I couldn't even get my foot in the door. I was slandered and when I spoke out my voice was unheard. The only way I could be heard was by making a video that I put on here. I was retaliated against when I tried to speak out. Lies were told about me and rumors were spread to new workers. I was later terminated, while the man who started the rumor were coddled by the female workers and administration. Eeoc didn't help at all.
@mindrenewal7657 I believe the woman who was over my files may have known my former employer because they have many connections. They know so many lawyers, and they are known in the area. She didn't seem interested in my case at all. They get paid to do nothing.
The best you can do is move on. I was on the same boat. I lost my lawsuit. I’m now both broke and unemployed. EOCC didn’t help. They will always get their way and money always speak volumes. My takeaway from the experience is lawyers will tell you what you want to hear and take your money and It’s not worth the trouble.
@Simplegirl760 I hate that happened to you. I have moved on, and I'm at another job, and in October, it will be a year. Yes, Eeoc is a joke. I could tell the woman who was responsible for my case didn't care. I wouldn't be surprised if she knew some of the people at my former employer since it is a big Methodist church with many doctors, lawyers, and other high earners. The eeoc worker acted like she didn't have time for me when I did try to talk to her. When employers do you wrong, it eventually come back and bite them..
I called one of those 3rd-party Ethics Complaint phone numbers mentioned in our employee handbook and they sent my complaint directly to my direct manager.
This is funny. I had to comment on his statement that HR doesn't keep your information confidential. I had HR call be in once about another employee who was under investigation. They asked me some questions about that person and I answered honestly. They said everything I said would be kept confidential. Well, later on, that employee comes at me all pissed off because I sold them out to HR. They knew exactly what I had said. I went back to HR and was like "I thought you said what I told you would be kept confidential!" And the swore up and down they didn't share what I had said to that employee. Well, I didn't tell anybody else what I had said. So it could only have come from one place. Yeah, don't trust HR with anything. If you have an issue with your workplace or another employee, either keep your mouth shut and deal with it, or find another job. And if HR asks you to participate in an investigation of another employee, tell them you don't know anything. Just do your job and go home.
You forgot to add one of the main reasons: first what attorneys do, they contact the opposite party and look what they could get for themselves. If there is something there, they get agreement behind their client's back. And they are not afraid of anything - the BAR covers them well
Poor performance is subjective to management. My previous employer changed my work schedule without notifying me 24 hours in advance and wrote me up as tardy. I showed him in the employee handbook that schedule changes must be notified 24 hours in advance. The manager said it was no big deal and that tardy record will come off after 90 days, which was a complete lie since any future job openings require a six months performance review and that tardiness was still in my file and never got erased, and thus prevented me from applying for other positions.
@@shaolinman it's sad how companies have so much power to be a one sided dictator. Oh the handbook says abc and xyz. Oh we made a rule to dismiss that. Oh technically true, but we threw in def ghi jkl mno pqr stu vwx yaddy yaddy yadda you get the point. Impossible companies with impossible unreasonableness that rules with an iron fist. 🙄🙄🙄
Very true about the first. Lying. My cousins are lawyers. they've had cases where their clients either didnt tell them, or withheld embarrassing but relevant facts. And my cousins hate losing, even if their clients have odds against them as they can still turn the table eventually. So the very first time they talk to their legal rep first before the actual lawyer, they are immediately warned, do not lie. Tell the WHOLE truth or seek another lawyer. And they always offers them tea, which has a calming effect, where they can relax and not get too emotional before the talk.
How do I go about getting fired for supposedly doing a no call no show but on the date my boss stated I wasn’t there I have proof I was at work and proof I got paid for said day he claimed I wasn’t there he lied to unemployment benefits I got all that proof also but he cost me my house and my car now I’m struggling more then ever
I had dealt with a solid year of discrimination and retaliation with several hr cases and grievances with my union to note it Couldnt even get a lawyer to say they could do something about it so many hear a big company name and immediately get intimidated its literally just mgm grand no person or institution should be above accountability
@@Rubyredacted in a perfect world that would be the case, but there's a saying: Money talks, BS walks. This should be reworded like this: Money talks, truth is irrelevant. That's business for you.
Has anyone been laid off because of work slowing down, why getting employment they call to see if you can work again because they have two days they need some one so you can't say no because you think your still working for the company not fired 😔 so you go in a do it then you don't here anything but your dad who worked with you too, and did they something thing , then you don't here anything about it then he gets the call back so you think work is picking up because they are hiring others never once did they say that they are done with you or go in and ask they say that they are not letting you back because of your attitude 😮but you never did anything , not once,
Can a person be fired in the state of Georgia, for just uttering the words workman's comp in Georgia during a brief conversation? All the attorneys I talk to in Georgia can't help me for some reason. Georgia, is an at will state BUT something doesn't feel right about it because it's not on the job point system as a procedure to take and or grounds use for termination. They just terminate without warning.
I was by told lawyers in New Hampshire and Massachsuetts that an employee generally does not have standing to sue their employer if it was considered employment-at-will. In that case, it wouldn't matter even if the employer violated verbal agreements or accused the employee of something they didn't do. The only exception would be if one was believed to be terminated due to race, disability, or some other legally protected class. Now it's a different story a fired employee is looking to collect unemployment which, if deemed eligible, would require the employer to pay into the state's unemployment system. That can and does lead to one party disclosing bad truths about the other and even hearings where one can question the other under oath. It should also be noted that even if a fired employee has another job and has no intention of claiming weekly benefits, they still can file an unemployment claim against a former employer if they expect to win the case. For that reason, I wouldn't say that the employer has nothing to lose when they fire an employee without just cause.
I have read comments below, after doing so, I am not sure that going after a former employer for not paying me for my last three days of work, is the best thing to do, Sometimes you have to live life as it is, the last thing that I want to do is to become involved with lawyers, I don't know who is worst, lawyers or dentists.
I did not lie to my Attorney Kevin Little. In Good Faith, I provided him 2 chronological timelines. I was a top performer, that helped our store win company wide contest. As for the timing of events. I did engaged in multipal protected activities. Many with PRL'S HR Sarah Bilton in verbal Racial and Discibilty complaints. I was hoodwincked by Amanda Costello, who instructed/ tricked me to not put it in writing; because she would doit for me. After I filed multiple complaints to Sarah Bilton, DN Lennox, CEO Romeo, and PRL'S inhouse attorneys EEO Fare to You Officers who misreprented themselves as Officers. As Amanda and Ben gained by trust, the Retailated-harrassment escalated that resulted in Wrongful Terminated. I did tell Sarah, Blyth and Amanda that I also went to EEOC'S Agency and Grady ER mental health because I was on the verge of a mental breakdown, etc.
requiring me to send photographic evidence of my positive results when in reality corporate NEVER said that. She lied just to see if I was lying about being sick with covid. Is that illegal? Can I use?
Idk if you can sue. You are only required to give them the doctor note. If you refused to give the results and just gave her the note And you were fired for that then maybe
Hello Ed. I was recently fired for an untrue reason by my employer. I'm 66 years old and I truly believe that is the real reason for my termination. I "was" the oldest employee at the company as far as I am aware of. I believe that I can win this case. The new plant manager had told a few other employees who I work closely with that he wanted me out. My question is: Are polygraph tests allowed in a hearing type atmosphere? That would clinch my case undoubtedly. If I were to ask to take a polygraph test and then challenge them to do the same, I know that they would fail that test. Also, the plant manager who fired me has been monitoring messages that I have sent to current employees. He called me in the middle of messaging to tell me to cease and desist any more of them. He doesn't want any other employees to know the actual story of why I was terminated.
Polygraph tests are inadmissible in court; it's well documented that people can pass the test despite lying while other people who tell the truth can fail it.
What if your employeer puts a great employee on a PIP after engaging into a protected activity? Obviously a PIP 90 days will always show poor performance no matter what
my emplower terminated me because i got disabled of parkinsons desease and i can no longer work or could no longer work effeciently because of my muscle weakness stiffness rigidity tremor bad balance and gait they wont let me do hardship withdrawal on my 401k unless i pay 30% penalty and i already sent them all my medical records and social security approved my disabilty
It may be tough, but leave your 401k alone. Your future self will thank you. Look around for help. There are plenty of charities around who do help. You could even look for a volunteer to bring you to the doctor or run errands. Good people still exist, you just have to look for them.
Thank you for letting me know! I checked my site after reading your comment and found out my website was hacked! We fixed the issue though. Everything is back up and running now.
I have a question. I got terminated the during my medical leave and Company send the termination letter and then I called the company. I’m a medical leave. You guys make a mistake. You have to reinstate the position. Is It just shows the companies fault during that decision?
Usually but not always. Bad attendance, for example, can be a legit one that an employee can change the outcome if they actually learn to show up for their job.
@@jeff-ds2pr not at my former employer. They have lost confidence in your dependability. Unless you have an isolated reason, they will see that as something that will always need to be managed.
To begin, I enjoy watching your videos. Long story short. I have a long history working at Walmart. Back in 2022, I gave a notice to the store manager. In 2023, I got rehired as a temporary remodel associate. During that time, I had to take a leave of absence because of ptsd. My doctor completed the paperwork several days later. Following that, I uploaded all documents to Sedgwick. However, later I heard Walmart doesn’t approve leaves of absences for temporary associates. If this is true, then they shouldn’t have approved it, along with Sedgwick. When I returned to work on June 12th, the tension in the room was thick. During roll call, he never mentioned my name. He then asked, did I miss anyone? I said, yes. He then had a strange expression. That alone revealed something was amiss. Minutes later, he said, the store manager had ordered him to end my employment. The following morning, I called to speak to the store manager. When I asked if my termination had anything to do with taking a leave, she said no. She then said there were too many workers, so she had to let a lot of them go. That made no sense because I saw unfamiliar faces on the overnight crew. I then asked if I could get rehired. She said, no, you cannot work at my store. Work at another Walmart. I couldn’t believe what she said. So, I hired an attorney and uploaded all documents to EEOC. Currently, their position statement reads I would leave my work area. They lied about everything. Every night, the boss signed a mod sheet to confirm I completed the job. During my recent Zoom with my attorney, she said there aren't a lot of damages. And that my case isn't worth a million. Actually, I am not looking to collect a million. I just want compensation for last wages and hopefully front pay. We aren't writing a position statement. Instead, will go to mediation. Could you please provide some information about my situation? Thank you.
I am very interested in this because I may have a upcoming case with an employer. Just a question, for the last reason of timing. If the Employer fires her on the bases of her actions, can they really later state that they were letting her go because of financial difficulties? It sounds like they would be changing their reason for her separation.
In a hearing, I’m sure the people will as well. Getting there is the hardest part, but apparently once they get there it’s a pretty high success rate in cases of retaliation which are reportedly the easiest to prove. The burden of proof being “more likely than not” discrimination has occurred and is the true terminating factor.
He said that if they can prove that they were going to layoff her whole department before she made the complaint, she'd lose. That evidence is easy to produce if it were really true. They would be making all kinds of arrangements with insurance, unemployment, etc.
Going through a wrongful termination lawsuit against my company right now. Your video actually made me feel better. My lawyer presented his lawyer our text messages with indisputable facts about six months ago and I have not heard back from them. I believe he was lying to his lawyer about what was said between us, and also the last job he did cost me a lot of money because of his mess ups. I started watching this video wanting to hate you, but now I appreciate the information.
I engaged in this protected activity. PRL had no grounds to Wrongful Terminated me. Management lied and false accusations. 1 . I didn't lie to my Attorney Kevin Little. 2. I did not have poor job performance, although I was setup to fail. 3. Timing of events was not applicable.
I have to say you have great quality videos and informative content. I’m just someone interested in Employment Law and I love sharing your videos with others. ❤
