Everything Vince is straight FACTS. I sent a complaint from my Gmail to have a record although, I notified HR several times in writing. Same happened to me as well they fired me when I complained. But what is so funny is they will terminate and, I would think that would bring a liability. I think they are assuming nothing will be done and they can get away with it. It’s a game they play it’s manipulation.
Employer do not investigate they sit on a 1 room have a coffee and already have plans for u and who will be replacing u and than they come out give u a BS reason as per our investigation and talking to few employees thats BS again to get rid of u
I was dismissed after complaining about workplace harassment and abusive environment. I was also accommodated by my direct supervisor to have Sundays off which i wouldn’t work during to my religion observation time. Being that I was the supervisor of my department, but had no real supervisory authority. The executive told me I had to come in on Sunday because there was no staff. I refused. After my refusal. The executive target me and fired me for “ POOR WORK PERFORMANCE” Weeks before my wrongful termination. She just sent me text messages. Saying thank you for being loyal… you rock… could I use these messages as evidence that I didn’t have poor work performance??? She also denied knowing of my religion observation/ accommodation. Stating she knew I had Sundays off but not because of church. But I have a text I sent to her one Sunday. Stating I came to help to work after church. But didn’t clock in. Could I use this as evidence of her knowing that I went to church on Sundays?
One thing about legal retaliation protection is that it will not prevent an employee from being terminated. Companies consult with attorneys, so they are well aware of the law, but they will not hesitate to terminate if they see an employee as a trouble-maker or a liability. They also know that the majority of terminated employees will not sue. Proceed with caution.
It may not prevent an employee from being terminated, but it WILL usually be easier for the employee to prove. Here's something to watch at this channel. Yeah, employers have counsel, but so do we. th-cam.com/video/AuxZaKyTB74/w-d-xo.html
I reported abuse 10 days into my two week notice. Was asked to leave an hour after I reported. Then the facility director excuses me of calling the state inspector on them because the state was always there. The abuse I reported was an autistic girl they hired for housekeeping . A contractor up against the wall. I took her by the hand and went straight to the director's office I was told it didn't happen. I was escorted out of the building by the very woman who hugs me when I gave her my two-week notice 10 days before who had tears in her eyes I was leaving. I called adult protective services once I was in my car. Someone who's under doctor's care with autism being sexually abused at work the director should have called the police.
Making a complaint at Noel Canning in Yakima Washington is a non starter unless they already want someone out. There is a great fear factor at that company.
Offered two Loudermill hearings I wrote to them I wasn’t going to attend. Saw that one person didnt attend first meeting either. I busted them and they had an additional hearing.
My former employer had a director with 4 HR compliants. They couldn't fire him because a VP needed him. We all end up quiting. I was shocked. It is like there are rules .... but there are other rules for certain people that do not apply to YOU.
Complain in a specific way but if it involves management or multiple coworkers, be extremely careful. You as an individual worker just simply won't outweigh anything that a manager or at least 2 coworkers did because its more effort to replace.
When I was a general manager at Taco Bell our district manager would drop in our store and sexually harass the female employees. These female employees wanted me to report him to corporate in which I did. I kid you not, I lost my job within 2 weeks but the district pervert remained employed. Right now I'm managing a McDonald's store and will NEVER get involved in anything regarding sexual harassment against my boss. It's best to stay out of the drama I have bills to pay.
Hello…I reported my boss for screamed at me… I reported him thru email with HR department….HR guy contacted me, he said the 3 of us need to talk to discuss the incident (HR guy, my boss and myself)…is it legal that my boss be present when I talk to HR guy?
What happens if the employer never did an investigation after you told your direct manager and HR about being harassed? How does this affect the Judge and Jury?
My agency said that their legal counsel said that they didn't need to do an investigation even though a claim of harassment or hostile work environment was alleged for prior protected activity with high liability due to winning previous judgment against same agency... They said the presence of someone isn't deemed harassment 🤷🏾♀️🤷🏾♀️
❤ yes when they fire me they wrote after investigation we have to fire u, but it happened on 9 October where was me and supervisor at the scene taking pictures or the trailer moved on me off the shipping dock they spoke to me on 13 October
❤than they after investigation was done and I asked them when was taken place cause we all the same pictures so what investigation cause I did mine and supervisor did his turned out that the trailer that was moved his air leak out service wasn't done on it over a year but they fired me
Everything Vince is straight FACTS. I sent a complaint from my Gmail to have a record although, I notified HR several times in writing. Same happened to me as well they fired me when I complained. But what is so funny is they will terminate and, I would think that would bring a liability. I think they are assuming nothing will be done and they can get away with it. It’s a game they play it’s manipulation.
Employer do not investigate they sit on a 1 room have a coffee and already have plans for u and who will be replacing u and than they come out give u a BS reason as per our investigation and talking to few employees thats BS again to get rid of u
A person gets assaulted on the job, then company fires them.
My employer stated I never requested an accommodation. Lies the FMLA had she could certainly work from home.
Company vs. Employee, company wins. So crooked.
Your videos are great and all of these things u say its amazing god bless you and keep on posting i always watch 2x in a day from Toronto Canada karim
I was dismissed after complaining about workplace harassment and abusive environment. I was also accommodated by my direct supervisor to have Sundays off which i wouldn’t work during to my religion observation time. Being that I was the supervisor of my department, but had no real supervisory authority. The executive told me I had to come in on Sunday because there was no staff. I refused. After my refusal. The executive target me and fired me for “ POOR WORK PERFORMANCE”
Weeks before my wrongful termination. She just sent me text messages. Saying thank you for being loyal… you rock… could I use these messages as evidence that I didn’t have poor work performance???
She also denied knowing of my religion observation/ accommodation. Stating she knew I had Sundays off but not because of church. But I have a text I sent to her one Sunday. Stating I came to help to work after church. But didn’t clock in. Could I use this as evidence of her knowing that I went to church on Sundays?
Ooof did you sue?
Yes all of this was evidence for the lawyer and EEOC
So it's national origin discrimination too
One thing about legal retaliation protection is that it will not prevent an employee from being terminated. Companies consult with attorneys, so they are well aware of the law, but they will not hesitate to terminate if they see an employee as a trouble-maker or a liability. They also know that the majority of terminated employees will not sue. Proceed with caution.
It may not prevent an employee from being terminated, but it WILL usually be easier for the employee to prove. Here's something to watch at this channel. Yeah, employers have counsel, but so do we.
th-cam.com/video/AuxZaKyTB74/w-d-xo.html
Hi. Who should proceed with causion?
@@Dellen-Roger Any employee who thinks the law will protect them from retaliation and termination. It won't.
@@viralsheddingzombie5324 Hi. But wouldn't that then be unfair dismissal?
@@Dellen-Roger Definitely. It happens every day.
I reported abuse 10 days into my two week notice. Was asked to leave an hour after I reported.
Then the facility director excuses me of calling the state inspector on them because the state was always there.
The abuse I reported was an autistic girl they hired for housekeeping . A contractor up against the wall. I took her by the hand and went straight to the director's office I was told it didn't happen. I was escorted out of the building by the very woman who hugs me when I gave her my two-week notice 10 days before who had tears in her eyes I was leaving. I called adult protective services once I was in my car. Someone who's under doctor's care with autism being sexually abused at work the director should have called the police.
Making a complaint at Noel Canning in Yakima Washington is a non starter unless they already want someone out. There is a great fear factor at that company.
Offered two Loudermill hearings I wrote to them I wasn’t going to attend. Saw that one person didnt attend first meeting either. I busted them and they had an additional hearing.
Does HR's affirmative duty to investigate have to be documented in a specific manner?
My former employer had a director with 4 HR compliants. They couldn't fire him because a VP needed him. We all end up quiting. I was shocked. It is like there are rules .... but there are other rules for certain people that do not apply to YOU.
Complain in a specific way but if it involves management or multiple coworkers, be extremely careful. You as an individual worker just simply won't outweigh anything that a manager or at least 2 coworkers did because its more effort to replace.
When I was a general manager at Taco Bell our district manager would drop in our store and sexually harass the female employees. These female employees wanted me to report him to corporate in which I did. I kid you not, I lost my job within 2 weeks but the district pervert remained employed. Right now I'm managing a McDonald's store and will NEVER get involved in anything regarding sexual harassment against my boss. It's best to stay out of the drama I have bills to pay.
As a manager, you had a legal responsibility to report it.
@@ProSePlaintiff for real. He's literally admitting that he will not do his job if harassment were to happen.
You should have sued!!
Sure, we all have bills to pay. So for a financial motive your ethics and your duty to report violations go out the window?
Hello! Can you appeal settlement offer if you believe you attorney failed you with leading to representation legal malpractice findings
Whhhhat!! Ppl will call you about a TH-cam question?? They have some 🏀
How about new Nlrb new workplace video surveillance memo?
Hello…I reported my boss for screamed at me… I reported him thru email with HR department….HR guy contacted me, he said the 3 of us need to talk to discuss the incident (HR guy, my boss and myself)…is it legal that my boss be present when I talk to HR guy?
What happens if the employer never did an investigation after you told your direct manager and HR about being harassed?
How does this affect the Judge and Jury?
Wait 5 years and then they'll be met in a dark parking lot and will not know which person it is because they've messed with everyone.
"I hope you get em"..😁
👊😎DP
Coworker accused me of creating toxic workplace what do I do now she is the queen b of the mean girls click
Asking a female coworker if she is married/has a boyfriend is not harassment because you cannot ask a coworker out on a date without knowing that.
Can an employer degrade and insult you then continue to threaten you with your job if I don’t follow “my duties are based on his wishes”?
Im thinking the labor board is the way to go .
My agency said that their legal counsel said that they didn't need to do an investigation even though a claim of harassment or hostile work environment was alleged for prior protected activity with high liability due to winning previous judgment against same agency... They said the presence of someone isn't deemed harassment 🤷🏾♀️🤷🏾♀️
❤ yes when they fire me they wrote after investigation we have to fire u, but it happened on 9 October where was me and supervisor at the scene taking pictures or the trailer moved on me off the shipping dock they spoke to me on 13 October
❤than they after investigation was done and I asked them when was taken place cause we all the same pictures so what investigation cause I did mine and supervisor did his turned out that the trailer that was moved his air leak out service wasn't done on it over a year but they fired me
From the moment you complain ❤❤❤
I tweeted your quote (and cited you of course)... "Everybody works, not everybody wins" - @DrJessicaElm 😄
Wow thank you!