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.
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.
5.) SW NIGERIA
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
c.) EQUAL PAY/COMPENSATIONS
d.) GENETIC INFORMATION
f.) NATIONAL ORIGIN
l.) SEXUAL HARASSMENT
2.) Pay Raises
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!