Five Days Before Christmas

The HARASSMENT, RETALIATION, DISCRIMINATION  has been unbearable. The environment is very hostile.  The treatment is abusive and quite intolerable. It has happened many times. It will happen again and again. The biggest RISK is not Knowing the Rule. What happens to the REASONABLE employee who could no longer stand the abuse?  She was too afraid to go to HR because she felt nothing ever gets resolved.  I will tell you what happens.   Girlfriend took her break at 12:10.  She went to look for the manager she felt she could trust to talk about her stressful situation.  She locates the Assistant Manager by the fabric table.  The Co-Manager was there also.  The associate stated it made her very nervous and quite uncomfortable to be around the Co-manager  Why?  This associate is scared of the Co-Manager. There are many associates afraid of this particular Co-manager and afraid of the Store Manager.  She did get the opportunity to talk to the Assistant Manager. The associates clock out at 1:07. At 1:10 the associates passed by my register and told me she had quit.   Who created an Intentional Atmosphere Of Fear? No person should come to work afraid and get harassed. What happens when HR finds out. Does HR know?  Will they resolve the situation?   Jump in HR any time and do your job. Every associate across the nation whether if you work at Walmart or not should remember the RULE listed below.  To raise your awareness seek out information on Hostile Work Environment, Constructive Discharge (quitting your job), Wrongful Terminations, “At Will” Employment Rule, Retaliation, Laws Against Discrimination, Service letter Law (for the State of Missouri) Revised Statues Wage and Dismissal Rights: Section 290.140.1, August 28, 2015, Making Complaints, and Steps to take when you Get Fired. Know your Protective Rights.  Visit Department of Labor & Industrial Relations, Discrimination in Employment and click on labor.mo.gov. Also, click on eeoc.gov.  Employees in the United States without a written contract can be terminated for a GOOD CAUSE, BAD CAUSE, or NO CAUSE at all.  Judicial Exceptions to the Rules seek to prevent WRONGFUL TERMINATIONS.

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.

On Monday, 15th of December an associate comes to the front by the service desk shook up. Fear was written all over her face.  The associate explained to me she was sent to the front-end to do return carts. The associate kept apologizing because she made it clear she wasn’t familiar with the General Merchandise area. She was overwhelmed and was in a great amount of pain. I asked if there was something I could do to help with the sorting of the basket where she wouldn’t have to bend so much.   I told her I would get some associates to teach her how to sort the grocery returns so the items would be placed in the proper isle. The associates laid out the baskets. They notice she was in pain and moving slow.  She reached over the cart and she dropped a grocery item on the floor.  Once again she apologizes. Grabbing two carts the associate tried to brace herself and pick up the item off the floor. With no such luck, she did not retrieve the items.  The associate excused herself to go to the bathroom. When she returned from the bathroom you could look in her eyes and tell she had been crying. She turns to me and said, “I got to hurt her on the job.”  “I’m in so much pain.” Check out Public-Policy-Exception. Read and learn more.  “Walmart will not take my doctor’s excuse.” “I am so afraid the Co-manager is going to fire me?” ” She wants me to do all of the grocery returns.”  When the associate finishes the job she needs to go over to the GM side and put the returns up in the different departments. “I don’t know where anything goes. I won’t finish in time.”  Makes you go Hmmm! Right Dr. M.E.D.

Why would management send an injured person to an area they’re not familiar with and give them a time limit?  Why would management constantly return to the front end to see how many carts the associate had completed?   Is this a set up for failure?  What happens when you are told you are too slow and unproductive in an area you have never worked?  Why should the associate be given a verbal, written, or the ultimate coaching when thrown into an area because Walmart failed to hire people?  Whose fault is it when Walmart goes on a rampage and force out or fire their GOOD PEOPLE?  It is one thing to manage but over managing is a totally different ballgame. Tuesday, 16th of December, the associates are back doing return carts. Over the walkie, all these demands are given out for the associate to do returns and zone several areas. I’m thinking ain’t no way this associate is going to get all these tasks completed. A person with no injury would not be able to do these task and finish by 7:00 am.  Freight is pulled off the floor at 5:00 am and the cleanup process begins at this point. There are several associates who stay to get their areas completed but run into overtime to later get it taken away or need to kill their overtime before the pay period ends. “NO EXCUSES.”  The associate was off Wednesday and Thursday the 17th and 18th. The associate returned on Friday the 19th of December and was back doing returns again. The associate is getting shoved in all sorts of direction.  The associate goes over to the seasonal candy section and starts to condense the candy. Wrong Move! The Same Co-manager visited the associate’s area about 4 times. Why? The associate can’t screw the job up that bad to deserve this intense management. Is this management or harassment? Could it be retaliation because the associate can no longer do her original job from her injury?

The associates go to break at 12:10 pm.  The associate seeks out the Assistant Manager and talk. Next thing you know the time is now 1:00am and the associate had quit and clocks out by 1:07am.  The associate passed by my register at 1:10am to let me know she had quit. The associate was so upset. Time passes. The assistant manager asks me over the walkie was the returns carts getting done. I asked him was I supposed to be monitoring the associate. There was silence over the walkie. About 2 more hours passed and here comes the assistant manager pushing a cart to the front alongside a support manager. I asked him again where was the associate.  Was the associate going to return and finish the carts?  The assistant manager looked me straight in the face and told me he had the associate zoning another area.  He LIED to Me.  I didn’t say a word. Just like the young man who had been told by an unloader he was sorry he had been fired.  The young man was FIRED on 11/15/ 2007 and reinstated on 11/16/2007 by Market Manager Mike Gray who is now deceased.  No 30-day treatment program for REHIRE. BIG MESS UP and the associate snatched back into the system to prevent a Law Suit.  Once again another COVER UP to clean up the SAME Co-Manager’s mess. This young man did not utter a word. Years of INTENTIONAL BEHAVIOR yet no one at WALMART has done anything to eradicate the problem of this SAME Co-Manager INTENTIONAL BEHAVIOR. HR and HOME OFFICE has known all alone.  Remember when the lying begins TRUST END.  The LIES just keeps coming.  It has happened before.  Wow! I knew the associate had quit as I checked my watch it was 1:10 am. Saturday 20th, FIVE DAYS BEFORE CHRISTMAS. I knew management would do everything to cover it up. Whatever happens, I’m not to have any information. I’m cool. You call that building communication skills.

Hold up! I.O.U. Payment for wronging who. This associate was wronged and now out of a job. Wait! A miracle happens! Some miracle. The associate returns on December 31st, New Year’s Eve.  What! No 30-day treatment program to be rehired. OUCH! This is a BIG MESS UP and A COVER UP to keep the company from being sued. How many TIMES has the  SAME Co-Manager made this mistake?   The Co-manager who wronged the associate suggested a leave of absence should be taken on Dec 22nd.  What! No BENEFITS.  How much information did the Assistant Manager know?  The associate trusted the assistant manager.   The same assistant manager who called me a SNITCH. The same assistant manager who called RASHAUD a BOY. Rashaud no longer works for Wal-mart. The same assistance manager whose personal discussion/coaching list has grown. Why? Time for A PROMOTION.  Who is the target? The Black CSM who is a pain in Walmart’s  A**. The same assistant manager who said he is watching me.  The same assistant manager who said he would put me out to the floor. The same assistant manager who said 75% of his job is Coaching By Walking Around (CBWA).  The same assistant manager who will be changing rotation in February and said he will FIRE me. Telling associates you’re going to FIRE them can make them become UNREASONABLE.  I’m Cool.  I ask the question, “is that a threat.” He said “no.” Well, I got 4 months left. Not far off from 15 years Anniversary date.   It is just a fact. Yet everyone this assistant manager has given a personal discussion or coaching whether it was Coaching By Walking Around or just plain old coaching is no longer employed by Wal-Mart.  I have his list also.  Not a good list at all. It is always good to make up the list.  When I look back on the list I feel like Gomer Pyle. GOLLY!  SURPRISE! SURPRISE! The other associates he has told he would fire thinks he is kidding.  I don’t.  I understand the assistant’s style of management.  This assistant manager is trained to follow DIRECTIVES.  WOW! When will I get some positive feedback or learn something positive from the Asst? Manager/Coach or FIRED. Time to get a second opinion. What has he taught me? He is not a mentor. He is definitely not my Homie. He COACHES and uses it as a tool when things go wrong.   Members of management are trained to follow Wal-Mart’s script and DIRECTIVES. Wal-Mart language is in reverse. Instead of COACH being positive to TEACH.  COACH is in reverse and used negatively to PUNISH. Wal-Mart in return will reverse it back on the associate and say the associates did not want to learn.

Let’s take a look at CBWA (Coaching By Walking Around). If 75% of management job is COACHING BY WALKING AROUND (CBWA) it is definitely not working at store #2857 Boardwalk Square, Kansas City Mo. So 25% is paperwork in the office. So when will management get their hands dirty and do some real work with the associates?  Management gets paid and receives their BONUSES.  We’ve had several walkouts and mega FIRINGS.   I thought coaching was to improve a job performance not to lock you into a job. BEWARE! If a manager tells you that you’re so good at the job no one can do the job as efficiently as you, look out. Didn’t you go to see this manager about moving on or being promoted? You have been held back and your rights have been violated.  I thought coaching was for developing people skills, preparing the associates for change, and teaching problem-solving skills. There is much more but I will do that seminar another day.  What happens when management is the problem? Do you trust them? I thought the coaching job was to ask the right questions so the associates could find a SOLUTION to his own PROBLEM.  When will management reach out and TEACH the associates the job or have other associates train the associates before they are thrown into a fiery pit of hell?  How can management hold the associates accountable for what management failed to TEACH?  Why would a store manager grade the associate’s EVALUATIONS based on his failures? How is it possible for management to take an EVALUATION down to zero when not one member of management has pulled the associate into the office the entire year to say, “You have blown the job?”  Chipping away at your EVALUATION means you can no longer do the job,  you are headed out the door with no benefits.  Coaching By Walking Around (CBWA) should never become (CBBD) COACHING BY BEAT DOWN). Remember Wal-mart in reverse is to blame it on the associates and once again say the associates didn’t want to learn. The associates are slow and unproductive. (CBBD) COACHING BY BEAT DOWN.

Recently Home Office wanted to know why had there been so much overtime. Simple! All the MEGA TRANSFERS, MEGA FORCE OUTS, and MEGA FIRINGS by the same members of management had the same associates rotating back to snatch up the overtime offered.  The same members of management failed to hire people. What! It’s Christmas.  People could use the extra cash at this time of year. Our store suffered.  Did we serve the people?  NO! Associated were falling off.  Even the associates doing overtime got fed up. They finally realized the money didn’t matter and more people being hired did. It was not because of theft in the store  It was not all attendance.  Who has opted out once again to take responsibility? Come on! Say it with me. WAL-MART. Home Office could send the report to me. After looking at the list of events and the people who are no longer there, Home Office would not be happy with my report. Why do we have the story FIVE DAYS BEFORE CHRISTMAS? EXACTLY! Some members of management.

How is your work environment?  Maybe your work environment may not be ABUSIVE, INTOLERABLE or HOSTILE as my work environment. Every time an associate walks out they prove the part of the RULE that states IT IS NOT ONLY INTOLERABLE FOR THE ASSOCIATE WHO HAS LEFT THE BUILDING, BUT TO A REASONABLE AND OBJECTIVE EMPLOYEE IN A SIMILAR CIRCUMSTANCE. AN EMPLOYEE WHO QUITS WITHOUT GIVING HIS/HER EMPLOYER A REASONABLE CHANCE TO WORK OUT THE PROBLEM IS NOT CONSTRUCTIVELY DISCHARGE.  In this case, it is the SAME MEMBERS OF MANAGEMENT.  You really think management is going to work through the problem when they have caused the problem?  Do you think management know what the problem is?   Not only one associate got harmed but MANY ASSOCIATES got harmed by the Same Co-managers.  The Same Store Manager brought harm to another store (1802) in Topeka Kansas. Why has the INTENTIONAL BEHAVIOR continued? Who did he “CONVINCE” to come to another store and drag the entire store morale down and chase everyone away? Who did the same Co-managers and assistant managers “CONVINCE” they were going to correct the mistakes they made? Whose DIRECTIVES did they follow? Not to question one time whether it was right or wrong to FORCE OUT/FIRE all these associates and not have any help during the Christmas season or throughout the year. Who should take responsibility? We know who won’t take responsibility. WALMART!

It is terrible for someone to HARASS and wrong you.  Why should you have to figure out a way to get BENEFITS?  Maybe they will use their short-term disability, vacation time, or any time the associates accrued.  What a setup! The bar is set very high on the Rule: Constructive Discharge. It has happened to an associate who is Hispanic, who walked out and has her job back. Same Co-Manager.  Review the story Screamers, Shouters, and Shooters-Dec 3rd, 2013.  It happened to another associate from Kurdistan. The associate was snatched back into the system and still works for Wal-Mart.  No 30-day treatment plan for REHIRE. The mess up covers up is back.  He is not at all happy. Same Co-manager!  A young lady on maintenance, Mexican,  is scared of the Same Co-Manager and Store Manager the way they talk to her and treat her. She is transferring out to the store. She hopes her transfer goes through.  I thought SAM WALTON said you don’t have to leave the store. I guess all bets are off. Go talk to the unloaders or maintenance crew.  You can talk to any person in the store and see what you will get. They would be very helpful.  Hispanic, Kurdistan, Hispanic this list is not starting out too good. The associate who walked out is from the Philippine. Throw in a couple of Africans or some Micronesians. Go ahead and make some Gumbo soup. Who’s being targeted and set up for failure? NOT GOOD!

It is a known fact the Store manager,  same Co-manager, and the same members of the management team will deny the transfer. These same members of management will coach you and you will be locked in for one year or until they find a reason to force you out or fire you.  The Same Co-Manager has a pattern of behavior of constantly using this strategy on the associates to induce mega fear.  What about people from other countries?  I’m quite sure it is a struggle to learning the laws of becoming a citizen but to compromise ones citizenship induces more fear. When the associate comes back to work they will do anything.  Did any of the following associates get reimbursed for time lost? I think we know the answer to that question.  Strange! Why do they have their job back all of a sudden?   Targeting different races who are afraid to speak out because they do not wish to get in trouble with the United States while they are trying to Gain citizenship.  What a Cover Up.  Walmart in reverse mode again. The term GAIN is to FIRE an associate in Walmart’s Reverse World.  I guess the next step is to ACQUIRE a new person which is GAIN in the REAL World.  Why has this mistake been made time and time again and the Same people seem to get away. Who BENEFITS? Don’t you think it is TIME for an Independent Investigation by the Attorney General?   Assistant Manager Stephanie Pope walked out and we never saw her return.  Why?  We can refer to the RULE at the top of the page for her exit. There have been many managers who left the store because of the same Rule.  Why did so many of the associates transfer from the store to become new associates at Gladstone, Liberty, St. Joseph, 40 hwy. and other surrounding areas? Refer back to the Rule at the top of the page. This will help HOME OFFICE with their report on the loss of associates. It is the Store Manager and the Same Members of Co-Managers, and the same members of assistant managers. HOME OFFICE if you do not realize it by now it is definitely a MANAGEMENT PROBLEM. You Know Now!

The associate made it quite clear February appeared far away.  She didn’t know if she could make it. The associate’s fear is great and very legitimate.   The associate didn’t know if she could wait until the Same Co-manager rotates over.  Good news! The associate has many witnesses who saw what happened on the days she was up front doing returns. Who will be dragged into the office and interrogated?   The same thing can happen or has already happened to other associates.  This incidence should have never been overlooked.   Reasonable chance for the Employer to fix the problem when the problem is (the SAME) members of management who has gotten away for years.  The Employer doesn’t want to get the WHOLE PICTURE because the picture rests on NOT paying out BENEFITS. Another way to look at the situation is getting rid of all these people so the store can operate on part-time associates only. Well, I guess that solution will kill paying out insurance.  We didn’t have enough full-time associates hired in a timely manner to operate the store.  Knowing the Rule is quite significant. Once again my head goes back on the chopping block.   Intentional Pattern of Behaviors has raised its ugly head once again the same time this year.  Coaching is right around the corner and firing is next on the list.  It is time for another Assistant Manager to step up and become Co-Manager. Why?  So if the Assistant Manager get rid of the thorn in the side who swings the sword of ACCOUNTABILITY he will no longer use his 75% of time CBBD (COACHING BY BEAT DOWN).  I can add him to my list of all the other managers who have come to my head. This is the same Assistant Manager who said I need to watch what I say because people listen to me. Why should you listen to me and learn about your Protective Rights and the Laws? Listen to him. Remember 75% of his job is COACHING BY WALKING AROUND (CBWA)

It is time for maintenance, the unloaders, backroom associates, stockmen, cashiers and all the associates to speak out and let your voice be heard. What good is fighting for $15.00 an hour if you do not know the RULES, the LAWS, and the Company you work for to sustain your job?  ACCOUNTABILITY 2016. A lot can happen at any given time.  To this associate, Five Days Before Christmas was pure hell. The associate is still afraid. WHY?  Once again, Refer to the Rule at the top of the page. It could be me or you NEXT.  There are a lot of injured parties at store #2857.  Remember to learn more about this RULE before you quit your job. You will lose out and your case will be harder to prove unless you have some witnesses. I want what is best for the ASSOCIATES.  Walmart does not invest in their associates but is willing to reap all of the benefits.

Special Note: Visit eeoc.gov and review eeo21.com on Constructive Discharge. Read and learn more. Also to raise your awareness visit timslaw.com.  GOOGLE “At Will” Employment and learn about the history of this policy and know your rights.  Knowing your rights put you at an advantage when you are Wrongfully Terminated or when you are FORCED out the door or not given the option to RESIGN.  Wal-mart has it a way of dodging Accountability.  FEAR can make anyone become UNREASONABLE. The associates have been severely PUNISHED. Let’s change the word to PUNITIVE. Same! Same!  Questions the associates need to think about/mental processing.

1.) Do you feel your employer has treated you poorly or severely punished you/WRONGED YOU?

2.) Do you feel your store manager, certain co-managers, and assistant managers have treated you poorly and severely punished you/WRONGED YOU

3.) Do you think these members of management could ever “CONVINCE”  the associates their BEHAVIOR would change and they would not make the same mistake?

4.) Wouldn’t this be INTENTIONAL BEHAVIOR if these members of management knew the strategy of their WRONG-DOINGS induces FEAR in the associates?

5. ) Did HR know about the MISTAKES and the BEHAVIORS of these same members of management?

6.) Did Home Office know about the Mistakes and the Behavior the Store Manager made at the previous store?

7.) Who did the Store Manager “CONVINCE” to give him another chance?

8.) Has the Store Manager failed again?

9) Why hasn’t any action been taken against the Store Manager?

10.) Why hasn’t any action been taken against the same Co-managers and assistant managers?

11) Is there any reason to TRUST these Same members of Management again?

12.) Who did these same members of management “CONVINCE” they would not make the SAME MISTAKES again?

13.) Is there any reason to TRUST HR to help solve the associate’s problems when nothing ever changes?

14.) Who does WAL-MART work for?

15.) Do you feel “DAMAGED” as an associate?    PUNITIVE+DAMAGES=PUNITIVE DAMAGES

16.) Will Walmart be held ACCOUNTABLE for their actions?

17.) Do you think Walmart hire and targets immigrants INTENTIONALLY because they are not aware of their rights in a foreign country?

18.) Do you think Walmart hire and targets Blacks (African-Americans), Hispanic, Latinos, LGBT, Disabled, or people with lower incomes,  and the poor INTENTIONALLY because they are not aware of their rights in their own country?

19.) Do you feel these questions will be helpful to your mental processing?

20.) Do you understand WHY Walmart wants to get rid of me?

Too much INTENTIONAL BEHAVIOR. Once upon a time on the grocery side, there were a lot of immigrants. What! GONE! Shut Up!  You better know it was not because of ATTENDANCE.   Review question 17 and 18.  Let’s go back and visit the story Message To The People Dec. 11, 2013 another giant SURPRISE! SURPRISE! Nelson Mandela died December 5, 2013. This story was released 6 days later. I did not make this up. TRU! DAT! Look at the list. There are 11 different languages. All these associates were on the grocery side. They have all gone missing. Why?  I can’t make this up. I sure as hell can’t speak any of these languages. UnBelievable! Let’s take a look at the countries.

1.) BOSNIA

2.) Ethiopia

3.) SPAIN

4.) ARABIC

5.) SW NIGERIA

6.) PHILLIPINO

7.) GHANA

8.) HAITI

9.) UGANDA

10.) MICRONESIA

11.) PHILIPPINE

WHERE DID THEY GO?  Hmmm!

Dr. M.E.D. It is Time to start putting the pieces of the puzzle together. Let’s revisit the story Inspirational__You which was released August 4, 2014. Yes, it was the President Birthday 2 years ago. I didn’t make that up.  TRU DAT! I need all of the MEDIA that MATTERS to take a real close look at this story. A new assistant manager, Stephanie Pope is placed overnight on Tax-Free Weekend by herself without any Co-Managers. Will she survive Walmart’s test? In comes the Dark Knight, Ricky Farr, to the rescue. This was the Black Assistant Manager who was placed overnight.  This was wrong to the 3rd degree.  The COVER UP was to place a white female overnight. I mentioned there had not been any New Assistant managers placed overnight. Walmart is reading the stories.  New management always starts on the day shift. Assistant Manager Stephanie Pope walked out because of the RULE at the top of the page.   Remember in Charlotte’s Webb_Redemption Time!  Stephanie Pope was the only Assistant Manager who did not receive a Development Needed for her Evaluation. Ricky Farr was sent to the LEGEND store #1151. Why? Same Rule at the top of the Page. Notice how I used the word Legend.  Watch how LEGEND come to life in Walmart’s reverse mode World. Here comes the TWISTED BEHAVIOR.

Who needed to once again feel they were POWERFUL, in CONTROL, and UNTOUCHABLE. The store manager.  The store managers favorite pass time is race cars. Who does that remind you of? The failed Chairman of the Board Rob Walton who was removed and replaced by his son-in-law, John Penner.   Both these men have something in common. Rob Walton loses his position as Chairman of the Board.  Maybe Rob went Wild and spent too much money.  Randall Addison lost or was ousted out of store #1802  in Topeka Kansas.  Sending Ricky Farr to the LEGEND, a store, and location, where he did not want to go, was torture. See how the word LEGEND is now 3D.  Ricky Farr revealed to the store manager he wanted to REALLY go to TEXAS. The LEGEND is in KANSAS. Okay!  Having Ricky look at the Speedway was Randall Addison PUNISHMENT.  Refer back to Snitch This! Here’s The Playlist.  Whose plan was it to keep all the Black Manager out of the store? What manager had been at the store the longest. Hmmm!  Forget about the TRO (Temporary Restraining Order). This store manager and his crew need something that will last much longer to keep their INTENTIONAL BEHAVIOR from becoming bulletproof.  Time to go for another court order (INJUNCTIVE RELIEF) their behavior is out of control. Randall Addison INTENTIONAL BEHAVIOR CONVINCED WHO? Soon as Ricky Farr left store #2857 he was replaced by another Black Assistant. Cover up again. I know Walmart read the stories. Hey! Why Not. The TRUTH would be good for Walmart. Did Walmart kill 2 birds with one stone? Stephanie Pope and Ricky Farr no longer work for WALMART.  Unless Stephanie Pope is at another store and Walmart is keeping it under wraps. Peep at the top of the page and the RULE is still there.   Revisit My Friend With the Yellow Pen June 11, 2014. Oh, we are finally approaching the end.  GOLLY! SURPRISE! SURPRISE! Gives you a nice big chunk of the puzzle. The same managers and all the VIOLATIONS in the store and VIOLATING the associate’s rights. As I looked around all the associates who had disabilities began to go missing.  Reviewing Constructive Discharge do you REALLY think these same members of management would try to resolve any of the associate’s problems.  What A SETUP!

Walmart loses an assistant manager. He only thought I had one skill. Later the one skill I had been taken away by the Same C0-Manager.  Why did I file EEOC complaints? The Black CSM head goes on the chopping block again. CEO Bill Simon is kicked to the curb and CEO Doug McMillon steps up to the plate. All in the month of August 2014. Busy Month hey! Talking about tying up loose ends. Every Manager that was on my Evaluation is Gone. Co-manager Shanna-transferred. Why? The RULE is still at the top of the page. Richard Fransen screwed up BIG TIME. He is now at another store. Stephanie Pope and Ricky Farr. The RULE at the top of the page. The only two left are the Same Co-manager who has NEVER changed her behavior since her arrival in 2007.  The same assistant manager who said he was going to FIRE me.  HR has known all the time. My last visit to HR was in 2012.  To help shed some light on the subject on May 15th my 15th anniversary will be coming up. Any associates grandfather in the store has to go.  Any associates that have overstayed their stay has to go. Any associates with medical injuries and can no longer do their original job definitely has to go. Sounds familiar. Any associates that are 40+ has to go. Any disabled associates have to go. Any associates that are immigrants have to go. The list goes on and on. Any associates close to becoming fully vested, look out. There is so much more.

As for all the pain, suffering, and mental distress the associates have experienced is called COMPENSATORY DAMAGES. Hey! There will be more DAMAGES to discuss. So hang tight. Next time you become so upset and frustrated and say the word “I quit” think about Back Pay, which is the wages or salary you would have made from the time you quit until the time you file your lawsuit. Front Pay, payment of your normal wages or salary from the time you won the case or until you are rehired by your former employer or until you find a similar job. Throw in your PUNITIVE DAMAGES because you know you as an associate, “WERE WRONGED.”  Throw in Attorney Fees (Cost Sharing) Whoever was responsible for your troubles (finding of liabilities).   It would be so nice if the associates could request a court order on the out of control behaviors of the Same Members of Management (Injunctive relief).  So the Same Members Of Management would not have a REPEAT PERFORMANCE on their Threatening, Bullying, Retaliatory Behavior.  This would help the calm before the storm until Court TV (Status QUO) to keep Walmart and their team of management from becoming “BULLETPROOF”).  A court order is granted to basically say “SLOW YOUR ROLE”  Just to let you know there would be so many TRO’s (Temporary Restraining Orders) Why? To hold Walmart in place before they could do more harm or damage until Court TV.  No Corporation should be TOO BIG TO FAIL or TOO BIG TO PAY THE PRICE when harm is done to you, me, and anyone NO CORPORATION should be TOO BIG TO JAIL.

THESE ARE YOUR RIGHTS AS AN AT-WILL EMPLOYEE

STAND UP FOR GOOD CAUSES: EMPLOYEES BALANCE OF POWER

A.) Laws Against Discrimination-Title VII of the Civil Rights Act of 1964- visit eeoc.gov. Read and learn more.

B.) Types of Discrimination

a.) AGE

b.) DISABILITY

c.) EQUAL PAY/COMPENSATIONS

d.) GENETIC INFORMATION

e.) HARASSMENT

f.) NATIONAL ORIGIN

g.) PREGNANCY

h.) RACE/COLOR

i.) RELIGION

j.) RETALIATION

k.) SEX

l.) SEXUAL HARASSMENT

More Rights:

1.)Promoting

2.) Pay Raises

3.) training

4.) recruiting

5.) hiring

6.) firing

7.) workplace testing

8.) challenging a job loss

9.) wages and overtime

10.) family and medical leave

11.) on the job safety and health

12.) health insurance and retirement plans

13.) unemployment disability and workers compensation insurance

14.) union rights

Whether or not if you work at Walmart.

Learn about the Employment At-Will doctrine and the THREE MAJOR EXCEPTION: 1.) Public-Policy-Exception(43-50 states) adopted this policy including Missouri. 2.) Implied-Contract Exception (38-50 states) adopted this policy. 3.) Covenant-of-Good-Faith (11 states) only.  Too bad Missouri did not adopt this more progressive policy.  Read At-Will Employment: What Does It Mean? Click on nolo.com. EEOC

I wanted to especially share this article with Charles Fishman who wrote The Wal-Mart You Don’t Know at fast company.com. You Know Now!

Just checking in with CEO DOUG McMILLON, GREGG FORAN(Chief Operating Manager of Walmart), and JUDITH McKenna (Chief Operating Manager of Walmart) to let you know how this store is operated. Oh by the way!  How will HR handle this situation? If I know. I’m quite sure HR knows.

Dedicated to: President of The United States Barak Obama. Love The Speech. Brother Got Jokes! Vice President Joe Biden, Attorney General-Loretta Lynch, Labor Secretary-Thomas Perez, Robert Reich,  Senator Elizabeth Warren, Senator Bernie Sanders, Attorney General Chris Koster of Missouri, Senator Claire McCaskill of Missouri.

Dedicated to MSNBC: Sir Lawrence O’Donnell, Sir Chris Hayes, Sir Chris Matthews, My Friend With The Yellow Pen (Secret Agent RA-RA), Sir Ed Schultz (always a knight at the ROUND TABLE) DWIT :), Dr. M.E.D.

Please review The Employment At-Will Doctrine: Three Major Exceptions www.bls.gov/opub/mir/2001/01/art1full.pdf.  Type in the search box At-Will Employment. Please review the following PDF.  The employment-at-will doctrine: three major exceptions at the very top of the page.

2016 NLD__Reverse Mode Coming Soon!

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.) www.eeoc.gov (TitleVII of the Civil Rights Act of 1964)

2.) eeo21.com (theories of discriminations)

3.) www.nlrb.gov. (National Labor Relation Board)

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

5.) www.eeoc.gov (573-751-3325)

6.) 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.) www.timslaw.com (constructive discharge)

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

9.) www.aflcio.org (Walmart)

10.) www.afj.org (Walmart)

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

12.) 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 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 www.salon.com and read Don’t Believe The Wal-Mart Hype: Here’s proof it still isn’t paying it, workers, enough. Visit 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 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 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!

Snitch This! Here’s The Playlist.

Whew-Wee! You mean to tell me the associates are not allowed to sit on the benches anymore.  What! The only place you can have your breaks and lunches will be in the Break Room or outside.  Hey, I will admit I sat over in the corner at the service desk and would eat my lunch. No one could see me. The majority of the times when the associates came to pick up the returns they didn’t know I was there. Other associates begin to come and sit on the bench inside customer service.  There are 2 benches by the time clock near the podium. One night I was sitting behind the service desk eating my lunch. The Co-manager comes up and started throwing return buckets around. This incident was witnessed by 2 other associates and the other CSM.  The CSM said it happen to her over the weekend.  Okay! The other CSM acted like it was a normal occurrence.  Let’s just assume the Co-Manager was angry probably because the returns had not been picked up by the associates or the Co-manager may have felt the CSMs had not called out enough times. I continued to eat my lunch.  The next night the assistant manager rolls up and tells me it was very unprofessional to eat behind the service desk. The assistant manager said she would inform the other associates they could not eat in the area by customer service and sit on the benches by the TIME clock.  The customers would get mad if they would see us sitting around and not waiting for them.   What I couldn’t understand is you could not see me at the service desk. You had to either be told by someone I was there or come into customer service to physically know I was there. The majority of the associates are aware I very seldom go to the Break Room.

Here we go again!  Some people don’t give up. We can now add the vacation request and the public service announcement by the store manager booting me off THE BENCH as another pattern of Walmart’s retaliation for JULY.  Request date was May 23, 2015, and only 1 week approved in July 2015.  CEO Doug McMillon is going to be thrilled to death. I don’t mine filing the 4th Department of Labor and Industrial Relations Missouri Commission On Human Rights complaint. The contact number is 573-751-3300. That just means more paperwork and giving The Human Rights Commission more information about Walmart’s unfair labor practices. The people Walmart leave in charge. Wait until you get further into the story. You will see WHY the month of JULY really means so much to me. I won’t spoil the surprise.

Strange, in 2008 I would stand by the cart carrel to gather heat when my body became cold(booted out).  In  2011 the room by automotive where customers waited for their cars(booted out).  The same year, over on the grocery side of DSD, the room where they kept the red totes with the cigarettes (booted out). In  2012 the room behind customer service was well heated (booted out).  I was in areas where the customer could not see me nor the associates. I was booted out by the same Co-manager.  I just wanted a place to eat in peace. Here it is July 2015, maybe Co-manager Theresa just wants me booted out of the building period.  I guess it is more professional for Co-manager Theresa to throw around return buckets and let the associates see how well she handled situations.  Well, you know you can’t single a person out. I guess the store manager forgot in 2013 he sent another Co-manager to boot me out of a small area.  Now it has been made into a tiny office.  The store manager made the announcement everyone has to eat in the Break Room or outside.  I wonder if Co-manager Theresa left something out? Maybe she forgot to tell the Store Manager, Randall Addison how many times she has booted me out.  Even in the nightly meetings because I ask too many questions I was booted out.  What do you think? It feels to me as though I was singled out. I wonder if any of the other associates have been booted out as many TIMES as I have.

DUDE! I am not a union organizer. Just to let you know I am not being disrespectful to management. Walmart has a gift card out that has a grey background with bold dark grey capital letters spelling out the word DUDE.  I bought one to show certain members of management because if you say something they may take offense to what you say or take what you say out of context. I was in the office talking to Assistant manager Dianne about my vacation time. My voice elevated and she said it appeared to her I was coming across as angry. WOW! I explain to her I thought I was expressing myself as being passionate. Here goes the “Angry Black Women Syndrome.” There have been many times Assistant Manager  Dianne has been out on the floor and raised her voice at the associates. I thought she was frustrated because the grocery side has always been short on staffing. I never viewed her as an angry White Women. Sir Chris Knight of the Round Table this is why the President always kept a smooth low tone.   Strange how certain members of management are the flamethrowers of disrespect. Another adverse action on Wal-marts behalf. It only creates a hostile environment. Yes, it will affect the associate job performance.  The Associates see Wal-mart as bullies. Walmart takes everything away, dictating all the rules, and humiliating the associates by saying they are slow and unproductive.  We just recently lost 2 more GOOD PEOPLE and hard workers for this very same reason. Man! I hate being stereotyped.

Man! Where did the TIME go?  Where’s your buddy?  He is back in lawn and garden tonight?  The USA is working in so many departments tonight. All the associates are spread thin and working in different areas.  There are not a lot of people on GM (General Merchandise) side. We are needed on the Grocery Side. So call me early for my returns. I certainly will.  Are you taking an early break? What are you going to eat? Tonight I will snack on a Rocky Road Snicker and a Naked Mango Smoothie.  I will save the ice-cream for another day.  You look so peaceful sitting there.  I’m really tired. Sall, I promised you a story.  This one is for you. I have been reflecting back on many of my stories. There are a lot of people missing in action. As my memory unfolds these where all GOOD PEOPLE. It’s all GOOD. I hated to see them leave the store.  Each person left me feeling reassured they would be alright.  It was better for their health, well-being, and they were looking forward to a salary increase.   Many of the associates made it clear they wanted better treatment and could wait for the pay increase. These associates were tired of the poor treatment they had to receive from Walmart. No matter how hard the associates would try they were viewed as slow and unproductive.

How in the world can you schedule the associates pass their availability without asking? Walmart doesn’t mine. It is just another violation of a LOOPHOLE.  The rules in the policy can change at any time to suit the needs of Walmart.  It was hard to come to work while certain members of management would beat you down. In the morning when it was time to get off, your self-esteem was wrapped around your kneecaps.  Certain members of management on several occasions reminded the associates if they did not like Walmart’s treatment they could go elsewhere.  How many TIMES have I been told the very same thing by certain members of management?  All those GOOD PEOPLE who are no longer with the store looks very relieved and less stressed.   All those GOOD people came back to the store to remind the workers how much they miss them.  Sall, they left me with GOOD memories.   WOW! To go so far as to tell an associate to find another job if you don’t play by Walmart’s rules.  It can make the associates feel helpless. Time to be a Disruptive Innovator. Here goes being bad and breaking chain of command to bring a new way to get this message off of the bench and onto the GRID. On a GOOD note, Oprah said don’t forget to document.  Oprah stated sometimes it is TIME  to move on to another job.  Snitch This! Here’s the Playlist.

Please Visit:

Indeed-www.indeed.com

Monster

GlassDoor

SimplyHired

AolJob.com

Jobdiagnosis.com

Beyond.com

About.com

ZipRecruiter, Inc. www.ziprecruiter.com

USAJobs-www.usajobs.gov

Snagajob-www.snagajob.com

The Ladders

Dice

Salary.com

Internship.com

Wall Street Journal Career Site

CollegeRecruiter.com

Jobing.com

Jobcentral.com

Net-temp.com

Idealist.org

Job.com

Sall, there are so many jobs websites. Forbes listed Top 75 Websites for your career in alphabetical order.  Forbes also has 100 top websites for Women. I say to you Sall, Raison d’être. You will never have to feel like you are trapped.  I really did not like being called a Snitch. Toure thinks it is horrible too. I figure if I SNITCH it would be to help serve a greater purpose for other people’s live.  I really don’t like the term, Snitch. Who’s Toure? He is a guardian of the Knights of The Round Table on MSNBC.  Guess What! I am not sitting on the bench delivering a locked in message. Power to the GRID! Sall, I want the world to know that these people on this list will always be eternal flames in my heart.

There are TIMES when I created a list and I can see race, age, sex, national origin, religion, and color just pop out. Asking questions helps. Let’s visit Mr. Rogers neighborhood.  Who dominates this list?  What? Shut Up!

1.) Nadia-Mommy of the Year. Love sharing time with her sons. She was a GOOD HARD WORKER and loved her job at Walmart. What a loss!

2.) Pete-Mr. Stylist himself and loved every kind of shoe in the world. GOOD WORKER, friendly and easy-going and definitely GOOD PEOPLE.

3.) Rashaud- Love his music and the Brother could sing. GOOD WORKER. Doing his thing at GM. His favorite candy was vanilla carmen creme. Rashaud did not like being called a BOY.  So Snitch This! There’s more to the Playlist.

4.) Antonio-Delightful personality and very unique. I can see Antonio zipping through the store with his bag of Smart Popcorn and his bottle of Star Bucks Frappuccino on his lunch hour.  GOOD PERSON and he tried hard.

5.) Balvin-Mr. Healthy Eater. Love mangoes, avocados, all types of fruit just like you Sall.  A very Hard and GOOD WORKER. All around smooth and a very easy-going person.  What a loss.  Balvin comes to Walmart at night proudly wearing his Park Hill School District Badge.  This brother made it clear he would go out on his own terms.  He was told basically by the Co-manager if he could not wax the floors they no longer had any use for his services.  Park Hill is now hiring.

6.) Rob loved his old school music, a comedian, and love old school candy.  GOOD PEOPLE and GOOD WORKER

7.) Tanya-The Grandmother of the year. Always shopping for her grandchildren and Ms. Entrepreneur of opening up a chain of Day Care Centers. Hold onto your dream. GOOD PEOPLE and GOOD WORKER.

Sall, there have only been 6 Black assistant managers in this store over a period of 14 years. Walmart will probably bring another Black manager to cover up. Can Walmart cover up all the hurt and pain they have to cause the associates?  Look around. There is not one Black manager in the store yet.  Hmmm! How discriminatory is this?  It didn’t take long to get rid of Mr. Ricky.  Who masterminds a plan to alleviate all Black Assistant Managers from store #2857?  When you write a story and the people start disappearing from the story there is a great cause to be concerned.  The Confederate Flag has been removed.  Walmart said they would participate in removing symbols of the Confederate flag.   Now it is TIME for the IDEOLOGY, and the people who want to hang onto the GOOD OLD BOY SYSTEM, and THE TAP ON THE BACK be taken DOWN.  Home Office controls the heat, water, and air. If everything is controlled by Home Office maybe it is TIME for the associates to organize and go to HOME OFFICE and list concerns for yourself, the store, and pay increases. The associates have the right to organize and Town Hall management out of their positions.  I think this is why the associates can no longer set on THEM THERE BENCHES.  They can always go to the GRID and they won’t get written up.  Walmart may have to Pull the Plug but I, Linda Garrett, choose to breathe on my own.   Can you hear Patti LaBelle and Michael McDonald singing On My Own? It would truly help if the associates get in touch with HOME OFFICE, the news media, and DWIT (Do Whatever It Takes) to bring down the Confederate Flag. This is Slavery, Bondage, and Control. The associates have always held the power in their hand. Now it is TIME to use their VOICES. Now you see WHY I get booted out.

Sall, we need to be a part of the policy-making process. THE TAP ON THE BACK gives Walmart leverage to change their policy to fit their needs at any given TIME, not the associates. The TAP ON THE BACK disrespect the worker’s rights and weakens the laws of Title VII of the Civil Rights Act of 1964.  Sall, Title Vll prohibits employment discrimination based on race, religion, sex, color, and national origin. Sall, you are from Africa. Knowing your rights gives you leverage and puts the power in your hands, not Walmart.  The TAP ON THE BACK gives power to Walmart Corporation who has failed to respect the laws.   It is quite easy for Walmart to disrespect those associate who has worked for Walmart Corporation for many years.  Tenure is not respected.  We are not respected.   An example would be Walmart raise increase. The longer a person stays their wage is suppressed even more. This hinders the development of one’s job performance.  Sall, there are laws that protect you from pay discrimination. Anyone coming in after the raise increase has walked into the door making more than the person who spent years to get to the new associate’s salary. Think about the people who were here before the wage increase went into effect.  Some associates were paid at a higher rate and were in a lower pay grade.  Who wants more responsibility in a higher pay grade but receives less money? How did these associates reach their salary cap so soon?   Walmart raise increase is based on how much they favor an individual.  God has no favorites. God grants Grace. God does not discriminate Amen!

Every person did not get a raise but many of the associates thought the raise would be for all of Walmart associates. Laws are put in place that protects our HUMAN RIGHTS against Discrimination In The Workplace. Can I get an Amen from Congressman Sean Patrick Maloney, from New York?  Missouri is a No-Fault State but it does not give Walmart Corporation the right to create an UMBRELLA OF LIES. Do not be intimidated by Walmart’s size.  Walmart must be held accountable for their sins.  Sometimes we fall from GRACE because we are BLINDED by GREED which stares us in the FACE. Corporations lose sight of the people who put them on the map. Money is the #1 priority.  We lose GOOD EMPLOYEES. We lose GOOD CUSTOMERS, We lose GOOD MANAGEMENT.  From the echoes of Senator Elizabeth Warren from Massachusetts, if you are too big to fail you are too big to exist.  From the battle cries of Senator Bernie Sanders from Vermont, Demos.org, UpWorthy, and many others the minimum wage needs to be raised to $15.00 an hour in order to be competitive. To uplift the poor from the poverty level and keep the middle class in tack.  Can I get AMEN to that?

I love AMAZING GRACE. The tune floating in my head is Oh Happy Day. When Jesus washed, Oh when he washed, he washed my sins away.  Oh, Happy Day. No, you don’t earn Grace. Grace is granted by God Almighty. Grace is a special gift handed to us by God who will forgive our sins. God will judge us all in the end.  Do we deserve GRACE? NO!  Man judges but can never grant a person GRACE. There is so much that man has to forgive himself so he may judge objectively. Who forgives our sin?  Well, you know some people are not in the forgiveness business.  Thank God for granting us GRACE.  God Favors us all. A man has his favorites. Sall, this is when discrimination comes into play because one side is favored more than the other. God does not discriminate. God is in a Neutral Zone.  Through Gods lens he sees no color, dollar amount doesn’t matter, nor the size of the corporation, and whether or not if you are a celebrity when your ship sails it will be TIME to go.   Oh, Happy Day. Sall, this is why we need to step outside and bring in independent investigators who do not work for Walmart and will remain Neutral in evaluating any type of grievance. All the people on the list below need to know they do have a choice and always get a second opinion. It doesn’t need to be Wal-Mart’s opinion.

Off the top of my head, I do not wish to view any of the associates as FAMILIAR STRANGERS.  Somewhere down the line, Sall, we must complete the conversation and learn to get along in order to have a productive work night especially when we are short on people. We spend a lot of hours together and I would like to think I have learned something about each associate as they come to the register.  What puts a smile on their face and keep the associates within the boundaries of remaining human? Once you give these 25 associates their zu-zu’s and wam-wam’s you got 25 smiles without a raise.

1.) Ricardo-walnuts and avocados

2.) Karen-mocha frappuccino and M&M’s

3.) Tim-oatmeal cookies and Sunkist orange soda

4.) Dwight-mangoes and plum

5.) Charlotte-cherry coke and peanuts

6.) Tony-Red Bull and Doritos

7.) Jeannine-Marlboro Red and Twizzler

8.) Cory-pizza and sherbet ice-cream

9.) Unisa-KickStart Cherry Mt. Dew and Rice Crispy Treats

10.) Alex-Lipton Green Tea and Life Savers Gummy Treats

11.) De Andre-Welches Fruit Snack and Gatorade Blue Drink

12.) Ashley Cherry Coke and Chocolate Mushroom Cookies

13.) Tanetra-Coke and Reese’s Peanut Butter Cup

14.) Robert-Mini Fudge Brownies and Red Kool-Aid

15.) Jamie-Chobani Coconut yogurt and strawberry cupcakes

16.) Daniel-Barbecue Pork sandwich and Vanilla Double Shot

17.) Tretez- Twix and White Hersey Chocolate bar

18.) Ms. Peggy-coffee and pure ice one flavored drink

19.) Brady-Octopus and Butter Pecan Ice Cream

20.) Keon-Graham Crackers and Manchurian noodles

21.) Hans-Lime popsicle and chocolate candy

22.)David-Rice Crispy Treats and Mt. Dew Code Red

23.) Derrick-Watermelon gum and Mt. Dew

24.) Mrs. Lauren-butter frosting cakes and cookies

25.) Sara P-pickles and Dr. Pepper

These are all GOOD people and hard workers. Our store consists of many GOOD hard workers.  I probably can name something they all like or they all like to do or places where the associates visited. The associates are not FAMILIAR STRANGERS but more like FAMILY.  This is how the job gets done by being able to communicate to an associate the smallest of their interest is important.  Let the associates know you are paying attention and you do care.

I can look in the basket of many of the customers and remind them if they left out any general merchandise or grocery items. There are a lot of GOOD customers that have frequent the store. We have lost a lot of GOOD customers.  The people feel Walmart does not provide quality service. The customers do not like the way Walmart treats the associates. Many of the customer’s children were hired at Walmart and this was their first job experience.  Doctors, Attorneys, Pilots, Judges and all people from different nationalities and all walks of life get off the plane from KC International, which is just around the corner. People coming in off their flight was surprised Walmart didn’t have the latest technology and the store was so outdated. A young man from Arizona said he was surprised we didn’t have any self-checkout.  He said for over 5 years he worked installing registers for Walmart Corporation but had since parted ways. He said any tech that walks into a store and notices you have no self-checkout lanes it meant the store was at risk for high theft. Not putting in self-checkout lanes would be a way to reduce loss in the store. Interesting!

Our registers had the oldest programs and should have been upgraded in 2007.  Every register has crashed. The most popular registers 19,1,5,7,9,11,13,17,20,21,22,24,25,26,27,29, and 32.  At the Service desk 91 hasn’t worked in a long time  Register 93 has a tendency to freeze. Register 95 has been in and out of commission. Register 2,8, and 19(still have problems), 68 and 27 was down on the general merchandise side.  Who did we serve with all those registers out of commission on and off for the past 8 yrs? Who was in violation? Did the customers receive GOOD service?  Is this one of the reasons why Walmart has such a low score in customer service? Ask Consumer Report and Shop Smart.   There were no registers opened because people were not hired to be placed on the broken registers.  How much sense does that make?  Instead of getting new registers and turnstiles we have received another patch job.  All those years and the registers were not working properly. What about the scales?  Now there is one hell-of-a compliance issue.  A fortune could be made if the customer’s fruit and vegetables were not weighed properly.  Electronics has a huge compliance issue.  Two people should be staffed in Electronics at all Times.  Hey, Walmart can change the rules anytime.  The Debit readers are still a major problem.  Debit readers are unable to read the credit/debit cards with the new computer chip.  Customers do not wish to swipe their card 2 or more times.  Yes, the customers have been overcharged and called Walmart out. The customer showed on their smartphones, iPhones, and Androids it was a Walmart’s problem, not a banking problem. The customer wanted the problem resolved right away.  Customers have made it clear, “who needs management.”  Customers had the policy on their phones which loaded a lot quicker than management responded.  Snitch This! Here’s The Playlist.

It would be so much better if new TOUCH SCREEN computers had been installed and a faster program used.  MOTOROLA!  Come on now. Guess who was held accountable for the mechanical errors. SURPRISE!  See these dates Sall, 5/30/2012, 7/13/2012, 7/16/2012, 7/26/2012, 9/22/2012. This was my last trip to HR.  I walk around every night with those dates in my pocket.   I wrote a story on November 26, 2012,  Please Proceed__Get The Transcript. Those dates demonstrate coaching for failure, not for success. It reminded me of a certain member of management, Co-Manager Trez, behind the camera. This was another attempt to set me up for a Structural Dismissal or Structural Discharge.  There are other Structural dates that followed in 2013, 2014, and 2015. Even before these dates, I noticed a pattern of INTENTIONAL unnecessary write-ups. Sall, it is just another fancy way of saying you are on your way to getting FIRED TRUMP STYLE.  Well in my case, certain members of management are doing everything in their power Intentionally and will create an LIE to get rid of me, you, and any person who stands up for themselves. Did you notice a pattern, Sall?  Wow! management was really desperate in JULY of 2012.  They are desperate now.  JULY 2015 has arrived. It felt as though I have been money laundered and hung out to dry. In cases of money laundering, it is never done all at once. Information is altered to make the transaction appear more acceptable. Walmart has their heart set on taking me to the cleaners. I have always wanted what was best for the associates and the customers.  This is no longer Walmart’s goal.

Look out for the words INVOLUNTARY TERMINATION with MISCONDUCT on exit papers. You better know it!  I have read many of the associate’s exits papers in my Time.   Sall, INVOLUNTARY TERMINATION is what I call a Euphemism. It is the polite way so folks don’t get embarrassed telling the associate they are booted out permanently.  Corporations go through the back door so employers can avoid paying benefits to employees.  Who volunteers to get fired? Will any of the personal discussions/verbal, written coaching and the lousy evaluation you receive be dropped if you decide to return?  Are you going to receive the salary you left out with if and when you return? What a way to say you are out the door.  Why would an associate come back to the scene of the crime in 30 days for rehire?  Really! Get fired again. Now Walmart or any corporation can say how they really worked with you and they tried so hard.  What employer would take an associate back for MISCONDUCT? Does Walmart have some sort of 30-day treatment plan before they fire you again?  Charges not expunged. Well, the new Euphemism of today would be  INVOLUNTARY WORK SLAUGHTER.  If you come back for the 2nd TIME I guess it would be 2nd degree associate slaughter.  Have you figured out who got burned?  What a way to destroy your work record. You think Unemployment is going to give you any BENEFITS? NO! Is it set up this way to force an associate back to the corporation without them paying any BENEFITS. This doesn’t appear to be legal.

Look for patterns of behaviors and always watch the dates.  The cashiers, CSMs, and an employee called to the register off the floor are at high risk of getting on a register and being set up by certain members of management behind the looking-glass or AP (100). I am not being paranoid. I have gone through this personal hell myself. I have other dates to prove Walmart’s reckless Intentional behavior.  Are the cameras for the associates?  Are the cameras for the associates who are viewed as thieves?   Certain management can get an associate for Time theft or grazing (eating an item that has not been purchased) on the clock.   No person working at Walmart should be mentally raped by the excessive surveillance of certain members of management. Get another storyline when it comes to the registers.  How can Walmart hold the associates accountable for their being out of compliance?  The Coin-Star machine needs to be checked. Customers are putting their money in the machine and when the customer gets to the register the ticket will say Do not redeem this ticket. This ticket has been used. The whole store needed to be remodeled by 2007 but instead, we got a patch job. Now we are getting another patch job.  Walmart Corporation needs to be held accountable. Walmart creates policies, drop the ball on policies, and pick up the ball on policies to cover Walmart, not the associate. Sall, this is where the associates have the right to assemble and change the rules of the game to benefit their behalf. Sall, there are many things that need to be fixed at Walmart and with Walmart Corporation. The greatest news of today Sall, you are not one of the people who need to be fixed. You are definitely GOOD people with great potentials.  Amen to that with a tip of a hat. More voices are needed.

Two years ago the roof got worked on, maybe.  Unbelievable! Look what happened the other night.  An object punctured the roof. The rain came pouring in from the roof and caused damage to merchandise in certain areas. The grocery side vestibule and the general merchandise side vestibule floods quite often. There are leaks throughout the ceiling.  I just hope and pray the roof doesn’t collapse killing any of the associates or any members of management.  It shouldn’t take a tragic event to happen at Walmart to get it right. Will Walmart be held accountable for being out of compliance?

Surveys out and it is Time to tell the CEO Doug McMillon, Judith McKenna, Chief Operating Manager US Walmart, and Gregg Foran, President and CEO Walmart US how I and many associates feel.

1.) The wage put before the associates were unfair, not competitive, and done in a deceptive manner.  This wage is suppressive for those who have been at Walmart for many years. This wage covers up and goes through the backdoor on the person who has worked on a lower level and paid more by means of the Tap On The Shoulder.  Capped out associates received a 2% increase.  The associates who are at a higher level and paid less and not capped out early is the man in the middle whose salary has no wage increase at all.

2.) Walmart reputation has been scarred by not offering $15.00 an hour.  Walmart is a major beneficiary of Food Stamps and EBT. Walmart workers cost the taxpayers $6.2 Billion in Public Assistance.  Walmart gets $104 million dollar tax break for giving their executives outrageous pay packages and bonuses.  The associates get ran into the ground and end up utilizing public assistance.  Big time former CEO Mike Duke got off the hinge with fringe benefits by running a company into the ground.  Walmart got away with just being embarrassed. Our last bonus was $34.00 and before it was $62.00. I want to let the mom, Amanda Moore, who went to a hearing on raising the minimum wage for $15.00 is ab-so-lute-ly correct. When will the associates of Walmart get a raise in their PAYCHECK?

3.)  The associate’s low wages contribute to Walmart map of success.   The success of Walmart depends upon associates not being paid their fair share.  The associates are a huge part of the Walmart Welfare system at $9.00 hr. The contributions of the many hours worked by the associates can easily be remedied by hiring the appropriate staffing.  Hiring for full-time employment instead of running Super Center stores off of part-time employment, skeletal crews, and contracts of Labor Ready associates who do not make the 90 days. This is an Intentional strategy I feel Walmart puts into place to get their job done. Walmart can control the accrued vacation TIME of the associates by not hiring. This forces the associates who have been there the longest into 1 week of vacation even if you have earned 3 weeks. So as you can see Walmart takes away associates benefits.  Only Walmart benefits.

4.) Walmart pay grade can be easily understood. The problem with the pay grade are associates who get the TAP ON THE SHOULDER  get a higher rate of pay.  The associate’s with the higher level pay grade is lower. Who wants more responsibility for less money? Who wants a big fancy title to later find out it is just a big fancy title with more work.

5.) If you were not over the paid grade or salary capped out then you were left out of the raise increase.  Why isn’t a salary cap or bonus cap placed on the CEO and other big-time executives?

6.) The associates are not satisfied with the overnight differential, and rate of pay. The associates felt compelled to sign as they do with any other personal discussion, written or verbal coaching out of fear due to retaliation.

7.) There is a huge disconnect in the store. The store manager is very distant, verbally abusive to members of management, and associates. Negative feedback is his specialty.   This was the person in charge of explaining the pay wage. Really!  All the overnight associates dying to get home from the brutal night they worked to be called to the personnel office to face off with WHO, Randall Addison. No, it was not explained thoroughly to the associates. What took Randall Addison so long to tell the associates how the pay wage would work? Where is HR? If any associates have any grievance use your open door. Contact Delinda Davis-913-268-7904 or Gerald Henrickson-913-268-7904.  The doors of the Church is always open. Find a Neutral Zone that will weigh both sides.  So to all the associates you need to step outside and use the number above. Don’t forget HOME OFFICE is Walmart big send-off button. Walmart works for Walmart.

Can you answer these questions for the associates? What is the purpose of the survey when nothing changes on behalf of the associates? Where is the check and balance system at Walmart when Walmart changes their policy to accommodate their needs only? Are these changes coming from Corporate? Are these changes coming from the store manager?   Who initiated the change in the Vacation Policy? I have read the vacation policy 6 times. It covers the areas of Accruing vacation, Using vacation, Holidays, Unscheduled vacation, Status change, Vacation pay at termination. I requested 12 weeks ahead of two weeks of vacation. You think I would have paid my dues. Guess Not!

1.) your vacation time can be used for ANY REASON.

2.) I did not request vacation unexpectedly, nor on an unscheduled basis

3.) I notified my manager for the reason of request.

Approval of vacation requests goes like this.

Your supervisor will review your request to use available vacation based on your work responsibilities.  I have not taken any time off.  I have accrued 3 weeks of vacation over a 14 year period. I made sure that I would not try to schedule my vacation off during the Back To School Tax-Free Weekend so it would not impact business.  There are Two other associates coded as CSM’s (customer service managers)  that have already taken their vacation. There are CSM’s on the second shift who said they would not have a problem coming overnight to help out. So I am asking CEO Doug McMillon, Judith McKenna (Chief Operating Manager of Walmart US) and Gregg Foran, President, and CEO Walmart the US, What seems to be the problem? I am following Walmart’s Policy. It looks Discriminatory when you know others associates got 2 weeks and you didn’t. I guess that is why Walmart has no respect for Tenure. Walmart made the policy and I guess it is time to change the policy to benefit Walmart again. As long as you stay it is not beneficial for the associate.

LOOPHOLE: This information does not create a bond of marriage or a contract with Walmart. Ain’t no other contracts involved. Walmart can change or modify any information at any given time without notice at their sole discretion. Consistent with applicable laws.  You are not married to Walmart.  If you are married to Walmart get ready for an annulment or divorce at any given time for no reason at all. It doesn’t matter how long you have been in the relationship.  That’s right, you are free to leave Walmart and you better believe Walmart will definitely get rid of you no matter what it takes. These are the changes we as the associate need to fight on. Basically, Walmart has all the say. It doesn’t matter once again about Walmart size.  Walmart needs to be held ACCOUNTABLE.  I will not allow Walmart to LIE to me. My internal hard drive becomes like Eric Holder, former Attorney General of the United States. You can’t talk to Eric Holder crazy or be disrespectful.  My external hard drive becomes like one of the greatest evolved mind of all TIMES,  Supreme Court Justice Ruth Bader Ginsberg.

We need to send an email to Hillary Clinton on New Momentum on Paid Leaves. It would be nice if I got my 2 weeks request Paid Vacation after working 14 years.  If all of the other associates who have earned accrued TIME wants to take 2 weeks, so be it.   Walmart Corporation has stripped away 2 weeks of vacation down to one week even if you have accrued TIME. It is called HIRE MORE PEOPLE.  STOP FIRING and FORCING OUT GOOD PEOPLE. Take a seminar on DIVERSITY, COMMUNICATION, and INTEGRITY. It is a shame Walmart strips away what the associates are entitled by the pathway of less hiring another strategy of Walmart’s INTENTIONAL behavior.   Another major strategy used by Walmart is overtime.  It distracts the associates who are focused on more money.   This is a major strategy used by Walmart’s INTENTIONAL behavior to justify violating their 6-day work rule.  Many of the associates are not asked by certain members of management to have their availability changed. Certain members of management seize the opportunity and change the associate’s availability as they see fit.  Later the associates are forced to kill the overtime. If the overtime is not killed in a certain TIME frame the associates pay the price of being coached and can lose their job.  A list is generated of all the associated who should kill the overtime with NO MORE EXCUSES. Those long hours and stretched out days begin to wear on the associates and they begin to miss days. Associates are called into the office for termination because of their Attendance which management controlled. What a setup. It is Time to seize the opportunity to solve some problems.

If every associate in each department put together a list of what is needed to operate their department, changes to be made, and violations then Walmart can use the terminology of TOTAL STORE. Right now it is a TOTAL WRECK. Snitch This! Here’s The Playlist for Automotive:

1.) cannot work with a skeleton crew-HIRE MORE PEOPLE

2.) telzon and printers are out of date

3.) no proper oil manual for 2015 oil specs

4.) battery rack out of date

5.) card readers keep crashing on registers

6.) tire Lifts are out of date

7.) mask are needed for techs doing fuel injections

8.) schedules are constantly adjusted because associates are placed outside their availability

9.) new check machines eat check

10.) only one phone line back in automotive

11.) hand-held telzon is freezing up and the service orders need to be placed on hand-held telzon

12.) Need new registers. Associates should not be held accountable for Wal-Mart not upgrading their registers

13.) tire machine is out of date and no custom rims can be done

14.) the program for the computers out in the shop are way out of date

If anyone in automotive has any more suggestions, please feel free to contribute. All departments on the General Merchandise Side, Grocery Side, DSD, GM Receiving solicit your concerns and ideas to HOME OFFICE or an investigative team in the Neutral Zone/MCHR (Missouri Commission On Human Rights-573-751-3325). Contact the Neutral Zone from State to State. Don’t forget only God grants GRACE.

Sall, I heard something really positive awhile back.  I was watching one of my favorite shows, The Cycle.  There was a message of GROWING HOPE in Oakland delivered by KWAME ANKU.  He stated, ” A Small Mind focuses on the problem.”  A Big Mind focuses on the solution to the problem.”  “A Genius Mind sees the opportunity that lies in the problem.”  WHEW! Amen to That!  Another young man, Albrey Brown, told of his success in bridging the gap between the tech world (tech-quity) and diversity.   On the for real side, I just wished Walmart understood Diversity. As far as Tech-quity, Walmart is so far behind in technology at store #2857. This store needs more than a remodel. I can hear Jenny Horne, state representative of South Carolina, delivering her speech. Her tearful voice let the world know she would not be a part of what the Confederate flag represented. Jenny Horne was a descendant of Jefferson Davis and she was not holding on to the ideology of slavery.  Removing the shackle from our feet to our mind at the rate of $9.00 hr. will keep the associates below the poverty level, in bondage, and forever confined. Sall, we can no longer be Always A Slave At Walmart. It really felt GOOD getting off the bench and going global. That bench was so hard.  I love the GRID and sitting at my desk. It is much safer here.  CEO Doug McMillon needs to rethink his position on the raise increase and restore Dignity back into Walmart Corporation by giving the associates $15.00 hr.

CEO Doug McMillon took his cut, tripled his salary, and he has a big bonus package.  Learn to invest in the associates and learn about Diversity. Where is the Integrity of Walmart Corporation?   If another manager tells one more associate if they don’t like Wal-Mart rules find another job. The associates have their Snitch This! Here’s The Playlist.  I was shooting for the genius status today. Sall, I hope the associates heard me. I like our global bench.  Investment in the associates would make Walmart a better place. Why am I the enemy?  I want whats best for our store?

Any person who completed reading this story today got through 6827 words. If you don’t think I have anything to report or documented think again. You Better Know It! Snitch This! Coming at you with the JULY 2015 Playlist.

Unjustifiable__Negative Evaulations

You are you and I am me.
Evaluations should be based on INDIVIDUALITY.
Your performance should not be based on a group.
Sooo I would collect from all the D… troops.

I would raise hell and hit the floor.
It is TIME for you to knock on an OPEN DOOR.
Should I get an F because the store manager got one?
It is like treason which is unreasonable because this BROTHER is done.

Why is your help documented on paper only?
You suffer for years and years, isolated and left lonely.
Thanks to all the people who offered and helped.
I am sorry you were chastised and eaten like kelp.

Sooo all your help went out to the floor.
It depends on the manager who knows the score.
I understand now why they make you wait.
This is how managers retaliate.

The store performance went to hell.
Under whose tick-tock did it fail?
Whose shrinkage was 1.3 mill?
Hiring more people would be a wiser deal.

One should not rob Peter to pay Paul.
Taking from the floor was not successful at all.
All the people on TIME TASK cannot finish their jobs.
So don’t coach or bully them, I find it rather odd.

Are you berated, bullied, under surveillance, and stripped of one’s dignity?
These conditions will never produce an employee’s loyalty.
My God, this is straight up Gross Misconduct.
Termination should be immediate, what the F….!

That F has really circulated around the town.
It reached out and touched many on my workaround.
It hampers your ability to make it to the top.
What! There are only 10 points and 8 were dropped.

Get your last year eval compare and contrast.
Somebody needs to answer all the questions you will ask.
WOW! There is a big discrepancy.
Point out what is wrong. I don’t think it is me.

Do not be afraid to go through any OPEN DOOR.
I got my pen, paper, Title VII of 8-I of the Civil Rights Act of 1964.
The F you received represents the Fight.
Educate yourself, no fear, no flight.

To discriminate against associates who have been there too long.
It is inexcusable/unforgivable and totally wrong.
Of course, it is wrong to discriminate because of age.
It is unreasonable to work your A… off for only the minimum wage.

Who is seeking out the person who has capped out of their salary?
Is it the one your Evaluation was based on not INDIVIDUALITY?
Store Manager, Group, and Store Performance are not me.
I hope walking through the OPEN DOORS one can plainly see.

Do you do the store manager job?
I looked at my paycheck and I think I’ve been robbed.
We all tried our best I must confess.
Is this what happens when the store ends up in a mess?

What happens when you receive an unjustifiable negative evaluation?
This is WHY “NO ONE WILL EXCEED EXPECTATION.”
What is contained in Title VII of 8-I of the Civil Rights Act of 1964?
Age Discrimination in Employment Act, American Disabilities Act, Equal Pay Act,
prohibit retaliation by an employer, employment agency, or labor organization because an individual has engaged in protected activity and there is so much more.

Thank You, Lawrence O’Donnell and the MSNBC CREW.
Don’t forget to visit eeoc.gov–Title VII of  the Civil Rights Act of 1964 (Updated version)

Lessons Within Lessons

Scene: Smokelbg and a dear friend meet at APPRECIATION PARK to review and share lessons they have learned. They discuss how they feel about the work environment in Corporate America and changes they would make to have an effective/productive workplace.

Each person shares their views on CRONYISM, how it has affected the workplace, the political arena, business world, entertainment industry, and the effect it has on our lives daily. Opinions are shared on the Presidential Pretenders/Contenders and the behaviors they have displayed.

Views will be shared on the media and their instrumental role in keeping the public well-informed. How the media have put their lives on the line to get the WORLD to PAY ATTENTION. Which media matters and which media doesn’t.

Their reaction to Congress, Occupying Wall Street Movement, the Pepper Spraying of UC Berkeley, Icons, Penn State, Syracuse University, Citadel University and why this has broken trust for the American dream. Stay tuned, Smokelbg and her friend will spend the wheel on Black Friday.

Last but not least they will share their opinions on the failure of the Super Committee.

Smokelbg:

Surprise! Here you are in the next story. The NANA WHO BOOs are so excited. When I told my grandchildren it would be you, Mrs. Shirley, they laughed and laughed. Boodah stated her grandma was finally going to talk to a real person. She doesn’t want people to think NANA has lost it.

Whenever I mention the TEA PARTY she thought I was sitting around the table with these imaginary characters and a giant bunny rabbit. Boodah knows you and feels relieved. Boodah thought NANA’s creative writing had got the best of her.

The American Psychiatric Association(APA) probably thinks the same. I appreciate you coming to APPRECIATION PARK. How are you and the grandchildren getting along?

Mrs. Shirley:

Ms. Linda, you don’t mind if I call you Ms. Linda? I don’t think I will remember Smokelbg. I will end up calling you Ms. Linda anyway. Yeah, yeah, yeah, the grandchildren are fine and they are growing so fast. I can barely keep up with them. They keep me so busy but I’m loving every minute. Well, I’m doing okay but I was upset that I didn’t get the job. I have put in for that job at least four times. The people they pick is unreal. Ms. Linda, I wouldn’t be so offended if the people they had picked could at least do the job or pretend to know the job.

Smokelbg:

Of course, I don’t mind you calling me Ms. Linda. Whatever makes you feel comfortable. Right now, Mrs. Shirley, I see you are not comfortable. You have worked very hard for this company. Everyone knows you are the best-qualified candidate for the job and will do justice for your staff.

Mrs. Shirley:

Why do they keep passing me up?

Smokelbg:

We all have sat in this Chamber of Horrors. You look over into the next cubicle and you say, “What The Hah Hell!” I know I have worked my but off and they gave this position to CAPTAIN APPLE-HEAD. Yes, this is CRONYISM at its finest. In my neighborhood, we say the FBI is working the case. Somebody at the job site is either FAMILY(F), BRO(B), or an IN-LAW(I). The FBI has reached a decision and you are an OUTLAW to the INSTITUTION. Since you are NOT a RELATIVE you are NOT RELEVANT. This happens all the TIME in government and in every job sector across the world.

How do you think we got those PRETENDERS/CONTENDERS as front-runners? Our government has to come up with a better evaluation system to keep the riff-raff out. Check out their behavior and their mental processing. Who will control or be their BRAIN? Can you see LESSONS WITHIN LESSONS?

Mrs. Shirley:

You know Ms. Linda I was beginning to think I just couldn’t do a good job. I was really getting pretty depressed. I thought my co-workers had lost RESPECT for me. On a scale of 1-10, my self-esteem has dropped to 5 and the RESPECT I have for myself was halfway out the door.

Smokelbg:

It has nothing to do with whether or not you can do the job. It is the person ahead of you that feels threatened and wants to make sure they can CONTROL YOU in order for you to not come after their job. Mrs. Shirley whatever you do don’t give up. CAPTAIN APPLE-HEAD won’t last. They want you to feel just how you are feeling and even lower so you will not have the courage to reapply. Have any of the PRETENDERS/CONTENDERS lasted? They all have been the flavor of the month.

Mrs. Shirley:

You know I really thought HERMAN CAIN could pull it off. If he had only came forward and admitted the TRUTH before everything got so out of hand. This really hurt him. Ms. Linda, they don’t mention HERMAN CAIN. Where is he and his 9-9-9 PLAN?

Smokelbg:

Mrs. Shirley, he is over in the junkyard being a TRUE DECEPTICON. He is the white Monte Carlo that has the sign on it that says, “Controlled, Bought, and will only be Sold by the Koch Brothers.” HERMAN CAIN has to FACE THE MUSIC. He is no longer a BROTHER FROM ANOTHER MOTHER.

He is the REAL MOTHER FOR YA, originally a song by JOHNNY “GUITAR” WATSON. I know BILL WOLFF will love this song. Play It Again Sam! Mrs. Shirley, I got to get you some of those motivational tapes by SIR RICHARD BRANSON. He will tell you SCREW IT! Let’s DO IT! By the way, Mrs. Shirley, HERMAN CAIN doesn’t know what the TRUTH is. Go back and review Don’t Make Me Put On My Gasoline Drawers. There are women coming out of the woodwork and HERMAN CAIN will never admit his guilt nor give up his dream of becoming President. HERMAN CAIN believes his own lies. Let’s see if his wife continues to believe in him or will she accept her husband is mentally ill. HERMAN CAIN will always be the PRESIDENT OF THE LADIES CLUB in his own MIND in his own TIME. He could have really used, DON’T ASK DON’T TELL.

Mrs. Shirley:

Finally, I am beginning to understand the message in your blog, NLD RECOGNITION, and how it is applied to the workforce. You wanted Corporate America to understand the mental processing of individuals on the job. Ms.Linda, there are so many people on the job that are set up for failure. They are placed in tasks in which they will not be successful due to the lack of education of Corporate America. They are not provided with the appropriate accommodations to do their job whether they are disabled or not. Opportunities are not given to employees. When the opportunity is given it is a PROMOTION for FAILURE not to SUCCEED. The majority of the employees prefer not to go to management because they feel nothing will ever come of it. Employees in Corporate America feel bullied. Management gets away with managing by intimidation and micromanagement.

Employees rights are being stripped away every day. It has gotten so bad employees change their shifts, cut their hours back, and won’t show up if they know that certain management teams are working in the same TIME frame of their schedule. The turnover is great. Attendance will be the number 1 problem as long as they have management who lack social communication skills, managers who are not qualified for the position, and managers who are not properly evaluated and brought in by a system who rewards cronyism or by the FBI. Management who breed only chaos and bring the morale down of the employees should be shipped out right away. Employees are used by those management teams to turn employees against one another. Management can’t stand those who question their authority or ask too many questions.

Management in Corporate America, just like the SCHOOL SYSTEMS, failed to understand this could be the individual mode of learning and ONE SIDE OF LEARNING DOES NOT FIT ALL. Yet the individual who looks different, learns different, or does not work as fast, is DISABLED. Ms. Linda, you would say, “How can management manage others when they are incapable of managing themselves?” I can see LESSONS WITHIN LESSONS.

Smokelbg:

What happens Ms.Shirley is the management team who are supportive, respected, get in the trenches with you, and are team players, get forced out. They are isolated and locked into their position. Good managers are denied promotions and they eventually leave Corporate America altogether. Does this ring a bell? Do you sometimes feel isolated within the workplace? The good team of management is not allowed to associate themselves with employees for fear the employees just might get properly trained. This is really sad. (Internal suppression)

When the employees come to work and feel like they are SUSPECTS, there is something definitely wrong with this picture. INEQUALITY and INJUSTICE for ALL take place in the workplace throughout the music, entertainment, sports, and many other work-related industries. You come on board, Mrs. Shirley would be another good manager who could think for themselves, would not stand for anyone trying to manipulate your work ethics, and wearing your GASOLINE DRAWERS. Any employees or new management coming into a new position in Corporate America would be provided with serious social communication classes to attend. If they process information differently, the company should provide the necessary accommodation to help the individual maintain their job.

Mrs. Shirley:

Ms. Linda, it would be a great start but I doubt if it will happen. Everyone is so worried about FUNDING and they worry less about people’s lives. Speaking of funding, what do you think about PENN STATE, SYRACUSE, and CITADEL UNIVERSITY? The sexual misconduct of those children/young adults was so terrible. It is beyond my thinking of how they could let something like this happen for so long. ICON or Not. No Life can become so big that other Lives are looked over are put at risk.

Smokelbg:

Many years ago BILL COSBY stated it was the parent’s responsibility to be vigilant over their child’s education and their lives. He was heavily criticized for it. CHARLES BARKLEY was criticized for stating to the public he was not a role model but their parents should be. Many parents across the nation, including myself, have suffered the INEQUALITY and INJUSTICE for our children/adults. It is painful and devastating to live in a society that has become INHUMANE and BARBARIC.

Our government, GOP, CONGRESS, REPUBLICANS, TEA PARTY, are not team players. They do not understand that our NATION is INTERDEPENDENT on other NATIONS. Our government has made very poor decisions. The PEOPLE of OUR NATION have taken it to the streets and now OCCUPY WALL STREET. This movement is for EQUALITY and JUSTICE. “What the Hah Hell” the 1% get subsidized by the government. It is just a play on words. They are the BIG BALLERS of WELFARE.

Mrs. Shirley, it is frightening to think that our society has become so materialistic, money driven, and willing to sacrifice the lives of the poor and middle class to protect the 1% funding. The lives of children were sacrificed just to protect the schools, funding, and their ICONS. Schools would cheat on test scores just to say our children have made improvements when they can barely read, spell, or write. Atlanta had the biggest cheating scandal in the country that was under investigation back in 2009. Their dishonesty finally caught up with Atlanta School District on 7/5/2011.

There were 56 schools examined and 44 schools got busted which was 178 of their teachers and principals cheating (78%). Governor NATHAN DEAL released a statement. It was first reported by the Atlanta Journal-Constitution. Atlanta was the first to openly admit their cheating. Earlier, cheating scandals were found in Washington DC. They are not the only schools. This has taken place for many years. It now involves more money, real estate, and their AAA (triple-A rating). Do you know what brings about this corruption, Mrs.Shirley?

Mrs. Shirley:

I’m really not sure. I know you probably found an answer.

Smokelbg:

Better than that, I have LIVED IT. The Government, Workforce Industries, Schools, Financial Institutions, and other Nations around the World strategically “CREATE AN ATMOSPHERE OF FEAR.” This climate of fear works like a PRESSURE COOKER. It ignites the fuel for INTIMIDATION. The gauge goes up and the flames turn into a greater FEAR of RETALIATION. Once the heat of this pressure is applied, the individual has the option of cheating, lying stealing and others will go so far as to kill another human being. You are now just as CORRUPT as the INSTITUTION.

You can tell the TRUTH. Consequences ride with this POWER. If you are isolated and punished for telling the TRUTH, at the end of the day you are still CREDIBLE, BELIEVABLE, and RESPECTABLE. Your VOICE can still be heard and you can restore TRUST. I prefer the TRUTH and PEACE OF MIND.

Mrs.Shirley:

Well, Ms. Linda, that is never going to happen with the PRETENDERS/CONTENDERS. They have all stored their lies under RICK PERRY’S ROCK. I give them credit for letting us know where we really stand. They ain’t no SMOOTH OPERATOR. I will go back and read this story again.

The only SUPER COMMITTEE we need is to balance the MINDS of those who are IMBALANCED. This is the greatest DEFICIT in our NATION. You wanted us to see the INTENTIONAL BEHAVIORS who “CREATE THE ATMOSPHERE OF FEAR.” I can see for the first time. The lies, deceit, and cover-ups hurt the mainstream. The action and decision of the GOP, REPUBLICANS, TEA PARTY and BLUE DOG DEMOCRATS crippled and DISABLED our NATION. Where will the line be drawn for the DISABLED and a DISABLED NATION?

Smokelbg:

This is a LESSON WITHIN LESSONS when you realize everything you fought for is right there for the world to see and needs to be POINTED OUT From PENN STATE to the worthless DEBATES… all of it is really the FLIP SIDE OF THE CHART. Everyone is at risk not just NLD Syndrome and other exceptionalities.

Take a good look at the hands that our lives and our children’s lives have fallen into. You call this NORMAL. I hope the 36,000 thousand physicians under the Umbrella of the AMERICAN PSYCHIATRIC ASSOCIATION (APA) vote for an INTELLIGENT MIND, bypass the COLOR and not focus on funding. It was the funding that stimulated the corruption, devalued the lives of the poor and middle class, divided the nation, and placed MONEY over a HUMAN LIFE. Something massive had to occur to reach back in and draw out the hidden stories. PENN STATE did its job.

Mrs.Shirley:

Every time I talk to you, Ms. Linda, it feels like I am at a seminar. You really got me PAYING ATTENTION. I can’t stay away from ED SCHULTZ and RACHEL MADDOW SHOW. I have learned so much. I want Bill WOLFF to have his music back. He may be more productive in his environment with it. I am not saying BILL WOLFF isn’t productive. He needs to be happy. Did you see how the PRESIDENT handled his Microphone Checks? He embraced his MIC CHECK, handled the voices of the people, and sent a message with his smile.

Scott Walker, the governor of Wisconsin, got shut down. Michele Bachman ran off. Karl Rove got P.O. Where was his BRAIN? Ron Paul was condescending with his remark of “Feel Better”. The media have been so instrumental in bringing the public so much information and news coverage. I’m quite sure the rest of the world appreciated the charts to see how the 99% have FLATLINED and the 1% have FLOURISHED. It is so helpful to know which media is worth watching. I don’t watch FOX NEWS, they get everything twisted. They do not matter.

I did get upset with the college kids getting pepper sprayed. This was a peaceful movement. Everyone involved should have gotten fired for the way those students were treated. They could have gone to some of the retails stores on BLACK FRIDAY.

There wasn’t anything peaceful about BLACK FRIDAY. Where did all those people come from? Where did they get all that money? Every store I went to people were giving the clerks money not plastic. Ms. Linda, why do they really call it BLACK FRIDAY? I heard a horrible comment in one of the stores. I was so embarrassed. Does race have anything to do with Black Friday?

Smokelbg:

You know what, Mrs. Shirley, that is another LESSON WITHIN LESSONS. In the meantime, we are going to go and get us a bite to eat. You are going to get that promotion and this was A VERY GOOD DAY.