing up to the airport day of travel to not be able to board their planned trips. The work culture is horrible, no personal items allowed, 1 drink cup with a spill proof lid, no food, no phones - unless they NEED you to use it, you’re required to bring your computer and laptop home as well as sign a form stating you’re responsible for it, however you’re unable to carry these items to your desk in the company given bag for whatever reason. 

Information coming from basically any higher up can’t be trusted, policy’s change daily as in, dress codes have been changed to require no sort of writing/pictures allowed on shirts. Points and attendance systems are super unclear and Team Leads as well as site managers are also confused on the policy.  Nobody including Team Leads know procedures, as there are no up to date procedures that are followed company wide. Training material was also 3 years old - not been audited since then so initial learnings were not up to date.

If you attempt to speak to even higher ups about issues you’re more or less brushed off, really doesn’t seem like they care about their employees as a whole when they continuously alienate them by treating them like incapable adults. I’ve been told: hire the right people, step back, let them get the job done. This is absolutely not that kind of place..very disappointing. 

Responsible for branch operations, staff scheduling, performance reviews and supervision. Supported the Branch Manager with daily operations. Worked on the teller line and provided support to the tellers and personal banking staff. Managed vault and teller drawer audits on a daily basis. Managed P&L reports quarterly. 
I learned how to promote a positive work environment, team leadership and management, how to interview and select new employees. When we had new computer systems to manage our client base, I was the first to go out and train other branches on the use of those systems. I learned how to audit banking systems and was implemented in auditing branches within our branching district. 
I successfully assisted a total of around ten Branch Managers during my time at JP Morgan Chase. Each Branch Manager had their own way of managing the employees. Some were very good at maintaining moral and performance. Others were more difficult. We also had District Managers that would visit bank branches to monitor performance and perform reviews. I achieved “high meets” (highest rating) on 2009 - 2015 on my semi-annual performance reviews.
The workplace culture was different with each bank branch. I never had any difficulty getting along with my co-workers. Most of the employees I worked with were female. We had comprehensive training on workplace diversity. We were always supported by the human resources department with anonymous reporting of any difficulties. 
The hardest part of the job was maintaining the strict guidelines for bank branch management. Each branch I worked for was scored on a 5 tier competency based guideline. All operations were taken into account. Although I was successful at raising or maintaining our bank branches to the top tier, it took most of my focus and time (sometimes off-hours) to keep records in order and refocus staff training to keep our numbers where the should be. 
I enjoyed the responsibility that my position provided. I took great pride in all of my accomplishments. I enjoyed working with the community, both personal and professional customers. My position offered me growth and an incredible learning experience. I was disappointed when Chase Bank eliminated the position of Assistant Branch Manager.

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