No Money Until American Workers Are Respected and Responded To at Store #2615, Valdosta, Georgia
On March 20, 2008, Wal-Mart Stores Inc. Terminated a Sporting Goods Department Manager at Store #2615 even though Wall-mart never provided the four-week training required for department managers.
Moreover, Wall-Mart refused to answer one question asked of them during a so-called thorough, and final investigation conducted by persons UNKNOWN in a letter without a signature or authority line. Why would they to this?
Questions still NOT answered by Wall-Mart Stores #2615 or President and CEO? It seems that American Shoppers have made Wal-Mart A god beside God, and they answers to NO one?
a. How could a thorough investigation be conducted without one interview from the primary person involved? (ME) 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 that 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 that contributed to my termination under the heading of “Inability to Perform Job?”
s. Did Wall-Mart think that I would simply bury my head in the sand like the legend concerning the ostrich bird and pretend that wall-mart is a god beside God and answers to no one. Perhaps like hundreds or thousands of other wrongfully terminated Wall-Mart Employees? No way, and this is just the beginning....
GEORGE BOSTON RHYNES
Former Wal-Mart (UNTRAINED)Sporting Goods Department Manager
Retired United States Armed Forces Veteran
Thursday, September 24, 2009
Tuesday, August 18, 2009
Wal-Mart Store #2615, and where is the proof? Respect Workers Rights (America is Not China)
August 22, 2009
George Boston Rhynes
Valdosta, Georgia
TO: Wal-Mart Store Inc.
President McMillon, Board of Directors (Respectfully)
702 S.W. 8th Street
Bentonville, Arkansas 72716
I was recently notified by several Wal-Mart Assistant Manager and workers in the Valdosta-Lowndes County Area, that my successor at Wal-Mart Store #2615 Department 9, Manager of Sporting Goods (a white female) was moved from department manager over Toys to assume the position of Sporting Goods 9, Manager, wherein I was wrongfully terminated for “Inability to perform Job.”
Mr. President/CEO Board of Directors, Store Manager of Store #2615, Co-Manager Andy, Assistant Manager Frank, Trina, Shannon, and others who was my supervisor or over the Sporting Goods Area at Store #2615. I am sending this “Open and Very Public Request” to Wal-Mart Stores Inc. to provide me with copies of Wal-Mart Documents showing to following:
a. Who was assigned as my (George Boston Rhynes) trainer?
b. What Wal-Mart Manager entered me (George Boston Rhynes) into training.
c. Who followed through with training until it was completed.
d. Which documents did I date, initial off on and provide my signature that I was properly trained?
e. What Wal-Mart Assistant Manager dated, initialed, and signed off on the required documents of Wal-Mart Stores Inc., Four Week Training Program as required upon the completion of the Four-Week Training Program for (Sporting Goods Department)?
f. Where are the copies of the dated, signed and initialed documents of trainers, assistant managers etc. Along with my dated, initials and signatures for each of the items above? This is to include both start and completion dates in which I completed the required training. Then just maybe a person of average intelligence could be able to understand why Store Manager Hal could terminate a worker for “Inability to Perform Job.”
Mr. President, this should be an extremely easy task for a person with your level of training and professionalism. Simply make copies and return them to me by United States Mail, and I should have to wait for over a year as it was in receiving a written reply following my wrongful termination well over a year ago that was nothing more than a Wal-Mart Joke.
I would appreciate a reply to this letter within 10 (ten) days. It is a SIMPLE request for Wal-Mart Stores Inc. to provide proof of my training as a department manager. I was told that the White Female Sporting Goods Manager was indeed entered into the four-week training program—that was denied to me. I cannot prove this. However both Managers and Associates employed at Wal-Mart Stores Inc. has informed me that this lady have been treated differently from me. Several of these Assistant Managers some who are no longer in the area and some remains but agree that I was wrongful termination and are not happy with how I have been treated by Wal-Mart Store Inc. in Valdosta, Georgia.
Also, I have included a letter explaining problems at store #2615, among other things, and I understand there more will be forth coming. Therefore I insists on being treated as an American Citizen with workers rights and not as workers in China or in some other third world nation. So as a retired military veteran that served this country with honor and distinction refuse to be treated as workers in China. I await your timely response. Thanks.
Signed and posted
GEORGE BOSTON RHYNES Atch:
Former Wrongfully Terminated Wal-Mart Department 9, 1- Letter from an Associate.
(Sporting Goods)
SPECIAL NOTE: The follow letter was given to me on July 10, 2009 at 4:15 P.M. This Former Wal-Mart Associate, Mr. Charles Judge, was terminated a few months following my wrongful termination. He insisted on writing a letter concerning his experience and my wrongful termination. He was an Associate at Wal-Mart Store #2615 in Sporting Goods Department while I was the department manager. {This is his story, and he volunteered to write this letter to: Whom It May Concern.
My wrongful termination has become a matter of concern for several associates including managers in this area. You can be expecting more letters. However they will be directed to the American people and NOT necessarily to Wal-Mart Stores Inc., Mainly because it has become Godly Clear that workers rights are not being respected at Wal-Mart Stores #2615, and we the people continue to bury our head in the sand concerning this long period of mistreated Georgia Workers. Then nothing will change. But I am more that 100% sure that things will be changed and workers can once again back shopping at Wal-Mart Stores Inc., and start informing their family members and others----that Wal-Mart has changed its ways and now treat workers as real American Citizens.
=====================================================
=====================================================
August 10, 2009
Mr. Charles Judge
Valdosta, Georgia 31602
TO: The General Public
& Wal-Mart Executives (On Behalf of George Boston Rhynes Wrongful Termination and Remaining Wal-Mart Associates at Store #2615)
As a former Wal-Mart Patron, and later employee at Wal-Mart Store #2615, located in Valdosta, Georgia at the time when George B. Rhynes was Department Manager of Sporting Goods. I must first inform Wal-Mart Managers and the American People that that Wal-Mart abuses its employees and covertly avoids customer service at store #2615.
I will first offer my view on my 1st Sporting Goods Department Manager George Rhynes. He was fair to all associates and always worked hard to try to satisfy the ever changing, (and demanding) task of reach around your ass to scratch your elbow work projects being constantly required of us.
I must explain that at Wal-Mart Store #2615 there are all chiefs and no Indians. One manager will come by and ask you to do a large, (often ridiculous) project; and about time you finish another manager, will come by and tell you to move etc., do something else, or undo it, then the previous or another manger will come by and want to know what and or why you’ve seemingly got nothing done. This scenario is played out daily and often with many projects simultaneously given without regards to previous assigned tasks and suspense’s.
This is the main reason why Wal-Mart isles are always piled up with boxes and pallets of indecipherable merchandise. In my case I applied during Christmas for part time cashier as I already had a job I liked and they liked me. (Manager and Arms Truck Stop)
After several interviews where by it was clearly, disclosed that I have neck injury problems and heavy lifting was out of the question, Wal-Mart offered me a position as sales assistance in Sporting Goods Department and my primary requirement was “to sell guns {which I excelled at} and constantly had customers lining up to buy guns from me. These customers also consistently told management of my outstanding service, attitude and product knowledge of gun sales and in the area of customer service. (Ask any of them)
My reviews resulted in raises and Wal-Mart asked me if I would quite my other job to work their full time. The old skies the limit speech I guess won me over to quite my other job thinking the grass was greener on Wal-Mart Side! And after seeing that I had a knack for gun sales, (that it just wasn’t Christmas Rush), I did give my notice to AMS and went full time at Wal-Mart and within day’s George was fired as Sporting Goods Department Manager. And I was asked to fill his vacant position.
Well after seeing how hard George worked and that his product knowledge etc. was top notch. I declined, not wanting to be put in the position of having to be in two places at once, and be responsible to try to satisfy and kiss too many asses, of who themselves were ever stressed with the same.
Well they begin laying Sporting Goods Department Managers responsibility on me anyway, without hiring the required amount of help. (They were already short two people shift in that department when I started and now I was alone trying to do the job for three, at the very least.)
But instead of appreciation I was told to ignore Wal-Mart customers to do heavy lifting of which I was not able to perform without violating my doctor’s orders. I complained that that was a violation of our hiring agreement and my doctors orders (which I provided a copy of) and was told by Wal-Mart Store #2615 Manager Hal Hallwell “that is why we have workers comp” what the hell man?
Anyway, I experienced what George was put through, plus to top it all off, I was hurt. And when the job orders had re-injured my neck (and put me down for months), I have yet to fully recover. They fired me for filling Workman’s Comp claim and refused to pay any Medical or Compensation until I was so broken I had to take a small settlement just to keep a place to live to maintain my family well being. This took a year.
On June 17, 2008 I was given a “pink Slip” stating no rehire. Then on June 17, 2009 I filed for unemployment insurance, as I want to try to go back to work but Wal-Mart claimed in writing that “I quit” thus exempting me from those funds. I considered this to be unfair, Un-American and against Workers Rights.
Therefore I have appealed my firing and disgraceful termination notice to the “Georgia Department of Labor” and faxed them a copy of all pertinent documents. In fact, I actually presented this document in person in addition to sending them a copy. Now they are entering other grounds not previously considered or ruled on. The point being George is on to something when he says, “Wal-Mart has become a “god beside God” and answers to no one.
Moreover it seems that Wal-Mart have become a dictator in this country (and likely others too). They have and are killing small businesses. I actually heard a Wal-Mart commercial pushing socialized health care on talk radio. Well, no matter your view on President Obama’s Universal Health Care (Communism). This is not Wall-Mart or any other company’s domain, unless they are government agents. This can of worms is endless.
Any way when you go to Wal-Mart and can’t get help or the employees avoid you when you need customer service please understand that this is what Wal-Mart Stores Inc. Executives wants and NOT their employees.
We get reprimanded for taking time to actually provide any real customer assistance. Wal-Mart only needs mules to move around a bunch of China Made Junk for American Suckers. It is becoming clearer and clearer that Wal-Mart Stores Inc. cares little to nothing about there workers or providing too service to their customers. Well not me, anymore. I have seen the light!
Signed and posted
CHARLES JUDGE
Former Sporting Goods Department Worker
Offered Department Managers Job but refused)
Store #2615, Valdosta, Georgia
George Boston Rhynes
Valdosta, Georgia
TO: Wal-Mart Store Inc.
President McMillon, Board of Directors (Respectfully)
702 S.W. 8th Street
Bentonville, Arkansas 72716
I was recently notified by several Wal-Mart Assistant Manager and workers in the Valdosta-Lowndes County Area, that my successor at Wal-Mart Store #2615 Department 9, Manager of Sporting Goods (a white female) was moved from department manager over Toys to assume the position of Sporting Goods 9, Manager, wherein I was wrongfully terminated for “Inability to perform Job.”
Mr. President/CEO Board of Directors, Store Manager of Store #2615, Co-Manager Andy, Assistant Manager Frank, Trina, Shannon, and others who was my supervisor or over the Sporting Goods Area at Store #2615. I am sending this “Open and Very Public Request” to Wal-Mart Stores Inc. to provide me with copies of Wal-Mart Documents showing to following:
a. Who was assigned as my (George Boston Rhynes) trainer?
b. What Wal-Mart Manager entered me (George Boston Rhynes) into training.
c. Who followed through with training until it was completed.
d. Which documents did I date, initial off on and provide my signature that I was properly trained?
e. What Wal-Mart Assistant Manager dated, initialed, and signed off on the required documents of Wal-Mart Stores Inc., Four Week Training Program as required upon the completion of the Four-Week Training Program for (Sporting Goods Department)?
f. Where are the copies of the dated, signed and initialed documents of trainers, assistant managers etc. Along with my dated, initials and signatures for each of the items above? This is to include both start and completion dates in which I completed the required training. Then just maybe a person of average intelligence could be able to understand why Store Manager Hal could terminate a worker for “Inability to Perform Job.”
Mr. President, this should be an extremely easy task for a person with your level of training and professionalism. Simply make copies and return them to me by United States Mail, and I should have to wait for over a year as it was in receiving a written reply following my wrongful termination well over a year ago that was nothing more than a Wal-Mart Joke.
I would appreciate a reply to this letter within 10 (ten) days. It is a SIMPLE request for Wal-Mart Stores Inc. to provide proof of my training as a department manager. I was told that the White Female Sporting Goods Manager was indeed entered into the four-week training program—that was denied to me. I cannot prove this. However both Managers and Associates employed at Wal-Mart Stores Inc. has informed me that this lady have been treated differently from me. Several of these Assistant Managers some who are no longer in the area and some remains but agree that I was wrongful termination and are not happy with how I have been treated by Wal-Mart Store Inc. in Valdosta, Georgia.
Also, I have included a letter explaining problems at store #2615, among other things, and I understand there more will be forth coming. Therefore I insists on being treated as an American Citizen with workers rights and not as workers in China or in some other third world nation. So as a retired military veteran that served this country with honor and distinction refuse to be treated as workers in China. I await your timely response. Thanks.
Signed and posted
GEORGE BOSTON RHYNES Atch:
Former Wrongfully Terminated Wal-Mart Department 9, 1- Letter from an Associate.
(Sporting Goods)
SPECIAL NOTE: The follow letter was given to me on July 10, 2009 at 4:15 P.M. This Former Wal-Mart Associate, Mr. Charles Judge, was terminated a few months following my wrongful termination. He insisted on writing a letter concerning his experience and my wrongful termination. He was an Associate at Wal-Mart Store #2615 in Sporting Goods Department while I was the department manager. {This is his story, and he volunteered to write this letter to: Whom It May Concern.
My wrongful termination has become a matter of concern for several associates including managers in this area. You can be expecting more letters. However they will be directed to the American people and NOT necessarily to Wal-Mart Stores Inc., Mainly because it has become Godly Clear that workers rights are not being respected at Wal-Mart Stores #2615, and we the people continue to bury our head in the sand concerning this long period of mistreated Georgia Workers. Then nothing will change. But I am more that 100% sure that things will be changed and workers can once again back shopping at Wal-Mart Stores Inc., and start informing their family members and others----that Wal-Mart has changed its ways and now treat workers as real American Citizens.
=====================================================
=====================================================
August 10, 2009
Mr. Charles Judge
Valdosta, Georgia 31602
TO: The General Public
& Wal-Mart Executives (On Behalf of George Boston Rhynes Wrongful Termination and Remaining Wal-Mart Associates at Store #2615)
As a former Wal-Mart Patron, and later employee at Wal-Mart Store #2615, located in Valdosta, Georgia at the time when George B. Rhynes was Department Manager of Sporting Goods. I must first inform Wal-Mart Managers and the American People that that Wal-Mart abuses its employees and covertly avoids customer service at store #2615.
I will first offer my view on my 1st Sporting Goods Department Manager George Rhynes. He was fair to all associates and always worked hard to try to satisfy the ever changing, (and demanding) task of reach around your ass to scratch your elbow work projects being constantly required of us.
I must explain that at Wal-Mart Store #2615 there are all chiefs and no Indians. One manager will come by and ask you to do a large, (often ridiculous) project; and about time you finish another manager, will come by and tell you to move etc., do something else, or undo it, then the previous or another manger will come by and want to know what and or why you’ve seemingly got nothing done. This scenario is played out daily and often with many projects simultaneously given without regards to previous assigned tasks and suspense’s.
This is the main reason why Wal-Mart isles are always piled up with boxes and pallets of indecipherable merchandise. In my case I applied during Christmas for part time cashier as I already had a job I liked and they liked me. (Manager and Arms Truck Stop)
After several interviews where by it was clearly, disclosed that I have neck injury problems and heavy lifting was out of the question, Wal-Mart offered me a position as sales assistance in Sporting Goods Department and my primary requirement was “to sell guns {which I excelled at} and constantly had customers lining up to buy guns from me. These customers also consistently told management of my outstanding service, attitude and product knowledge of gun sales and in the area of customer service. (Ask any of them)
My reviews resulted in raises and Wal-Mart asked me if I would quite my other job to work their full time. The old skies the limit speech I guess won me over to quite my other job thinking the grass was greener on Wal-Mart Side! And after seeing that I had a knack for gun sales, (that it just wasn’t Christmas Rush), I did give my notice to AMS and went full time at Wal-Mart and within day’s George was fired as Sporting Goods Department Manager. And I was asked to fill his vacant position.
Well after seeing how hard George worked and that his product knowledge etc. was top notch. I declined, not wanting to be put in the position of having to be in two places at once, and be responsible to try to satisfy and kiss too many asses, of who themselves were ever stressed with the same.
Well they begin laying Sporting Goods Department Managers responsibility on me anyway, without hiring the required amount of help. (They were already short two people shift in that department when I started and now I was alone trying to do the job for three, at the very least.)
But instead of appreciation I was told to ignore Wal-Mart customers to do heavy lifting of which I was not able to perform without violating my doctor’s orders. I complained that that was a violation of our hiring agreement and my doctors orders (which I provided a copy of) and was told by Wal-Mart Store #2615 Manager Hal Hallwell “that is why we have workers comp” what the hell man?
Anyway, I experienced what George was put through, plus to top it all off, I was hurt. And when the job orders had re-injured my neck (and put me down for months), I have yet to fully recover. They fired me for filling Workman’s Comp claim and refused to pay any Medical or Compensation until I was so broken I had to take a small settlement just to keep a place to live to maintain my family well being. This took a year.
On June 17, 2008 I was given a “pink Slip” stating no rehire. Then on June 17, 2009 I filed for unemployment insurance, as I want to try to go back to work but Wal-Mart claimed in writing that “I quit” thus exempting me from those funds. I considered this to be unfair, Un-American and against Workers Rights.
Therefore I have appealed my firing and disgraceful termination notice to the “Georgia Department of Labor” and faxed them a copy of all pertinent documents. In fact, I actually presented this document in person in addition to sending them a copy. Now they are entering other grounds not previously considered or ruled on. The point being George is on to something when he says, “Wal-Mart has become a “god beside God” and answers to no one.
Moreover it seems that Wal-Mart have become a dictator in this country (and likely others too). They have and are killing small businesses. I actually heard a Wal-Mart commercial pushing socialized health care on talk radio. Well, no matter your view on President Obama’s Universal Health Care (Communism). This is not Wall-Mart or any other company’s domain, unless they are government agents. This can of worms is endless.
Any way when you go to Wal-Mart and can’t get help or the employees avoid you when you need customer service please understand that this is what Wal-Mart Stores Inc. Executives wants and NOT their employees.
We get reprimanded for taking time to actually provide any real customer assistance. Wal-Mart only needs mules to move around a bunch of China Made Junk for American Suckers. It is becoming clearer and clearer that Wal-Mart Stores Inc. cares little to nothing about there workers or providing too service to their customers. Well not me, anymore. I have seen the light!
Signed and posted
CHARLES JUDGE
Former Sporting Goods Department Worker
Offered Department Managers Job but refused)
Store #2615, Valdosta, Georgia
Saturday, July 25, 2009
Is Wal-Mart a god beside God and answers to no one? I no longer encourage any American To buy from Wal-Mart
Sent Out On 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
Two heads may be better than one----but never forget which one belongs to you. {G.B.R).
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
Two heads may be better than one----but never forget which one belongs to you. {G.B.R).
Saturday, July 4, 2009
Wal-Mart Finally Responds after 1 year, No Workers Rights AT Wal-Mart Store #2615, Is Wal-Mart a god beside God?
July 8, 2009
George Boston Rhynes
Valdosta, Georgia
Wal-Mart President/CEO Doug McMillon
Board of Directors, The Walton’s Family Members
702 Southwest 8th Street
Bentonville, AR 727169-o
TO: Wal-Mart President/CEO Dough McMillon, The Walton's Family
After a year Wal-Mart Stores Inc. finally responds to my (10) wrongful termination rebuttal letters concerning my wrongful termination from Wal-Mart Store #2615 in Valdosta, Georgia on March 20, 2008 for “Inability To Perform Job” without training as Department Manager 9, of “Sporting Goods Department for eight months.
I was employed from (January 5, 2005 to March 20, 2008) and received my first written response from Wal-Mart Stores Inc. on June 22, 2009. However I was deeply sadden, disappointed and puzzled that America’s largest Employer to respond well over a year to respond to my wrongful termination letters. It is even more interesting that their findings FAILED to include an authority line and signature to their investigational findings of what they call a “final and thorough investigation.”
This Wal-Mart unsigned letter of 140, words 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 that it would conclude my open door and no further action would be taken.
However Wal-Mart has NEVER answered a single question I asked similarly to and of NO LESS VALUE than the few, I have listed below surrounding my wrongful termination on March 20, 2008:
PROBLEMS WITH WAL-MART INVESTIGATION LETTER:
a. Why is there no signature or authority line in the letter? Is Wal-Mart Stores Inc. this unprofessional and has Wal-Mart Executives set the standards for Store #2615 to follow their unprofessional example?
b. Who conducted this alleged thorough Wal-Mart Investigation concerning my wrongful termination? And why were their names, department, and or job titles NOT indicated in the letter of those that performed the investigation?
c. How could Wal-Mart reach such a conclusion WITHOUT and proof WHATSOEVER that I received the four week Wal-Mart Department 9 Managers Training for Sporting Goods Department?
d. Why did NOT Wal-Mart Executives simply include in their ALLEGED INVESTIGATION the person assigned as my trainer, date I was entered into the four-week Department 9, Managers Training Program, date training was completed and provided with a copy of the signed documents as is required to be maintained on file according to Wal-Mart’s own procedures and Guidelines? It should be so easy for Wal-Mart to disapprove my complaints if they actually provided the training. But they know they did NOT
QUESTIONS WAL-MART FAILED TO ANSWER:
a. Why did Wal-Mart NOT simply state or produce a signed document showing that I was entered into Wal-Mart Department 9, Managers four-week training program. Was it NOT a company requirement that I be assigned a trainer and that both the trainer and me should sign off on the documents once training was finally completed?
b. So can Wal-Mart Stores Inc. produce proof that I received Department 9, Management Training? If they can then I will DROP all future complaints and admit that I have been LYING ON WAL-STORE Managers at Store #2615 in Valdosta, Georgia. But this Wal-Mart cannot do because they FAILED to follow their own procedures.
c. Would it NOT have been easier for Wal-Mart to simply state in their alleged thorough investigation letter that signed, and dated documents exists in my personnel file showing who my trainer was, the date I was entered into training and the date such training was completed?
e. Is it true that Wal-Mart Managers routinely terminate workers in “At Will Employment” States like Georgia for good cause, bad cause or for no cause at all—without providing them a reason for their termination---thanks to Georgia Politicians who keeps this unfair work law in force in the state of Georgia?
f. How can Wal-Mart perform true and accurate “On the Job Training and Evaluate Workers” without maintaining these required documentation?
g. Was any Wal-Mart Manager ever coached or received a written coaching for leaving keys in the security room door lock or in the cash register lock in the Sporting Goods Department at Wal-Mart Store #2615 which was a routine practice for Assistant Managers and Co-Managers?
h. Does Wal-Mart Store Manager have a double standard for certain privileged workers who are in the cliques and among the slicks at the facility?
i. Was I NOT terminated in part for being the strongest VOICE speaking out and encouraging management to secure Wal-Mart Customers Person DATA Information on completed ATF Forms 4473s Firearms Background Check Forms?
j. Was it NOT I who consistently challenged management to purchase the appropriate cabinets in order to secure customers private dada. But for over two years management allowed this violation of customer’s private data to be practically open to the general public because of their own unprofessional management practices? (These files were located in the black box on the pole and filed in an unlock-able filing cabinet in the Sporting Goods Department)
k. What is Wal-Mart definition of “Inability to Perform Job”? And does Wal-Mart NOT have a responsibility to treat all WORKERS equal when it comes to receiving required training set forth in their own policies and guidelines---especially for department managers?
l. Why did Wal-Mart ignore my VALID rebuttal letters of wrongful termination for over a year without providing even a courteous reply as if I was a worker in China or in some other Third World nation?
m. Why did Wal-Mart Stores Inc. provide a “letter of findings” claiming that a thorough investigation has been conducted without answering a single question to my ten letters?
n. Why would WAL-MART expect me a Retired United States Air Force Military Manager to accept their bogus claim that a thorough investigation was done concerning my wrongful termination without addressing my actual complaints?
These are but a few unanswered questions that Wal-Mart Executives seemingly had no intentions of EVER investigating or answering after a year. Therefore my only recourse is to work on behalf of myself and other American Workers to insure they are NOT continuously mistreated as WORKERS in China or in some other Third World Nation.
It was TOLD that I was wasting my time in trying to refute Wal-Mart wrongful termination of me in the State of Georgia. Several present and former, Wal-Mart Managers told me that Wal-Mart does not respect workers rights in an “At Will Employment” State such as Georgia. These Managers and CSMs stated that they would provide statements but more than likely Wal-Mart would fire them for doing so.
However as an American Citizens, Retired United States Armed Forces Military Veteran, Business owner for f our-teen years, Single Parent of three successful children, a concerned citizen for all humanity, and ignored former (untrained) Wal-Mart Department 9, Manager. I have already won, and will continue to win because right always win in the end in spite of Wal-Mart alleged findings.
Moreover as I stated in my rebuttal letters that I refuse to simply bury my 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. So be it known, that I will NOT stop until Wal-Mart treat me as an American Citizens with workers rights, dignity, and respect. This respect should also be applied to the remaining Wal-Mart Workers at Store #2615 and store 899 that have been CONTINIOUSLY ignored, untrained and in too many instances. In addition, without a change at Wal-Mart Store #2615 this ill practice will continue and WORKERS will forever be wrongfully terminated in these hard economic times.
It has become apparent that Wal-Mart does NOT respect American Workers Rights. Therefore “NO REPLY” is necessary, and I now SEE the plixcieglass in the door that Wal-Mart calls an “OPEN DOOR POLICY.” It looks clear to the UNTRAINED EYE but it is “CLEAR STEEL” and sooner or later workers feel the pain that Wal-Mart inflicts upon them. Then Wal-Mart will call it “a thorough and final investigation” based on unprofessional practices.
So why would Wal-Mart Executives send ANYONE a letter without an authority line or a valid signature? This alleged final investigational response is like pouring water into an empty glass without a bottom. It may look good to the untrained eye but after over twenty-years in the Armed Forces, I say to Wal-Mart Executives that when truth comes into the minds of those who seek truth (ALL) falsehood must vanish and falsehood is forever a vanishing thing.
As a wrongfully terminated Sporting Goods (Untrained) Department 9, Manager I am no ways tired. But remains 100% sure that Wal-Mart Wrongfully Terminated Workers will eventually join in and help seal up the “bottom of the glass” by insisting that their family members along with others find another place to spend their money due to Wal-Mart mistreatment of workers.
This is not an end, but a NEW beginning in my attempt to help build a better republic for myself and all other American Workers. There is absolutely NO reason Wal-Mart Workers should be ignored for over a year without a thorough and valid investigation into their wrongful termination. Nor should workers complaints made to the home office of the nations largest retail employer in the 21st Century----be ignored and degraded as workers in China or in some other Third World nation during these hard economic times.
To Wal-Mart Executives I say, “It is always right, to do right, and even better to be right.” [GBR] God bless American, the workers in China, and everybody else.
GEORGE BOSTON RHYNES
Former (Untrained) Wal-Mart Department 9, Manager (Sporting Goods)
Former Business Owner for over fourteen years
Single parent of three successful children
Retired United States Armed Forces Military Veteran
A concerned citizen and brother of humanity
Cc: Majority and Minority Leaders of the United States Congress
Georgia Department of Labor and Georgia General Assembly
All Concerned American Citizens
George Boston Rhynes
Valdosta, Georgia
Wal-Mart President/CEO Doug McMillon
Board of Directors, The Walton’s Family Members
702 Southwest 8th Street
Bentonville, AR 727169-o
TO: Wal-Mart President/CEO Dough McMillon, The Walton's Family
After a year Wal-Mart Stores Inc. finally responds to my (10) wrongful termination rebuttal letters concerning my wrongful termination from Wal-Mart Store #2615 in Valdosta, Georgia on March 20, 2008 for “Inability To Perform Job” without training as Department Manager 9, of “Sporting Goods Department for eight months.
I was employed from (January 5, 2005 to March 20, 2008) and received my first written response from Wal-Mart Stores Inc. on June 22, 2009. However I was deeply sadden, disappointed and puzzled that America’s largest Employer to respond well over a year to respond to my wrongful termination letters. It is even more interesting that their findings FAILED to include an authority line and signature to their investigational findings of what they call a “final and thorough investigation.”
This Wal-Mart unsigned letter of 140, words 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 that it would conclude my open door and no further action would be taken.
However Wal-Mart has NEVER answered a single question I asked similarly to and of NO LESS VALUE than the few, I have listed below surrounding my wrongful termination on March 20, 2008:
PROBLEMS WITH WAL-MART INVESTIGATION LETTER:
a. Why is there no signature or authority line in the letter? Is Wal-Mart Stores Inc. this unprofessional and has Wal-Mart Executives set the standards for Store #2615 to follow their unprofessional example?
b. Who conducted this alleged thorough Wal-Mart Investigation concerning my wrongful termination? And why were their names, department, and or job titles NOT indicated in the letter of those that performed the investigation?
c. How could Wal-Mart reach such a conclusion WITHOUT and proof WHATSOEVER that I received the four week Wal-Mart Department 9 Managers Training for Sporting Goods Department?
d. Why did NOT Wal-Mart Executives simply include in their ALLEGED INVESTIGATION the person assigned as my trainer, date I was entered into the four-week Department 9, Managers Training Program, date training was completed and provided with a copy of the signed documents as is required to be maintained on file according to Wal-Mart’s own procedures and Guidelines? It should be so easy for Wal-Mart to disapprove my complaints if they actually provided the training. But they know they did NOT
QUESTIONS WAL-MART FAILED TO ANSWER:
a. Why did Wal-Mart NOT simply state or produce a signed document showing that I was entered into Wal-Mart Department 9, Managers four-week training program. Was it NOT a company requirement that I be assigned a trainer and that both the trainer and me should sign off on the documents once training was finally completed?
b. So can Wal-Mart Stores Inc. produce proof that I received Department 9, Management Training? If they can then I will DROP all future complaints and admit that I have been LYING ON WAL-STORE Managers at Store #2615 in Valdosta, Georgia. But this Wal-Mart cannot do because they FAILED to follow their own procedures.
c. Would it NOT have been easier for Wal-Mart to simply state in their alleged thorough investigation letter that signed, and dated documents exists in my personnel file showing who my trainer was, the date I was entered into training and the date such training was completed?
e. Is it true that Wal-Mart Managers routinely terminate workers in “At Will Employment” States like Georgia for good cause, bad cause or for no cause at all—without providing them a reason for their termination---thanks to Georgia Politicians who keeps this unfair work law in force in the state of Georgia?
f. How can Wal-Mart perform true and accurate “On the Job Training and Evaluate Workers” without maintaining these required documentation?
g. Was any Wal-Mart Manager ever coached or received a written coaching for leaving keys in the security room door lock or in the cash register lock in the Sporting Goods Department at Wal-Mart Store #2615 which was a routine practice for Assistant Managers and Co-Managers?
h. Does Wal-Mart Store Manager have a double standard for certain privileged workers who are in the cliques and among the slicks at the facility?
i. Was I NOT terminated in part for being the strongest VOICE speaking out and encouraging management to secure Wal-Mart Customers Person DATA Information on completed ATF Forms 4473s Firearms Background Check Forms?
j. Was it NOT I who consistently challenged management to purchase the appropriate cabinets in order to secure customers private dada. But for over two years management allowed this violation of customer’s private data to be practically open to the general public because of their own unprofessional management practices? (These files were located in the black box on the pole and filed in an unlock-able filing cabinet in the Sporting Goods Department)
k. What is Wal-Mart definition of “Inability to Perform Job”? And does Wal-Mart NOT have a responsibility to treat all WORKERS equal when it comes to receiving required training set forth in their own policies and guidelines---especially for department managers?
l. Why did Wal-Mart ignore my VALID rebuttal letters of wrongful termination for over a year without providing even a courteous reply as if I was a worker in China or in some other Third World nation?
m. Why did Wal-Mart Stores Inc. provide a “letter of findings” claiming that a thorough investigation has been conducted without answering a single question to my ten letters?
n. Why would WAL-MART expect me a Retired United States Air Force Military Manager to accept their bogus claim that a thorough investigation was done concerning my wrongful termination without addressing my actual complaints?
These are but a few unanswered questions that Wal-Mart Executives seemingly had no intentions of EVER investigating or answering after a year. Therefore my only recourse is to work on behalf of myself and other American Workers to insure they are NOT continuously mistreated as WORKERS in China or in some other Third World Nation.
It was TOLD that I was wasting my time in trying to refute Wal-Mart wrongful termination of me in the State of Georgia. Several present and former, Wal-Mart Managers told me that Wal-Mart does not respect workers rights in an “At Will Employment” State such as Georgia. These Managers and CSMs stated that they would provide statements but more than likely Wal-Mart would fire them for doing so.
However as an American Citizens, Retired United States Armed Forces Military Veteran, Business owner for f our-teen years, Single Parent of three successful children, a concerned citizen for all humanity, and ignored former (untrained) Wal-Mart Department 9, Manager. I have already won, and will continue to win because right always win in the end in spite of Wal-Mart alleged findings.
Moreover as I stated in my rebuttal letters that I refuse to simply bury my 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. So be it known, that I will NOT stop until Wal-Mart treat me as an American Citizens with workers rights, dignity, and respect. This respect should also be applied to the remaining Wal-Mart Workers at Store #2615 and store 899 that have been CONTINIOUSLY ignored, untrained and in too many instances. In addition, without a change at Wal-Mart Store #2615 this ill practice will continue and WORKERS will forever be wrongfully terminated in these hard economic times.
It has become apparent that Wal-Mart does NOT respect American Workers Rights. Therefore “NO REPLY” is necessary, and I now SEE the plixcieglass in the door that Wal-Mart calls an “OPEN DOOR POLICY.” It looks clear to the UNTRAINED EYE but it is “CLEAR STEEL” and sooner or later workers feel the pain that Wal-Mart inflicts upon them. Then Wal-Mart will call it “a thorough and final investigation” based on unprofessional practices.
So why would Wal-Mart Executives send ANYONE a letter without an authority line or a valid signature? This alleged final investigational response is like pouring water into an empty glass without a bottom. It may look good to the untrained eye but after over twenty-years in the Armed Forces, I say to Wal-Mart Executives that when truth comes into the minds of those who seek truth (ALL) falsehood must vanish and falsehood is forever a vanishing thing.
As a wrongfully terminated Sporting Goods (Untrained) Department 9, Manager I am no ways tired. But remains 100% sure that Wal-Mart Wrongfully Terminated Workers will eventually join in and help seal up the “bottom of the glass” by insisting that their family members along with others find another place to spend their money due to Wal-Mart mistreatment of workers.
This is not an end, but a NEW beginning in my attempt to help build a better republic for myself and all other American Workers. There is absolutely NO reason Wal-Mart Workers should be ignored for over a year without a thorough and valid investigation into their wrongful termination. Nor should workers complaints made to the home office of the nations largest retail employer in the 21st Century----be ignored and degraded as workers in China or in some other Third World nation during these hard economic times.
To Wal-Mart Executives I say, “It is always right, to do right, and even better to be right.” [GBR] God bless American, the workers in China, and everybody else.
GEORGE BOSTON RHYNES
Former (Untrained) Wal-Mart Department 9, Manager (Sporting Goods)
Former Business Owner for over fourteen years
Single parent of three successful children
Retired United States Armed Forces Military Veteran
A concerned citizen and brother of humanity
Cc: Majority and Minority Leaders of the United States Congress
Georgia Department of Labor and Georgia General Assembly
All Concerned American Citizens
Wednesday, May 13, 2009
Georgia's At Will Employment Law, Is Wal-Mart benefitting at the cost of Georgia, American Veterans and others?
Originally posted on 12-01-2008
Please call your politicians, inform your family members, friends, neighbors, enemies, and others.
Then ask yourself, is (Georgia At will employment law), this why Wal-Mart Workers and others continue to suffer---with no response from their EMPLOYERS? You decide!
Have you ever had a spouse, family member, friend, or love one terminated from their job without any justifiable reason given by their employer in the State of Georgia?
If so, have you ever heard of the Georgia “AT WILL” to work law, and its impact on Georgia Workers, Active Duty Military Personnel, and Retired Military Veterans?
Is Georgia’s “AT WILL TO WORK LAW” the best-kept secret in the State of Georgia, along with our politicians who seem to have sold Georgia Workers and Military Veterans down the drain practically eliminating the rights of Georgia Workers?
Definition of an “At Will To Work State. “Georgia recognizes the doctrine of employment "AT WILL" which 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. How Sad for Georgia workers?
Georgia Politicians seems to have given Georgia Employers complete control over workers rights without companies having to provide Georgia Workers with justifiable reasons for their terminations in these hard economic times. While our politicians boast about the new south.
I believe the time has come for Georgia “AT WILL” to work law to be revisited, scrutinized, and removed along with Georgia politicians that keep the law in force against ordinary Georgians, American Workers, and our military veterans.
We must hold our elected officials accountable when they vote against respecting Workers Rights, and the rights of our military veterans.
But who cares, until their homes are in foreclosures, cannot feed their children, buy school supplies for their little ones, or they lose their automobiles because companies terminated them for no justifiable reasons under Georgia’s sick, “AT WILL” to work law. Thanks to Georgia Politicians. How Sad?
http://www.valdostadailytimes.com/letters/local_story_339014105.html?start:int=15
George Boston Rhynes
Retired United States Armed Forces Veteran
A concerned Citizen and brother of humanity
Please call your politicians, inform your family members, friends, neighbors, enemies, and others.
Then ask yourself, is (Georgia At will employment law), this why Wal-Mart Workers and others continue to suffer---with no response from their EMPLOYERS? You decide!
Have you ever had a spouse, family member, friend, or love one terminated from their job without any justifiable reason given by their employer in the State of Georgia?
If so, have you ever heard of the Georgia “AT WILL” to work law, and its impact on Georgia Workers, Active Duty Military Personnel, and Retired Military Veterans?
Is Georgia’s “AT WILL TO WORK LAW” the best-kept secret in the State of Georgia, along with our politicians who seem to have sold Georgia Workers and Military Veterans down the drain practically eliminating the rights of Georgia Workers?
Definition of an “At Will To Work State. “Georgia recognizes the doctrine of employment "AT WILL" which 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. How Sad for Georgia workers?
Georgia Politicians seems to have given Georgia Employers complete control over workers rights without companies having to provide Georgia Workers with justifiable reasons for their terminations in these hard economic times. While our politicians boast about the new south.
I believe the time has come for Georgia “AT WILL” to work law to be revisited, scrutinized, and removed along with Georgia politicians that keep the law in force against ordinary Georgians, American Workers, and our military veterans.
We must hold our elected officials accountable when they vote against respecting Workers Rights, and the rights of our military veterans.
But who cares, until their homes are in foreclosures, cannot feed their children, buy school supplies for their little ones, or they lose their automobiles because companies terminated them for no justifiable reasons under Georgia’s sick, “AT WILL” to work law. Thanks to Georgia Politicians. How Sad?
http://www.valdostadailytimes.com/letters/local_story_339014105.html?start:int=15
George Boston Rhynes
Retired United States Armed Forces Veteran
A concerned Citizen and brother of humanity
Walmart Store #2615 in Valdosta, GA needs AFL-CIO, Jesus, God anybody but somebody.....
Georgia At Will Employment Law, Wal-Mart Store #2615, President H. Lee Scott Jr., and mistreated workers
Yes!
You have to, have worked at WAL-MART Store #2615 in Valdosta, Georgia to OVERSTAND the sick working environment employees must face each and every day--without any real voice.
It is my belief. That every worker at Wal-Mart Stores Inc., should have an equal chance to advance up the ladder on an equal footing, which is not presently being done in many departments according to workers.
Today it was brought to my attention that workers are still being coached, and given a D-Days without merit in order to justify terminations.
Moreover, if you become sick and use your sick time you may not have a job when you return. (Workers name withheld, but available).
Wal-Mart Managers must understand that workers are adults, American Citizens, and should be treated with respect. It is Un-American to treat WORKERS as if they were in China or in some other third world nation.
Moreover as a Retired United States Armed Forces Military Veteran of the Vietnam Era. I received training in people skills, supervisory, leadership and management. And I am very much capable of recognizing a disgraceful working environment when I see one, and Wal-Mart Store #2615 is definitely such an environment.
In addition, workers cannot speak up for themselves because they are fearful of terminations----as so many other outstanding workers.
Why do I use the term workers instead of associates? Because Wal-Mart WORKERS are NOT presently being treated as ASSOCIATES, as defined in Webster’s Dictionary.
Even more sickening is why CUSTOMERS, and former WORKERS continue supporting the ill treatment of American Workers in the State of Georgia in the 21st Century at Wal-Mart Store #2615.
It seems that Wal-Mart Store #2615 and the State of Georgia EMPLOYEES need a union ASAP. And as a person of conscious, my heart grieves when Wal-Mart WORKERS consistently tell me about Wal-Mart’s “OPEN DOOR POLICY.”
This is a door that LOOKS like, TASTE like, FEELS like, SOUNDS like, SMELLS like the real thing, (An OPEN DOOR). But when workers try walking through this open door. They find themselves getting UP, off the floor after running into---invisible Plexiglas. Then out the door they go. How Sad?
But then again who cares? Surely, not Georgia Elected Officials who seem to have sold Georgia Workers down the drain, under Georgia’s unfair “At Will Employment Law.”
A law wherein workers can be fired “for good cause, bad cause, or for no cause at all," and employers are NOT even required to inform workers why they were fired.
This law also applies to returning United States Military Veterans from the Iraq and Afghanistan War. Yet Georgia politicians continue to tell the American Citizens, that they support our troops. How sad?
It is up to the VOTERS to remove politicians from office, that keep Georgia’s sick “At Will Employment Law” alive in our nation, and in the State of Georgia.
So please spread the word by writing letters, e-mails, and inform all Americans to educate themselves concerning the “At Will Employment Law.”
Together we stand-----and divided they win, again, and again, and again! G.B.R.
GEORGE BOSTON RHYNES
Former Untrained Sporting Goods Department Manager
Retired Military Veteran
A concerned citizen and brother of all humanity
Yes!
You have to, have worked at WAL-MART Store #2615 in Valdosta, Georgia to OVERSTAND the sick working environment employees must face each and every day--without any real voice.
It is my belief. That every worker at Wal-Mart Stores Inc., should have an equal chance to advance up the ladder on an equal footing, which is not presently being done in many departments according to workers.
Today it was brought to my attention that workers are still being coached, and given a D-Days without merit in order to justify terminations.
Moreover, if you become sick and use your sick time you may not have a job when you return. (Workers name withheld, but available).
Wal-Mart Managers must understand that workers are adults, American Citizens, and should be treated with respect. It is Un-American to treat WORKERS as if they were in China or in some other third world nation.
Moreover as a Retired United States Armed Forces Military Veteran of the Vietnam Era. I received training in people skills, supervisory, leadership and management. And I am very much capable of recognizing a disgraceful working environment when I see one, and Wal-Mart Store #2615 is definitely such an environment.
In addition, workers cannot speak up for themselves because they are fearful of terminations----as so many other outstanding workers.
Why do I use the term workers instead of associates? Because Wal-Mart WORKERS are NOT presently being treated as ASSOCIATES, as defined in Webster’s Dictionary.
Even more sickening is why CUSTOMERS, and former WORKERS continue supporting the ill treatment of American Workers in the State of Georgia in the 21st Century at Wal-Mart Store #2615.
It seems that Wal-Mart Store #2615 and the State of Georgia EMPLOYEES need a union ASAP. And as a person of conscious, my heart grieves when Wal-Mart WORKERS consistently tell me about Wal-Mart’s “OPEN DOOR POLICY.”
This is a door that LOOKS like, TASTE like, FEELS like, SOUNDS like, SMELLS like the real thing, (An OPEN DOOR). But when workers try walking through this open door. They find themselves getting UP, off the floor after running into---invisible Plexiglas. Then out the door they go. How Sad?
But then again who cares? Surely, not Georgia Elected Officials who seem to have sold Georgia Workers down the drain, under Georgia’s unfair “At Will Employment Law.”
A law wherein workers can be fired “for good cause, bad cause, or for no cause at all," and employers are NOT even required to inform workers why they were fired.
This law also applies to returning United States Military Veterans from the Iraq and Afghanistan War. Yet Georgia politicians continue to tell the American Citizens, that they support our troops. How sad?
It is up to the VOTERS to remove politicians from office, that keep Georgia’s sick “At Will Employment Law” alive in our nation, and in the State of Georgia.
So please spread the word by writing letters, e-mails, and inform all Americans to educate themselves concerning the “At Will Employment Law.”
Together we stand-----and divided they win, again, and again, and again! G.B.R.
GEORGE BOSTON RHYNES
Former Untrained Sporting Goods Department Manager
Retired Military Veteran
A concerned citizen and brother of all humanity
Untrained Terminated Wal-Mart Worker Store #2615, are you one?
Sent on: March 1, 2009
George Boston Rhynes
Valdosta, Georgia 31605
TO: Wal-Mart 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 2nd Chapter. Because I have done too much to be ignored and unjustly terminated without even a courteous reply. As many other outstanding associates that have been unjustly terminated at store #2615.
After nearly 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
George Boston Rhynes
Valdosta, Georgia 31605
TO: Wal-Mart 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 2nd Chapter. Because I have done too much to be ignored and unjustly terminated without even a courteous reply. As many other outstanding associates that have been unjustly terminated at store #2615.
After nearly 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
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