How do I explain an Involuntary Termination without having to explain what happened
Shanabella
,
Monday, 9th of August 2010 08:25:32 AM
l am having a hard time explaining an Involuntary Termnination that l know Shanabella was done out of revenge.
To Authenticate who l am;
Max R Registered User Waller 11261 Sproule Ave Pacoima CA 91331 Joined: Thursday, 22nd of April 2010, 03:38:06 />Telephone:1-818-890-2048
Please be patient when reading and Posts: 1392 respond by writing to united_states_constitution.com
Wrongful Viewed 14959 times Termination at Sam is Club 6625 at San Fernando California 91340
/>Gabriel H Peregrino is the Tire and Battery Associate that lied on
Saturday, 21 April 2007.He wrote a lie stating that l was aggressive, but
he only exaggerates and is vindictive. He is a slacker and Ambrosio Galvan
and Bill Lang know this but will not admit since they can be fired for any
reason since people in California can be terminated At Will.
/>The following implicates Club Manager Fidel Jacobo
Saturday,
21 April 2007
16:27 PDST
To Sam is Club Asset Protection and
management
From Waller, Max Rafael
Incidence
/>TBC Assoc Gabriel (Assoc ID 2216) did not wanna raise the vehicle for
mounting and the easier task, the tire of the vehicle.About two week ago
he and l had a great half hour talk about animation or know as cartoons.l
thought we were having some kind of association but l am wrong.This took
place around 13:07 PDST so please review the surveillance tape.You will
also see the pranks others have played on me. Review all from two weeks
back. Gabriel and l pushed each other. Ambrosio Galvan and Bill Lang know
his work habits.Thank you for opening this investigation.l am aware of
what constitutes a Hostile Work Place Environment.You, Fidel Jacobo, have
been told of TBC Associates works habits.You have not addressed this in
any document meeting.
Show the surveillance video as proof.The
video would exonerate me of their false charges.
l believe that
l was terminated since California is a At-Will Employment state
/>William Gregory Lang or Bill Lang transferred to a Sam is Club near
Palmer Lake in Colorado in early June 2007.
Mr. Lang used to
be trusted by me who made the mistake of telling him everything before the
Termination on Monday, 23 April 2007.
Bill Lang knows the dirt
of Sam is Club 6625 and had told some people in the Club that almost
everyone hates Fidel Jacobo and that is why a lot of people quit Sam is
Club 6625.
Team Lead Ambrosio Galvan also knows a lot of dirty
secrets at Sam is Club 6625, but is nervous about losing his job if he
sides with me
Sam is Club PD-57 Investigation/Suspension was
NOT adhering to by Club Manager Fidel Jacobo and Membership Manager
Esperanza Lopez.
Read the complete policy, PD-57, at the end.
No documentation of any complaints and the San Fernando Police
Department or the Los Angeles Police Department ever showed for a ''Work
Place Violence.''
Please show proof since one complaint and
one video tape does NOT establish Workplace Violence.
SHOW THE
SURVEILLANCE VIDEO!!!
Neither Mr. Jacobo nor Ms Lopez wanted to
sign the papers of any meeting between two managers and me for Legal
Documentation.
No meetings to address any potential problems
at the Tire and Battery Center were brought up by the Team Lead or
Management.
As of Monday, 9 April 2007, the people of the Tire
Shop are playing pranks and making it appear as if l was becoming forgetful
such as the misplacement of tools and personal safety gear.
The
suspects are Erick Miron and Mark Castro.
Esperanza Lopez was
told and never had a meeting to discuss the topics brought to her
attention by me.
Esperanza Lopez was asked to verify this by
reviewing the Surveillance video tapes and my request was not honored. />
Esperanza Lopez was told about the pranks about two weeks ago but
no meeting to diffuse or address serious matters was conducted.
/>Wal-Mart Stores, Inc does not always follow their guidelines and fire
anyone that does not allow their selves to be intimidated!!!
In
the early 1990s Esperanza Lopez used to be a cashier at Tres Sierras Store
#1 in Pacoima CA 91331 but when she became a manager she was as a friendly
to old friends of the Delgado Family.Esperanza is nickname was ''Pera.''
Esperanza Lopez is a decent manager BUT only honors the
request (s) of those that will help her career or that she likes. />
If l can get a good attorney l might be able to file the following
complaints.
Discriminations types; Disparate Treatment and
Disparate Impact
The Waller Family will pray for everyone that
is against me
Erick Miron always complained about classical
music and started a rumor and told Marco Arins that he and l had a
physical fight.
I, Max Rafael Waller, formerly Assoc ID 0035
and Operator 007 proudly served from Tuesday, 13 November 1990 - Monday,
23 April 2007 and only needed about nine years to do a minimal of
twenty-five years to retire from Wal Mart Stores, Inc. l was one hundred
percent vested in Profit Sharing and had a one month vacation allocated
per year.
l am a share holder Wal Mart Stores, Inc stock and l
have about 11 shares so he has vested interest at the time of termination.
HOW IT ALL BEGAN
Sam is Club 6625
12920
Foothill Blvd
San Fernando California 91340
Phone:
1-818-365-7710 Fax: 1-818-365-0690
December 2006 Mehmet Ekinci
{A Hatchet Man and sent to ''clean House'' is no longer there but in
Fresno California according to Mr. Jason Fastner} said that he was
replacing everyone in the tire shop or its proper title: Tire and Battery
Center according to Jeff Lopez {no longer work there} and Mark Castro {has
recanted} and Bill Lang heard indirectly but will deny it. Max Rafael
Waller studied all of Wal-Mart policies and found that if that his remark
{INTIMIDATION} could be verified then he would get a coaching for making
such a remark. The others are scared to tell the truth.
/>According to Art who works for the California EDD at http://edd.ca.gov/
my ex boss told him that l was fired for
1) Work Place Violence />and
2) Verbal Altercation.
Fidel Jacobo was doing his
best so that l would not receive unemployment.
l am receiving
unemployment since there was no meeting to talk about Work Place Violence.
People that are fired/terminated due to violence will NOT
receive Unemployment Compensation which is commonly known as Unemployment
Pay.
On Saturday, 12 May 2007 a relative of mine two Sam is
Club 6625 associates possibly a Check Out Supervisor Jay and a female
spreading misinformation atWireless Communication #1, 11916 Foothill Blvd,
Lake View Terrace CA 91342; Telephone:1-818-897-1477 and
Fax:1-818-897-1467
If Wal-Mart / Sam is Club 6625 could negate
what l have written, then l would be in legal trouble.
A lot
of information came from Bill Lang who is an insider.
/>
Wal-Mart Corporate Policy
Number: PD-57/>Investigation/Suspension Policy
Revised: 10/16/04
/>Policy
When it is necessary to conduct an investigation
regarding possible violations of Wal-Mart policies, the investigation
should be handled promptly and thoroughly.The investigation will be
focused on determining if the allegations can be substantiated and what
action, if any, is necessary.In all investigations, confidentiality will
be maintained to the greatest extent possible.
NOTE:This
policy is to be used for all investigations, except for fraud of theft
issues.Any investigations related to fraud or theft issue is to be
conducted by Loss Prevention [now called Asset Protection].
/>Applies To
All Associates, regular, temporary, full time, peak
time, Hourly and Salaried.
Procedures
All investigations
should be conducted thoroughly and promptly.
Objectives of an
investigation are to:
determine whether the allegations can be
substantiated;
determine whether the allegations, if substantiated,
constitute a violation of company policy;
determine what action, if
any, is needed; maintain confidentiality;
/>Harassment/Discrimination/Inappropriate Conduct Investigations
All
supervisors/managers have an obligation to report cases or suspected cases
of
Harassment/discrimination/inappropriate conduct to an
appropriate level of management as detailed below.
Allegations
reported to Hourly Supervisors must be reported to a salaried member of
management.
All allegations of harassment/discrimination must
be reported to and investigated by: Facility Manager/Salaried People
Manager (Wal-Mart Stores & Sam is Club)
People Manager (Field
Logistics)
People Director, People Manager will inform the
District Manager/Director of Operations (the title is no longer used),
Divisional People Director and Regional Personnel manager of the
allegation.The People Manager (Field Logistics) will inform the General
Manager (Club Manager at Sam is Club) and the Regional Manager.
/>Harassment/Discrimination Investigations
Investigations
regarding Harassment/Discrimination/Inappropriate Conduct allegations by
Associate/Customer and /or Member must be conducted by the Facility
Manager/Salaried People Manager or higher using the Investigation Report &
Guide (IRG) of THE RED BOOK.If the complaint involves one of these
managers, a higher level of salaried management should conduct the
investigation.If the Facility Manager is out of the facility (i.e.,
Vacation, leave of absence) another member of management must contact the
District Manager/Director of Operations or Regional Personnel Manager to
ensure the investigation begins immediately.The Investigation Report &
Guide and the following investigation forms can be printed from the link
found at the end of this policy under Resources, Printed Materials, and
THE RED BOOK Forms:
Investigation Supplements/>Investigation Report and Guide
Interview Checklist
Witness
Manager Notes
Associate Statement
Follow Up Interview
Checklist
Changes/Additions to Associate Statement
/>All original documents obtained relating to Harassment or Discrimination
allegations will be maintained in THE RED BOOK, at the facility in a locked
file cabinet in the Investigating manager is office.They are not to be
placed in a personnel file.
If the investigation is regarding
a salaried member of management is conduct, THE RED BOOK should be
maintained at the District Manager/Director of Operations (Regional
Personnel Manager for Logistics) office in a locked file cabinet. />
For confidentiality reasons, Associates are not entitled to copies
of statements other than their own that are collected/obtained during as
investigation.
THE RED BOOK may be used for other type of
investigations if desired (optional).
Conducting Interviews/>A salaried member of management must interview all identified individuals
to determine what occurred, when, where, and who was involved and obtain
written statements from all individuals interviewed.
Conduct
all interviews privately, and ensure that is a salaried member of
management participating as a witnessing manager.Explain to the Associate
that the witnessing manager will be taking notes.At least one member of
management should be the same gender (if practical) as the Associate is on
the clock.
Verify the Associate is on the clock.
/>Tell the Associate you are here to learn what the Associate might know
regarding certain matters that have come to your attention.
/>Explain that the meeting will be considered an Open Door discussion and
that the Associate is protected from retaliation from any person for
sharing information during the investigation.
Explain that the
meeting is confidential, and that any information the Associate provides
will be shared only with those who have a need to know or to further the
investigation.
Ask whether the Associate is comfortable
meeting with you and the other manager(s) present.If uncomfortable, offer
the Associate the opportunity to discuss without the particular manager.
Tell the Associate that to be consistent you will be taking
notes as you go through the interview.
If an Associate request
to have a co-worker present, and refuses to meet with management alone, you
need to let them know that our Associates have the benefit of utilizing the
Open Door Policy which allows them the opportunity to talk directly to a
member of management regarding any situation, while maintaining
confidentiality.As a result, it is not necessary for Associates to have a
co-worker present, therefore, co-workers will not be allowed to attend.If
the Associate to refuse to meet, you may request the Associate to submit a
written statement regarding the situation.Inform the associate that the
investigation will continue with or without their comments.
/>Continue with the investigation and necessary action.
/>Collect and review all statements, appropropriate paperwork,
documentation, and system reports that are relevant to the investigation.
Consider interviews, written statements, documents or other
materials carefully to determine whether a violation of policy occurred
and take appropriate action.
All documentation concerning the
investigation should be kept in a separate file locked file cabinet in the
manager is office (People Manager for Field Logistics).They are not to be
placed in the personnel files.
Suspensions
During the
course of an investigation, the Investigating Manager may determine it
would be in the best interest of the Associate of the Company for the
Associate to be suspended from work, pending the outcome of the
investigation.
Suspension from the Company will be unpaid,
pending the outcome of the investigation.Hourly Associates will not be
eligible to use benefit hours (illness protection, or personal time) to
compensate for lost wages.Salaried will be paid only through the end of
the week in which they will be suspended.
If an Associate is
suspended due to an arrest, refer to Arrested Associate is Policy, PD-01
for additional information.
Appropriate Action
Once the
investigation is completed, if there has been no violation of company
policy, no disciplinary action will be taken.If there has been a violation
of company policy, the Associate under investigation may be subject to
disciplinary action, up to and including termination.The investigation
materials must still be maintained regardless of the outcome of the
investigation.
If the investigation is the result of an Open
Door, it is the salaried member of management is responsibility to follow
up with the reporting Associate.The salaried member of management should
ensure the Associate understands how and why the resolution was
determined.If the Associate still has unresolved concerns, the Associate
should be directed to the next level supervision.
Awards:
/>Division A, now Region A
3rd Quarter Award for Member Service/>The award was received at Home office in November 2003
Region
54, now District 55
2nd Quarter Award for Member Service
The
Awards was received at Sam is Club 6625 in October 2003
Sam is
Club 6625
September 2003 Associate of the Month
The Awards was
received at Sam is Club 6625 in October 2003
It is My Business
(December 2005/ January 2006) A Sam is Club publication.This is the
biggest award and recognition at Wal-Mart Stores, Inc regarding Customer
Service.
Member Service Living Legend
The question is NOT
a joke, so call.
Telephone:1-818-890-2048
Max R
Waller
11261 Sproule Ave
Pacoima CA 91331
l am
looking for sincere .
sweet angel baby
,
Tuesday, 10th of August 2010 05:02:51 PM
From what you describe here, the store manager had a right to sweet angel baby terminate both, Gabriel & you. But, ur ''ex buddy'' seemed to have a step Registered User ahead in this situation by making the incident official to the manager by Joined: Thursday, 6th of May 2010, 19:32:36 writing a letter to him. It may look as if Gabriel actually collaborated Posts: 769 with the manager as opposed to you, which made him a favorite in this Viewed 13445 times situation. It does sound unfair, I know, but that is the rules: YOU had to
let ur boss know about any altercations that might have taken place in
order to get a ticket of a ''victim''.
cookie monster
,
Wednesday, 11th of August 2010 07:33:23 PM
You have to come up with a short answer. Like one sentence. cookie monster People will ask you, and I don't think its illegal to ask you. I assume Registered User that you are upset about it, and you need to put your feelings aside for Joined: Wednesday, 2nd of June 2010, 00:23:35 the interview. Good luck. Posts: 1672 Viewed 1280 times
PootEr
,
Thursday, 12th of August 2010 09:12:15 PM
You will be asked why you left their employ. If you mumble, or PootEr if you say ''None of ur business they're going to draw conclusions from Registered User that. Joined: Monday, 3rd of May 2010, 04:59:49 Posts: 640 I was fired once. My boss, newly divorced, would come to my office every Viewed 717 times Monday, & want to talk about the weekend. He was uncomfortable dating, &
trying to pick up pointer from me, I guess.
Anyway, one Monday, I reported on dating this woman, wonderful in every
way, except that she was ten years older than me. Guy must've been a real
idiot to let go of her, I said - & suggested that he ask her out. Turns
out that the woman was his ex-wife, who had taken back her maiden name.
Ouch. As you can imagine, I was fired for trumped-up reasons within a
short period of time.
It was uncomfortable. I told the story at every interview, & I never felt
the firing was held against me. On the other hand, it took up a lot of
time, & I wasn't able to keep the focus on my strengths while we were
discussing my poor fortune.
Your story is worse. My suggestion is that you state, straight out, that
you were fired for being too *aggressive* as a salesman. Many companies
want aggressive salesmen; what they can not stand are salesmen who
casually allow customers to buy from their competitors.
You can not put lipstick on this pig, so you might as well be promoting
bacon & ham.
Moose
,
Friday, 13th of August 2010 12:03:32 AM
Is this a question or a book? Didn't read past the first two Moose sentences but..you don't have to explain, but I hope you feel better now Registered User that you did (if that is what the rest of that book said). Joined: Sunday, 30th of May 2010, 06:33:00 ''Have you ever been fired? Posts: 1082 If the answer is negative, the answer is simple. But if you have been Viewed 13864 times fired, you need to be prepared to the answer the follow up questions that
my come up.
If the termination was for reason beyond ur control narrate it. If not do
not try justifying yourself. If you had a fault, admit it & convince the
interview that you have corrected it. ''
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