วีดีโอ

So no talk about how to qualify for Federal Court? I would have like to hear what it takes in 2024

I have some very important questions. Where can I find your email?

Positive for the employer, but the stigma is still there for the employee. They have been wronged, as I have been wronged.

I have an interview in June 2024 what should I expect on that interview do I need to hire a lawyer please help

Thank you!

I wish they were all awesome like Maureen!... Lots of variation, especially in ATL!

Harassment need a place to keep my documents safe long enough to share my findings dealing with constant BS

Urgent

Help me plz.

This video is missing the most important thing. A correct title. EEOC stands for Equal Employment Opportunity Commission.

In 2019 or 2020 I went at the EEOC office at downtown Dallas TX but was taken granted with my protected complaints against my employer thinking it was just a common ordinary day to day issues or an isolated case scenarios. I was however advised to continue my journals and date and time of these allege complaints to the management. I did as advised and after 4 to 5 years, I got educated and illuminated by God that these were all forms of non-obvious subtle retaliation discriminations and harassments or disparate treatment and disparate impact animus or covert bullying, FMLA Retaliations and Interference and ADA Discrimination Failure to Accommodate, EPA violation, ADEA discrimination as I am above 40 at age 52 that time. I am now age 57. I have been engaged in several protected complaints asserting my legal employment rights, ADA Disability Rights and a QUID. I have the integrated ADA/FMLA LEGAL protected rights violated and even demoted 3x and forced to a lesser desirable fepartment after coming from FMLA LOA 2X or given substantial workloads after getting ill from COVID in 2021. I was denied FMLA due to COVID and my COVID benefits were inadequately paid by the employer had I not caught them with their misteps against me. I was told a deception when I scrutinized my mandatory 2 week paid COVID LEAVE Benefits and found out only one week got paid. Pretextual reasoning of 'computer glitch' was their alibi. I have been exvluded om performance reviews dince COVID 2020 with a pretext reason of ' no one- on -one interviews' allowed due to COVID but in 2021 I saw an evidence list of both Managers and direct reports being on scheduled ' Connection Points'. I documented this on our ( certain work ) App to become permanent and readable worldwide! Then after a while after coming from my on my medical LOA, I was told a sudden change of ducumentation style of our tasks. The App I was using were altered that when I documented my protected observations I noticed the plaintiff and the defendants names were flawed! Then we discontinued using the outdated app instead. These overwhelming unrealistic volume of tasks assigned to me given huge workloads of 20 Bays at one long aisle per 8 hour shift were NOT DOABLE and were punitive work schedules of workloads designed to punish me in a subtle manners. The huge number of Bays were trimmed down to only three work bays much better thsn before. These unrealistic volume of tasks given the previous months prior to my mental restoration FMLA burnt out were complained by me. These were severe and pervasive that it altered the work environment and bosses became hostile giving me umwanted jokes of "you cannot have any breaks even meal break at all!" After repeated bullying of this type by my supervisor and MOD, these two partnered together to even harassed me further till it became unbearable and imtolerable that I requesteeld a serious FMLA LOA to take good care of my invisible dusability as qualified under the ADA DISABILITY AND FMLA GUIDELINES definition of mental impairments and as well as serious bodily functions covered by the EEOC GUIDELINES.

What about WEST COAST?

Too much unnecessary info….

How do you determine the 51%

Introducing Jen Cruz a 3/rd year student at Albany law school, they initiate and put on the table Business Law DeFacto's & BBL with Articles 1-12 or more. They draft motions in the health care.Mizuho Orthopedic Sys. v. Allen Med. Sys., 610 F. Supp. 3d 367, 2022 U.S. Dist. LEXIS 119565, 2022 WL 2544665 & Camilli v. Cty. of Chemung, 2021 U.S. Dist. LEXIS 155020, 2021 WL 3635208

The judge in my son’s case refused to use the portal. She even dismissed his case because he only posted it to the portal. The EEOC office had to call the judge and tell her she was not allowed to that. I don’t think the judge’s behavior with the portal was right. Judges in EEOC case should know better.

The right to sue letter is apparently the devil! After I received a right to sue letter and started applying for jobs afterward... new future employers know about that and are against hiring you because of it! I'm not sure how they know or see that you've previously received it, but they do. I didn't have to use mine because my former employer settled with me, but now employers know about it.

Amazon reported 39,000 total injuries at its U.S. facilities in 2022, up from 38,300 total injuries in 2021. The data suggests that injuries experienced by workers at the company are more frequent and severe than other warehouse workers, how many of those workers are you representing beyond the mediation? Listen a public servant laught and stated the she represent all this positions without understand the pain and suffering of Amazon workers is just a disgrace.

DISCLAIMER: The opposing party neglected to follow all 5 of the EEOC ORDERS. How long should a reconsideration take on an appeal where the judge errored on a favorable default judgement without a hearing for " making whole relief "?

Can’t get an appointment

This EEOC lady is clearly on the side of the employers. She “hates” asking for discovery information when the employer refuses. That’s her job! She should suspect the employer that has something to hide. But she is supposed to be on the side of the damaged party not on the side of the law breaker! Unbelievable! We pay taxes for the EEOC stab is in the back?

What would an employee do when the EEOC does not act "impartially" and fails to comply with MD 1614.108 "develop a complete and accurate record of evidence" i.e., no personnel file, no docs showing employer actions were prompt and adequate to remove or prevent hostile environment harassment (except to single-out the complainant), that employee had access to complaint resources, and failed to request the "company surveillance video" the employer portended held information supporting the "legitimate reason" for the adverse action taken (termination) of the sole protected employee on it's staff, but the EEOC still dismisses on the basis of only unsupported allegations n claims absent evidence in the record. I went up the Ohio chain n got "we usually accept the determination of the investigation." Filed R37 motion...AJ said "complainant could have obtained the information prior to filing this motion." I had no access to info consistently in 'possession, custody, and control' of my employer. FOIA revealed exactly an incomplete record. I didn't get my personnel file until I filed R 37 motion in federal court, and still, the employer has never produced the 'video' I always claimed did not exist...because the events never happened as alleged. Means reliance on the EEOC might be the death nail of your case.

By management employee, do you mean first line supervisor? She said, they won't contact the management employee. My investigator said in her letter, that she will contact my first line supervisor!

This was great. Very informative and in line with claim trends.

I was out w/ excruciating pain in my knee. Been going to Dr. trying to get it fixed,but it was affecting my physical and mental abity to work. Went under Drs. care, got fixed,came back to work after Dr. released me to go back and they fired me. Didn't give me a chance to work to prove if my work etht was because of my disability. The woman that trained me got supervisor job also. She mentally harassed me to the point I was in tears. I have witnesses of my treatment from her. She turned the table on me and told Management that she felt threatened by me and they believe her. It's in my work records, and they won't give me a copy, or let me see my personell records to actually see what the allegations were, so that I could debate my case. I have never threatened her or anyone else in my company. Been in manufacturing all my life and have never insulted my boss or management Do I have a case?

Can you please make a video for North Carolina with one or more of their EEOC senior leaders?

😳 "promo sm"

NEED ONE FOR OHIOS EEOC.

Thank you, so very much for these video series! This has been so helpful in laying out the process and alleviating a big stress load off my shoulders!! I'm currently involved in the infancy of my EEOC journey (2-weeks post EEOC charge interview) and understanding the next steps is so helpful.

Thank you so very much this was very informative! One thing that's hard to understand is how the EEOC is a neutral party. However, will represent the employee in a litigating against the employer.

This series is very insightful!Would you elaborate on what you mean by non-management employees? For example, what if there is an alleged issue between junior or executive or senior level managers in a company?

Can you file a federal lawsuit without a lawyer?

This is good....but if federal emp it is a very hard to understand the process.

Both was great 👍

Just want to thank you for these videos. I listen to the podcasts on Spotify and it helps me with my HR practices in NY. :) Do you or will you have videos on how to handle the rising issues with the Just cause laws, or more importantly, how to handle cases where an employee is purposely seeking ways to sue; ie looking for ways to get hurt so they can get compensated or collect benefits. Either way, I look forward to more videos, they are much appreciated.

Well, ladies, I’m certainly satisfied 😏

Thank you for explaining this very clearly

Love your videos, the way you communicate is crystal clear, thank you!

Very informative! Aleece knows her stuff.

In your trucking company scenario, aside from the truckers, are the rest of the employees ok to partake in cannibis?

This is great info...especially given the timing of what’s to come for New York State...for anyone looking to get into the industry the prime opportunities are around the corner!

Hi. This was so awesome! I've been trying to find for a TH-cam vid like yours that really informs everything in this TH-cam vid! 🧑‍⚕️ 🙌Your lesson for sure reminds me of the channel from this new health enthusiast Doctor Ethan. Dr Ethan's demonstrations are totally knowledgable and I really learned a lot for my wellness! He is the helpful medical student in the UK and he talks about medical school. Go see his TH-cam out and give the med student a subscribe! ➡️ #DrEthanEducational