Originally Posted by HonestABE

There are two distinct issues when a customer perceives that the service they have received from a company employee is unsatisfactory.

The first is the appropriate compensation the customer should receive for the substandard service; the second is how the company should respond internally (corrective employee action).

The appropriate compensation is an issue between the company and the customer. The corrective employee action is none of the customer's business. That's up to the company to deal with in the context of the employment contract.

Therefore, given you can provide UA with an accurate physical description of the employee along with specifics (class of service, flights, dates, etc.), UA ought to be able to figure out who the employee was. The name, therefore, is not necessary.

Even if you were to get the employee's full name (or badge number, or whatever), it is still up to UA to internally decide what action it will take with respect to the employee. There is no guarantee that UA (or any other company) would proceed any differently if they were given a name as opposed to an accurate physical description.

In any event, the customer is not entitled to know what action the company chose to take with respect to the employee, nor is it appropriate for the customer to even suggest an appropriate action.