[CS-FSLUG] Labor laws

[Don Parris]

dmc wrote:
>> I told my wife that she needed to talk with the District Manager, but 
>> she is also afraid to do so.
>>
>> So that is why I have been looking up information on labor laws etc 
>> etc, so I can try and protect my wife and give her guidance in the 
>> event that she is wrongfully treated.
> 
> 
> If one is working for a company that is so poorly
> managed that a documented factual complaint to a
> District Manager does not result in discipline and/
> or termination of of an Assistant Manager then it
> is time to leave.
> 
> It is not worth her mental or physical health to
> remain in such an abusive environment.  It is,
> however, critical to document everything in case
> of a problem.
> 
> It is also important that if a complaint is filed
> against the Assistant Manager that more than one
> person join the complaint, that there is considerable
> documentation, and that you copy the complaint to
> people all the way up the corporate food chain.
> 

I agree with this.  Documentation and multiple complaints will help to 
demonstrate that the problem lies with the assistant, not a single employee. 
    I think, too, that, if the employees approach the situation by pointing 
to specific performance issues, while refraining from personal attacks (like 
on these listservs), you can accomplish much.  I have some similar 
experience in this kind of situation.


> Someone in that line will recognize the potential
> liability, legally and/or public relations, and
> insist on proper action vs the offending Assistant
> Manager.
> 
You generally should find the management willing to listen, especially if 
more than one employee are involved.  Even the one can make a difference.  I 
did.

> That said, having been there in the past, I found
> it helpful to have a family member who was an attorney
> and a Court Magistrate contact that company and remind
> them of the risk of wrongful termination civil lawsuits
> and prosecution by State agencies.
> 
> It was amazing how well behaved they became after that!
> 
I had a multi-year conflict with a co-worker.  If he reported me for the 
least little discrepency, I definitely heard about it.  Meanwhile, I was 
taking care of those same discrepencies in others' work without complaint. 
I only saw a change when my client changed.  That is, the company let him 
go, and promoted his assistant.  When I went to him, I raised my concerns, 
pointing to things my co-worker had said about prejudices against Blacks and 
Christians.  I'm white, but married to an African-Irish woman.  being a 
Christian didn't help matters any. ;-)

At any rate, my boss asked about a recent discrepency, and I responded that 
he should darned well bring that to my attention so I can try to correct it. 
  So accepting responsibility where necessary, while pointing out what I 
thought was unreasonable behavior, was very helpful.  Incidentally, my 
co-worker has not complained about me since.  In fact, we get along fairly 
well now.

> I am no fan of the mostly ambulance-chasing legal
> profession but they sometimes do the right thing!
> 
> If you contact the State Attorney General's Office
> they can provide the regs and laws.
> 

If you feel you need 'em, use 'em!  My wife's employer withheld her workers 
comp. benefits to try to get us to settle.  A discussion with an attorney 
fixed that within a week!

Blessings,
Don