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I find it unusual when you say that employees presented with a "lot of red flags" with their hiring practices.. EEOC problems are not Employee problems (low-level), they are EMPLOYER problems.

This women is a sell out on the side of employers.

Traitors

Sounds like you are only helping employers and not employees. And it seems like it is a process that gives the employer more time than the employee to prove their case.

The way these folks talk is hilarious, like an employer is always innocent and can never do anything wrong. Truth is, many of those "bad hires" they talk about aren't the ones who complain - they're the bad managers who get their employer in trouble because they discriminate!

I went through three years of hell with my prior employer.. none of the staff members had position descriptions, expectations, annual reviews, training plans, cheat sheets. All of which is required by state law, CBA an internal controls. I requested them dozens of time to my employer and my direct supervisor said she did not like to be a supervisor and she was too close to retirement to care. All the staff were having mental health breakdowns and when I finally had mine after 2 years. My FMLA was not processed, dozens of reasonable accommodations were not processed. I was put under investigation 2 months after my reporting in February. April I was put under investigation. June I was told that I was going to get fired.. July they finally allow me to take FMLA. The day I return from FMLA I was demoted. Bullying, discrimination, retaliation continue to happen and I had another mental health breakdown. Once again FMLA not-processed no more reasonable accommodations. A trip to intensive outpatient treatment and the mental health hospital resulted. I finally constructively discharged. EEOC would not take my case. Dol and EEOC all failed me. Lawsuit has been filed. Great information. Wish I had found when it first came out

I can’t wait for the lies.

This is going to be funny.

can human resources call you at home pull you out of work and put you on FMLA

🐐🐐

Dose employers who violates and compromise employees personal information fit in the category of “consumer protection “ in the state of California?

Great information...very helpful. Just one piece of advice for Kellen J. Mathews...you may want to sound a little more enthusiastic...I know that is your normal speaking voice, but it comes across as sounding a little uninterested in what you are saying. :)

Excellent information. Thank you for producing that.

Great video! Thank you

This was a brilliant video, interesting to see both sides of the coin, and very informative

LOL used to work at A&R just watched to verify what I already know lol...

Wow that lady is a wealth of information. Excellent hire.

Thanks So much for the Information!!! I know this was recorded a few days ago, I hope this info has not changed too much.

One note, at about 25 min in, you mentioned "The employee cannot work remotely" My understanding is that if you can work remotely (ie, your job function supports remote work), but you still have your children to care for and cannot work due to needing to watch your children, you're still eligible for the credit. Is that yours as well?

nice content