June 12, 2008
George Boston Rhynes
Valdosta, Georgia
Wal-Mart Sores, Inc.
H. Lee Scott Jr., CEO/President/Director
Board of Directors (Respectively)
702 Southwest 8th Street
Bentonville, AR 72716
TO: Wal-Mart Executives at Cooperate Level (Respectively)
SUBJECT: Termination of Employment from Wal-Mart Stores Inc., (January 5, 2005 - March 20, 2008)
I was employed at Wal-Mart Store 2615 as a Sporting Goods Sales Associate on January 5, 2005, located at 3215 Perimeter Road, Valdosta, Georgia 31605 and was terminated on March 20, 2008 as Sporting Goods Department Manager for “INABILITY TO PERFORM JOB.”
My period of employment was from January 5, 2005 to March 20, 2008, and I held the following job titles, Sporting Goods Sales Associate and Sporting Goods Department Manager. However, I received no training whatsoever as “Department Manager,” and there is nothing in my records to show differently. The previous department manager (Jody), did not provide any training whatsoever, when I asked for overlapping training.
Therefore I was given a position like a puppet without strings (training), so I pulled from my previous experience, made the best of what I had, and received praise from some managers, fellow associates, department managers, customers and vendors alike.
I did not, join the Wal-Mart Family as a NOVICE, I had over twenty plus years of supervisory, leadership, and management skills in the United States Air Force. I started, and maintained a business for over fourteen years. Yet, I started out with slightly above minimum wage and a copy of my resume should be in my personnel file.
During my Air Force career, I worked in U.S. Postal Operations, Non-Commissioned Officers in charge of providing administrative support to 904 Maintenance Personnel in Aircraft Generations Squadron in Tucson Arizona, worked with Security Police Files, Office of Special Investigation Files, worked at Kelly Air Force Base Security Services Headquarters on Security Hill, and handled classified information up to, and including Top Secret. With all assigned tasks being performed in a professional manner without any lost of productivity, or inappropriate action by me or those I supervised.
INABILITY TO PERFORM JOB: The reason given on my termination sheet is in contrast of my lifetime historical job performance. I received over thirty-two Airmen Performance Report Evaluations during my military career, and all were rated outstanding, except for four, that were rated excellent. One was rated satisfactory, and the Air Force Joint Chief of Staff removed it, because my immediate supervisor Technical Sergeant James E. King-----failed to give a true, fair and accurate evaluation for the reporting period. (This is included in my military record until this very day).
Moreover, I received many Air Forces Achievement Awards, and received several Accommodation Medals, for going beyond expectations and getting the job done in a professional manner.
In September 1989, I started my own business “New Mind Music, and Fashions,” at 605 ½ East Hill Avenue in the city of Valdosta, Georgia, and maintained this successful business for over fourteen years. This was two years before I retired from the United States Air Force in January 1991. These are accomplishments and attributes that should prove that the reasons provided as justification for my termination of “INABILITY TO PERFORM JOB,” is unfounded, and that my entire work history, job performance and capabilities extend beyond family, Wal-Mart, local community, and me.
Lieutenant Governor Mark Taylor called me from Atlanta, Georgia to meet with him during his campaign for Governor of the State of Georgia, worked on Representative Sanford Bishop campaign of Georgia during his first election to the U.S. Congress, and many other leaders within the State of Georgia. I received recognition from three former presidents of the United States for a published writing “Tribute to An Unknown Soldier,” published in 1982.
I was asked, and worked as the Poll Manager of a Lowndes County Election Polling Station, I, maintained a daily and weekly radio broadcast on WGOV, 950 am, and WJEM 1150 am, Radio stations in Valdosta, Georgia for over fourteen-years, and is respected by local citizens for my community outreach and leadership abilities. I was selected to the Valdosta and Lowndes County High School Advisory Committee, served on the Board of Directors of Project Change, an organization designed to eliminate discrimination and unfair treatment in the work place.
I was often called upon to speak at Valdosta State University during forums on various subjects, selected to serve in the process of finding a Valdosta High School Principal. I am a single parent of three children two of whom attended college and the oldest child is now enrolled in Life Chiropractic School in Atlanta, Georgia.
During my first year as Sporting Goods Associate, I stopped damage to firearms by placing Velcro around each firearm wired section. This prevented medal, to medal contact of firearms and damage to firearms in the department. However managers ignored the work, even though it had a much wider scope, and could have saved money in other Wal-Mart Stores nationwide.
When fishing reels was falling from racks presenting safety hazard to both associates, and customers. To remedy this manufacturer defect, I installed a wire through the reel racks and stopped this safety hazard. I also noticed the same problem at many other Wal-Mart Stores and told store manager and district managers but nothing was done towards a broader implementation. I made over fifty-seven much needed changes in the department during my first year. (This should be in my personnel records).
Getting the job done in a timely manner with professionalism throughout my work history has been perhaps my greatest strengths, and led to my publications being published in many newspapers across the nation including, The Valdosta Daily Times, The New York Times, USA Today, Chicago Sun Times and many more outlets. Our local newspaper (The Valdosta Daily times) did a story on me and my business (New Mind Music and Fashions), located in Valdosta that was a major point of discussion in the community. I was the guest several times on an Atlanta Television Station on major community, state, and national issues.
PURPOSE OF THIS LETTER: To initiate and state for the record, that I was unfairly termination from Wal-Mart on March 20, 2008, and seek a more in-depth evaluation of the reasons used to terminate me: “Inability to perform job” Moreover, I contend, that this is not the case, but rather the failure of managers to comply with Wal-Mart Associate Training Policy and Procedure.
Members of management ignored my persistent appeal to them to follow ATF Guidelines, keeping Firearms Filing Cabinets, and Side Counter Box, locked that stored completed ATF Forms 4473s. But they ignored me repeatedly, and this is well known by all associates, and assistant managers working in the department. I became even more concerned, when I became Department Manager because I was looking for a set up from management.
I also repeatedly informed Assistant Managers that daily and monthly audits were not being done on ATF Forms 4473s after firearms was sold. On one occasion I informed Assistant Managers Trina, and others who worked in the department of this omission. I personally told Assistant Manager Frank on one occasion------that fifteen-days had passed without daily audits being done----but to no avail. However, eventually the audits were completed as required. I do not blame Frank; he was running like a chicken with his head cut off because they needed more assistant managers employed.
And when firearms log Book entries were found (recently), to be out of order, my associates and me were blamed, (All hell broke out, as I said would happen when something happened). But it was the managers who failed to perform audits as required that resulted in unnecessary loss of work hours, and associates were looked upon as unprofessional. This shows how management always find excuses to cover their own failures, as it relates to following established guidelines, and procedures until something happens.
It is even more sickening when associates see manager’s lack of knowledge, as it relates to management skills, and the unfair treatment of associates. This has created, an ill working environment for many associates and assistant managers. Many are stressed out, not knowing if they will have a job the next day. (This is not good for any human being)
Wal-Mart Department Managers and associates do not receive the necessary training, equipment, and managerial support to perform their job. Then there is the click wherein some associates suck up to certain managers and this creates an ill working environment. (Something my years of previous management training and experience said was a no, no). Therefore, something must be done to better screen the associates who are assigned in the Sporting Goods Department. I never hired a single sporting goods associate as department manager. Others always did this and they hired associates with behavioral problems who cared nothing about following instructions from me or other managers in the store. This placed me at a disadvantage because these associates worked around firearms, ammunition, and knives.
In store 2615, it is imperative that managers listen to associates, especially those in sporting goods where ammunition and firearms are handled, and stored. Presently, associates in the facility are not listened to, and their creative ideas, are lost in the wind. These good ideas could have saved Wal-Mart money, eliminated safety hazards, and increased sales. But only if managers, listen to store associates as if they are valued members of the Wal-Mart Family.
Moreover bad associates are allowed to move into management positions without learning to comply with the ten-foot rule, show respect for the individual, serve the customer, and strive for excellence. This motto seems foreign to managers in the facility. Many associates are given positions, but not the required training, equipment, support and authority to properly do the job. That is, until they need a fall guy or scapegoat to protect incompetent managers, when something is found to be wrong.
It is unbelievable how workers rights and customer rights are denied as they relate to safety, and faulty equipment. Many store price changes are not done because of a lack of training, and proper equipment. It was well known, that my department went over six months without proper equipment to get price changes done after repeated requests to management. But again, it is department managers and associates who are blamed for what managers do or fails to do.
It was management that decided against the use of 4-ways in action alley to display deleted merchandise on sales floor when MODs dropped---in 2008. So merchandise was returned to the backroom creating bottlenecks, and made it impossible to do timely counts, and accurate price changes. This decision by management NOT to use 4-ways was destined for disaster. This procedure had NEVER been done since my employment or when Department Manager Jody was department manager.
Therefore by management failure to create space to display merchandise other department managers were brought in to help out. However, the next day, the work done by these managers were taken down. Assist. Manager Frank, and Co-Manager Andy were told repeatedly of this monstrous problem, but nothing was done to resolve this dilemma. It was a set-up, for failure and disaster, because of a bad management decision that had never been used before. This was brought to the attention of assistant managers, co-manager Andy, and other department managers. The District Manager was notified of associate creative ideas and problems in sporting goods that had perhaps a wider scope of implementation----but no one seem to care.
FINAL TERMINATION COMMENTS: As a former department manager at Wal-Mart Store 2615, I ask that a valid and progressive review be done concerning the reasons for my termination; “INABILITY TO PERFORM JOB.” When the facts are that NO, ASSOCIATE at Wal-Mart Store 2615 Inc., ever trained me, initialed off on, dated, or provided me with any correspondence of training other than the correspondence I signed, when I accepted the position as Sporting Goods Department Manager, and received a $1.00 pay increase. This includes previous Sporting Goods Department Manager, Assistant Managers, Co-Manager, Store Manager, or Resource Manager. So how can any professional highly paid manager allow a Department Manager to serve from July 17, 2007 to March 20, 2008, without proper training, proper equipment, and support to accomplish tasks in a professional manner?
In addition, one can only ask why Wal-Mart Stores Inc., created a training package entitled: “Training Plan week 1, 2, 3, and 4, For Department 9 Managers,” then on page 3, the package reads, “People and Policies, Date, Trainer’s Initials, Your Initials. Then beneath on the job training reads: “The associate and assigned trainer are required to initial the lines below, unless otherwise noted for another Associate’s initials. The training Associate places a checkmark in the provided checklists as each assignment is executed.”
Then on the last page of ALL FOUR, training packages reads: “Please sign in the appropriate space. Do not sign unless all items above are initialed and dated by the specific Associate responsible for your training.”
Since I never received proper training, I took it upon myself to seek information from more experienced department managers within and outside of store 2615. I was shocked to see so many experienced department managers who had NOT been trained and was of little to no help to me. They said, “man they don’t train you around here.”
In addition: I borrowed needed equipment from the Vision Center, Hardware, TLE, Furniture, Shoes, Groceries, Toys, Electronics, Jewry, Wireless, and Photo Lab trying to do the tasks assigned to me. When I approached my managers on problems in sporting goods Co-Manager Andy, with Asst. Manager Frank Summerland in the Store Managers Office, and told them, that I did not have the proper equipment, department managers training, or support. Co-Manager Andy told me that no training existed in the present of Assistant Manager Frank.
It seems strange how Wal-Mart Stores Inc., could allow this unprofessional practice to continue without corrections. It is my hope and desire that Wal-Mart Stores Inc., routinely review each facility training procedures to insure that all associates are receiving the necessary training to do their job, so all associates can advance within the company on an equal bases.
After months of requesting training, the newly Asst. Manager Shannon came to me at the Sporting Goods Counter and showed me several stapled sheets in early 2008. She said, “George we must get you trained as Sporting Goods Manager,” and I was happy that this newly assigned manager saw the need to follow established procedures. (This date and time has become a part of my long MEMO FOR RECORD).
However, this was never initiated and nothing else was said about me receiving Sporting Goods Departmental Training again. It seemed as if, I was set-up, for disaster from the get-go, and I can only imagine how many more good, outstanding human beings have been ditched because of this ill procedure at Wal-Mart Store 2615. Moreover, this ill practice has existed for so long that no one believes anything will ever be done within the store. How Sad?
In my opinion this is only the peak of the pyramid of what goes on at store 2615, not only with me, but many other outstanding former associates who were----even more qualified than myself. Who have already quit, been fired, retired, or just walked away because they felt nothing could or would be done. (I feel that it is my HUMAN responsibility to HELP STOP the hurt of many fellow Wal-Mart Associates Family Members, who feel there is no hope for them at store 2615).
Therefore, these remaining associates at store 2615 needs immediate attention because there is NO, real “OPEN DOOR POLICY FOR ASSOCIATES.” And it is widely discussed within circles of both ASSOCIATES AND ASSISTANT MANAGERS, that things would be better if they had a UNION but are afraid to speak out concerning the problems at this facility.
IT IS MY PERSONAL DESIRE: That a Top Wal-Mart Inc., Professional with Management Skills, investigate the real reasons behind my termination, and that a review of all policies and procedures be reexamined at store 2615 as they relate to Wal-Mart established procedures to help remaining ASSOCIATES AND MANAGERS working in this ill environment.
And that I receive a written reply to this communication for my OWN, peace of mind, satisfaction and understanding of the Wal-Mart Family’s tradition of respect for the individual, service to the customer, strive for excellence, and if these Wal-Mart policy, and procedures are worth anything.
And if it is the policy for Wal-Mart to insure that all associates be trained, listened to, supported and allowed to advance within the Wal-Mart Family as equals in the same manner. I await your timely response within ten business days. Thanks!
GEORGE BOSTON RHYNES
Former Untrained Sporting Goods Department Manager
Valdosta, Georgia, Facility Store #2615
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George Boston Rhynes
Valdosta, Georgia
Wal-Mart Sores, Inc. (1st Letter dated, June 12, 2008)
The Honorable H. Lee Scott Jr., CEO/President/Director
Board of Directors (Respectively)
702 Southwest 8th Street
Bentonville, AR 72716
TO: Wal-Mart Executives at Home Office (Respectively)
This is a follow-up to my letter dated June 12, 2008, to Wal-Mart CEO/President/Director H. Lee Scott Jr., and the Board of Directors (Respectively) sent by certified mail, and a week later by United States Postal Service First Class Mail, (Receipt #: 2305 1590 0001 6154 7384). But not even a courteous reply or an acknowledgement from Wal-Mart has been received after forty-nine days.
It seems that a Wal-Mart Family Member does not mean much locally, or at the home office. Many Wal-Mart Associates are repeatedly told, that they are family. This is not how my family responds to family members. Moreover, my termination from Wal-Mart Store 2615 for “Inability to Perform Job” will NOT, just fades into the sunset. But is an extremely serious matter and I only forwarded in my June 12, 2008 letter a brief overview of what I intend to show-----with the help of other present and former Wal-Mart Associates, and Department Managers---that my termination was unfounded.
I unlike others who know they were mistreated, but just buried their head in the sand like the legend concerning the ostrich bird. But I will strive to show: That Wal-Mart Stores Inc., failed to follow its own policy, guidelines in training Sporting Goods Department #9, Manager at store 2615.
In addition: It is my belief, that Wal-Mart Store 2615 has discriminated against certain employees, when it comes to verbal, and written coaching’s, unfair treatment in regards to associates during time of bereavement and time off, promotions of associates who does not respect the Wal-Mart Ten-Foot Rule, managers know little to nothing about supervising, and leadership skills to maintain a team and be productive, giving a D-Days, and termination of associates.
I contend that Federal Law Violations were ignored in Sporting Goods Department. This was after I repeatedly informed Assistant Managers, Co-Managers and others about this problem. However, ATF Forms 4473s with customer’s personal data was insecure for two years. (Every Associate who worked in the department knows about this violation, I personally and consistently put this before Co-Manager Andy many times) but still it was ignored, by managers, proper procedures were not followed when it came to the sale of firearms to customers who could not read and write, associates verbal coaching, and written coaching being removed that should not have been given---but after repeated appeals to management this too seemed to work against me, both associates, and department managers were not trained, and terminations are handled haphazardly, (a well-known fact), lack of help to get the job done in several departments, (many mornings, I was alone in Sporting Goods from 7:00 A.M. – 2:00 P.M., but no managers seemed to care or took this in consideration when it came to price changes etc) not providing necessary supplies to accomplish assigned tasks in departments, preferential treatment of one Sporting Goods Department Manager over another, (never having to handle deer stands, and providing help etc, but held to the same standards of work load), associate completing two union training classes, but NEVER completing CBL’s due to a shortage of department help, guns in back room but never displayed for customers to see, (I sought to resolve this problem but management could not see a need for the sheets I placed on counter with all firearms listed), managers incapable of supervising certain employees because of friendship, and favoritism for certain associates over others, certain associates refusing to obey assistant managers directions to work the front registers and the associate tells an asst. manager, “I don’t do front registers.” (Name withheld but available, and the witness who saw this happen at S.G Counter)
The above incident has been verified and documented but nothing was done to this favorite associate, certain associate gets away with disobeying the established Wal-Mart Dress Code, and associates witnessed this associate violate the policies, that others had to follow, lack of disciplinary action when guns were not secured and left out on counter on several occasions, fellow associates witnessed incidents that was brought to management attention, but nothing was done to correct the associate, weekends in sporting goods was like a day off for sporting goods associates, even though I repeatedly asked managers to monitor assigned task sheets on weekend, but they did nothing, managers ignoring department managers and using them as scapegoats and fall guys when something goes wrong.
If Wal-Mart does not wish to reply to my letters it is their call. However, I have a call, as a person of character and high concern for my former Wal-Mart Family to help stand for what is right. So if you do not believe my case deserves a reply from you----after forty-nine days. Then I respect your decision, but in the end truth will eventually win (Galatians 6:7).
Again, thanks for your time. I can only ask if this is the type consideration and respect Wal-Mart gives to a former Wal-Mart Family Associate, and Department Manager who was employed for over three years, at store 2615, located in Valdosta Georgia. (January 5, 2005 – March 20, 2008).
GEORGE BOSTON RHYNES
Un-trained Sporting Goods Department Manager
Retired United States Air Force Veteran (January 21, 1991)
Fourteen-year business Owner (New Mind Music, Valdosta, Georgia)
A concerned citizen and brother of humanity
PS: Associates at store 2615 are still in major pain I am told, and seeking relief from someone who cares about them at the home office. I as a former associate have waited or forty-nine days for a reply from Wal-Mart Stores Inc., but to no avail.
We were told that we were family members, but it seems that associates and former associates can only expect an unending cycle of pain from Wal-Mart Stores Inc. But I am 100% certain that the internal pain of associates, department managers, and assistant managers who cannot speak for themselves---will be stopped and the tears removed from their eyes. (Galatians 6:7) But my termination from Wal-Mart was an outright disgrace to all who ever knew me. When I told one of my Military First Sergeants (locally), that I was terminated as Department Manager. He gave me his phone number and told me to have Wal-Mart to call him. He said, that I was the best administrative he had during his twenty-seven years of his military career. But who cares about competent workers at Wal-Mart?
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August 11, 2008
George Boston Rhynes
Valdosta, Georgia
Wal-Mart Sores, Inc.
Mr. H. Lee Scott Jr., CEO/President/Director
Board of Directors (Respectively)
702 Southwest 8th Street
Bentonville, AR 72716
TO: Wal-Mart Executives at Home Office (Respectively)
I am no longer employed at Wal-Mart Store 2615 in Valdosta, Georgia. However, on August 8th 2008, while shopping at the Flash Foods Convenient Store at 3480 Bemis Road, Valdosta Georgia 31605, a Wal-Mart Associate from store 2615, said: She heard I was terminated from Wal-Mart store 2615, because I lost five (5) guns. She said she could not understand, why I was terminated, because I was the best worker in the department.
Then after being approached by three other Wal-Mart Associates on different occasions much earlier, saying they heard that I had been terminated, because I lost seven (7), or eight (8) guns.
I am forced to respond to what I heard on August 8th, 2008, and they are not limited to this associate, but have been repeated by other Wal-Mart Associates at the Waffle House at, 3120 North Patterson St, Valdosta GA, at Waffle House, 4600 North, Valdosta Rd, Valdosta, GA, and lastly on Saturday, August 9th, 2008, at Royal Buffet Restaurant, 3268 Inner Perimeter Rd, #F, Valdosta, GA, and this was the breaking point for me.
So no longer WILL I sit idly by and see my good name, reputation, character, and credibility be denigrated as never before in over thirty-years of employment. I can only imagine what is being TOLD, to employers as I apply through the Georgia Labor Department seeking gainful Employment.
REASONS GIVEN FOR MY TERMINATION ON MARCH 20TH, 2008 WAS: That my department (Sporting Goods), was dirty, camping isle MOD was set improperly, and buggies was found on the sales floor, and my termination sheet read; “INABILITY TO PERFORM JOB” Assistant Manager Shannon said nothing about seven (7), or eight (8) guns missing or that I was responsible for making improper entries in the ATF Firearm logbook.
Moreover, I gave the following response to Assistant Manager Shannon and Assistant Manager Frank Summerland in the Store Manager’s Office, when I was terminated on March 20, 2008:
1. I have been off from work, and I just gave a three-hour deposition at a local Law Firm on an upcoming Middle District of Georgia Court Case. So I have not been in the department every day, and that it is known, that I could not get associates in Sporting Goods to do what I asked. They don’t even listen to you managers, and I did not set the camping MOD. It was Asst. Manager Lynn that told us to flip the label and place deleted items on the MOD.
2. Moreover management was required to check off all MODS after they are set, so who is being terminated for not checking the MOD? And when I asked managers to check MODs they was too busy. I told, Co-Manager Andy about this particular MOD (Camping Isle), and he said manager Lynn was incorrect, and that we could not flip labels. Assistant Manager Frank was standing there at the time, (This was a continual problem in SG, one manager would tell me and associates one thing, and another manager something else).
3. During my termination, I turned to Assistant Manager Frank and asked. Did not tell you six months ago, that there was no win for m? Did I not tell you that? Its all a game, and other department managers told me about it, it’s a game being played, but in the end truth will win.” “He said, yes, you said it! And I said, thank you!
Wal-Mart Termination Documents stated: “INABILITY TO PERFORM JOB,” and nothing was said about guns being improperly logged, or that I lost seven (7), or eight (8), guns, and rightly so, since many other managers logged firearms in the logbook.
CONCLUSION: I seek a written apology because an untruth has been spilled about me, (George Boston Rhynes), throughout Wal-Mart Store 2615. I have been in the public eye on many fronts since 1975, at many different levels, and these accusations against me have a direct impact on my image, credibility, character, and could keep me from finding another job in the future. For over thirty – years, I have worked in a management position but have never received such accusations from an employer.
Therefore I request an apology in writing, and that Wal-Mart Associates be told the truth when asked about my termination in the future. This is an extremely serious matter and I seek a written apology as soon as possible-----to resolve this problem. But I will never accept being a fall guy because no good leader or manager, just go along to get alone, and expect to be respected by real managers of any company or organization. Thank you for your time, and consideration.
GEORGE BOSTON RHYNES
Former Department Manager of Sporting Goods (Store 2615)
A concerned citizen and brother of humanity (3rd Later.)
Cc: Bryant, Boston, and Rhynes, Family Reunion President (3rd later.)
SPECIAL NOTE: If I indeed lost seven (7) or (eight (8) guns as is being spilled around Wal-Mart, and if I was solely responsible for improper entries in the ATF Firearms Logbook. Then questions must be asked, and valid answers provided to the following questions to be fair to all:
1. How many guns did I lose at Wal-Mart Store 2615?
2. How many people logged guns into the firearms logbook?
3. How many audits were done when an Assistant Manager departed the Department?
4. How many managers, and co-managers were coached for improperly logging guns into the Fire Arms Log Book?
5. What other manager or managers were coached, given D-Day, or terminated because seven (7), or ten (10) guns were lost in the Sporting Goods Department?
6. Who was blamed for the mistakes in the Fire Arms Log Book during 2008, in store 2615?
7. Had managers performed their daily and monthly audits as required, would not this have discovered mistakes if any, in a more timely manner? (Since some mistakes and omitted audits, were not performed before I became department manage).
8. Was I the only person logging guns into the Fire Arms Log Book at store 2615?
9. Why was I NOT, informed of missing guns, and logbook entries, during my termination by Assistant Manager Shannon, and Frank Summerland in the Store Managers Office on March 20, 2008? (Absolutely, nothing was said to (ME), about guns being missing or the firearms logbook)
10. Why was an unauthorized Sporting Goods Department Associate permitted to log guns in the logbook against Wal-Mart Policy? (Name withheld but available)
11. Why was the daily accountability audits NOT performed by managers on completed ATF Forms 4473s on a daily basis as required, and properly secured for years?
12. Why would a department manager be excluded from the process of finding alleged mistakes in his/her department as was done in March 2008?
13. Who was the expert that determined that I was at fault, since many people logged firearms into the logbook?
14. Who were the managers who failed to insure that these mandatory practices were carried out according to established guidelines? And what ACTION, was taken against them if any?
15. Who was responsible for performing daily, audits of completed ATF Forms 4473s each morning?
16. Who was responsible for insuring that monthly gun audits, and gun logbook entries were done as required? And what action was taken against these managers?
17. Who else was coached, given a written coaching, D-Day, or terminated for these seven (7) or ten (10) guns that I supposedly lost according to Wal-Mart Associates?
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August 29, 2008
George Boston Rhynes
Valdosta, Georgia
Georgia General Assembly (Respectively)
President, Casey Cagle
240 State Capital Street
Atlanta, Georgia 30311
Subject: Military Veterans, and Georgia Workers Rights (At Will, to Work State)
TO: Georgia General Assembly President, (Casey Cagle), and Every Member (Respectively)
Secretary of the Senate, and (Each) Member (Respectively)
Georgia Department of Labor (Michael L. Thurmond, Commissioner)
EEOC, Representatives for the State of Georgia per telephonic conversation
ATTN: Capitol Suite 353, Budget Office/LOB Suite 208, Press Office/LOB Suite 201, Research Office/LOB Suite 204, Eric Johnson, Tommie Williams, Dan Moody, Mitch Seabaugh, Robert Brown, Tim Golden, David Adelman, Bbill Cowsert, Ronnie Chance, bill Heath, Bob Ewing, Lorenzo Wallace
1. On March 20, 2008, I was terminated from Wal-Mart Stores Inc., located at 3215 Perimeter Road, Valdosta, Georgia, 31604, for “Inability To Perform Job,” following several unfair verbal and written coaching’s to justify my eventual termination, although I was never trained as Wal-Mart, Department Manager of Sporting Goods. (See Attached letters addressed to Wal-Mart Stores Inc, dated June 12th, 2008, August 1st, and August 11th 2008, to Wal-Mart CEO, and Board of directors (respectively).
2. Wal-Mart Stores Inc., had an established policy or handout posted on the wire entitled, “Training Plan Week 1, 2, 3, and 4, For Department Manager #9, (Sporting Goods). This document provided space for the associate’s name, date hired, and name of Assistant Manager, Trainer Initials, and Personnel Associate, instructions on how to complete week #1, of the Training Plan for Department 9 Managers, and how it relates to the SPONSOR, TRAINER, ASSISTANT MANAGER, PERSONNEL ASSOCIATE, and their responsibilities to the associate in training for the total four week training period, and that all assigned tasks must be completed and initialed:
a. 1st Week of Training: This week of training was supposedly designed to train Wal-Mart Department Manager in Department #9, Sporting Goods in the following areas: Overview, On The Job Training, Merchandise (covered 4 pages), Customer Service, and lastly the associate is to review the entire week and ensure all sections are completed by the required associates. Then Associate, Assistant Manager, and Personnel Associate, must sign and a completion date given in the last block. Then beneath read: Congratulations! Today we have completed the first week of your Department 9, Department Manager’s training, you are now ready to proceed to week two of your training plan
b. 2nd Week of Training: This week of training was supposedly designed by Wal-Mart to train Wal-Mart Department Manager in Department #9,Sporting Goods in the following areas: CBL Modules, People and Policies, (this covered two pages), Risk Control/Loss Prevention (this covered two pages), Merchandise (this covered three pages). (Same as above on initials, and management signing off on the last page of this week package as above).
c. 3rd Week of Training: This week of training was supposedly designed by Wal-Mart to train Wal-Mart Associates in Department #9, Sporting Goods in the following areas: Peoples and Policies, (three pages), Merchandise (two pages). (Same as above on initials, and management signing/date on the last page of this week package as above).
d. 4th Week of Training: This week of training was supposedly designed by Wal-Mart to train Wal-Mart Associates in Department #9,Sporting Goods in the following areas: CBL Modules, People and Policies, Merchandise, (three pages), and Customer Service). (Same as above on initials, and management signing/date on the last page of this week package as above).
3. Although, I was DENIED, this training for whatever reasons by Wal-Mart Store #2615, Valdosta, Georgia, I reached back and drew from my past military experiences, leadership, management skills, customer service, and training in the area of human relations, and I got the job done in spite of not receiving this training for nearly nine months while assigned as Sporting Goods Department Manager. So how else can an employee in the State of Georgia receive training from a company, that does not follow their own policies, and procedures as they relates to all employees in the company.
4. Moreover, when companies are allowed to DISCRIMINATE and get away with it, this is unacceptable. Then to add insult to injury, for untrained employees to be terminated as I was along with hundreds of others must be addressed by all concerned citizens of our beloved state and nation.
5. Even more amazing is how and why, Wal-Mart CEO, Mr. H. Lee Scott, and the Board of Directors (Respectively) can ignore a former Department Manager without even a personal acknowledgement or courteous reply. This is another reason why Georgia must change this, “ Disgraceful, At Will Employment Law.” (See attached letters to Wal-Mart—but no concerns or care given to a former family member they claim)
6. As a single parent of three children, minister of truth, community organizer, former business owner for fourteen years, retired military veteran, and unemployed Georgia Citizen. I am unable to understand why Georgia Elected Officials have allowed this “Georgia Disgraceful, At Will Employment Law,” to stand in 2008, while companies DISRESPECT their employees. We can only ask, is this how Georgia politicians treat military veterans, (like a junkyard dog), and allow them to be terminated without even a courteous response from their employer? How sad? It seems that GEORGIA WORKERS are living in Communist China too.
7. For over twenty-years I followed and complied with the United States Military Code of Conduct (See below), that was written in black ink, on white paper, and binding upon all who served. However, Wal-Mart also had a document written in black ink, on white paper, but seemingly, it was not worth the paper it was written on, and not applicable to all Wal-Mart Department Managers at store #2615, during my three years of employment. Moreover, it appears that Georgia politicians have sold GEORGIA WORKERS, down the DRAIN to large corporations, and we can only imagine, what will happen as times get harder and harder for Georgians to provide for their families.
(1) I am an American fighting man. I serve in the forces, which guard my country and our way of life. I am prepared to give my life in their defense. (2) I will never surrender of my own free will. If in command, I will never surrender my men while they still have the means to resist. (3) If I am captured, I will continue to resist by all means available. I will make every effort to escape and aid others to escape. I will accept neither parole nor special favors from the enemy. (4) If I become a prisoner of war, I will keep faith with my fellow prisoners. I will give no information or take part in any action, which might be harmful to my comrades. If I am senior, I will take command. If not, I will obey the lawful orders of those appointed over me, and will back them up in every way. (5) When questioned, should I become a prisoner of war, I am bound to give only name, rank, service number, and date of birth. I will evade answering further questions to the utmost of my ability. I will make no oral or written statements disloyal to my country and its allies, or harmful to their cause. (6) I will never forget that I am an American fighting man, responsible for my actions, and dedicated to the principles, which made my country free. I will trust in my God and in the United States of America.
8. Too many Wal-Mart Associates are TERMINATED without good reasons, loosing their homes, healthcare, dental care, cars, dignity, self-respect, and mental gymnastics. But soon, self-respecting Americans, Veterans, and others will be forced to replace ELECTED OFFICIALS, that does not care about WORKERS RIGHTS, but have aligned themselves with large corporations like Wal-Mart, against Georgia and American Workers. How Sad, with all that American Veterans have gone through and going through?
9. Apparently, the State of Georgia, EEOC, State Employers, Elected Officials and others have turned away from the rights of Georgia Workers. The present, “Disgraceful, Georgia, At Will Employment Law,” is a disgrace to Georgia citizens, our active duty and military veterans. Although, they placed themselves in harms way, suffered, bled, and died to protect the freedoms of all American citizens that extended into foreign lands. NOT just for large corporations, and institutions like Wal-Mart, and Valdosta-Lowndes County DFCS) Offices, to mention a few.
10. Locally, these two employers, Wal-Mart, and (DFCS), ill working policies, and procedures in which they terminate employees at will, seem to be leading WORKERS of conscious to inform every family member, every workplace employee, every church, every technical college, and university, every civil, and human rights organization, every neighbor, every friend, and foe, every precinct, every religious institution, every fraternity, every sorority, every community outreach organization, and all military Veterans, to stop shopping and supporting those stores that does not respect WORKERS RIGHTS. This movement has long been underway, to REMOVE, those politicians from office who DOES NOT respect the RIGHTS of WORKERS, especially as they relate to AMERICAN VETERANS, and those returning from the war in Iraq, and Afghanistan.
11. I am ashamed to admit this, as a veteran of average intelligence. But it was ONLY, after I retired from the United States Armed Forces, and starting my own successful business of fourteen-years (New Mind Material), in the State of Georgia. That I discovered, that I was deaf, dumb, and blind to the ill treatment of GEORGIA WORKERS, under their sick work laws.
12. Moreover, the practices of the Honorable Sam Walton of Wal-Mart, as far as respecting workers at Wal-Mart Stores Inc., is now in CONTRAST of what He stood for concerning workers rights, and Georgia Employees need IMMEDIATE HELP! Mainly because of “Georgia Disgraceful, At Will Employment Law,” that is a TOTAL DISGRACE in the land of the free, home of the brave, and in the land of former slaves, and former slave owners. Therefore it is up to YOU, (Georgia Politicians), to do the Godly, just, and right thing to stop the INTERNAL PAIN, suffering and MISTREATMENT of the VOICELESS workers in the State of Georgia.
13. Yes! There is indeed a great OUT CRY from Georgia Workers who are wrongfully, terminated (locally), from Wal-Mart, Valdosta-Lowndes County Department of Family and Children Services (DFCS), and other agencies like them without any recourse, because of certain Georgia politicians, who should be removed from office---ASAP. In addition, my involvement in resolving community problems as president and member of several organizations, I predict that as family members, friends, religious institutions, veterans, and their children continue to hear of EMPLOYEES being mistreatment and terminated unjustly by their EMPLOYERS. Then their only recourse will be to unite, and redirect their DOLLARS, and VOTES, to those industries and elected officials that best serve their needs, and the needs of their children.
LASTLY: I give my permission to all local, state, federal governmental agencies, and institutions to use this letter, and my on going appeal to Wal-Mart seeking justice, fair and equal treatment in order to foster in change for all Americans, and Georgia Employees as they relate to showing the world that we are a state, and government of, by, and for the people, and that we reject the mistreatment, and discrimination of our neighbors, friends, foe, and family members. Moreover, for Wal-Mart Inc., NOT to respond to my letters at all, goes against everything I was taught as a Manager. (Galatians 6:7)
God bless abused, mistreated, and terminated Wal-Mart Associates, Georgia Workers, Military Veterans, Voters, All Americans in General, and everybody else!
GEORGE BOSTON RHYNES Atch
Untrained Department Manager of Sporting Goods 1. Every Letter sent to Wal-Mart Stores
Retired United States Armed Forces Veteran (June 12, Aug 1, and Aug 11, 2008, Without
Former Business Owner for fourteen years a response or comment), (GA, Work Law,
A concerned citizen and brother of humanity in Action for Large Corporations)
Cc: Wal-Mart Stores Inc., (Mr. H. Lee Scott Jr., CEO/President/Director, Board of Directors)
AFL-CIO President Sweeney
Valdosta-Lowndes County Department of Family and Children Services (DFCS)
Georgia Human Resources Department Atlanta GA.
National News Media Outlets & Organizations
Boston, Glenn, Bryant, and Rhynes, Family Reunion President
Civil Rights Organizations & Religious Institutions
Former and Present Wal-Mart Associates and Terminated Department Managers
Retired Senior Master Sergeant (My 1st Sergeant, While assigned, Moody AFB, Georgia)
U.S. House of Representatives
Congressional Black Caucus
PS: This is not about the assigned 180 days to get through EEOC, this call for justice and equality for all Georgian’s and Americans in general, is far, far, far beyond what the State of Georgia will do towards equality, and justice. But rather this cause extends with the Giver, of all-----to all: (Galatians 6:7), as recorded in the Volume of Sacred Law, and in the end truth, right, and justice will eventually win! If Rev. Martin L. King Jr., and other Great Americans, who traveled that great line of Holy divine, could speak NOW! They would tell Wal-Mart CEO, Each Member of the Board of Directors, Each Election Official in The State of Georgia, and the world, that there is no way of escaping Galatians 6:7, and if necessary, it will fall upon the ones we love the most, and leave behind, but in the end, truth, justice, and right, will eventually win in the end, it always does. And all the real people of God will say AMEN!
==================================
December 1, 2008
George Boson Rhynes
Valdosta, Georgia
SUBJECT: Wal-Mart, A Retired Military Veteran, and Why His Family No Longer Shops At Any of Wal-Mart Stores Inc.,
United States Department of Veteran Affairs (VA), and Inspector General (IG)
Complete Termination Package Rebuttal (Included), As Sent To Wal-Mart Executives)
Atlanta Regional Office
1700 Claremont Road
Decatur, GA 30033
DEFINITION OF GEORGIA POLITICIANS ACTIONS: The State of Georgia recognizes the doctrine of employment at will employment “AT WILL” means that in the absence of a written contract of employment for a defined duration; an employer can terminate an employee for good cause, bad cause, or no cause at all, so long as it is not an illegal cause. How Sad, for workers and American Veterans?
As a former Wal-Mart Associate, and Department Manager of Sporting Goods for twenty-seven months at Store 2615 in Valdosta, Georgia. I no longer shop at any of Wal-Mart Stores Inc.; due to the ill treatment and terminations of Associates, Department Managers, and Assistant Managers who cannot get even a courteous reply from company executives.
As a retired Military veteran please add my name and letter to that list because Wal-Mart Stores Inc., in Valdosta have wrongfully terminated me for “INABILITY TO PERFORM JOB.” While employed associates continues to inform me that managers are spreading untruths about me stealing guns, misplacing guns, or improperly logging guns into a log book that every manager employed had access to and made entries into the book as myself on a daily basis.
Employed Wal-Mart Associates continues to tell me that I was terminated because of the above lies from management. When absolutely nothing was said to me about any of these alleged deficiencies during my termination. However, Wal-Mart Executives have refused to provide even a courteous reply concerning these slanderous remarks. This includes Wal-Mart CEO, Mr. Lee Scott Jr., Board of Directors and there are many more wrongfully terminated associates, and disabled American Veterans who say Wal-Mart has refused to provide even a courteous reply to them as well.
Yet! Wal-Mart praises itself on its open door policy, respect for the individual, service to the customer, strive for excellence, associates are family members, save money and live better, a ten foot rule that no managers or store manager follows, their workers don’t need a union, claim they have great benefits, and that hundreds of people are just waiting to be hired at Wal-Mart. Then managers repeatedly tell associates; if you don’t like it here find somewhere else to work, and this makes associates afraid to complain believing they will be terminated as others without any recourse.
In addition, it seems that Wal-Mart stores can treat associates as they please, under Georgia sick “At will to work law” a law wherein Georgia Workers have no rights and companies like Wal-Mart can fire workers without reason or response.
As a military veteran of twenty years during the Vietnam Era, I had no idea American citizens had to endure these inhuman, unpatriotic, devilish, and disgraceful working conditions. It seems that Georgia Elected Officials have sold GEORGIA WORKERS, and our military veterans down the drain for the benefit of big business. How Sad?
The State of Georgia At Will To Work Law is a moral disgrace and beyond all doubt will eventually be changed when the American People better understand what Georgia Politicians have done to workers rights. It took my wrongful termination from Wal-Mart for me to inform my family members and friends about mistreated workers…under this ill Georgia Law!
I now understand why ASSOCIATES walking out of Wal-Mart Store #2615 with their heads down after being fired, given a D-Day, belittled, made fun of, and was crying like little babies. I did not know the manner and depth, in which they were being treated, coached, terminated, talked down to, and ignored by Wal-Mart Executives.
I have been addressing letters to Wal-Mart CEO, Mr. Lee Scott Jr., and Board of Directors for nine months but each of them failed to respond----as if they are gods. Yes! It looks like Georgia Elected Officials have empowered Wal-Mart and other companies, to become a god beside God and answers to no one. Even former Employees who were injured on the job, at Wal-Mart have been ignored as well. (Names and cases are available upon request)
GEORGIA DOCTRINE OF “AT WILL TO WORK LAW” MEANS: That in the absence of a written contract of employment for a defined duration; an employer can terminate an employee for good cause, bad cause, or no cause at all, so long as it is not an illegal cause. How could Georgia politicians do this to American Veterans in particular?
Many Senior Wal-Mart Associates informed me that my termination was routine and that nothing would or could be done about it, regardless if I was right or wrong. However, I refuse to believe them and remain 100% sure, that Wal-Mart Stores Inc., will eventually find out that it is in their favor ----to address the PEOPLE issues, and that the State of Georgia will be forced to address its sick “at will to work law” that mistreats Georgia workers and military veterans.
Moreover, Georgia Workers should not be treated as WORKERS in CHINA or in some other third world nation in the 21st Century. Even though Wal-Mart buys most of their merchandise from these underdeveloped countries where ENVIRONMENTAL STANDARDS, AND LABOR LAWS does not exist. Therefore we must show Wal-Mart and the State of Georgia that abused and mistreated Wal-Mart WORKERS PROBLEMS will not just fade into the sunset to be buried beneath the rubbish pile of pain, time, mistreatment, slanderous remarks, and disrespecting fellow American Workers.
Sooner rather than later, Wal-Mart WILL understand that their CUSTOMERS will not continue buying from their facilities as they mistreat associates, their family members, friends, love ones, and truck vendors who make delivers to Wal-Mart Stores around the nation. Many Americans have become extremely sick, tired, fed up, and spreading the word about Wal-Mart ill treatment that is being inflicted upon Wal-Mart EMPLOYEES.
This ill treatment includes members of management as they inform me but are too scared to speak out so they remain in the closet. Therefore I hope, pray, and work that the VETERANS ADMINISTRATION, AFL-CIO PRESIDENT, GEORGIA DEPARTMENT OF LABOR, REPRESENTATIVE JACK KINGSTON OF GEORGIA, U.S. CONGRESS, CIVIL AND HUMAN RIGHTS ORGANIZATIONS, AND OTHER CONCERNED GEORGIA POLITICIANS, will join in and help AMERICAN WORKERS and VETERANS during these hard economic times.
It took my wrongfully termination to open my eyes, and see how workers were being ignored by Wal-Mart Executives. Therefore it is imperative that Wal-Mart understands, that if American Veterans could put their life on the line to DIE, for people they did not know in foreign nations. Then surely they can standup and help their fellow Americans here in the homeland!
So please, add this letter along with other veterans and people of conscious who have been mistreated by Wal-Mart ill working conditions, terminations, false accusations, and no reply from their executives. (I AM AVAILABLE TO THE STATE OF GEORGIA, U.S. CONGRESS, OR ANY OTHER AGENCY TO HELP FELLOW AMERICANS AND MILITARY VETERANS TO BE TREATED WITH DIGNITY, RESPECT, JUSTICE, AND NOT LIKE WORKERS IN CHINA AND OTHER THIRD WORLD NATIONS).
It is in deed time for a change but change cannot COME without the American people changing their buying habits, and removing from office those Georgia Politicians who seems to have sold Georgia workers and American Veterans down the tube. And the rest is up to Wal-Mart Executives to do the right thing.
[A SPECIAL THANKS TO ALL OF YOU FOR CONTRIBUTING TO A CAUSE THAT IS MUCH BIGGER AND GREATER THAN ANY AND ALL OF US COMBINED. SO, KEEP FAITH IN OUR GOD, STATE, FORM OF GOVERNMENT, AMERICAN VETERANS WHO SERVED THEIR NATION, AND REMEMBER THAT THE VOICES OF THE AMERICAN PEOPLE WILL EVENTUALLY BE HEARD. AGAIN, THANKS FOR ALL THAT YOU HAVE DONE AND POSTED ON BEHALF OF PEOPLE OUTSIDE OF YOURSELF].
GEORGE BOSTON RHYNES
Retired United States Armed Forces Veteran
Former Wal-Mart, Untrained Sporting Goods Department Manager
A concerned citizen and brother of humanity
Note: Complete rebuttal termination package sent to Wal-Mart with NO reply to date, and will soon be made available to the general public. The American people need to know the politicians and company executives who seem to care nothing about American workers, and our Military Veteran Rights, especially in the State of Georgia.
DISTRIBUTION:
1. Representative Jack Kingston (Atlanta and South Georgia)
2. United States Congress
3. U.S. Congressional Black Caucus
4. United States Department of Veterans Affairs Inspector General (IG)
5. GA. Labor Commissioner, M. L. Thurmond (Atlanta), (Complete Package, No reply)
6. Georgia General Assembly Members/President Casey Cagle, (No response)
7. Georgia Department of Labor Atlanta (Per Telephone Call)
8. Georgia Department of Labor (Savannah Georgia)
9. Atlanta Mayor Shirley Franklin & City Council Members (Respectively)
10. AFL-CIO, President John Sweeney, and Director
11. Georgia State President (NAACP), Edward Dubose
12. Georgia State Office (SCLC), (Atlanta)
13. Operation PUSH for EXCELLENCE (PUSH) (Chicago Ill.)
14. National Action Network, (NAN), (New York)
15. First Sergeant while stationed at Moody AFB, GA
16. Rhynes, Bryant, Boston, Williams, & Hopkins Family Reunion President (Atlanta)
17. Wal-Mart CEO Mr. Lee Scott, and Each Board of Director (100% IGNORED)
18. Terminated Wal-Mart Associates from Store #2615, 899, and others.
SPECIAL NOTE: Every opportunity has been made for Wal-Mart to respond to the alleged ill treatment of their employees who have been FIRED, TERMINATED, INJURED, and MISTREATED without even a courteous reply, including myself. Therefore it is time for Georgians, American Veterans, and other concerned Americans to know how WORKERS are treated by Wal-Mart, under GEORGIA “At-Will” to work law----approved by GEORGIA politicians. Even some Georgia Department of Labor Representatives does not approve of this LAW, but say it is up to Georgia Citizens to demand change, and I believe it will eventually be changed! (Galatians 6:7)
=============================
March 5, 2009
George Boston Rhynes
Valdosta, Georgia
Wal-Mart Sores, Inc.
CEO/President/Director, H. Lee Scott Jr.,
Board of Directors (Respectively)
702 Southwest 8th Street
Bentonville, AR 72716
TO: President/CEO H. Lee Scott Jr., and Each Board of Director (Respectively)
As a former Wal-Mart Associate, and Department Manager of Sporting Goods at Store 2615, for over three years in Valdosta, Georgia. Where I was wrongfully terminated on March 20, 2008, but have been ignored for nearly a year. But I will not stop in my pursuit of a valid response from Wal-Mart Stores Inc., until I am respected and treated with dignity as a United States Citizen, Worker, and Retired United States Armed Forces Military Veteran.
My previous letters were sent to you (President H. Lee Scott Jr.,), by U.S. Certified Return Receipt Mail on (June 12, 2008), (August 1, 2008), (August 11, 2008), (August 29, 2008), and (December 1, 2008). I did not write these letters to you to be ignored or for my health. But my supervisory, leadership, and management training says that it is unacceptable for EMPLOYEES to be totally ignored by their EMPLOYERS.
In addition, no American worker should be treated as workers in Third World Nations. And for over twenty years I placed my life in harms way for foreign people I did not know. So surely I can, and will fight for my own rights. And for the rights of my fellow Americans here in the homeland in the place of my birth.
Since March 2008, I have been ignored without even a courteous reply from Wal-Mart Stores Inc., However, as a former retail business owner for fourteen years, prior to being employed by Wal-Mart. I cannot and will not remain silent to my unjustified termination and mistreatment. Thereby allowing workers rights to be forever lost in these hard economic times.
You have received five (5), previous letters but chose not to respond to any of them. I must acknowledge. That I had no idea Wal-Mart was so unprofessional and mistreated their workers in this manner. That is until I was terminated. But I assure you that my particular case will not just fade into the sunset to be forgotten.
Nor will I bury my head in the sand like the legend concerning the ostrich bird. That is beneath the rubbish pile of time, space, destiny, and slogans like, save money, and live better. But at what cost to other human beings?
As a former Wal-Mart Employee. I will never accept or pretend that Wal-Mart Stores Inc., and their Executives have become a god beside God. And answers to no one, while treating American workers like workers in China or in some other Third World Nation.
Mr. Lee, you can ignore me. As you have done before. But Galatians 6:7 will forever shine in the direction of truth. "And it is always right, to do right, and even better, to be right." {G.B.R.}
So as a former Wal-Mart Associate, Department Manager, Former Business Owner for fourteen-years, and Retired United States Armed Forces Veteran of the Vietnam Era. I will not remain silent. Instead I will blow the trumpet as is recorded in the Book of Joel the 2nd Chapter. This is because I have done too much to be ignored and unjustly terminated without even a courteous reply. Much like many other outstanding associates that have been unjustly terminated at store #2615.
After a year without even a courteous reply, I am as fresh, determined and committed as ever to be treated as an American Citizens, and not like workers in China or in some other Third World Nation by Wal-Mart.
Again, it is always right, to do right, and even better, to be right. So no American worker should say good night, until they have been treated right. {G.B.R.}
Therefore, I will await your response within fifteen days.
Thanks!
GEORGE BOSTON RHYNES
Terminated Untrained Sporting Goods Department Manager
Former Business Owner for Fourteen years
Retired United States Armed Forces Veteran (Vietnam Era)
Active in Community Affairs Since 1975, (Civil and Human Rights Organizations)
Author of Several Writings
Single Parent of Three Children (Now Successful Adults)
A concerned citizen and brother of (ALL) humanity
Cc: All previous Addressees
===========================================
April 15, 2009 (Wednesday)
George Boston Rhynes
Valdosta, Georgia 31605
TO: Wal-Mart President/CEO, H. Lee Scott Jr.,
Board of Director (Respectively)
HRM. Region #15, (Marlene Hunter) Atlanta, Georgia
702 Southwest 8th Street
Bentonville, AR 72716
I received an unexpected phone call on March 20, 2008, from Wal-Mart Stores Inc., Human Resource Director Ms. Marlene Hunter Region 15, in Atlanta, Georgia, phone No. 770-975-5629.
The Human Resource Director asked, “What do you want from Wal-Mart and what do you expect? Your termination was within Wal-Mart Policies and Guidelines.” I said, Wal-Mart President/CEO H. Lee Scott Jr., and the Board of Directors has consistently ignored my six (6) letters for over a year----without even a courteous reply. Ms Hunter replied again, “Your termination was justified.”
I asked, that she put her reply in writing stating that Wal-Mart had investigated my wrongful termination as I requested in my letters. She replied, “We have already told you that your termination was justified.” I said my children have nothing in writing to show why their father was terminated after a year. Nor have Wal-Mart Stores Inc., repudiated my rebuttal letters to every administrative action rendered against me to justify their wrongful termination.
Ms Hunter replied, “George, what do you want?” I said, a response to my letters, and to be treated as an American Citizens and not as a worker in China. Again, she replied, “What do you want?” I said, read the last paragraph in my first letter dated June 12, 2008. I went to my file and read from the last paragraph of that letter which said in part: “I want a written reply from a Wal-Mart professional Manager as to why I was terminated after a thorough investigation of the facts.”
(1). Why was I NEVER entered into the four-week Sporting Goods Department Managers “ Training as required? (2). Why is there nothing in my personnel file showing that I was ever assigned a trainer? (3). Why did Assistant Manager Shannon say in January 2008 that she was going to get me trained as required by Wal-Mart own procedures as were listed on the wire? After repeated requests that I be trained to Assistant Manager Frank Summerland, Assistant Manager Trina, Assistant Manager Lynn, Assistant Manager Shannon herself, and Co-Manager Andy among others. But even more interesting is that Co-Manager Andy told me. “There was no training available for “Sporting Goods Managers,” while an assistant manager witness Co-Manager Andy telling me this UNTRUTH. I had showed this assistant manager the training package and asked why I was not being trained and treated as all other Wal-Mart Department Managers in their various departments? (4). Why is their NOTHING in my personnel record showing that I received the following Wal-Mart Training for week 1, 2, 3, 4, and the final Training Plan Acknowledgement for Department 9 Managers as listed BELOW?
DENIED! WAL-MART TRAINING PLANS FOR DEPARTMENT 9 MANAGERS, (SPORTING GOODS).
{Week 1, with 8 pages}, {Week-2, With 8 Pages}, {Week 3, With 6 Pages}, {Week 4, With Seven Pages}, {Training Plan Acknowledgement With 2, Pages}. THIS INCLUDES A TOTAL OF TWENTY-EIGHT DAYS OF TRAINING THAT I WAS DENIED BY ASSISTANT MANAGERS, CO-MANAGERS, AND STORE MANAGER HAL AT WAL-MART STORE #2615. YET UNFAIRLY TERMINATED UNDER THE HEADING, “ INABILITY TO PERFORM JOB.” IN ADDITION, AFTER A YEAR I HAVE NOT RECEIVED EVEN A COURTEOUS REPLY FROM WAL-MART TO MY SIX LETTERS CONCERNING MY UNJUSTIFIED TERMINATION.
At the end of each week of this training period it read: “You have completed the First, Second, third, and Fourth Week of your Department 9 Manager Training. (You are now ready to proceed to the next week of the training plan). “CONGRATULATIONS! Today you have completed the First, Second, Third, and Fourth Week of your Department 9 Department Manager training.
Then the last two pages entitled: “Training Plan Acknowledgement Department 9 Manager covers the complete training period. With the following acknowledgement at the bottom of the page that reads. “I acknowledge that I have completed each task as outlined in my detailed job specific training plan. Signing this acknowledgement and not completing all tasks assigned in the training plan is falsification of a Company Record and may result in termination of employment.”
Special Note: Then the training package provides separate lines for the signatures of the Associate, Assistant Manager, and Date the training was Complete. {Last Revision date of Training Week Packages 1, 2, 3, and 4 was April 2005), {Last Revision date of Training for the Acknowledgement Sheet was May 2003}; Notice: This description supercedes all prior descriptions.
*This Training Package Square is only provided because Human Resource Director Marlene Hunter called me from Atlanta asking questions. Questions that have already been highlighted in my six letters to Wal-Mart Stores Inc., Moreover it is sad, but I was denied training and definitely treated in a manner that must be addressed.
(5). Why did Wal-Mart create this EXTENSIVE Training Package covering twenty-eight days, and then deny it to me? And then terminate me for “INABILITY TO PERFORM JOB” when I was never even assigned a trainer at all?
(6). Why was I singled out and given a Verbal Coaching as a Sporting Goods Associate for making a mistake on ATF Forms 4473s, on November 15, 2006. But was not notified until January 5th 2007? When Assistant Managers, Co-Managers, and Store Manager whoever is releasing the firearm to the customer must date, sign, and verify, that all paperwork is attached, properly secured, processed, serial numbers match, and that all requirements are met in accordance with Wart-Mart and Federal Firearms Guidelines. This is required to be done correctly before any firearm leaves the store. Moreover, we must ask, who perform the daily morning checks on every completed ATF Forms 4473 done in the store? Who performed the monthly Audits on completed ATF Forms 4473s, and the Firearms Log Books? It is the responsibility of higher paid Assistant Managers, Co-Mangers, and Store Mangers? But did they receive a Verbal Coaching for failing to catch these mistakes? If not, why not? I contend that these checks were probably NOT done at all. Otherwise they would have found mistakes made by managers as I did following gun sales. Many times Managers failed to thoroughly check the completed ATF Forms 4473s, before the firearm was taken from the store. So I called many managers and co managers back to Sporting Goods counter so they could correct their mistakes. And they thanked me for being thorough in the processing of gun sales. I did this before becoming department manager. (See my rebuttal to the Verbal Coaching, and some of the mistakes I found on ATF Forms 4473s, that were signed off by other Associates, Assistant Managers, and Co-Managers). I did the best job I could do for Wal-Mart Store #2615, but the unprofessional managers made it extremely difficult.
(7). Why was I given a written coaching for leaving keys in the door when practically every Assistant Manager, and Co-Manager also left keys in the Security Room Door—without being disciplined. In addition, they repeatedly left their keys in the Cash Register Locks during a gun sale, and I personally along with other Sporting Goods Associates carried keys to managers and Co-Managers. We routinely paged them and they came and retrieved their keys, but no action was taken against them.
8. Often managers came looking for their keys because they did not know where they were. Because they had left them in the gunroom door or in the cash register lock. Again, why did they not receive a coaching of any kind, nor were they disciplined?
9. Why did one Assistant Manager remove my written coaching from the file? Which was given for leaving keys in the security door in the gunroom? This manager repeatedly told me that HE, disagreed with me receiving the coaching in the beginning and He later removed it from the computer—Why? This manager said many managers had left their keys, and nothing was done to them, and that I was treated unfairly. (Name withheld but available upon request).
10. Why Did Store Manager Hal give me a D-Day for allegedly working off the clock (Typing 142 words), to help justify my wrongful termination? Many Associates laughs, and said if this was done to all associates at store #2615. There would not be any associates without a D-Day in their files. Several Assistant Managers told me that this D-Day was definitely unfair. (Names withheld, but available).
11. Did you review (ALL) my rebuttals to every action taken against me by managers at store #2615? Did management create ACTIONS against me for the purpose of justifying my termination? Your review should include my rebuttal to a “pink slip” I received after about two months at Wal-Mart for an overage in Sporting Goods Daily Register of $14.23. When this register had five or more people working on it. So why should I have been blamed for the overage and given a “pink slip.” So I typed a rebuttal and the practice was TERMINATED. However after a couple of weeks, management converted back, to the same ill practice of everybody working on the same register. (If records have been destroyed, I have my copies along with everything else that were in my record except those Co-Manager Andy refused to provide when I received the D-Day).
After a while Ms Hunter became irate, upset, and unprofessional. She replied, we have told you that your termination was justified.” I said I did not call Wal-Mart President/CEO or Board of directors. I wrote them six (6), letters as I was trained to do in the military. Then Ms Hunter said, “What is your specific complaint that you want addressed?” I said, It is all in my package. But I was trained to be a professional but apparently Wal-Mart does not appreciate professional workers. Then I went more in detail by explaining and asking questions.
12. Why did Wal-Mart Store #2615 Violate ATF Firearms Guidelines by NOT protecting customers Social Security Numbers and other private data as required by directives? And as it relates to the security of completed ATF Forms 4473s (Firearms Background Check forms). (They were maintained on a pole in an unlocked box and in a filing cabnet behind the sporting goods counter that went unlocked for over two years). Yet I was the most persistent worker in securing firearms, and reviewing completed forms was a routine practice for me following every gun sale. I reviewed each ATF Form 4473, this Jody the Department Manager did not do. Moreover I was always committed to securing Personal Data Files as required and my workers should be able to verify this fact. Moreover, I worked fervently to get Assistant Managers, Co-Mangers and others to become concerned about security----but they refused to listen.
13. Why did Assistant Managers, Co-Managers, and others, know little to nothing about logging guns into the firearms log book and many more minor tasks in sporting goods as required? They did NOT know, and still may not KNOW, what to do if a customer wanted to purchase a firearm but could not read or write. Yes, they mostly called me because I studied the procedures and called the HOTLINE. I did this because I discovered early that I could not trust managers because of their consistent unprofessional work habits---until something went wrong. (Now it seems that I am being singled out for following proper procedures). Yet others received a much higher salary than me).
14. Why were the Daily, Monthly and other audits NOT being done as required? This was long before I became department manager but no one seemed to care. Nor was audits performed as required when Assistant Managers, and Co-Managers departed the store as required. All department workers knew that I was the person that tried to always follow proper procedures and protocol. But what Managers were disciplined in these areas? In addition, when more experienced and longer EMPLOYED associates than myself began to tell me, “George watch your back.” It was at this point that I began telling my ASSOCIATES to follow all procedures and guidelines even if managers do not. Because these department managers had told me that management use CERTAIN people as SCAPEGOATS when they fail in their own responsibilities. (Names withheld, but available upon request).
15. Why was it necessary for me to consistently tell Assistant Managers along with Co-Manager Andy, that they were playing a game with me, and that there was no win for me? Even during my WRONGFUL termination on March 20, 2008. I turned away from Assistant Manager Shannan who was conducting the termination process, and I turned to Assistant Manager Frank, and said. “Did I not tell you, and others, that I could NOT win?” He said, “yes you did!” I said, “thank you---for telling the truth and I stand for truth---always! So I ask that you remember this name, George Boston Rhynes, because you will see it again---because of this unfair termination.” Both Assistant Manager Shannan, and Assistant Manager Frank, should remember this remark I made to them concerning my wrongful termination during the process.
I told Ms Hunter, that as a former Wal-Mart Associate, Sporting Goods Department Manager, and United States Armed Forces Military Veteran of the Vietnam Era. That my wrongful termination would not just fade into the sunset as other Wal-Mart workers. Then I asked, if our conversation were being recorded? She replied no. That it is illegal to record others conversations without them knowing about it.
Again Ms Hunter asked, do you accept that your termination was justified? She said, “You were coached, written up, given a D-Day and terminated within Wal-Mart Guidelines. I said, my termination educated me about Georgia’s unfair “At Will Employment Law” wherein workers are fired for good cause, bad cause, or for no cause at all. And there was no VALID cause at all, for my termination. I said, Ms Hunter, I still receive calls from workers EMPLOYED at store #2615 and they say working conditions has gotten much worst. These workers need IMMEDIATE help and should NOT be treated as workers in China or in some other third world nation. I said many of these workers are American Military Veterans like myself.
I asked, Ms Hunter to understand----that my particular case would not just go away. It must be addressed, investigated and VALID answers provided as requested in my letters. Ms Hunter, seemed upset and hung up the phone. I called her right back at phone number 770-975-5629. However, she did not pick-up the phone. So I left a voice message that said in part; “Please provide me with your address. I will be writing a MEMO FOR RECORD, highlighting the beef of our conversation.” So I left my name, George Boston Rhynes, mailing address, 5004 Oak Drive, Valdosta, Georgia 31605.
In addition, I told Ms Hunter; that Mr. Reggie Griffin was at my house within listening distance when I received her call and that he heard my part of the conversation with her. Our conversation lasted approximately 28 minutes or more, and I thank her for the first attempt toward a solution to my wrongful termination---that will not just simply go away.
Last and closing comments: I seek to be treated as an American Citizen, United States Retired Military Veteran, and a Former Outstanding Professional Employee of Wal-Mart Stores #2615, and be recognized as performing in the same outstanding manner as I did for over twenty-years in the United States Armed Forces, in my own business for over fourteen years, in all areas of community affairs, and in every other aspect of my life including being a single parent of three children. But I refuse to be treated less than an American Citizens under our form of government in spite of “Georgia’s Disgraceful Sick At Will Employment Law.” Moreover, I am more determined than ever to follow my wrongful termination until justice is done. Even though, I have been IGNORED without even a courteous reply from Wal-Mart Stores Inc., for over a year to-date.
GEORGE BOSTON RHYNES
Former Untrained Sporting Goods Department Manager (January 2005 – March 2008)
Retired United States Armed Forces Veteran of the Vietnam Era.
A concerned citizen and brother of all humanity
Cc: Same as other letters to Wal-Mart Stores Inc., Executives
Special Note: Forward a copy to Wal-Mart Human Resource Director Marlene Hunter in Atlanta, since she did not give me her address. Again, if my rebuttals to pink slip, verbal coaching, written coaching, and D-Day Coaching have been destroyed by local management at Wal-Mart Store #2615. I have them in my files and available upon request along with many MEMO FOR RECORDS over the years!
================
George Boston Rhynes
Valdosta, Georgia
TO: Wal-Mart President/CEO H. Lee Scott Jr.,
Board of Director (Respectively)
702 Southwest 8th Street
Bentonville, AR 72716
1. Enclosed is a copy of my letter dated April 15, 2009, along with a copy of a document that should have been placed in my Wal-Mart Personnel Records of accomplishments within my first eleven months of employment as an ASSOCIATE in Sporting Goods Department at store #2615. I also have copies of all rebuttals provided to management. In addition, if they were removed from my file. I have copies of them and they are available upon request. -
2. I was not just an ordinary ASSOCIATE at Wal-Mart Store #2615. But I worked daily to maintain my outstanding job performance as in the military for over twenty-years, and in every aspect of my life. This has been stated in all previous communications. This is a historical record of what I have done to try and get a response to my wrongful termination, mistreatment, and that no American WORKER should be treated in this manner.
3. It should be noted that as a minimum the following rebuttals should be in my personnel record and that they should be considered-----and NOT ignored.
a.January 4, 2005 – December 8, 2005, (ACCOMPLISHMENTS), as Sporting Goods ASSOCIATE during the period of (January 4, 2005 thru 8 December 2005). This document was typed in 2005 and should have been filed in my Wal-Mart Personnel Records.
b.January 5, 2007, 1st Verbal Coaching (REBUTTAL), Letter dated January 5, 2007. (Incorrect processing of ATF Form 4473s) What? No Associate, Former Department Manager (Jody), Assitant Manager, Co-Manager can say in truth that I didn’t find many, many mistakes on 4473s they processed during my review of the forms. Although, I was not he Department Manager. I took it upon myself to review all ATF Forms and called mistakes to their attention. But nothing was done to any of these associates and managers I found.
c.August 31, 2007. 1st Written Coaching (REBUTTAL), for leaving Keys in door dated August 31, 2007. This letter (REMOVED) explained to management that ALL Assistant Managers, Co-Managers and others had left keys in the door many, many times----but nothing was done to them. I asked why? And did my professional image create friction because I requested equal treatment and that all be treated fairly in my MANY rebuttal statements and letters?
d.January 24, 2008, Coaching, Facility/Housekeeping Standards. This was really a joke and this is included in my many MEMO FOR RECORDS. (Ask the ASSOCIATES who knew of Sporting Goods and who kept the Department Clean), simply ask…. (Also see my Letter addressing this letter).
e.February 6, 2008, Job Performance, Price Changes not done. Management knew I had no ASSOCIATES who would follow instructions. They refused to do what ASSISTANT MANAGER LYNN, FRANK, TRINA, CO-MANAGER ANDY, AND OTHERS ASKED THEM TO DO, and they cared even less of what I asked them to do. All surrounding Department Managers knew I had NO associates I could depend on to get the job done. I have MEMO FOR RECORDS from associates that witnessed Assistant Manager Lynn telling a sporting goods associate to go work the FRONT END CASH REGISTER. “HE REPLIED, "I DON'T DO FRONT REGISTERS.” (Name withheld but available upon request along with the SG ASSOCIATE that witnessed the incident.) As usual nothing was done. But had it been an ordinary ASSOCIATE not in the POPULUS CLICK, they would have been written up. I have documented records of these types of incidents with those who witnessed these unfair acts. Several CERTAIN Associates violated dress codes (REPEATEDILY), even wore hats in the department. (See my letters explaining the sick working conditions permitted by managers). I was trained to treat all WORKERS equal, and not have picks and slicks. However, MANY managers at store #2615 undoubtedly knew nothing about this basic management procedure. When I repeatedly asked Assistant MANAGERS, CO-MANAGER ANDY for help about NIGHT WORKERS. They turned their heads the other way, and took pictures of L-Carts left on the sales floor and used them against me. (See letter on price changes, help requested from managers MEMO FOR RECORD made at the time, and not receiving the necessary manpower, equipment or training to accomplish assigned tasks). These are not excuses but real world FACTS.
f.February 15, 2008, (Friday), Rebuttal to a D-Day given to me----for allegedly working off the clock. This letter explains why I took the initiative to get my ASSOCIATES to complete an assigned suspense given by Assistant Manager Lynn--when workers SELDOM if ever FOLLOWED instructions given by any Assistant Managers, Co-Workers, Store Manager Hal, and less for the things I asked them to do. A member of management told me that if they won’t do it, then you do it.
g.March 20, 2008, Their Mission Accomplished----I was wrongfully terminated.
4. Historical records of letters sent to WAL-MART and dates:
a.June 12, 2008, 1st Letter requesting that a valid investigation be performed based on the facts of my termination.
b.August 1, 2008, Follow-up letter requesting why I had not received a reply?
c.August 11, 2008, Letter highlighting the FACT, that I was never assigned a trainer, nor did the previous trainer Jody provide any training prior to her departure. And that WAL-MART own Department 9, Manager Training packages were never given to me whatsoever.
d.August 29, Letter notifying Georgia State Representative that Georgia’s “At Will Employment Law” was a disgrace and that WORKERS in the state of Georgia needed help. Especial Retired United States American Military Veterans.
e.December 1, 2008, Letter to the Veterans Affairs (VA), and the Inspector General (IG). This letter was to draw attention to how United States Military Veterans are treated in the State of Georgia under the “At Will Employment Law.”
f.March 1, 2009, this letter was addressed to Wal-Mart because no reply had been received addressing my initial request concerning my wrongful termination, and unfair treatment in comparison to other Wal-Mart Workers at Wal-Mart Store #2615.
g.April 15, 2009, this letter was forwarded to Wal-Mart because Wal-Mart Stores Inc., Human Resource Manager, Region #15, (Marlene Hunter) of Atlanta, Georgia called me and talked for nearly thirty minutes, and asked questions that had already been highlighted in my many letters and in my personnel file at WAL-MART Store #2615.
h. April 21, 2009, this letter is to inform Wal-Mart Stores Inc., President/CEO that I provided VALID rebuttals because I knew then that I was being unfairly treated by managers at Store #2615. In addition, that an Assistant Manager removed my 1st Written Coaching for leaving keys in the door. This Manager agreed with me that many other managers had left keys and nothing was done to these EMPLOYEES. (This Manager said he had left keys in the door before and at the sporting goods register). And that I was the professional who always tried to follow guidelines and set the standards.
5. These are a few of the reasons. I cannot allow this injustice to be done to me. Moreover, I hope something will be done to help other OUTSTANDING associates who can be an asset to Wal-Mart Stores Inc., in the future. But instead, they become VICTIMS of unprofessional managers who seem to care less if WAL-MART image is forever tarnished because of their own lack of PROFESSIONALISM and good work ethics. How sad?
GEORGE BOSTON RHYNES
Former Untrained (Documented) Sporting Goods Department Manager
Retired United States Armed Forces Military Veteran (Vietnam Era)
Ignored Former Wal-Mart Associate for over a year (Sporting Goods)
A concerned citizen and brother of all humanity
P.S. Yesterday (April 20, 2009, Monday), while at a local restaurant an Assistant Manager presently employed at Wal-Mart Store #2615 said, “George we all know, you was mistreated and never trained as a department manager.” (Name withheld, along with the witnesses at the restaurant but available upon request)
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May 11, 2009
“9th LETTER IN SEARCH OF ULTIMATE JUSTICE FROM WAL-MART”
May 5/9 May 2009 {Bottom Block Added}
FROM: George Boston Rhynes
Valdosta, Georgia
TO: Wal-Mart President/CEO Doug McMillon
Board of Directors (Respectively)
Attn: Bernard Palcisko (SPHR, CEBS)
702 Southwest 8th Street
Bentonville, AR 72716
On Thursday April 30, 2009, Mr. Bernard Palcisko from Wal-Mart (SPHR, CEBS), called me concerning my wrongful termination from Wal-Mart Store #2615 in Valdosta, Georgia for “INABILITY TO PERFORM” JOB without receiving Wal-Mart Stores Inc., Sporting Goods Department 9, Managers Training. Mr. Palcisko asked me questions similar to those Ms Marlene Hunter from Wal-Mart Human Resources in Region 15, had asked last month.
I told Mr. Palcisko that an assistant manager three days earlier at a local restaurant said, “George we know you were wrongfully terminated and that you were not trained.” I told to Mr. Palcisko that fellow associates, department managers, former CSM’s, former employees in the Sporting Goods Department, assistant managers and others that no longer worked at Store #2615 shared this belief.
Mr. Palcisko asked if I would provide names and phone numbers of these people so they could consider all sides. I assured him that I would collect this information and send it to him. Mr. Palcisko sent me e-mail so I would have his e-mail address.
However Wal-Mart Managers recommended that I NOT provide names of associates because they may loose their jobs. But they strongly encouraged me to continue seeking answers from Wal-Mart on not being trained as Department Manager and stick to the specifics of my case. I was told that Wal-Mart Stores Inc. routinely ignores ASSOCIATES real questions. And that Wal-Mart Store #899, across town is three times worst than Store #2615, wherein associates and some managers are not trained, and certified at store #899. It is becoming apparent that Wal-Mart routinely hire managers without experience or supervisory, leadership, or management training?
After being told by present and former workers at Wal-Mart NOT to identify workers because they may be labeled and terminated from their jobs. Therefore it seems that my only recourse at this time is to continue seeking a valid response to my wrongful termination of “INABILITY TO PERFORM JOB.”
The following questions were taken from letters addressed to Wal-Mart President H. Lee Scott Jr., and Board of Directors (Respectively), for over a year---without a courteous reply:
a. Why did Wal-Mart Assistant Managers, and Store Manager fail to follow their own guidelines when it came to properly training me in accordance with their own guidelines established for all Wal-Mart Sporting Goods Department 9, Managers at store #2615?
b. Why was I coached for alleged offenses that assistant managers, co-managers, and store manager permitted others to get away with?
c. Why was I repeatedly singled out for requesting that managers follow procedures and protocol for securing ATF Forms 4473’s well over two years----even before I was assigned as Sporting Goods Department 9, Manager?
d. Why was I given a written coaching for leaving keys in the door as assistant managers, co-managers and others did many times without receiving a coaching of any kind by management or store manager?
e. Why did an assistant manager admit that many in management had left keys in the door and in the Sporting Goods Cash register but never received any kind of coaching?
f. Was it my persistence in trying to get members of management to properly secure customers personal data (ATF Forms 4473s), to prevent possible identify thief and perform required daily audits of 4473’s as required? Was it my professional persistence that finally resulted in my ultimate termination on March 20, 2008?
g. What Wal-Mart Policy, procedure, or Guideline grants assistant managers, co-managers and others to punish Wal-Mart Associates but ignore those in their own clicks, slicks, and members of management at store #2615, when they make mistakes or do wrong?
h. Why did Sporting Goods Assistant Manager Lynn allow an associate (Name withheld but available upon request), to flat out refuse to work front cash register? Yet Assistant Manager Lynn took no action against this associate? But took actions on other Sporting Goods Associates for much less offenses?
i. Why was my name slandered by management throughout Wal-Mart Store #2615 that I improperly logged guns into the firearms logbook and misplaced several firearms when in fact all assistant managers, and co-managers used the same firearms logbook? Moreover why were two associates that were NOT authorized to log guns into the firearms logbook permitted to do so? And why was these ALLEGED INADEQUCIES not mentioned to me during my termination process?
j. Why have I been ignored for over a year without even a courteous reply? But often told that I was a Wal-Mart’s Family member and that there was an open door policy that never existed?
k. Why have my rebuttals to each infraction, personal memo for records, accomplishments for the first eleven months, and letters not reviewed to show that Wal-Mart Store #2615 has a severe and long term management problem, thereby destroying Wal-Mart Stores Inc., image?
l. Why is it that Wal-Mart’s own managers does not trust Wal-Mart Executives to do a thorough investigation concerning my wrongful termination, and insists that I NOT give names, and phone numbers to company executives because ASSOCIATES could very well be terminated?
m. Why cannot Wal-Mart complete a thorough investigation concerning my termination based on the facts?
n. Why cannot Wal-Mart perform a VALID investigation based upon statements from associates from the department WITHOUT placing ASSOCIATES jobs in jeopardy as brought to my attention by managers and two former terminated CSM’s NOW working in other stores in Valdosta, Georgia?
As a former Wal-Mart Associate, and Untrained Sporting Goods Department 9, Manager. I have been extremely patient for over a year without even a courteous reply from Wal-Mart.
Moreover, I have been unemployed for over a year as a result of my wrongful termination. But I remain 100% sure that truth, right, and justice will eventually win in the end----in spite of Georgia being an “At Will Employment State,” wherein employers can fire workers for GOOD CAUSE, BAD CAUSE, or for NO CAUSE at all. How sad, in these hard economic times?
In addition, it is NO secret that Georgia has perhaps the worst labor laws in the nation thanks to Georgia Legislators who seems to have sold Georgia Workers down the drain in the 21st century. But as a Retired United States Armed Forces Military Veteran it seems that I am paying the price for retiring in an “At Will Employment State.” However, it is always right, to do right, and even better to be right. {G.B.R.}
I await your timely response in writing within 15 days addressing my wrongful termination from Wal-Mart Store #2615, in Valdosta, Georgia for “INABILITY TO PERFORM JOB,” but was never assigned a trainer, or trained as Wal-Mart Stores Inc. Sporting Goods Department 9, Manager. This is a well-known fact by all sporting goods associates, former sporting goods department 9, manager, (Jody), other department managers, assistant managers, co-managers, store manager Hal, and especially Co-Manager Andy.
In addition, there is absolutely NOTHING, I repeat there is absolutely nothing in my personnel records to prove that Wal-Mart followed their own policy and training procedures when it came to me receiving Wal-Mart Sporting Goods Department 9, Managers Training. Or is it that Wal-Mart Store #2615, does not train workers at all and fire them under Georgia’s “At Will Employment Law” for NO CAUSE AT ALL?
Then these mistreated workers simply bury their heads in the sand like the legend concerning the Ostrich Bird and pretend that their jobs and positions are safe, and on the level until they hear the blast from the hunter’s gun that says, “fired for INABILITY TO PERFORM JOB.” How Sad?
GEORGE BOSTON RHYNES
Former Untrained Sporting Goods Department 9, Manager
Retired United States Armed Forces Veteran
A concerned citizen and brother of humanity
Cc: As all other previous communications, (1), June 11, 2008, (2), August 1, 2008, (3) August 11, 2008, (4) August 29, 2008, (5) December 1, 2008 (6), March 1, 2009 (7) April 15, 2009, (8) April 21, 2009,) (9), May 11, 2009
THE INFORMATION BELOW SUPERSEEDS ALL PREVIOUS E-MAILS:
SPECIAL NOTE: Today at 11:31 am, Saturday, May 9, 2009. I received a routine phone call from Wal-Mart Executive Mr. Palcisko (SPHR, CEBS), who informed me that they had completed a complete and thorough investigation based on all the facts of my letters I had sent Wal-Mart for well over a year. And that Wal-Mart upheld all aspects of my termination based on Wal-Mart Managers at Store #2615. Even though I received no training and that there is nothing in my records to show that I received the four week training required by all Wal-Mart Stores Inc., Department 9, Managers, (Sporting Goods Department), unfair treatment, informed managers that they violated Federal Law by not protecting customers personal data on ATF Forms 4473s, singled out for coaching’s as stated in my rebuttals etc., Moreover, Mr. Palcisko stated that because I failed to provide names of people Wal-Mart that agree with my wrongful termination that he stands 100% behind their Managers at Store #2615 and agrees with the manner in which I was terminated---based on the facts.
I informed Mr. Palcisko that his decision was exactly what I expected and that I will continue seeking justice under our form of government. I will speak truth across the nation about my wrongful termination and the termination of others because the American people need to know how Wal-Mart treats their EMPLOYEES. And after a year, I was given less than two weeks to compile statements from people that agreed with my wrongful termination. The above letter was completed days ago but when I received your phone call----I sent it by e-mail. However, as usual because of the seriousness of my wrongful termination and termination of others, I am sending this letter by United States Mail as trained to do in the military in such cases. (This bottom portion of this letter is being typed at 11:59).
It is being proven day by day, that Wal-Mart is not good for American citizens and totally against workers rights. I intend to make my wrongful termination known so others will not have to go through what I have gone through. No American Worker should be treated like workers in China or in some other third world nation. This is not an end, but a new beginning that will end in the first few verses of the 35th Chapter of the Book of Psalm.
I have waited for well over a year for your reply, and will continue to wait for your written and thorough response to my specific questions presented in my letters. Your response today was EXACTLY what I expected, and is what Wal-Mart Assistant Managers and two former CSM’s said you would do. So I am not surprised by your final determination and this is why Wal-Mart Stores Inc. need and will eventually be unionized for the good of their workers. Therefore, I am confident that my wrongful termination from Store #2615 is extreme proof that Wal-Mart does not wish to do what is right and seem to believe that we are less than human beings. How sad?
CLOSING INFORMATION: Time 11:53 a.m. Saturday May 9, 2009. After I received the phone call I immediately returned home and e-mailed this letter to you. This will not just fade into the sunset but will be continued and heard on behalf of all American workers, American Veterans, and others—until Wal-Mart FULLY understand that this is AMERICA and NOT China or some other third world nation. But it is always right, to do right, and even better to be right. {G.B.R}
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July 23, 2009
George Boston Rhynes
Valdosta, Georgia
Wal-Mart President/CEO Doug McMillon, Walton’s Family, Board of Directors, The Walton’s Family Members
702 Southwest 8th Street
Bentonville, AR 72716
After a year Wal-Mart Stores Inc. finally responded to my (10) wrongful termination rebuttal letters concerning my termination from Wal-Mart Store #2615 on March 20, 2008 for “Inability To Perform Job.” Although I was never trained as Department Manager 9, of Sporting Goods as set forth in Wal-Mart’s own Training Guidelines.
My period of employment was from January 5, 2005 to March 20, 2008, and I received my first written response from Wal-Mart on June 22, 2009 without a signature. Needless to say I was NOT sadden, disappointed nor puzzled that America’s Largest Retail Employer (Wal-Mart) would ignore my wrongful termination for well over a year.
This Wal-Mart so called “final, complete, and thorough investigation letter” DID NOT have an authority line or signature. It consisted of 140 words, and stated that “unless I provide additional information which supports a contrary position” that their decision to uphold my termination is final, and that their letter concluded my open door and that no further action would be taken. I find this strange since Wal-Mart Failed to answer or even address a single question I asked that are similar to the ones listed below:
WAL-MART NEVER RESPONDED TO THE QUESTIONS:
a. How could a thorough investigation be conducted without one interview from the primary person involved? Was my side of the story reviewed and investigated? Did Wal-Mart provide valid responses to any of my questions in their Final Investigation letter—a year later?
b. Why no signature or authority line in Wal-Mart Letter? Is this Wal-Mart Stores Inc. way of setting the example for Wal-Mart Store Manager Hal at Wal-Mart Store #2615?
c. Who conducted Wal-Mart’s thorough investigation? Why were their names, department, and or job titles NOT included as to who conducted this alleged final and thorough Wal-Mart Investigation of my wrongful termination?
d. Why didn’t Wal-Mart Final Investigation Letter provide the necessary documents proving that I received the Wal-Mart Department 9, Managers Four Week Training as required?
e. Why did Wal-Mart NOT give the name of my trainer? What date was I entered into the “Four Week Training Program? What date was the training completed? Who signed off on, and verified the documents? Where are these documents today?
f. Does all Wal-Mart Sporting Goods Department Managers receive training in America? If so? Then why was I NOT trained? What are the criteria for being terminated at Wal-Mart Stores Inc. for “Inability to Perform Job?” Who makes this decision?
g. Did Sporting Goods Associates, Former Department Manager Jody, Assistant Manager Frank, Shannon, Trina, Co-Manager Andy or Store Manager Hal give written statements that I was (EVER) trained as Department Manager?
h. Will Wal-Mart Store #2615 simply provide proof that I received the four-week training as required for all “Sporting Goods Department 9, Managers?” Then upon receipt I will IMMEDIATELY STOP all complaints and admit that I have lied “AGAINST WAL-MART”---but this you cannot do… (Store #2615).
I. Does Wal-Mart provide “On the Job Training and Evaluate Workers” once employed? Is proof of training and yearly evaluations documented, dated, signed and filed away in workers personnel file at Store #2615? (Then simply make a copy and refute my accusations).
j. Are Wal-Mart workers terminated for good cause, bad cause or for no cause at all without Wal-Mart having to provide even a courteous response to workers since Georgia is an “At Will Employment State?” Thanks to Georgia politicians that keep this unfair work law in force in the State of Georgia along with a few other remaining states?
k. Did any assistant managers and co-managers receive a written coaching for routinely leaving keys in the Security Room door, Outside Trailers or in the Sporting Goods Department Cash Register following gun sales at Store #2615? As department workers witnessed on many occasions and hand carried keys to managers may times.
l. Does Wal-Mart Stores Inc. approve of double standards for certain privileged workers in the cliques and among the slicks at Store #2615? And why are they treated differently from other workers?
m. Did my asking management to purchase proper filing cabinets to properly secure customer’s private information on completed ATF Forms 4473s justify my wrongful termination under the heading of “Inability to Perform Job?” (Firearms Back Ground Checks)
n. Why was customer’s private information not secured for over two years in an un-lockable filing cabinet practically open to the general public? Did Wal-Mart interview workers and former workers in Sporting Goods Department for verification of this federal violation? (These files (ATF Forms 4473s) were located in the black box on a pole and filed in an unlock-able filing cabinet in the Sporting Goods Department).
o. Did my repeated speaking out and encouraging management to secure Wal-Mart Customers Private DATA information (ATF Forms 4473s) from “Identity Thefts” justifies my wrongful termination under the heading of “Inability to Perform Job?”
p. what is Wal-Mart definition of “Inability to Perform Job?” Are all Wal-Mart Workers treated the same when it comes to being properly trained as a Department Manager? Does ignoring workers complaints improve workers morale, or increases sales for the company?
q. Are all Wal-Mart Workers with Wrongful Terminations complaints treated as I have from Store #2615?
r. Did Wal-Mart investigate to see if my constant requests to get assistant managers and co manager Andy to perform the Daily Audits on completed ATF Forms 4473s that went undone on one occasion for over fifteen day? Was it my repeated attempts to managers to follow store rules and guidelines contribute to my termination under the heading of “Inability to Perform Job?”
These are but a few unanswered questions that Wal-Mart Executives seemingly had no intentions of EVER answering or investigating. Moreover I contend that American Workers should NOT be treated as Workers in China or in some other third world country. It was Wal-Mart Managers that told me repeatedly. That I was wasting my time in trying to challenge Wal-Mart Iron Curtain, and that if they (managers and CSM's) provided statements on my behalf that they could be terminated. However they encouraged me to continue seeking answers to my valid questions to help remaining workers.
Therefore as a retired military veteran, former business owner, parent of three, and wrongfully terminated Sporting Goods Department Manager of Wal-Mart Store #2615. I cannot leave my Wal-Mart Family Members behind to suffer at Store #2615 and 899 in Valdosta, Georgia without reaching out to them. Your ignoring me has proven that Wal-Mart does not care about workers rights and addressing workers mistreatment in the work place.
However I am 100% sure that I will eventually win in the end----along with other Wal-Mart Workers. We can no longer afford to just bury our head in the sand like the legend concerning the ostrich bird and pretend that Wal-Mart has become “a god beside God” and answers to no one.
All Wal-Mart workers and former workers in possession of truth must inform the general public, family members, neighbors, religious organizations, friends, politicians, and others that Wal-Mart Workers have absolutely no voice at Wal-Mart Store #2615 in these hard economic times. Yet Wal-Mart claim and prides itself to have an “OPEN DOOR POLICY” that does not exist and that workers does not need a union to speak for them.
Wal-Mart “Open Door” is really Plexiglas, not to mention other slogans like “save money, and live better” but at what expense to American workers? This open door may look open to the “untrained eye” but when wrongfully terminated workers have a complaint he or she quickly discovers the “clear steel Plexiglas.”
The Wal-Mart final investigation letter to me--was like pouring water into an empty glass without a bottom. It look good to the untrained eye, but after decades of supervisory, leadership and management experience. It is my duty and responsibility to inform Wal-Mart Executives that when truth comes into the minds of those who seek truth falsehood must vanish and that falsehood is forever a vanishing thing.
As a victim of Wal-Mart unfair work practices I am in no ways tired. But 100% sure that Wal-Mart Wrongfully Terminated Workers will eventually join in and help seal up the “bottom of the glass” by spreading the word. That it is imperative that citizens find somewhere else to shop until Wal-Mart start treating WORKERS as human beings.
My personal commitment to Wal-Mart Stores Inc. is that since my wrongful termination, I have found other places to spend my dollars and informing as many people as I can to follow my lead on behalf of American workers. Again, this is not an end, but a NEW BEGINNING to help Wal-Mart Workers receive the necessary training, respect, recognition and NOT be ignored as workers in foreign countries without workers rights.
My sympathy goes out to all remaining “Wal-Mart Workers” employed and wrongfully terminated at Wal-Mart Workers at Store #2615 and 899. You must remember that all American Workers, Wal-Mart Employees, friends, neighbors, and family members must STOP looking for change---but speak OUT and become the change WE need in the 21st Century.
To all who read this communication please help Wal-Mart Stores Inc. to fully understand that it is always right, to do right and even better to be right.” G.B.R.
God bless (ALL) America, Wal-Mart Workers, Workers in China, and everybody else.
GEORGE BOSTON RHYNES
Former (Untrained) Wal-Mart Department 9, Manager (Sporting Goods)
Retired United States Armed Forces Military Veteran
Former Business Owner for fourteen years
Parent of three successful children
A concerned citizen and brother of (ALL) humanity
Cc:
Majority and Minority Leaders of Congress
Georgia Department of Labor
Georgia General Assembly
Various Civil Rights Organizations
AFL-CIO President
Citizens (Internet) for Worker Rights
All Concerned American Citizens
Former Wal-Mart Workers for change, and against exploitation
=======================
June 22, 2009, FOLLOWING IS WAL-MART ONLY WRITTEN RESPONSE AND WHAT A JOKE?
George Rhynes
Valdosta, Georgia
Dear George,
We have received your letters dated from June 12, 2008 to June 8, 2009 addressed to Wal-Mart Executives requesting additional investigation and review of your open door. We want to thank you for taking the time to respond.
As you are aware, several individuals thoroughly investigated and reviewed the circumstances surrounding your separation from the company to ensure the company's culture and policies were being supported and to ensure appropriate decisions were made.
At this time, unless you are able to provide additional information which supports a contrary position, the decision to uphold your termination is final. This letter will conclude your open door and no further action will be taken.
We wish you the best of luck in your future endeavors.
Thank you,
Open Door Services
WAL-MART STORES, INC.,
===================================
May 5, and 9th 2009
George Boston Rhynes
Valdosta, Georgia
Wal-Mart President/CEO Doug McMillon
Board of Directors (Respectively)
ATTN: Bernard Palcisko (SPHR, CEBS)
702 Southwest 8th Street
Bentonville, AR 72716
On Thursday April 30, 2009, Mr. Bernard Palcisko from Wal-Mart (SPHR, CEBS), called me concerning my wrongful termination from Wal-Mart Store #2615 in Valdosta, Georgia for “INABILITY TO PERFORM” JOB without receiving Wal-Mart Stores Inc., Sporting Goods Department 9, Managers Training. Mr. Palcisko asked me questions similar to those Ms Marlene Hunter from Wal-Mart Human Resources in Region 15, had asked last month.
I told Mr. Palcisko that an assistant manager three days earlier at a local restaurant said, “George we know you were wrongfully terminated and that you was not trained.” I said to Mr. Palcisko that fellow associates, department managers, former CSM’s, former employees in the Sporting Goods Department, assistant managers and others that no longer worked at Store #2615 shared this belief.
Mr. Palcisko asked if I would provide names and phone numbers of these people so they could consider all sides. I assured him that I would collect this information and send it to him, and he sent me his e-mail address.
However Wal-Mart Managers recommended that I NOT provide names of associates because they may loose their jobs. But they strongly encouraged me to continue seeking answers from Wal-Mart on not being trained as Department Manager and stick to the specifics of my case.
I was told that Wal-Mart Stores Inc. routinely ignores ASSOCIATES real questions. And that Wal-Mart Store #899, across town is three times worst than Store #2615, wherein associates and some managers are not trained, and certified at store #899. It is becoming apparent that Wal-Mart routinely hire managers without experience or supervisory, leadership, or management training?
After being told by present and former workers at Wal-Mart NOT to identify workers because they may be labeled and terminated from their jobs. Therefore it seems that my only recourse at this time is to continue seeking a valid response to my wrongful termination of “INABILITY TO PERFORM JOB.”
The following questions were taken from letters addressed to Wal-Mart President H. Lee Scott Jr., and Board of Directors (Respectively), for over a year---without a courteous reply:
a. Why did Wal-Mart Assistant Managers, and Store Manager fail to follow their own guidelines when it came to properly training me in accordance with WAL-MART ‘S own guidelines established for all Wal-Mart Sporting Goods Department 9, Managers at store #2615?
b. Why was I coached for alleged offenses that assistant managers, co-managers, and store manager permit others to get away with?
c. Why was I repeatedly singled out for requesting that managers follow procedures and protocol for securing ATF Forms 4473’s even before I was assigned as Sporting Goods Department Manager?
d. Why was I given a written coaching for leaving keys in the door as assistant managers, co-managers and others did many, many, many times without receiving a coaching of any kind by management or store manager?
e. Why did an assistant manager admit that many in management had left keys in the door, and in the Sporting Goods Cash register but never received any kind of coaching?
f. Was it my persistence in trying to get members of management to properly secure customers personal data to prevent possible identify thief and perform required daily audits of 4473’s as required? Was it my professional persistence that finally resulted in my ultimate termination on March 20, 2008?
g. What Wal-Mart Policy, procedure, or Guideline grants assistant managers, co-managers and others to punish Wal-Mart Associates but ignore those in their own clicks, slicks, and members of management at store #2615, when they make mistakes or do wrong?
h. Why did Sporting Goods Assistant Manager Lynn allow an associate (Name withheld but available upon request), to flat out refuse to work front cash register? Yet Assistant Manager Lynn took no action against this associate? But took actions on other Sporting Goods Associates for much less offenses?
i. Why was my name slandered by management throughout Wal-Mart Store #2615 that I improperly logged guns into the firearms log book and misplaced several firearms when in fact all assistant managers, co-managers used the same log book? Moreover why were two associates that were NOT authorized to log guns into the firearms logbook permitted to do so? And why was their ALLEGED INADEQUCIES not mentioned to me during my termination process?
j. Why have I been ignored for over a year without even a courteous reply? But often told that I was a Wal-Mart’s Family member and that there was an open door policy that never existed?
k. Why have my rebuttals to each infraction, personal memo for records, accomplishments for the first eleven months, and letters not reviewed to show that Wal-Mart Store #2615 has a severe and long term management problem, thereby destroying Wal-Mart Stores Inc., image?
l. Why is it that Wal-Mart’s own managers does not trust Wal-Mart Executives to do a thorough investigation concerning my wrongful termination, and insists that I NOT give names, and phone numbers to company executives because ASSOCIATES could very well be terminated?
m. Why cannot Wal-Mart complete a thorough investigation concerning my termination based on the facts?
n. Why cannot Wal-Mart perform a VALID investigation based upon statements from associates from the department WITHOUT placing ASSOCIATES jobs in jeopardy as brought to my attention by managers and two former terminated CSM’s NOW working in other stores in Valdosta, Georgia?
As a former Wal-Mart Associate, and Untrained Sporting Goods Department 9, Manager. I have been extremely patient for over a year without even a courteous reply from Wal-Mart.
Moreover, I have been unemployed for over a year as a result of my wrongful termination. But I remain 100% sure that truth, right, and justice will eventually win in the end----in spite of Georgia being an “At Will Employment State,” wherein employers can fire workers for GOOD CAUSE, BAD CAUSE, or for NO CAUSE at all. How sad, in these hard economic times?
In addition, it is NO secret that Georgia has perhaps the worst labor laws in the nation thanks to Georgia Legislature who seems to have sold Georgia Workers down the drain in the 21st century. But as a Retired United States Armed Forces Military Veteran it seem that I am paying the price for retiring in an “At Will Employment State.” However, it is always right, to do right, and even better to be right. {G.B.R.}
I await your timely response in writing within 15 days addressing my wrongful termination from Wal-Mart Store #2615, in Valdosta, Georgia for “INABILITY TO PERFORM JOB,” but was never assigned a trainer, or trained as Wal-Mart Stores Inc. Sporting Goods Department 9, Manager.
This is a well-known fact by all sporting goods associates, former sporting goods department 9, manager, (Jody), other department managers, assistant managers, co-managers, store manager Hal, and especially Co-Manager Andy.
In addition, there is absolutely NOTHING, I repeat there is absolutely nothing in my personnel records to prove that Wal-Mart followed their own policy and training procedures when it came to me receiving Wal-Mart Sporting Goods Department 9, Managers Training. Or is it that Wal-Mart Store #2615, does not train workers at all and fire them under Georgia’s “At Will Employment Law” for NO CAUSE AT ALL?
Then these mistreated workers simply bury their heads in the sand like the legend concerning the Ostrich Bird and pretend that their jobs and positions are safe, and on the level until they hear the blast from the hunter’s gun that says, “fired for INABILITY TO PERFORM JOB.” How Sad?
GEORGE BOSTON RHYNES
Former Untrained Sporting Goods Department Manager
Retired United States Armed Forces Veteran
A concerned citizen and brother of humanity
Cc: As all other previous communications,
(June 11, 2008), (August 1, 2008), (August 11, 2008), (August 29, 2008), (December 1, 2008), (March 1, 2009), (April 15, 2009), (April 21, 2009,)
SPECIAL NOTE:
Today at 1131, Saturday, May 9, 2009. I received a routine phone call from Wal-Mart Executive Mr. Palcisko who informed me that they had completed a thorough investigation based on all facts of my letters I had sent Wal-Mart for well over a year. And that Wal-Mart upheld all aspects of my termination based on Wal-Mart Managers.
Even though I received no training, unfair treatment, informed managers that they violated Federal Law by not protecting customers personal data, singled out for coaching’s as stated in my rebuttals etc.,
Moreover, he stated that because I failed to provide names of people at Wal-Mart that agreed with my wrongful termination, that he stands 100% behind their Managers at Store #2615, and agrees with the manner in which I was terminated---based on the facts.
I informed Mr. Palcisko that his decision was exactly what I expected and that I will continue to seek justice under our form o government. I will continue to speak the truth across the nation about my wrongful terminations and the termination of many others who cannot get even a courteous reply from this company.
After a year, I was given less than two weeks to compile statements from people that agreed with me concerning my wrongful termination. (The above letter was completed days before I received this phone call and I was going to send this letter by U.S. Mail as I will send it any way. This addition is being typed at 11:59 and I decided to e-mail it although e-mailing is not my way of communicating on issues of this nature.
It is being proven day by day, that Wal-Mart is not good for American citizens and totally against workers rights. I intend to make my wrongful termination known so others will not have to go through what I have gone through. No American Worker should be treated like workers in China or in some other third world nation. I will continue to wait your written thorough and response answering my questions as presented in my letters.
Again, your reply is exactly what I expected and what Assistant Managers told me. I am not the least surprised by Wal-Mart decision not to respect workers rights Peace!
Time 1153 a.m. Saturday May 9, 2009. After I received the phone call I immediately returned home and e-mailed this letter. This will not just fade into the sunset but will be heard on behalf of all American Workers, Military Veterans and beyond.
Two heads may be better than one but never forget which one belongs to you. {GBR}
