EEOC Equal Employment
Opportunity Commission Fortune 500 Expert Consultants help prepare your EEOC Claim so you can get the cash money you deserve.
Fortune 500 Consultants Get Your Money
Write Us Today For Free Information
90% of the time, the employee was terminated, laid off, suspended illegally
NATIONWIDE SERVICES
Being terminated is difficult enough but,
being terminated in some illegal means
Demands Action
Shaping Your Immediate Financial Future
There is a high level plan
within the business market today which eliminates hourly and salaried employees
by the millions. You have the ability to file a claim with the EEOC and claim a cash payment if your employment or termination was handled in an illegal manner and our EEOC experts can help you file and claim your money.
This business strategy is being
used by the smallest to the largest organizations in the market today. This high level plan has very simple goals
and that is to eliminate people from the cost structure of the business, at any
cost, by any means, as soon as possible.
These same companies, big and
small, local, regional or international use the present day uncertainty within
the business segment and national government to drastically decrease the number
of hourly, salaried and even commissioned-contractor human expenses.
The HR Human Resource
Departments in most companies have been redesigned to eliminate people thus
reducing the overall cost to the present day business. The HR department also has a major task of
Risk Management which means determining the type and actions of certain people
(employees) that may cause harm to the organization.
This high level plan, from
ownership and the executive staff, mostly spearheaded by the HR Human Resources
Departments or Middle Level Managers is a strategy of removing people. This elimination or purging plan is clearly
seen in the majority of companies today;
You have federal rights that cannot be violated.
You can claim a cash money award with our help.
You have nothing to lose and everything to gain.
CONTACT US TODAY
The layoff of employees.
The hiring of temporary employees.
The adaptation of part-time vs.
full-time employees.
The taking away of all medical
and other fringe benefits.
The reduction in hourly wages.
The reduction in salaried wages.
The decline in company
activities.
The reduction or removal of
bonus incentives.
The increase in warning letters,
suspensions and terminations.
The constant changing of work rules
and conditions.
As many employees fail to
realize the hiring company never wanted to hire an employee in the first
place. Any employee is considered a
resource of the company but it's also a resource that is under constant threat
of elimination.
The high level plan, from
company ownership, company executives and middle management also goes a lot
deeper and moves into the conspiracy or the true plot of the purging employees
plan.
These next examples are also by
direct design but they are never written down and only spoke about behind
closed doors within the highest levels of the company.
Never hire any employee over 50
years old.
Never hire a woman that is
expecting with child.
Never hire too many minorities
of color.
Never hire a person that is too
weighty.
Never hire a Muslim or a person
with some Islamic Sir Name.
Never hire a person that looks
too different.
Never hire a person with any
criminal background.
Never hire a person with too
many tattoo's.
Never hire an employee that
might use drugs.
Never hire a person that street
talks.
Never hire an employee that
might smoke cigarettes.
Never hire any employee with
medical conditions.
Never hire any person that does
not speak English.
Never Hire Anybody Unless You
Must Hire.
The examples given is the harsh
truth today and also yesterday.
Many of the examples given are
illegal.
It takes senior leadership
inside any company to use these tactics and remember, these are secret or
unspoken strategies that you're not supposed to know about.
If you may just see one example
that may be true within your job-life experience you must realize that you have
been subjected to a pattern of management and a stream of illegal decisions and
behaviors.
You have most likely been
involved within this employer illegal decision making and illegal behaviors. These employer high level plans must first be
formulated and then implemented. The
formulation of such plans are illegal but you can also imagine ownership,
executives and managers sitting around the conference table deciding who should
be terminated, suspended or issued a warning letter. You can also imagine that this same group
just quietly saying no to that (real fat person) or the (50 year old woman) or
the colored person that speaks with a (Negro dialect).
We can estimate that the majority of employers
operate their HR Human Resource Departments within some form of illegal
behaviors.
We can ask;
Why do women make just a little
less than men?
Why is there no person of color
on the board of directors?
Why does the employer use a
temporary services for employees?
Why do the temporary employees
look foreign?
Why would any employer buy new
company cars and have layoffs?
Do managers receive a bonus?
What are the bonuses based on?
You really don't need a lot of
imagination to imagine the truth about your last employer or the truth about
your next employer.
The employer has the capability
to hire you and the intentions of firing you all in one thought. Remember, you're a direct cost to the
business and the employer will always look for the alternative to you.
A temporary employee can be paid
$8.00 an hour plus $3.00 an hour for services and fees. They now have an employee at $11.00 an hour
that cannot harm them in any way. The
reason, the temporary employee is not the employee of the employer, they work
for the temporary agency.
Major Fortune 1,000 companies
now hire temporary employees-associates by the millions to avoid all the
above-board labor laws. Remembering that
a temporary employee is not a direct employee of the employer keeps the employer
safe from local, state and federal employee labor laws. These actions are dishonest and criminal in
many ways. You can hire all the illegal
workers you want if you hire them through a temporary agency and never be held
accountable. If and when the temporary
labor company gets into trouble, they simply shut down and open under a new
name.
Major companies have even
imported hourly labor from overseas, through a temporary labor contractor to
reduce their hourly wage expenses and avoid all the costs that an American
worker may require. Imagine importing and receiving work-visa's to import low
cost hourly labor while at the same time millions of natural born Americans are
not working. Major brands have been importing low-cost cheap labor from
overseas and even housing them in dormitory housing and charging the temporary
employees rent. The actual employer can
be held harmless because this is all done through the adaption of a temporary
agency.
Powerful name branded companies like McDonald's
face major lawsuits filed by their workers for violating labor laws. McDonalds has been accused of not paying
overtime, making their hourly employees work off the clock, failing to give
hard working people breaks, making them pay for uniforms or uniform cleaning. You can see by the alleged McDonald's actions
that their illegal behaviors had to be formulated (thought about) and then
implemented (put into action) within the restaurant.
Any employer has the right to
tell the employee how to do something and has every right to measure
performance. The employer has every
right to close down the second shift and send everybody home. What they don't have the right to do is
import labor and then treat these same people badly. The employer has no right to ask people to
work without the required legal breaks or pay for expensive uniforms and be
yelled at by poorly trained supervisors or managers.
Major companies like McDonalds,
Wendy's, Burger King and other international brands hide behind the franchise
agreement. The McDonalds that you may
enjoy is owned by the family down the street as a franchisee of McDonalds. If you sue McDonalds they simply say in court
we don't own McDonalds franchise number 2345 its own by John Q Public over there. What you
need to know is that the abuse of employees or the circumstances that allow the
abuse goes all the way to the top of the organization. These circumstances of abuse lead to
labor abuses where you can receive cash compensation.
There is a corporate master. The very top of any organization has the
legal responsibility to remain legal in all areas of the business. You might be surprised to learn that franchised
operations like McDonalds have a higher business failure rate than
non-franchisee businesses. When a
company falls into unprofitability that's usually when major labor abuses occur
and in practice the hourly employee pays the price for failure and not the
ownership of the business. If you think
about the number of minimum wage, low-paying, hourly workers that McDonalds,
Burger King or Dominos retains you can also imagine the labor abuse that can be
discovered through the legal discovery process.
Look at this recent activity;
The EEOC filed the lawsuit
earlier this year against Waco, Texas based CTW LLC, which operates Wendy’s restaurants. The suit alleged that the CTW violated the
ADA when it failed to hire Michael Harrison as a cook because of a hearing disability. The general manager at the restaurant where
Harrison applied allegedly told Harrison that “there is really no place for
someone we cannot communicate with.” The settlement requires CTW to pay $41,500.00 to Harrison and implement employee training as to compliance with
the ADA.
.....
South Dallas, TX mill agreed to
pay $500,000 to a class of 14 Black employees to settle an EEOC race
discrimination suit alleging that the mill exposed Black employees to violent,
racist graffiti and racial slurs by co-workers, such as "KKK,"
swastikas, Confederate flags, "white power" and other racist terms,
including "die, n----r, die," as well as the display of nooses at an
employee workstation.
.....
A federal court ordered Caldwell
Freight Lines, a now defunct company, to pay
$120,000 to settle a race discrimination complaint stemming from its alleged
refusal to hire Black applicants to work on its loading dock even though it is
no longer in business. According to the EEOC's lawsuit, 51 African American
applicants sought work with Caldwell Freight and none was hired even though
many had previous dock experience and were qualified for the positions
.....
A federal district court in
Texas ordered AA Foundries Inc. to take specific measures to prevent racial
harassment of Black employees at its San Antonio plant following a $200,000 jury verdict finding the company liable for race discrimination
.....
California-based trucking firms agreed to settle for $630,000 an EEOC lawsuit alleging one company violated Title
VII by permitting the harassment of African American, Latino, and East Indian
workers and by otherwise discriminating based on race, national origin, and
religion
.....
Tampa, Fla.-based environmental
services company agreed to settle a race discrimination and harassment case
brought by the EEOC and eleven intervening plaintiffs
for $2,750,000 and other
relief
.....
Yellow Transportation Inc. and
YRC Inc. agreed to settle for $11 million an EEOC suit alleging that the
trucking companies permitted the racial harassment of Black employees at a
now-closed Chicago Ridge, Ill., facility.
.....
Pepsi Beverages Company,
formerly known as Pepsi Bottling Group, agreed in a post-investigation
conciliation to pay $3.13 million and provide training and job
offers to victims of the former criminal background check policy
.....
New York City retail-wholesale
fish market agreed to pay $900,000 and institute
anti-discrimination measures to settle an EEOC lawsuit charging it with
creating a hostile work environment for Black and African male employees
.....
Austin Foam Plastics, Inc.,
(AFP) a producer and distributor of corrugated box and cushion packaging, agreed to pay $600,000 to resolve a number of racial and sexual harassment
charges
.....
A mineral company agreed to pay $440,000 and other relief to settle a class race discrimination
and retaliation lawsuit. Allegedly, the company disciplined an African-American
quality control supervisor for having facial hair and using a cell phone during
work, while Caucasian employees were not reprimanded for similar conduct
.....
A national grocery chain paid $8.9 million to resolve three lawsuits collectively alleging race, color, national origin
and retaliation discrimination, affecting 168 former and current employees.
According to the lawsuits, minority employees were repeatedly subjected to
derogatory comments and graffiti. Blacks were termed "n-----s" and
Hispanics termed "s---s;" offensive graffiti in the men's restroom,
which included racial and ethnic slurs, depictions of lynchings, swastikas, and
White supremacist and anti-immigrant statements, was so offensive that several
employees would relieve themselves outside the building or go home at lunchtime
rather than use the restroom
...
Systemic
Youth@ Work
Employment Practices
Hiring
Customer Preference
Hispanic Preference
Job Segregation
Terms and Conditions
Compensation Disparity
Hostile Work Environment
Retaliation
Discharge
Types of Race/Color Discrimination
Color Discrimination
Reverse Discrimination
Same Race Discrimination
Intersectional Discrimination/Harassment
Associational Discrimination
Biracial Discrimination
If you
would like to receive more information about how to protect your rights and
receive compensation, without lawyer fees;
SHOCKING HEADLINES - ILLEGAL ALIENS -
BARACK OBAMA, DEPARTMENT
OF HOMELAND SECURITY,
Read the shocking
story about DHS meeting with people to keep the border open and allow millions
and millions of illegal aliens to stay and bring their friends,
“It is shocking that the Department of Homeland Security,
charged with enforcing our laws, would meet with amnesty groups to discuss ways
to further defy and dismantle federal immigration law. Yet, Secretary Johnson
has not met with his own ICE officers’ union and its courageous members who
have spoken out to document the unlawful directives they are forced to follow.
Mr. Johnson would do well to remember the oath he took to uphold the law.”
For Immediate Release
DHS Press Office
Contact: 202-282-8010
WASHINGTON—Today, Secretary of
Homeland Security Jeh Johnson met with important stakeholders from across the
country to discuss the need for commonsense immigration reform, and hear
firsthand their comments and perspective on a wide range of immigration issues.
The meeting was part of Secretary Johnson’s focus on the effective and sensible
enforcement of our nation’s immigration laws, including the ongoing review to
assess how the Department of Homeland Security can conduct enforcement more
humanely within the confines of the law.
As part of that effort, Secretary
Johnson has been taking a hard look at these tough issues, meeting with a
range of stakeholders and employees, and assessing where we can further
align our enforcement policies with our goal of sound law enforcement practice
that prioritizes public safety.
During the meeting, Secretary
Johnson underscored his focus on supporting the passage of commonsense
immigration reform this year – which remains the only path to fixing our broken
immigration system.
Participants in today’s meeting
included:
·
Josh Bernstein, Director of Immigration Policy and Strategy,
Service Employees International Union
·
Greg Chen, Director of Advocacy, American Immigration Lawyers
Association
·
Ron Coleman, Government Affairs Manager, California Immigrant
Policy Center
·
Joanne Lin, Legislative Counsel, American Civil Liberties Union
·
Brian Erickson, Policy Advocate, ACLU of New Mexico Regional
Center for Border Rights
·
Jose Manuel Escobedo, Deputy Director for Policy, Border Network
for Human Rights
·
Kamal Essaheb, Immigration Policy Attorney, National Immigration
Law Center
·
Marshall Fitz, Director of Immigration Policy, Center for
American Progress
·
Matthew Ginsburg, Associate General Counsel, AFL-CIO
·
Melissa Crow, Director of the Legal Action Center, American
Immigration Council
·
Giev Kashkooli, Political/Legislative Director, United Farm
Workers
·
Richard Morales, Detention Prevention Coordinator, PICO National
Network
·
Royce Bernstein Murray, Director of Policy, National Immigrant
Justice Center
·
Jumana Musa, Consultant, CAMBIO
·
Brittney Nystrom, Director for Advocacy, Lutheran Immigration
and Refugee Service
·
JJ Rosenbaum, Legal and Policy Director, New Orleans Workers'
Center for Racial Justice and National Guestworker Alliance
·
Linda Sarsour, National Network for Arab American Communities
·
Paromita Shah, Associate Director, National Immigration Project
of the National Lawyers Guild
·
Silky Shah, Interim Executive Director/Communications Director,
Detention Watch Network
·
Tania Unzueta Carrasco, Immigration Strategist, National Day
Laborer Organizing Network
The Cheesecake Factory, Inc. CVS Caremark Corporation Hallmark
Cards, Inc. McDonald's Corporation The Wendy's Company The Walt Disney Company
The Coca-Cola Company Johnson & Johnson American Express Company 21st
Century Fox Darden Restaurants, Inc (Olive Garden, Red Lobster, and others)
Liberty Mutual Group, Inc. Allstate Insurance Company Western Union
Northwestern Mutual American Airlines Inc. Motorola Solutions, Inc. The Procter Gamble Company (wide range of well-known home
and beauty brands) Newell Rubbermaid Inc. AT&T Inc. T-Mobile USA, Inc.
Caterpillar Inc. The ADT Corporation Pfizer Inc. Hewlett-Packard Company HP
United Parcel Service, Inc. UPS General Electric Company GE Verizon Communications
Inc. Pay your phone bill (one dollar
short) Marriott International, Inc. Stay
somewhere else Hilton Worldwide Find
another room Hyatt Hotels Corporation
Say no to Hyatt McCormick & Company, Inc. Salt and Pepper Cisco Systems, Inc. A billionaire doesn't need you anymore, let
him sail off Quest Diagnostics Incorporated Eaton E.I. du Pont de Nemours
& Company BNSF Railway Company Shell Oil Company General Mills, Inc.
(many well-known food brands) Ingram Industries Inc. Kronos Incorporated
Ingersoll Rand Company General Parts Inc. Merck & Co., Inc. United
Technologies Corporation Harris Corporation Illinois Tool Works Inc. Sears
Holdings Corporation There is a reason
that Sears and K-Mart is going broke USG Corporation Archer Daniels Midland
Company Destroy people that control your
food Johnson Controls, Inc. Lots of
people make their stuff Ally Financial Inc. US Foods Univar, Inc. Kiewit
Corporation Air Products and Chemicals, Inc.
Great company really bad leadership W.W. Grainger, Inc. Too bad, no more money. Avery Dennison
Corporation Humana Inc. Novelis, Inc. The Williams Companies, Inc. Avaya Inc.
Computer Sciences Corporation Honeywell International Inc. International Paper
Company All they do is cut down trees,
cut your cash flow to them Dover Corporation Danaher Corporation TRW Automotive
Analog Devices, Inc. Ecolab, Inc. Avnet, Inc. White Lodging Corporation
Coca-Cola Enterprises, Inc. Simon Property Group Daikin McQuay Americas
Continental Grain Company MSC Industrial Direct Co., Inc. Hospira, Inc. Cigna
Corporation The ServiceMaster Company Automatic Data Processing, Inc. Bloomin'
Brands Inc. Fiserv, Inc. Carolinas HealthCare System SRA International Emerson
Rockwell Automation, Inc. Parker Hannifin Corporationm Saint-Gobain Corporation
General Dynamics Corporation A. O. Smith Corporation Praxair, Inc. HCA Inc.
Eastman Chemical Company ManpowerGroup Fifth Third Bank Pitney Bowes Inc.
Express Scripts, Inc. Cardinal Health, Inc. Aleris International, Inc. DTE
Energy Company U.S. Steel Corporation Mortgage Guaranty Insurance Corporation
Cargill, Incorporated Assurant, Inc. XL Global Services, Inc Texas Instruments
Incorporated ATK WESCO International
No comments:
Post a Comment