Tom Suchervits was supposed to call me back about the incident that took place between Russ and I. It has been, over a week and he has not called me back. I called H.R. and was told that he was on the phone and that, he would get my message. I called back
during my lunch and I did speak with him. I asked him why he had not called back
and he said that he did not get my name spelled right and that he tried to
look it up in the computer and my name was not coming up. When I spoke
to him last He ask me to spell my name and to give him my phone number so he
could call me back, so I give him my cell number. Tom said that he talked to Russ and that
he said that a carrier called him to ask if he knew of anyone who was looking for
a supervisor position and Russ said to Tom that he gave the information to five people. I told
Tom that was not true I gave Russ my cell number so that person could call me. He did later that evening around 7pm.Tom said that was not what Russ had told him and that he was
going to call him back. I asked Tom if Russ had broken any company policies by getting
me a job with a competitor company? He said that Russ did everything by the
book .He started to read the handbook and said that it was ok to work for
another company. Tom said Russ did everything by the book. I said he did it on company
time and was soliciting and that is a conflict of interest. Tom said that I
was right he was wasting company time. I asked him, ok so what will happen now? Tom said that this is between Russ and management. Ok so are you
going to call me or do I need to call you. He said that he was
going to call me back. Therefore, Russ lied to Tom and Tom apparently is not going to do
anything at all.
Ray Mercado....
5 comments:
RAY: HUMAN RESOURCE IS ALSO A UNION BUSTER LIKE (TOM SUCHEVISTS),Listen to the issues at hand and remember that everything we have been conditioned to believe is not always true. When an H.R. issue arises the company has people to talk with and seek advice, they are called Human Resource Professionals, Corporate Attorneys and Physicians. Why shouldn’t employees’ have someone in their corner such as Union Representation? Grievance procedures ensure a fair workplace. H.R. is paid to protect the company not the employee.They waited 7 days to give you a bogus answer about Russ fleck not breaking any rules,when 1:stealing company time and wasting time with another carriers of competition to arrange an interview with you on company time,and why another carrier when there is another terminal being open in devore.2:soliciting you to another carrier on company time thats stealing company time,3:involving you in a conflict of interest to work for another carrier of competition.
P.S ASK TOM SUCHEVIST HOW MUCH $ TO TURN THE OTHER WAY?
NOW THIS IS A REASON WHY YOU GUYS NEED A UNION,BECAUSE HUMAN RESOURCE IS'NT THERE FOR YOU AT ALL,HUMAN RESOURCE ONLY PROTECTS THE COMPANY'S INTEREST ONLY!,AND WHEN YOU GUYS CALL FOR A COMPLAINT, ITS ONLY TO WEED YOU OUT OF THE COMPANY.
NOW THIS IS A FINE SAMPLE OF WHERE YOU STAND,NO JUSTICE FOR YOU AT ALL,BUT JUSTICE IS FOR THE DISHONEST MANAGEMENT,YOU GUYS REALLY HAVE TO READ YOUR HANDBOOK FOR WHAT EVER PROTECTION YOU ACCOUNT OUT OF IT,OR IF IT REALLY BENEFITS YOU AT ALL,REMEMBER A HANDBOOK IS A SUBJECT TO BENT FOR THE BENEFIT OF THE COMPANY ONLY,DONT FORGET WHO HELP TO WRITE DOWN THIS HANDBOOK (TOM SUCHEVISTS) AS THE ADVISOR,CONSULTANT,UNION-CONSULTANT,OR HE IS EVEN A CORPORATE ATTORNEY WITH THE HELP OF MISTER RICHARD BROWN AND ASSOCIATES.
NOW READING RAYS STORY,THERE IS 3 CORPORATE POLICY RULES BROKEN BY A TOP MANAGER OF FONTANA SERVICE CENTER,AND LET ME TELL YOU I'VE READ THE HANDBOOK AND ITS IN WRITING.
NOW IS THE TIME TO JOIN THE TEAMSTERS,WHY BECAUSE WITH THE TEAMSTERS WE COULD SPELL OUT A CONTRACT THAT DOES'NT GET THE RULES BROKEN BY A MANAGER OR AN EMPLOYEE,HAVING A CONTRACT MEANS HAVING A VOICE TO SPEAK OUT FREELY AND A GUIDE LINE FOR THE BENEFIT OF THE UNION MEMBERS AND THE COMPANY OF EQAUL RIGHTS FOR ALL!
NOT HAVING A UNION MEANS YOU HAVE NO VOICE TO SPEAK-OUT,OR SHARING IDEAS FOR THE BENEFITS OF THE EMPLOYEES AT ALL,REMEMBER WHAT THEY ALLWAYS PREACH,THIS IS A NON-UNION COMPANY AND THEY COULD DO WHAT EVER THEY WANT.
DON'T FORGET TO THE COMPANY YOU ARE ONLY GOOD FROM THE NECK DOWN!
Recently, an operation manager at the Fontana Service Center mistreated a senior light duty employee. While company clients were being given a tour of the service center, the operational manager sent out the senior light duty employee to go out into the yard and pick up trash; His reason being that the injured senior employee was an ‘embarrassment’ to the company and he did not want the company clients to see the employee. This kind of disrespect is intolerable! Would he allow someone to mistreat his father like this?
Encouraging Employees to Come Forward with Harassment Complaints
By Barrie Gross
Most employers say that they strive to foster a healthy and supportive work environment. And most of those employers mean what they say. Unfortunately, despite the grand words, the environment is not always perceived by employees
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in the way that the employer intends. Or even if it is, circumstances can arise in which employees nonetheless may be hesitant to raise problems they are experiencing at work. When it comes to providing a workplace free from illegal harassment, employers in general (and managers in particular) need to be particularly mindful of providing an environment in which employees feel able to come forward with their concerns.
Regardless of whether an employee is, in fact, being subjected to illegal harassment, it is important that employees are encouraged to report any inappropriate conduct. The federal, state, and local laws require most employers to investigate harassment complaints but if left unreported, the conduct may continue without checks and balances. And if an employee is being harassed, failure to investigate and address the conduct can lead to many unwanted results, such as loss of good employees, low morale, damage to reputation, and legal liability against the company and possibly against individual supervisors. Therefore, managers and human resources professionals are wise to position themselves as approachable and willing to help.
An employee who feels he or she is being illegally harassed may not come forward for any number of reasons. And the validity of the reason in each case can have a dramatic impact on the company's ability to address inappropriate conduct and/or avoid a legal judgment against it. Part of a company's defense to allegations of a hostile environment of harassment by a supervisor is that the complaining employee unreasonably failed to come forward. If it was unreasonable for an employee not to raise the complaint at work, an employer has an opportunity to try to avoid liability (unless the employer knew or should have known about the conduct regardless of whether an employee complained).
Protect Business Secrets and Prevent Turnover by Requiring All Employees to Sign Non-compete Agreements.
An employee who signs a non-compete agreement is consenting not to work for one of your competitors for a certain period of time after leaving your company. While this practice is legal in many other states, California law specifically prohibits non-compete agreements.
In November 2001, a California Court of Appeal up-held a $1.26 million jury award for an account manager who was terminated by Aetna U.S. Healthcare when she refused to sign a non-compete agreement. The court held the termination for refusing to sign an illegal agreement was a willful and oppressive violation of California law, entitling the manager to punitive damages.
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