Tag Archives: Alliance For Justice

Shit Hole Decisions___Walmart

Well, Reuters, Glassdoor, and CNN Money I just want you to know CEO Doug McMillon and Walmart has a special place in my blog for Shit Hole Decisions. Visit http://nldrecognition.wordpress.com.  Read Walmart CEO Doug McMillon__Aka Babyface Nelson and The Final Straw__CEO Doug McMillon located in the March 2015 Archive. It took CEO DOUG McMILLON’s pay to jump from a whopping 19.4 million to 22.4 million in 3 years. What! The CEO got a 13% increase. Well, look who get a raise increase and bonus every year in a timely manner.  We know who hasn’t been with the company for 20 years.  Guess What! We also know Aka Babyface Doug McMillon will not receive an ONE TIME bonus for his service to the company for 20 years. Do the math (3 years of service}. Reuters, Glassdoor, and CNN Money can you believe an associate has to work 20 years for an ONE TIME Bonus of a $1000?  Walmart value the service of the associates at $50 a year.  Do you think this is a Shit Hole Decision.?

Walmart Corporation and Aka BabyFace Doug McMillon, CEO of Walmart, will take home the Global One-Eighty-Seven Award for the Murder of 63 Sam Club Stores from New York to Puerto Rico.  Seven Sam Store Clubs were closed in the Chicago area. Pretty nice neighborhoods. What’s Up with That?  Walmart associates are stun by these Shit Hole Decisions.  The associates are outraged by the one-time bonus and the numbers of years to obtain such a raise.  Walmart associates are pissed off at the suppressive wage (impede progress/delay or prevent development) for the countless years they spent at Walmart. Workers at Walmart realize NOW everyone at the entry-level will be paid more than the older associates. How does it feel to train a person that hasn’t been with the company for 2 minutes making more than an associate that has been with the company for 10 years or more?   The older workers feel this is another way of pushing them out of the company without a buyout or giving them an option to retire.  Do you think by getting rid of Sam Clubs Associate is Walmart’s way of avoiding paying benefits?   Who in the hell can afford to raise a child off of Wal-Mart so-called one-time pay increase?  Hours will be cut. The majority of managers step down to regular associates from the stress of Walmart not providing the appropriate tools to be successful in their job.  All the associates who are afraid to speak out just process what Walmart did to Sams Club.  Will store 2857 have a yellow ribbon wrap around the building for the latest crime scene? Did any of the Sams Club Stores try to form a union?  Every day when an associate pulls up on the parking lot they will wonder will their store be next.

What do Walmart associates have to lose by speaking out?  Your job could be the next One-Eighty-Seven.  I do not like those yellow vest.  If Home Office control the heat, the water, the toilet paper don’t let them control your breathing and your Voice. Stop being afraid and learn and know your rights. The Harassment, The Retaliation, The Bullying has to end. Time is truly up. The Me Too Movement is not just for the Recognizable Hollywood Swingers but for the Unrecognizable and for as Sly Stone would sing Everyday People. The Times Up MoveMent welcome you with open arms. The Seen and Not Heard will be Heard and Seen. If the associates want to start their own movement, get on it. Walmart has its website and their own radio station. This could be the associate’s hashtag CYA. Walmart Associates Movement could be COVER YOUR ASS.

Walmart Works For Walmart not for the associates.   Same deal if you have a problem and you take it to HR, Walmart Works for Walmart. So Aka Dougie Not So Fresh McMillon, CEO of Walmart, there are more movements coming into play. The Unions will not be the only ones riding your back.  To my MSNBC SWAT Team, CNN, ABC, Washington Post, Huffington Post, Daily Beast, Buzz Feed, The Root, Glassdoor,  and all the superstars of media who are under attack ask Aka CEO Doug McMillon these questions the next time he steps out front.

1.) What will Walmart do with the empty Sams Club buildings?

2.) Will these empty buildings be used for Warehouses to set up for the playbook to compete with Amazon the Great White Shark?

3.) Will  Walmart call any of the Sam Clubs Associates back?

4.) Why hasn’t Walmart stepped out front to denounce Trump Intentional Behavior because of Walmart’s 3 Basic Belief in their Company? Walmart’s 3 Basic Belief:  Serve Our Customer; Respect For The Individual; Strive For Excellence. I forgot they added the 4th one. It was Integrity. I’m still waiting for Walmart to stand by the first three beliefs. Integrity! That’s a joke.

5.) When will CEO Doug McMillon step out on the stage and say Walmart has been sold to China or maybe Russia? Who knows? They do. The Walton’s no longer own the company but has the majority of stock. Okay Then.

What is wrong with this picture?

Did you forget the millions of dollars Walmart made off of food stamps? Many of the workers carry EBT cards and receive food stamp assistance. Will the increase in their pay change the eligibility of their food stamps? Will Walmart be willing to step in and pay the difference if these associates get cut from the food stamp program?  Look at the price the associates might have to pay for Walmart Inc. and Aka BabyFace Doug McMillon Shit Hole Decision.  One Time Only Bonus can affect these associate’s livelihood.  Walmart changed their price matching policy on October the 16. The coupon policy was also changed. This took a bite out of crime. Where is the money after these losses were corrected?  How many millions did Walmart make?

The highest Award of tonight will be granted to the 1% of Walmart Corporation, Aka BabyFace McMillon, top executives and top shareholders. The Stone Cold Greed Award is the Life Time Achievement Award for not giving a damn about the associates. It also entails making sure the Rich get Richer and Walmart Corporation leads by example.  The example is Donald Trump’s, it all belongs to Trump’s Tax Break. The big money dawgs will not miss one year receiving their bonuses. For sure it won’t be a one Time Bonus. Walmart Corporation leads by example and showed the associates how Walmart really feels and who the money all belongs to.

Trump’s Penus envy button, which Cialis, Levitra, and Vardenafil cannot fix, once again let Kim Jong-un off the hook due to age discrepancy.  Before I forget, Michael Wolf,  who wrote Fire and Fury, just briefly should be informed that the childlike behavior he witnessed presents a much stronger case when you use the term developmental delays. The question to ask is: How Old Is Trump developmentally?  What level or grade level is his mental processing? Would he be capable of running the country? How pervasive are these delays?   Trump did receive the  Erectile Dysfunction and numerous dishonorable mentions for his remark on Shit Hole Countries. Trump will receive the Ignoramus Presidential Award for not knowing, not trying to find out, and not giving a damn. What Corporation lead by Example? You guess it.

It was a heartbreak Thursday night on the 11th.  What would the reaction be facing off with the associates from other countries?  Unbelievable! All those years to develop friendships and relationships and guess who drove a dagger through the heart of COMMUNICATION.  One of the associates whom I have worked with for years stated he is from Ghana. He is very proud of his country. He made it clear that the man called Trump has shamed our country and make Shit Hole Decisions.  Well, the bubble was sitting on top of my noggin and here we are with a new story.  There have been so many Shit Hole decision made by Walmart.  The new store manager, Mark Hoyt buried his head in his iPad, divided the management team due to favoritism, and continue to let Therese Renzette run the store. The last store manager, Randall Addison made it clear he ran the store and control the toilet paper. We have lost many members of management and associates based on the RULE: The RULE is stated in the story Five Days Before Christmas and once again Co-Manager Therese Renzette is the star of the Bullying, Harassment, Retaliation, Discrimination, and Race.  The focus will be on the unlawful and unethical work practice under your protected rights Title VII of the Civil Rights Act of 1964. No Corporation should be BIG TO FAIL or TO BIG TO BE SUED. These are your RIGHTS as an AT-Will Employee.

1.) Types of Discrimination-age, disability, equal pay/compensations, genetic information, harassment, retaliation, sexual harassment,  national origin, pregnancy, race/color, religion, sex,  You have more protective rights.

2.) Promoting, pay raises, training, recruiting, hiring, firing, workplace testing, challenging a job loss, wages and overtime, family and medical leave, on the job safety and health, health insurance and retirement plans, unemployment disability and workers compensation insurance, union rights. Whether or not you work at Walmart. Learn about the Employment At-Will doctrine and the Three Major Exceptions: a.) Public Exception 43-50 states adopted this policy including Missouri. b.) Implied Contract Exception 38-50 states adopted this policy. c.) Covenant of Good Faith-11 states only. This is the most progressive policy.

THE RULE: CONSTRUCTIVE DISCHARGE ARISES WHEN AN EMPLOYER CAUSES AN EMPLOYEE WORK CONDITION TO BE SO DIFFICULT OR UNPLEASANT THAT A REASONABLE EMPLOYEE IN A SIMILAR POSITION WOULD FEEL COMPELLED TO RESIGN. THE EMPLOYERS ACTION MUST HAVE BEEN TAKEN WITH THE INTENTION OF FORCING THE EMPLOYEE TO QUIT. FOR WORK CONDITION TO BE SO INTOLERABLE AS TO ESTABLISH CONSTRUCTIVE DISCHARGE, THEY MUST BE INTOLERABLE NOT ONLY TO THE EMPLOYEE INVOLVED, BUT ALSO TO A REASONABLE AND OBJECTIVE EMPLOYEE IN A SIMILAR CIRCUMSTANCE.  AN EMPLOYEE WHO QUITS WITHOUT GIVING HER EMPLOYER A REASONABLE CHANCE TO WORK OUT THE PROBLEM IS NOT CONSTRUCTIVELY DISCHARGE.  Don’t worry Walmart culture is to be in CONTROL of the water, heat, toilet paper. Do not let them control your VOICE, MIND, and SPIRIT. Walmart is not willing to work with you. They love setting the associates up for failure.

The commonality at store 2857 is many associates have suffered the abuse of harassment, retaliation, discrimination, bullying, and punishment by Therese Renzette. The fear has to stop and your voice can be heard. I extend an open door for the associates in automotive, hardware, sporting goods, HBA, DSD, pets, lawn and garden, the service desk, front end cashiers, CSM, support managers,  assistant managers, co-managers, Grocery associates, stockers,  produce, maintenance, Capt. Team 1 &2, Bakery, Deli, Frozen, jewelry, electronics, housewares, chemicals.  I want Total Store to share their comments on this story. Before you make your comment think about all the Shit-Hole decisions made at store 2857 that affected you socially/emotionally. The same decisions that affected you physically and financially. Take the time and make a list. Think about the one TIME bonus you are about to receive and tell me are you worth more for all those years of service. Think about the 4 years CEO Doug McMillon has been with Walmart and what he has received for deceiving the associates. Click the button, tell your story, make the comment. Let your voice be heard.  What happened in this store should never happen again. The associates do not come to work to exist in an atmosphere of fear. So why is customer service down? It comes from the beating down of associates self-esteem by divisive tools of harassment, bullying, retaliation, discrimination, race.  You are protected against this Intentional Behavior under Title VII of the Civil Rights Act of 1964. Name your work practice violation that was used to set you up for failure.  There are a lot of ME TOO’s at Walmart. We are ready for TIME’S UP.

The loss of really good workers seems so unreal. Included in the decision of the one time raise, co-managers would be step down from their position if they could not find a store within 3 years to be promoted to a store manager positions.  This was a very old decision in Walmart’s policy initiated many years ago.  Under the old policy, it was 2 years for the co-managers to find a store. I have tracked this stores behavior for many years and documented the behaviors of each and every co-manager, assistant,  and the store manager that has come to store 2857 in my TIME from 2001-2018. Walmart will rid themselves of 3,500 Co-Managers position. My name is Linda Garrett and I will be the first to say Therese Renzette should be the first Co-Manager to go. Therese Renzette came to Walmart in 2007. She creates an atmosphere of fear at store 2857 and nothing has changed as of this day.  DSD can back me up. Today, Time is Up. What is Walmart’s culture? Their basic belief is FAKE NEWS TRUMP STYLE.

Yes, the new dress code should be changed to black.  Our nation has been placed on a global carpet of mourning abuse, harassment, retaliation, discrimination, and race.  The associates at Walmart share a common interest with the whole world. This would be the biggest class action lawsuit in history. This takes me back http://www.afj.org  where the associates can retrieve a wealth of information about Walmart and other cases. For now, I will limit Rule 23 (Class Action: Federal Rules of Civil Procedure) to store 2857. Thanks to all the mentors for sharing your knowledge. Thank you, NAN ARON for the up close and personal look at Walmart V Duke. Thank you, Human Rights Commission, EEOC, FEPA for helping me understand the language and terminology.  Thank You, Knights, of the Round Table MSNBC for being great teachers and moving full steam ahead.  I do understand what is at Stake. It is TIME to fight on the Assessment

It has been a long journey

Dedicated To:

Emmanuel-Ghana

Gabriella-Hispanic

Samka-Bosnia

Jesus (Who is no longer at Walmart as of yesterday) Wonder Why-Puerto Rico

Mirinko (Who is no longer here)-Bosnia

The list also tells what’s at stake.

Click On and Tell your Story. Read Snitch This Here’s the Playlist, My Friend With The Yellow Pen (Unethical Work Place Practices with Intentional Behavior violating Walmart Associates protective rights.), Lucy And The Football_Taken Away, and Charlotte’s Webb. In the search box type in Walmart and you will see how store 2857 has been documented. This is a rolling blog. Click on the title and read the story of your choice.

Walmart Store 2857 is now on the books. Read and learn more.

Grandma Had No Thesaurus

 

Word Up! Grandma’s speech was brief but complete. Nothing fancy or misleading because the Word was her bible.  She had no thesaurus.  Big Mama took action.  The word Strategy was not listed in her bible but she had a plan. Same! Same!  You read the title you got the picture.  Grandma’s words would let you off at the curb. At the drop of a dime, she would put you in check and say, “Young lady you got a lot of nerves.”  Word!  The fire would leak from Grandma’s mouth as she aims for your soul.   Some of the grandkids called Grandma, “Big Mama.”  Estelle Rogers was her name. She was definitely a dragonslayer with a double edge tongue so sharp you had to check your breath before you wreck yourself.  Estelle Rogers didn’t play.  Yup!   Get ready to cry. Here it comes! Grandma would say, “your tears don’t move me.”    As the day lingered on I began to hum Brook Benton’s Rainey Night In Georgia.    Words, like lambasted and disparage, was not in the Old Testament or the New Testament of Grandma’s bible.  She had no thesaurus.  Old Girl would let you know she was going to chew you out. If you felt like a penny Grandma had played you down or criticize you.  Same. Same!  Big Mama had her way of putting the roof back on the MOFO.  When the kiss landed on your forehead from the O.G. you felt like the old Black Cabbage Patch doll that was once in demand.

Grandma’s NO meant NO.  She could flip the script and never physically spanked any of the Grandchildren.   Feel the pressure.  Feel the burn.  Rump roast special in the pressure cooker served by Big Mama.  Check your rump because it was well done.  She would say, *spanking ain’t no good.”  She understood words could do a lot of damage.  For some reason, Grandma knew if you didn’t understand the meaning of words or how words are used in a different situation it would do a lot of harm.  Poor behavior knocks on the door and the people around you don’t want to answer.   The word context was not in Grandma’s bible. Same! Same! As I said before she had no thesaurus.

Laying a hand on a child would seal the locks on one’s heart and there would be no resurrection.   It would only make a child act worse and hide away with deep depression.  Don’t go telling a child, “cause I say so.” She made it clear this was a horrible answer.  It would only set the wheels in motion for not holding people accountable out of fear for what a child suffered from their younger days.  Grandma said the key is knowing your rights and being able to stand up for what you believed was right.  Grandma would say, “We don’t need you starting off in life being beaten down.” Grandma favorite slow jam was Earth, Wind, Fire Keep Your Head To The Sky. Now you know WHY.

Rules meant everything to Big Mama.  It was so magical that she understood every child/adult did not understand the rules. Big time consequences happen when you don’t know the rules. You don’t know how to act.  Yes, there is great RISK involved.  Grandma always tried to protect the crew from players who do not play by the rules, make up their own rules, rig and pick who would decide the outcome of the rules.  Grandma didn’t know anything about arbitrators. Her word was watching out for fake A** people who done sold their soul to the devils and will sell you out too. Folks back in the day would say, “You” re as phony as a 2 dollar bill. Notice that piece of currency didn’t go over too well. Every now and then you would run across a 2 dollar bill only to hurry up and pass it off to someone else.

Grandma went to great lengths laying down the law.  She would make public service announcements when she made new rules of importance. Promulgate was not in her Bible. She had no thesaurus.  Same!  Same as broadcast. Grandma hated when someone lied to you and portrayed you as bad.  Grandma would say never let anyone spread falsehoods or ruin your honor. You don’t go messing with Granny’s babies right.  Disseminate was not her word.  Same! Same!   She made it clear not to do business with shady people. These people were fishy, suspicious, and things could get malicious. Yes quite nasty as Grandma would say.  Nah! dubious was not in Grandma’s Bible. She had no thesaurus. Same! Same! You still were phony as a 2 dollar bill, not to be trusted and you were not a friend.

In Grandma’s house, we all were each others keeper.  It was like singing the song off of Empire, Powerful. It felt we were all there singing along with Jussie Smollett and Alicia Keys.  In today’s time of 2015, Grandma’s rule would be Federal Rules of Civil Procedures IV. Parties Rule 23_Class Action Lawsuit. It gave the grand-babies more Power when they would stick together.  Big Mama said people in life will try to shut you down, kill your voice, say you had no say so you could never come out on another day.  Granny exacts word was, “The doors of the church are now open and everyone should have their day in court.”  Amen!

Grandma said there are a lot of people with cell phones.  Public Action with bad business practices ain’t no good.  Look at all the homes with computers. Who reads all that mumble jumble/Fine Print when clicking on that agreement. You want to see the word “Next” or “Continue” to jump onto Twitter or your Facebook page after winning that mysterious free prize.   You find yourself sitting in the courtroom next to Campbell-Ewald Co. v. Gomez. Will the Supreme Court give Corporations a free pass on Widespread Harm?

We listen to Supreme Court Justice Elena Kagan’s dissent. It is WRONG, WRONG, WRONG.  WRONG to the 3rd degree.  Justice Kagen argued and ridicule the majority opinion. Kagen’s viewed the majority should have addressed the central question and found that a SETTLEMENT OFFER can NEVER MOOT a Collective Action (Corporate liability under the Fair Labor Standard Act).  Question: Can a settlement offer actually MOOT a collective claim?  Justice Kagan argues long as the parties have a concrete interest no matter how small, in the results of the lawsuit the case is not moot.  The case becomes moot only when it is impossible for a court to grant any successful relief to the prevailing party. In SYMCZYK individual claim she refused the offer which expired in 10 days. The case went forward.   Supreme Court Justice Elena Kagan made it clear “Do Not Try This At Home” because this case can be carried on. Third Circuit Court screwed it up but they had some help.  Rule 68.

Somebody just didn’t have any IMAGINATION when trying to resolve an IMAGINARY problem that will affect real-life situations. Just remember moot (debatable, or not worth discussing, serve any purpose, irrelevant). The court decides whether the case becomes moot when it is impossible for a court to grant effective relief to the prevailing party. Remember the Alka Seltzer commercial, Plop! Plop! Fizz! Fizz! Oh, what a relief it is. If you did not get Complete Relief you are back to the drawing board. You don’t feel WHOLE and you are still are ALIVE but a decision has to be made to get you what you need to feel better.    Please refer to GENESIS HEALTHCARE CORP. v. SYMCZYK.

1.) an unaccepted offer of judgment cannot moot a case. Laymen terms-whether or not if you take the money, whatever satisfies your needs and will make you WHOLE, or satisfied your case, your case is still ALIVE.

2.) plaintiff (Let’s Get This Party Started) brings the lawsuit and needs Plop! Plop! Fizz! Fizz! Needs Complete Relief_Alka Seltzer Plus. Plaintiff rejects offer no matter how good the terms, her interest in her lawsuit remains just what it was before and so does her ability to grant her relief.

3.) an unaccepted offer is considered withdrawn (shushed up, not communicated) Federal Rule Civil Procedure 68

4.) So assuming the case was alive before because the Let’s Get This Party Started People (plaintiff) had a claim, the courts could grant relief, and the arguments of the claim or lawsuit continued and goes ignored. SYMCZK individual claim was alive and well even though she turned down the offer.  Her time ran out.  Rule 68 precludes/prevented a court from imposing judgment.  Corporation uses this ruling as a strategy to avoid being held accountable to a vast amount of people who are injured along with the plaintiff.   This rule is like the movie Terminator. At this point, I feel like singing Mariah Carey’s Make It Happen and Don’t Try This At Home. Visit Georgetown law journal.org/files/2015/03/Girard-Don’tTryThisatHomepdf. Also, visit georgetownlawjournal.org.

Grandma would never like the word Putative. Forget about her bible. The word Suppose would not come out Big Mama’s Mouth. Same! Same!  Grandma had no thesaurus and the word dissent was not in her bible. Grandma stood her ground and begin her arguments. Same! Same! Grandma would point out that every person does not have an IMAGINATION. Suppose nothing! Assume What! Rumored Who! Granny knew she had to lay out a concrete format. Drawing inference is very hard for a person who is not Creative. The next question Granny would ask is, “Who in this room need a road map or GPS for a make-believe situation because you have no  IMAGINATION?  You have problems drawing an inference. You struggle with what is relevant or irrelevant.  We can go toe to toe with Black and White because what will be decided in this courtroom from this make-believe situation can affect many people who have been harm by a big corporation in real life events for the rest of their lives.

Over on the FLIP SIDE OF THE CHART  (people diagnosed with neurological syndromes) find it is hard when their mind can’t understand abstract information.  Applying old information to a new situation is a struggle for people with extraordinary minds, unique abilities, and multi-level learning styles.   Old information is overused. Concrete information and factual information given is very beneficial.  Rote memory is heavily relied on to work around deficits.  See what happens when you can’t imagine and you’re not creative. Opposite end of the Spectrum resembles the Flip Side Of The Chart.

Grandma had a back-pack full of love and carried a lot of spoons for each child.What are Spoons? These were Grandma’s programs.  Back in the day, Big Mama didn’t know about diagnosis or list. The grandbabies didn’t come with different VIN Numbers (diagnostic labels). Grandma had her way of identifying each child’s needs.  Not one child was treated as a “special needs child.”  Yup! All 20 grandchildren had different spoons.  Grandma worked it. Remember when Melvin cried, Grandma would take her hairbrush and brush Melvin’s back. He would calm down and fall asleep.  Grandma was the Queen of Sensory Integration.  She was Jane Ayres before 1976.  I was so glad it wasn’t me.   The hospital here I come.  Lawd!  The bristle on that brush was so hard. I always liked soft cuddly things.  Everything she made for me was soft and cuddly.  Grandma would put a board on Melvin’s cot. How could he stand it?  It was just perfect for him. Grandma would gather sand, put it into little bags around Melvin’s ankle. Did it help Melvin?  Worked out fine. Melvin had no VIN Number. So when Grandma left the house we did what she did to help Melvin. He was no different from the other 19 grandchildren. He was included in whatever activity.  Time was allowed and served if Melvin needed it. No big deal.  Melvin was always included and not isolated from the other kids. Grandma loved her CLASS and she took ACTION. All the grand-babies hit the high notes on Powerful. Grandma was a genius. Granny needed the grandkids to stay FOCUS and not get Jacked. She knew some of the grandchildren were impulsive. Grandma strongly felt keeping everyone close would strengthen the bond.

Corporations hold better positions to afford the top guns and expensive attorneys.  Grandma’s word would not be litigating but the legal dispute would be on. Same! Same! Individual claims are often too small for each person to go through the expense of fighting their own claim. Class Action Lawsuits are important tools for consumers to collectively vindicate their rights and keep corporation honest holding corporations accountable. Bottom line, Corporation wants Class Action Lawsuits to go away.

Supreme Court Justice Scalia always seems to add insult to injury. Supreme Court Justice Roberts claim federal court Rule 68 don’t need to keep corporations honest and protect consumers, even if corporations like Walmart, Tyson, Campbell-Ewald and many behemoth corporations get away with making settlement offers just to kick consumers out of court.  LAWD! Don’t get Gangsta Granny or an arbitrator involved. People get totally blind-sided.  You can forget about your day in Court.  Supreme Court Justice Roberts stated courts are too busy with a lot of things.  Justice Roberts doesn’t realize once Americans Citizens begin to have their day in court, the courts will be jam-packed and busy for all the cases the Supreme court screwed up for lack of Imagination, not updating the laws, siding with a big corporation, and the 158 families who want to control the world. There are so many laws in the constitution that no longer apply in the world we live in today.   Outdated judges who fail to evolve tear down the walls of the poor and middle-class rights.  They ride on the side where the money lies.   Whether or not your case is accepted or rejected, make sure you give Justice Roberts a call and tell him you want him to hear your case because it ain’t over.  Dial 1-800-Forget Me_NOT.

If Gangsta Grandma was alive today she would be singing Master P’s song, How You To Do Dat. Yup! I’m talking about Gangsta Granny. Right! Right! She would treat the grandkids like the album cover, Young Bleed. Say something smart and Gangsta Granny would draw blood. Old G would shut you down.  Once again Rule 68, The Pick Off and Moot is what attorneys used as a strategy to avoid being held accountable to vast amounts of people who get injured along with the person who filed the original claim.  Gangsta Granny and her faulty umpires was a bigger extension of HR in the workplace.  If you can’t solve an Imaginary problem and apply it to real life situation,  what will happen to a real problem in a real-life situation?  Well, guess who is having trouble with their decision-making process.  What side of the chart are you really on?  She didn’t care to satisfy the whole class of babies. Gangsta Granny wanted to pay off/pick off one grandchild and make promises she knew her Gangsta A** wouldn’t keep.

Gangsta Granny would act like she gave you everything you asked for.  She wasn’t leaving no crumbs on the table for no one else. Her goal was to back you into a corner and force you to make a decision. Gangsta Granny did everything to keep the other grand-babies from coming after her. Gansta Granny felt even if the offer was accepted by the grand-baby representing the class it would relieve her of her duties not to be held accountable for the other grandkids that suffered damages too. Gangsta Granny wanted the cased dismissed. There was no more trouble up in the house or as Prince sings CONTROVERSY.  The one baby got paid end of story.  Not quite! Don’t go asking no Supreme Court judges to hear the case. If the offer had been accepted and the one baby got everything she Completely wanted the case was over.  Just can’t make a decision.  Rule 68 has no relevance except to the big corporation to avoid being held accountable and rid themselves of Class Action Lawsuits. Take it or leave it. Offer or no offer. As far as the big corporation were concern your case was no longer debatable or relevant and there is no Controversy in the house. Your case becomes moot. Picked off and ripped off. Justice Kagan and her gang are not putting up with this strategy.

Gangsta Granny’s bottom line was to destroy CLASS ACTION LAWSUITS and make sure the person representing the class was out of the way and could not be considered as reliable to gain undeniable certification for a CLASS ACTION LAWSUIT.  Gangsta Granny was like one of those bought out umpires who was ready to rig the game to win the Royals World Series. Gangsta Granny carried no bible. She did not have a thesaurus. In this day in the time of the year 2015, she would definitely fit in with the people who were shady Arbitrators.  Same! Same! Thank you, Robert Reich, for you wonderful YouTube Video on Lost In Fine Print at youtube.com. It should be mandatory that shady untrustworthy umpires/Arbitrators should always settle their disputes in court under federal law.  Any words or disputes going down outside the courtroom shall not be valid or enforceable by Gangsta Granny or Arbitrators. This is WHY the Consumer Financial Protection Bureau is laying down their laws (CFPB)   It is Time to pass the Arbitration Fairness Act. This ballgame fight is between  Attorneys/arbitrators/Gangsta Granny, big corporations, and the consumers.  The Supreme Court ain’t hiding their sins and they need to fix what they messed up.  We The People Need Our Day In Court. Gangsta Granny rode alongside with her compadre Chief Justice John Roberts, Justice Clarence Thomas, Justice Samuel Alito, Justice Antonin Scalia.

Grandma Had No Thesaurus. Grandma rode alongside with her homies Justice Elena Kagan, Justice Ruth Bader Ginsberg, Justice Steven Breyer, Justice Sonia Sotomayor. Every now and then she would get the opportunity to ride with Justice Anthony Kennedy.  He is the Wild Card depending on the issue and his vote.  Justice Kennedy may swing to the liberal or conservative side.  For more information visit afj.org. Listen to Alliance for Justice. Free Listening on soundcloud.com

Remember: Corporation need to be held accountable for their INTENTIONAL BEHAVIOR.  Corporation tries to buy their way out of Class Action Law Suits by buying out the Plaintiff and later having the certification of the class rejected.  Do not let corporation/defendant escape. Corporations need to ACCEPT RESPONSIBILITY for everyone that was harmed by the Company illegal conduct.

Grandma Had No Thesaurus. When you LIED you LIED.   The word Fabrication was not in Grandma’s Bible. Same! Same!

Grandma Had No Thesaurus. When you were WRONG you were WRONG. The word Erroneous was not in Grandma’s Bible. Same! Same!

“We Need To Rethink The Way We Think And Accommodate Those Who Process Differently”

 

Charlotte’s Web__Redemption Time!

Dude! Has it been a month already? Beebe Arkansas! My girl Charlotte has flown the coop.  Were you tired of being invisible? Here’s your chance to speak out.  Click on the story’s title and weigh in.  Tell us WHY, WHO, or WHAT  made you leave Walmart?   Sam Walton stated you do not have to leave WAL-MART to find another career.  Hmm! Inquiry minds want to know WHY Charlotte left?  What ruffled Charlotte’s tail feathers? Corporations try to make you feel like you are a disgruntled associate.  Get out of here! You are not the first and you won’t be the last of the disgruntled associates. Why did so many associates change shifts, transferred to other stores or left the company for better pay? Do you feel you were Wrongfully Fired?  Did you hold a manager position and had no people to manage? Are you being held accountable for a job management failed to explain?  Did you step down from a higher position?  Were you denied the position?  Were you underpaid?  Did you find out another associate got paid more for having fewer responsibilities?  Are you one of the associates who said screw the pay it is not worth the headache? Did you get fed up with management?  Were your problems ever resolve?  Are you tired of the brush-off?   Have you gotten any results from HR? Do you feel like you were being forced out because of your age? Do you feel you would get fired before you get the opportunity to retire? Did Walmart fail to work with your schedule?  Are you being bullied on the job? Has your work environment become hostile? Do you feel you have been retaliated against? Do you feel you have been discriminated against?   This is NOT A NO-DOZ commercial. Wake the hell up and pay attention!  REDEMPTION TIME! If things are going sour in your work environment here are some awareness sites you can check out to keep you well informed.  Learn to advocate or negotiate what you want to happen on the job.  Management can hold you accountable.  Time to hold management accountable and the company. Learn to advocate and know your rights.   Stop being afraid. Stop running away.  Don’t be quick to say “I quit.”   Visit the following sites:

1.) http://www.eeoc.gov (TitleVII of the Civil Rights Act of 1964)

2.) eeo21.com (theories of discriminations)

3.) http://www.nlrb.gov. (National Labor Relation Board)

4.) http://www.ada.gov (American Disability Act, Information and Technical Assistance/laws and regulations)

5.) http://www.eeoc.gov (573-751-3325)

6.) http://www.dol.gov/whd/fmla/fmlaAmended.htm#SEC_101_Definition (United States Department of Labor-Wage and Hour Division (WHD) Family Medical Act of 1993 as Amended

7.) http://www.timslaw.com (constructive discharge)

8.) labor-employment.law.lawyers.com

9.) http://www.aflcio.org (Walmart)

10.) http://www.afj.org (Walmart)

11.) lawyers.com (constructive discharge: an abusive atmosphere)

12.) http://www.mobar.org

Wal-mart has lost many associates to GM, Costco, US Postal Service, Hallmark and other business. Walmart invests in their investors and not their employees. Rob Walton, the now-ousted Board of Chairman, never was concern about the associate’s troubles in Walmart. As I recall my last name is not Walton.  Another family member has locked down the position of Chairman of the Board. John Penner, son-in-law of the Walton, will share the nameplates along with CEO Doug McMillon.  The associate’s certificates who dedicated their lives to put Walmart on the map will share a new signature.   All that money Rob Walton spent on races. Another 2 Fast and Furious who crashed and burned and never got serious. Rob Walton liked his zoo zoos and wham-wham’s.  You can always go to Walmart1percent.org and learn more. Just a friendly reminder to let you know in the World of Walmart you are an outsider and will never be included in their family. Walmart works for Walmart. Walmart unfair wages and unlawful labor practices should be included in the 2016 Presidential debates.

It is not as if Walmart can’t afford a pay increase of $15.00 an hour to the associates.   Please go back and read Thanks For the Memory__Wordpress.com (January 5, 2015).  Senator Bernie Sanders of Vermont, thank you for coming OUT OF THE SHADOWS strongly advocating the pay increase of $15.00 an hour for the people who put large corporations on the map. Visit http://www.Demos.org tag Walmart. Read Despite A Raise In Walmart, Wages & Schedules Still Aren’t Livable. Carry on and read Not Made In America: Top 10 Ways Walmart Destroys US Manufacturing. Also, read Wage Theft and Illegal Retaliation of Low Wage Employees. Visit http://www.salon.com and read Don’t Believe The Wal-Mart Hype: Here’s proof it still isn’t paying it, workers, enough. Visit http://www.aflcio.org and put in the search box Walmart. Learn about the company you work for. Who is getting all of the benefits? This is where associates fall short.

I’m sitting here admiring Charlotte’s’ beautiful card. Thank You for acknowledging me as a True Friend, Charlotte.  I thought I would wait and let you burn off some steam. Girlfriend, when you left Walmart in Missouri you were HOT ABOUT IT.  The greatest gift of all is to be True to yourself so you can reach out and be True to others.  Some relationships last and some fade away.  No matter if it was a Marathon or Sprint there was something about the person that made you want to stay. Hoping the relationship would last forever and never decay. Why do people run away?  On the Flip Side Of The Chart, there are many people who don’t have a clue on how to begin. Opening one’s mouth will be the end of the beginning of establishing a new friend.   Their body language is awkward and they just can’t seem to win. Developing friends and relationships in the World of Walmart is a crime and a sin.  Isolation will be your destiny because you are tagged as a whistle-blower and the enemy from within.  In the World of Wal-Mart, there is a disconnect without any respect when you advocate for your Human Rights. Taking on a corporate giant can turn into a messy fight. Stand up for what you believe and do not take flight. Walmart World Project Their Fears Upon You.  When all is said and done this is what WAL-MART say the associates do.  Who is always in the news for getting sued?  Exactly!  WAL-MART!

You see the word Chart, Charlotte? When something doesn’t appear quite right I begin to chart a person.  I am acknowledging that a problem or problems exist.  In order to find the solution to the problem, I start tracking, mapping out, or documenting. If I do not track, map out, or document the problem, I am giving POWER to the person, or persons, or entity.  It will give them the power to punish and enslave me.  Management and the company can be an A**Hole but it boils down to the Law. Shonda Rhimes the creator, producer/writer of Scandal, Grey’s Anatomy, and How To Get Away with Murder have a No A**hole policy. Rhimes like the fact that her crew all get along. Walmart has constantly gotten away with Murder (downright cruelty/abuse to the associates). It is sad to say the associates are commodities. Walmart is neither loyal are dedicated no matter how long we as associates serve Walmart. Stay off of FACEBOOK talking about your drawers. Puts some quality time in and learn about the LAWS. When the customers roll up to the counter they have their SMARTPHONES out. They keep Walmart ever-changing policies in their hand so they won’t get jilted. Keep the LAWS by your side so you won’t get jilted.

How is it possible to serve 15, 20, 25, or 30 years to a company and all of a sudden the company has begun to look for anything to nail you on?  What is your theory on WHY you are now being treated so poorly?  The associates are the engines that make the train run in Walmart World.  Without the engines, Walmart would not have a World.  How is it possible associates who have served the World of Walmart for all those years go from Sugar To S***  in 2:00 minutes?  Nothing the associates do is right.  When Walmart wants the associates to go away they are picked apart at the seams.  Who made the work environment INTOLERABLE?  Why have the REASONABLE people all transferred, left or gotten fired?  Walmart is a company whose accountability is based on Denial.  Denial of request for the associate’s needs is a major strategy to frustrate, anger, force out, transfer, or make associates quit.  How many Wrongful terminations have there been at store #2857? Hmmm!  Well, at least your popcorn is done.  What is wrong with this picture?  Walmart World is not an Inclusive World.  Who holds the key?  Visit Legal.com. and read the Constructive Discharge-an abusive atmosphere.  Also, visit http://www.timslaw.com. Tim gives some good advice on the article on Constructive discharge. Laws vary from state to state. Don’t forget to click on the sites above.

Walmart E-commerce (online shopping) will never be able to compare to the Great White Shark__Amazon. Why? Sustainability and Consistency! Amazon has reached out to the World not just their family. If you can’t step outside the box and hire a Board of Chairman outside of the family then it tells the world you are only looking out for #1. Time to get a new dance. The Wally Cheer is out. Uptown Funk would be good.  Sustainability encompasses not the ability for the Walton family to keep all the money for themselves. Sustainability encompasses the outside world.  The Ecology, Politics, Technology, and Ethics. Walmart failed their Ethics course. Walmart is Global Warming deniers.  They want to control the air you breathe. Freaking Fracking is destroying the planet and Walmart invested in the Keystone Pipeline. Drill baby Drill will destroy the planet. Walmart interest would be the oil and their gas station.  Walmart wants to privatize education.

Walmart takes a very literal meaning of Sustainability. The 3Rs for the Walton Family is Reduce the associates. Reuse the old equipment and bypass modern technology.  Recycle bad management who bullies, intimidate, harass, and threaten the associates.  Sustainability includes public opinion, cultural diversity, and social change.  Walmart does not want your advice nor does it wants to change. They want you to follow DIRECTIVES. The politics of Walmart is to protect their world from crumbling from the Deniability Accountability their business was built on. The Politics of sustainability is to protect and prevent environmental damages to the planet.  Walmart does not own the Environment. Wal-mart specializes in Greed.  Science needs to be funded so the government will not shut out new technology. No one will be beaten for using old technology.  Look at the wealth modern technology will bring to our economy. Look at the wealth Walmart has brought to themselves.

Once again Walmart PROJECT their fears upon the associates. Management turns the tables and labeled the associates as bullies. As the late Gilda Radner of  Saturday Night Live (SNL) would say “Isn’t that special.”  Tony, are you and Tara a product of your environment?  Have you been labeled as Bullies?  Don’t be afraid to speak out. Who taught you this skill? You both hold a key. What members of management have you seen as a bully, other associates if you are bullies?  Turn the lock. What! If word comes out the office you both will be punished.  Who is out there on the floor wheeling and dealing undermining different departments?  What happens when you promise you will come on your day off and the deal falls through. Punished!  I can tell by the expression on the associates face when they clock in and look at their task for the night you guys probably feel punished. Make a mistake and get coached and you are punished for a year. Warning! Warning! Danger! Danger! The rotation ends in February. It’s sad to hear the associates say they may be unable to make it through the end of this shift rotation for fear of being coached or fired by Co-Manager Trez and Assistant Mgr. Dianne.  It’s sad to hear the morning shift dread these 2 managers are coming back in February.

I am not afraid to say Co-Manager Trez and Assistant Manager Dianne has made this rotation a living hell (intolerable, hostile, and unfavorable).  I did not break the law. That is just my opinion.  Now when it comes down to the facts I will be able to back up what I said.  Bring It! These 2 managers have their opinion of me. Associates get in trouble when they hold all of the animosity in and feel they can’t trust management to do what is right. Management has their favorites. HR has not jumped in. Management love painting negative pictures of their associates who bust their A** every night. I’m bringing it downtown. That’s why I’m putting this information out here so the ASSOCIATES can fight back. People ask me all the Time am I afraid of getting fired for speaking out. My reply is, “you should be afraid of imploding or exploding when all you had to do talk to someone and let them know something is seriously wrong.”  You should not be AFRAID to come to your job. You should not be AFRAID of certain members of management. The crying, headaches, nervousness, drinking, pill taking, low self-esteem needs to END. AFRAID in the workplace. NO!

Walmart has their inconsistent policy and you should know your rights. I don’t want any associate running in the office saying CSM Linda said. I always think of Big Eddie saying, “get out your cell phone and let’s get to work.”  Management needs to see it in print. I have never in my life seen managers who don’t want to get on a register and serve the people who pay their salary. How can you hold a management position and lack communication skill? Bottom line management doesn’t know how to talk to the associates. Management doesn’t know how to treat the associates. The associates are not second class citizens. Get Real! The associates make management look good. Stop putting so much wax on the floors and pay attention to the associates. They are the Gorilla Glue to Wal-marts. Weigh In. How do you feel?

I strongly feel the associates have been treated poorly. The associates have been shuffled around from area to area.  They are working 3 to as many as 5 departments a night. Management EXPECTATION is unbelievable. It has been so understaffed. Here we are approaching Black Friday and Christmas and once again our store is not prepared. Look at management. Who in their right mind wants to do overtime for a company that will later take the associates overtime away? Who in their right mind wants to do overtime for managers who undermine the associate’s promotions?  Telling the associates one thing but another associate walks away with the position that is promised. This authoritarian management needs you to be afraid. You know WHY? You will find out what management really knows. Walmart hasn’t changed.  Whenever Walmart is under fire Walmart wants you to think they are making changes because they are under a microscope.  Out of all the Co-managers I have seen as a teacher it would be Co-Manager Barbecue Man Himself. Co-Manager Keith. Sorry, Co- Keith I am not trying to get you shipped out of the store. I don’t view you as a Failure.

The store manager lost the associates because he never stayed in touch.  Before Randall Addison arrived other members of management and the associates had taken a beating off Co-Manager Trez arriving at our store in 2007. I will not go down for slander. I like the Truth and I really despise a person lying on me and trying to set me up, my family, or my friends. If Wal-marts goes down it should not be for SLANDER nor SCANDAL. It should be the TRUTH. Some people call it transparency. I call it the BUTT-NAKED TRUTH. There are consequences for telling the TRUTH. I am able to live with myself at the end of the day.   The SLANDER and SCANDAL is a slap on the wrist for Wal-mart overdue BS.  Stop the SLANDER and bring the TRUTH to the table. This store is way overdue for an INTERNAL INVESTIGATION. If Home Office or HR wants to know where the problems exist or can eradicate the problems, they are more than welcome to start here at this blog and work their way through the associates. In the meantime, I will keep working on my end to continue to shine the light on store #2857.

Walmart policy changes in a blink of an eye to fending off the constant laws they break. Consistency goes out the window.  Who make the policy changes? Did corporate make the policies?  Did the store managers, Randall Addison dictate the policies to control management and the associates?   Tara, what happens when you thought you were doing a good deed for Walmart and it went sour? Many years ago I thought I was doing a good deed by going to management with concerns of one of the CSM having some drug-related issues.  That didn’t go well. I caught the worst end.  The CSM got a promotion and a transfer.  To all the associates around the world Weigh In. It doesn’t matter who you work for.   Tara, make sure you tell HR it was Co-manager Trez who went to the floor and discuss the other members of management who received Development Needed on their Evaluations.  Do not hide your key under the rug. The only manager who did not receive a Development Needed was Assistant Manager Stephanie. All the managers are locked in and cannot transfer to another store for at least 1 year because of Randall Addison.  So now we understand what happens when Sh*t the fan.  A member of management transferred to another store but it was not considered a store other members of management would race too.  Hmm! I can’t think of her name right now. I thought of her name and it was Co-Manager Shanna. The store manager and Co-manager Trez treated this Co-Manager very poorly. She probably doesn’t care what store she transferred to. Come on!  A Co-Manager left the store very angry. You are not going to make me believe HR doesn’t know WHY.

How can Randall Addison Evaluate anyone when he has ousted/town hall out from store #1802 in Topeka Kansas? Management failed to fight on the assessment. This store manager weakens, humiliated, harassed, induce fear, discriminated, retaliated and broke down the self-esteem of the associates.  My theory is Randall Addison past failures strategy was to reduce the job performance of the associates/management so he could reign as a powerful person.  This gives the store manager the opportunity to pick people he wanted for the job qualified or not. Only the people he can control will serve his purpose.  Once management starts chipping away at your evaluations on your job performance you lose confidence.  Addison sends his Crew out with crowbars, drills, hammers. The conditions of one’s mind may not be able to focus on the job due to a hostile environment.   You must remember Reasonable people spirit and mind must be broken in order to diminish their self-esteem. Working conditions are very unfavorable/intolerable/hostile at store #2857.

Any behavior can be labeled Intentional unless proven otherwise Unintentional. We will not weave a Web of deceit. There is a Lock and a Key. Which key do you hold Charlotte that will set you free? Here are a few keys that may help you on your awareness journey.  Don’t forget to click the sites that are highlighted. Please search the unlit sites.   There is a life outside of Wal-Mart and many business owners have come into Walmart recruiting.  Amazon is the Great White Shark. It will eat Walmart alive. Why do you think Walmart has the sign up saying NOW HIRING?  Would it have anything to do with the way Walmart treats their associates? Would it have anything to do with the way certain members of management talk to their associates? How about the way the store manager talk to other members of management and the associates?   Walmart, Big Snuffleupagus, the Behemoth towering over many businesses has violated the rights of many associates.  Falling from grace to the tune of 11 billion dollars on Monday and Wednesday losing 21 billion dollars,  Walmart has destroyed the Legacy of Sam Walton. Why! Pure Greed and not investing in their associates only to invest in their investors.

UnBelievable!  How scripted can a person get? This is what makes a person appear not credible or not believable.   CEO Doug McMillon stood in front of the cameras and LIED. CEO McMillon said, ” Clean up your house before you invite people over.” Pinesol has more fresh scents. Maybe he should try using Fabulosa  You can bring people over to your house.  Your house may appear to be clean. What has Walmart swept up under their rugs? What has Walmart hid up under the bed? What skeletons lie in Walmart closet?  What broken toys are in Walmart’s attic? Who broke them? What has Walmart buried in their basement? Walmart needs to be held accountable. Time for the associates to clean house on a regular basis. Forget about Spring Cleaning. Visit http://www.fastcompany.com/47593/Wal-mart-you-don’t know and read Charles Fishman article.  Charles Fishman has a spectacular book that is a must-read.  “The Walmart Effect: How the World’s Most Powerful Company Really Works and How It’s Transforming American Economy.” Don’t forget to click on the highlighted sites

Charlotte I brought some people from the Walton family into this story so they can see how to correct the global problems at Walmart. I hope Rob Walton participate because he doesn’t appear to be willing to address the concerns of the associate nor did he answer the question on climate change.  You know the associates are quite concerned about their overtime, Time Theft involved around their hours being cut, and Time took back from the company. Walmart has come up with the strategy of labeling associates as managers to avoid paying overtime pay. If you want more information read the article put out by Think Progress back in April of 2015. Visit  thinkprogress.org/economy/2015/04/10/3645483/walmart-wage-theft.  Workers sue Walmart For Manipulating Employee Classification To Deny Them Overtime. This potential lawsuit is taking place in Alameda County. Walmart manipulates associates all the TIME. Associates can’t be manipulated if they step outside of Walmart World and educate themselves about the company. Associates cannot be manipulated if they know their Human Rights. Send letters to US Attorney General General-Loretta Lynch, Attorney General of Missouri-Chris Koster, Claire McCaskill-senator of Missouri. Send a letter to Thomas Perez-Secretary of Labor. Get in contact with Human Rights Commission. Seek out an Employment Attorney for Advice. Contact the media. Use social media. I feel like I’m in a beauty pageant.  I got the answer right.

Stop clicking on your CBL’s and really start reading the rules on overtime.  Walmart has to pay you for half your shift when they call you in. Check out what the 24-hour rule if a member of management gets ahold of an associate to come in and later tell you to get off the clock.  Who is stealing TIME? Shut up! Who made you kill your overtime? NO EXCUSES!  Check out the latest strategy of Walmart stripping the titles off the associate’s badge. Everybody has their name badge with no specific job title. Wow! If this ain’t cross-country instead of cross training. You know longer have cashiers identified as a cashier.  Stockmen are no longer identified stock-men and so forth and so on.  Just your name. Every associate will be pulled in every direction to do every job. It’s what the associates have done anyway all the time. This is probably to avoid another class action lawsuit to rip the levels and pay grades away comparing a person on a level 2 getting paid more than a level 6. Everyone will be considered as equal and has to do every job. Trained or not everyone doesn’t get the same pay. Everyone isn’t treated equally. Everyone doesn’t work at the same pace.  Everyone certainly doesn’t have the same set of skills. It boils down to major unproductivity, more accidents, transfers, and straight out Firing. What a scheme! Look at the name badge. You are now associates without job titles, no promotions, and kind of sorta without a store. You are now on an island and you definitely stand along. It is Walmart’s World and the people who put the Walton family on the map do not belong.  In the world of Walmart Time Theft and Wage Theft are pervasive by members of management.

Let’s get acquainted with the Wal-Mart 1% The People Behind Walmart’s Empire. Visit walmart1percent.org. Click on Meet The Walmart 1% and go to Family Tree. Remember Walmart works for Walmart.

1.) Christy Walton-married into the Walton Family to the late John Walton estimated net worth 39.1 billion dollars (richest women in the world rank by FORBE)

2.) Jim Walton-estimated net worth 34.7 billion dollars

3.) Alice Walton-estimated net worth 34.4 billion dollars

4.) Rob Walton-estimated net worth 34.2 billion dollars

5.) Anne Walton Kroenke-estimated net worth of 4.8 billion dollars and her husband Stan Kroenke estimated net worth is 5.6 billion dollars. He is the owner of the Colorado Avalanche, Denver Nuggets, Colorado Rapids, Mammoth of National LaCrosse and St. Louis Rams.  Stan also made part of his fortune in real-estate.

Don’t forget to google the net worth of each of these CEO. ( David Glass, Lee Scott, Mike Duke, Bill Simon, and Doug McMillon) The biggest mistake associates make is to work for a company and know nothing about the internal operation of the company. Who really reap the benefits? Who or What is destroying Walmart? Weigh In if you feel certain members of management need to be ousted?  Everyone at store #2857,  and across the country weigh In if you have members of management you feel needs to leave Walmart.

This would be the last Time I would hear Charlotte raspy voice passing register 21.  If steam could come out of her nose and ears, Charlotte would be the upgraded model of Amtrak.   Both hands were placed in her back pant pockets. Charlotte made her way over to the vending machine where she picked up a cherry coke. As she walked further down the aisle I could see that she had picked up a bag of peanuts. “Dude, it is hard being your friend. Co-Manager Therese (Trez) has put me over on the grocery side and tells me I need to redeem myself.  Co-manager Trez wants to punish me. I bet she puts me over on grocery side until I get the hell out of here. What the hell did I do that I have to redeem myself?  Assistant Manager “Dianne did not understand I was in cosmetics not because I wanted to be it was because of my injury.” Weigh In Charlotte and tell us the rest. Thank you, Charlotte for hanging out with me and being a real friend. You caught hell but you hung tough. Not many people would have stuck around. Don’t feel bad Charlotte.

Assistant Manager Dianne has isolated communication.  The other CSM is not allowed to give me certain information. Assistant Manager Dianne calls the CSM on the phone so I will not hear any information about the walker.  This is no way to build communication and team skills. When an associate is fired I am not to be told. Whatever information Assistant Mgr. Dianne wants to withhold she has her own system. Other information is relayed to me by support managers or the other CSM. Really!  Just suppose no one relates any information because I am the enemy of who wants what is best for the associates.  It does violate my communication rights.   Dude, I’m so glad I’m gone. I got my work done faster when Co-Manager Trez and Assistant Mgr. Dianne wasn’t there. I really did struggle.  The night went by slow when Co-manager Trez and Assistant Manager Dianne worked overnight.  Dude! It was torture. Who in their right mind want to do overtime for those two managers.  You can take a poll and I bet a lot of people feel the same way I do. The atmosphere was less stressful when Assistant Mgr. Dianne and Co-Manager Trez weren’t there. Tell Assistant Manager Seth Hello. Dude is Dianne still driving him crazy.  Poor Seth! At least he ain’t a pain in the A**.  He can be an A**Hole. Don’t forget to let the associates know Co-Manager Trez punishment for them was putting the associates in the can good aisle. Did Shooki ever get out that aisle? I haven’t seen Snooki.

Weigh in Sarah Q.  I forgot she has defected from store #2857 and now she is at a Walmart store in Camden.  Sarah Q. tell us why you left so angry?  Hopefully, she will get back with us. Sarah worked on the grocery side a few times. Once you go over to the grocery side it is hard as hell to get out of there. Look at all the associates who have been asking for years to be moved.”  So many associates were DENIED the right of PROMOTIONS.  Even worse the associates did not appear to be informed about the different levels and pay grade.  If the associates worked out of their area they were never paid.   Some of the associates have suffered injuries and their job code needed to be changed. Just another Walmart strategy to break the associate down.  Speaking on Sustainability the welfare of the individual is not sustained. Attorneys should be lining up outside store #2857.  Really! You don’t think HR has any of this information? Get Real! Right, Teresita.

People fail to report the events because they think the corporation is too BIG.  Yes, those policies that play to an audience of not doing a lot of damage and appear to be minor policy changes is really Hurricane Cleo. Further up the road, the changes here and there made on your Evaluation will later signify you can no longer do the job. Guess What? You will be out of a job later.  ADVERSE ACTION.  It really did seem harmless at the time and the associates will suffer the horrible consequence.   Remember when Walmart brought in a CSM from Maryville but she never got the opportunity to be a front-in supervisor.  Her name was Cynthia. I remember her telling me she had received several talks but she didn’t know she was being coached. She said management would pull here over on the floor and she thought they were giving her directions.  Later when she was called to the office she realized the directions she was given was the direction for out the door. Management did not identify what those talks really were. Those personal discussions added up to coaching for failure and not for success. Walmart put associates under surveillance. They track, monitor, and document associates to avoid paying any benefits to the associates once they are fired.  How does your work record look at the end of the day? You thought it was a harmless policy change.  Redemption Time! Get Them Their Papers and line up your witnesses. It doesn’t need to be in order. It is Time for Show and Tells. Keep it Simple and organize your paperwork.

As I was writing this story something strange happen. A part of the story was snatched out. I went through every revision but it is gone. What was written has been lived and will never be forgotten.  The young man who lived that part of the story remembered a quote from Co-Manager Trez who fired him at 9:15 pm on 11/15/2007 in the ad office. “Since you know your rights, you can have your meeting, but it will be harder on the outside looking in.”  On 11/16/2007 this young man was reinstated by phone at 11:00 am by Market Manager, Mike Gray. This sounds like this would be a sign of REDEMPTION for this young man, his family, and friends it led to 8 years of RETRIBUTION. There are many keys to unlock this story of RETRIBUTION. Ye better know it!

I am inserting the piece of the puzzle that got snatched from the story.  A young man arrives at his job around 2:00 pm on 11/15/2007. He clocks in and runs into another associate from the back room.   The unloader greets the young man who works in automotive and tells him how much he is going to miss him.   The unloader tells the automotive associate how much he appreciated all the support he has given the unloaders.  The unloader tells the automotive associate he is sorry about him getting fired.  The young man never utters a word of his firing because he did not know himself.  Imagine how this could really work on a person’s nerve.  This could turn a very Reasonable associate into an UNREASONABLE ASSOCIATE after waiting all that time and not having a clue why he was getting fired. The clock is ticking. The time now is 9:15 pm and the young man is called into the ad office where he is fired. For Real!  Another one of Walmart nasty and dangerous labor practice.  If you are going to fire an individual they should be told not to come in on their scheduled shift. Things can get quite ugly. The rest of this story is UNREAL. You just can’t make this up.

Bottom line, in order to fix a problem you must realize a problem exists. Fixing the problem you need to show concerns and want change.  Rob Walton showed no concerns for the associates. His family interest is the investors. As for Walmart, they are in denial.  This is the only accountability Walmart/Walton rely on. Certain members of management have caused major problems at Wal-mart. HR stood by and let the behavior continue.  It will take a big key to unlock the problems at store #2857.  Who holds the key? The Associates! EXACTLY! This store probably doesn’t realize the problem exists. Hint: It started with the Pilot Program of 4 C0-managers being in the store.  At one time there was the market manager and the store manager in the store. This arrangement didn’t survive because everyone went to the market manager to get their problem resolve.  The 4 Co-managers are locked in.  “NO ONE WILL EXCEED EXPECTATION.”  NO ONE WILL BE PROMOTED.  NO ONE WILL BE ALLOWED TO RISE ABOVE THOSE WHO CANNOT HANDLE THEIR OWN FAILURES. NO EXCUSES!

Thanks For The Memory__WordPress.Com

I can’t believe this will be my 5th year at WordPress.com. My head had a totally different title for my anniversary story but the notification sent by WordPress is right on TIME. It kicks my story off perfectly and gives me hope that people do remember and they care. WordPress is a place where I could express myself and share knowledge.  Change is desperately needed to rethink how people in the world process their information differently.  An Inclusive Environment should be provided for people who are victimized and stigmatized. It has been the Supreme Court who has weakened and upheld laws discriminating against race, ethnicity, disability, gender, sexuality, religion, age and pay.  A very small light in the corner of my blog saying, “Happy Anniversary From WordPress.com” ignited a fuel.  I can feel my ears wiggling, my nostrils widening, and the passion running through my fingertips up into my brain. So now it can be written.

The clock was ticking and it was getting close to the new year. Finally, the bell tolled. Not one member of management got on the intercom to wish the associates a Happy New Year. Unbelievable! A member of management did get on the intercom to wish a support manager a Happy Birthday.  One person did matter.  Why? That is another story for another day.  I did get on the intercom to wish the associates and customers a Happy New Year. I am not considered a member of management but the enemy within.  I ask too many questions.  I just can’t follow Directives leading me to hell out of fear and retaliation. Directives that you never questioned no matter how wrong they are. It doesn’t matter if it cost them their job or their life.  Hell, I thought I had bigger fish to fry just surviving my adversities. My adversities are life threatening so I have a tendency to lean toward and respect the core belief of my tattered body. This respect puts me in a no fear zone of Walmart. It is a shame when management cannot wish you well for another single year. You will be lucky to get wished well for one day at Walmart.  Bottom line, if the D… disease did not kill me why should I let Walmart.

Coming into the new year you want to bring the positive energy and positive people with you.  Leave the negative people and the negative energy behind. In front of my face on an index card is the words spoken by Senator Daniel Ken Inouye from Hawaii, “It Is Your Duty To Disobey An Unlawful Order.”  Another strong beacon of light, Elizabeth Warren Senator from Massachusetts,  has been very encouraging. I hope she throws her hat into the contender’s rings in 2016. She called out Citibank for nearly destroying the nation’s economy. To the Knights of The Round Table, Krystal Clear Ball and all of y’all from MSNBC it is no longer the Behemoth, Snuffleupagus or the Big Elephant in the room.What you didn’t know you know now.  It is WAL-MART.  Walmart size does not matter.   Walmart ranks third from the bottom in customer service compared to 60 out of 100 stores. I think K-Mart came in last.

Walmart’s Core Belief is rotten to the core. I prefer Honey Crisp apples. If the core of my large juicy apple is rotten the size of my apple doesn’t matter. It was rotten.  There is absolutely no respect for the individuals. One of Walmart’s three basic belief shot down.  The mantra of Walmart is “No Excuses.”  Walmart makes all types of excuses for NOT providing the necessary means for the associates and management to do an effective job. It is called Accommodations. How can Walmart hold the associates or management ACCOUNTABLE to do their job when Walmart failed to provide the associates and management with the necessary tools?  Walmart did not meet the expectation of hiring individuals to run the store effectively throughout the year and the years before.  Task management is a disaster because there are not enough people hired to do the task. The back room is unremarkable. We have a store manager, Randall Addison who wants full control over that which he has not provided. Randall Addison thinks it is all the associates/management fault. Everyone works too slow. Forget about the fact Randall Addison did not hire enough people. Excuse me,  the blame will be placed at Corporates feet.

One of Walmart’s many excuses for not hiring applicants because they could not pass their drug test screening.  Can the associates/management inside the store past their 3-D screening?   This would consist of Drugs, Drinking, and Depression.  Walmart has stepped up the program by enlisting the 4th D which is purely Denial. Denial of associates vacations. Denial of letting the associates keep their overtime. Denial of the right to pay associates for half their shift when they come to work and told they are no longer needed. Denial of the right to pay associates the higher pay level when they work out of their area. These are protected rights. (Ex.-cashiers are level 3. If the cashier is constantly placed in Electronics they should be paid for the higher position which is electronics level 5. The Department Manager position is a level 7. Denial to pay the day and mid-shift overnight differential when associates work overnight. Good old fashion Denial and lawbreakers. Please, associates, read your CBLs and don’t just click on the box.

It takes a lot to come into a job and clock on as an associate or a salaried member of management knowing no matter what you do it will Never be good enough or meet Randall Addison expectation. A man whose expectation is so unrealistic it cost his demise at store #1802 in Topeka Kansas only to be recycled to #2857 to destroy the associates and management who has failed to take a stand. Why? Pure fear of retaliation, intimidation, discrimination and the constant unnecessary surveillance. I guess this is HR solution for fixing the problem. The harassment,  surveillance, retaliation, coercion/force, and the most negative hostile environment is pervasive. Negative campaigns are used as a top strategy to get associates to turn on each other and later be fired.  A major strategy used is coaching to lock employees and management inside of the store so they can’t transfer. So here you have a manager town hall/ousted from one store and brought total RETRIBUTION upon store #2857 for his FAILURE. HR did not take responsibility to have this man ousted from the company. They knew of his track record but Randall Addison kept his job. Why?  Which one of his cronies gave Addison the Tap On The Shoulders. Cronyism at its finest.

Were the customers served? That would be a big fat NO. The second basic belief of Walmart is services to the customers. It was not met and the second belief shot down.  A hiring freeze was put on when folks needed the jobs and extra cash.  It is the Scrooge effect.  No more overtime was allowed.  If any of the associates didn’t cut their overtime they would be given a personal discussion. If the associate’s name showed up too many Times in the pool of overtime it ends up as a coaching.  Escaping to another store is out for a year.  It gives Walmart more Time to coach you for failure and you are now out the door. Coaching for failure and not for success is not striving for excellence. The 3rd belief shot down. Strange, Walmart was asking people to come in and work because Walmart needed the help.  The consequences rest on the heads of the people who needed the money to help their families and friends.  I can hear Janet Jackson singing, “What Have You Done For Me Lately.”  How can the associates serve the people when Walmart does not invest in its associates? Walmart failed to meet the customer’s needs. Who put Walmart on the map? Exactly!

Missouri is a No-Fault State.  So Walmart can never be at fault and can make up anything on their associates.  Countless of Times Walmart has been rewarded for their Intentional Behavior. Walmart receives the Rolex Watch Award.  Walmart’s No-Fault Attitudes, No Accountability, and No Consequences has landed them in the Hall Of Shame.  The Supreme Court upheld Walmart in their class action lawsuit  (WALMART vs DUKE) weakening the laws of Title Vll of the Civil Rights Act of 1964. When this law was amended in 1991  The Roberts Courts shifted the balance of power and another tool was stripped away from women. The gap of sex discrimination began to narrow and Women rights to fair and equal wages are at risk of becoming non-existing.  The Roberts Court is the new strippers and pole dancers in town.   On many occasions, the Roberts Court ruled in favor of many landmark cases against women.  The Hand That Rocks The Cradle has taken control.  More power has been given to Big Banks and other corporations. This has left the Everyday People (a song written by Sly and the Family Stone) and Ordinary People (a song written by John Legend) out in the cold.  The weather outside is frightful and baby it is cold outside. I hope Sir Michael Steele of the Roundtable, also an analyst for MSNBC, understand how people get those Rolex watches. How About That, Charles Ellison?  Too much power is given and the person wants to show off their bling.  Who get’s busted every time after the photo-shoot? Exactly! Why is Clarence Thomas on any of these cases in regard to Women’s Rights?

Thanks once again WordPress for unplugging my memory.  I had to think of a very long word to connect the dots to CEO Doug McMillon on his YOUTUBE debate with an associate who was given a Tap On The Shoulders. Supercalifragilisticexpialidocious is a no-nonsense word meaning fantastic or approval. The associate’s name was IWALANI JANANN MUIFA OPUPELE PSZYK.  I guess this was Doug McMillon initiation day to demonstrate how an associate of 2 years of Walmart could advance by the Tap on the shoulders. It is Time to sing Smiling Faces by Undisputed Truth.  Look at all the people who have been standing in lines for years. This was not fantastic nor did I approve.  Doug McMillon demonstrated how Walmart can make up the rules as they go.  All that power shifted to into the hands of Walmart by the Supreme Court. Has Walmart followed the laws? Is Walmart honest and fair? Hasn’t it been proven that Walmart has manipulated, misrepresented, abused and concealed information?   It was proven by a law firm hired by Walmart 6 years before Walmart vs Duke that men were 5 and half times as likely to be elevated to higher paid positions than women. Blatant discrimination but Walmart carried on their practices. How many Times has Walmart acted unethically? How many Times has Walmart asked an associated to do something unethical?  Walmart has violated every one of their ethical rules. Walmart can terminate an associate at any Time for no reason at all. There are many associates fired for Wrongful Termination. How ethical is that? The Store Manager and the 2 co-managers have earned their ROLEX WATCHES 3 Fold.

Jenny and Gabe, I am sorry you are no longer with the company. You were forced out and quit because you could no longer take the retaliation, discrimination, and the hostile environment. Forced out and wrongful termination is covered under constructive discharge. Brenda A., Russ, Beverly and the many associates who were also forced out of their jobs I really miss you. Exceptional Employees!   Randall Addison, Therese Renzetti, and Ben Abbatte complete the 3 basic beliefs of Wal-mart I don’t Trust or believe in. There are legal standards for establishing constructive discharge.  Employment with Walmart is on an at-will basis and you are free to resign at any time or for no reason unless you are FORCED OUT by an improper act of the company. Take a look at Constructive Discharge under the law. Don’t go quitting your job. Hang tough because it can get rough.  This has always bothered me. People who are hired as Temps and fired before, after, and even on their 90 days can be rehired by Walmart in 90 days avoiding the company from paying unemployment benefits. Hmmm! What happens when they are fired a second time and cannot be rehired.  It is Walmart and it is long overdue for the call out. Time for the old luggage to be dropped off and start fresh for 2015.  Sam Walton said you do not need to leave your store to start a new career. So if you left what was the reason. WHY?  Seek out an Employment Attorney for some down home good advice.  Thanks For The Memory__WordPress.com.