[CS-FSLUG] Labor laws
Don Parris
evangelinux at matheteuo.org
Fri Sep 30 12:22:38 CDT 2005
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
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