February 20, 2011
George Boston Rhynes
Valdosta, Georgia 31605
TO: Wal-Mart Stores Inc.
CEO and President Mike Duke {EYES ONLY}
Board of Directors (Respectively) {EYES ONLY}
702 Southwest 8th Street
Bentonville, AR 72716
Valdosta Wal-Mart Store #2615
Store Manager Hal Harwell
3274 Inner Perimeter Road
Valdosta, Georgia 31602
IT WAS JUST TELEVISED THAT “WAL-MART STORES INC. JUST FIRED FOUR EMPLOYEES FOR DISARMING AN ALLEGED SHOPLIFTER WITH A GUN IN LAYTON, UTAH. IN ADDITION, IT WAS REPORTED THAT THESE EMPLOYEES WERE FIRED FOR DISOBEYING WAL-MART POLICY NUMBER P 0-9.” * See “GEORGE BOSTON RHYNES ” three year old “wrongful termination” truth! Title VII of the Civil Rights Act of 1964, and Civil Rights Act of 1991.
After nearly three years of being ignored by Wal-Mart Store Inc. I appeal to you once more; to take this opportunity to review, consider and investigate my three year old “wrongful termination” from Wal-Mart Store #2615 in Valdosta, Georgia. This is where Mr. Hal Harwell, Store Manager terminated me unfairly under the heading of “Inability to Perform Job” on March 2008.
If the EMPLOYEES were fired in Layton, Utah for DISOBEYING Wal-Mart’s Policy and they were. Then Store Manager Hal Harwell should also be FIRED for disobeying company policy. Store Manager Hal disobeyed company’s policies, guidelines, and procedures by denying me “GEORGE BOSTON RHYNES” equal rights as all other employees when it comes to being entered into Wal-Mart’s Four Weeks Training Program as hundreds of other Department 9, Sporting Goods Department Managers employed at Wal-Mart throughout the nation. {TITLE VII OF THE CIVIL RIGHTS ACT OF 1964, AND CIVIL RIGHTS ACT OF 1991.}
“TRAINING PLAN FOR DEPARTMENT 9 MANAGERS, OR DISCRIMINATION 101?”
1. This Four Week Department 9 Managers Training Plan consists of TWENTY-NINE pages, and at the bottom of each page it reads: “Revised April 2005: Notice: This description supersedes all prior descriptions: All Material Wal-Mart Stores Inc. Confidential. Copyright 2005.” Moreover each of the four week training periods has a space for: (1). Associates Name, (2) Date Hired, (3) Assistant Manager or Trainer’s name.
2. Upon completion of each four week training period; there is a required ACKNOWLEDGEMENT SHEET for each week of training. There are spaces available for name, date, and initials for the areas trained in for that particular week. At the end of the training plan both the Assistant Manager and Department Manager (Trainer) must date, and initial; that proper review of areas trained in were covered. Both the Associate and Assistant Manager must VERIFY that the training was COMPLETED by signing and dating the form. GOD KNOWS; AS STORE MANAGER HAL—THAT NO SUCH TRAINING WAS PROVIDED!
Since Store Manager Hal Harwell “CANNOT” produce proof of any kind; that I was trained; nor can such training be SUBSTANTIATED or VERIFIED by GOD HIMSELF. Not even by a single Co-Manager, Assistant Manager, or District Manager that I “GEORGE BOSTON RHYNES” ever received or was ever entered into this department managers training. Therefore one (1) of three (3) things has occurred:
(1) Wal-Mart Store Manager Hal disobeyed Wal-Mart Policy on training or.
(2) Wal-Mart Stores Inc. DOES NOT train any Department Managers or.
(3) Wal-Mart Stores Inc. Discriminates and does not treat all employees EQUALLY.
Therefore Store Managers are apparently permitted by Wal-Mart Stores Inc.----to terminate WORKERS under the heading of “Inability to Perform Job.” Even though, my “Wrongful Termination” cannot be justified nor verified by any human being living or dead that ever worked at the store.
In addition; my unfair treatment cannot be disapproved by: Store Manager Hal, Co-Manager Andy, Co-Manager Janis, Assistant Manager Frank Summerlin (my previous supervisor), Assistant Manager Shannon (my previous supervisor), Assistant Manager Trina (my previous supervisor) Assistant Managers Tameka, Asa, Bill, Coy, Fay, faith, CSM Hope, former Sporting Goods Department Manager Jody; (my supervisor) before I accepted the position of Department Manager. Moreover Jody never provided me with any overlapping training of any kind before she departed the store. Not even “Steve Widmon” Department Manager of Hardware next to Sporting Goods can prove that I received this required training.
So it is obvious that Wal-Mart Store Manager Hal Harwell; used me as a ‘SCAPEGOAT” as if I was an employee in China or in some other Third World Nation. Therefore NOT entitled to APPEAL or QUESTION his decision to terminate me without ever providing the required and necessary training for me to properly do my job after my repeated requests to be treated as all other Wal-Mart Department Managers. In stead I was ignored by Store Manager Hal as he ignored and disobeyed company policy that ultimately resulted in my “Wrongful Termination” on March 20, 2008.
In addition, if my wrongful termination was based on race only Store Manager Hal can answer that question. But apparently Store Manager Hal DISOBEYED company policy and his actions give the impression that HE alone; reserves the right to DENY training to people that is not in his clicks and among his slicks at store #2615.
Moreover it is widely discussed at both stores that the advancement to the position of Assistant Manager is extremely unfair to certain applicants. I once believed Wal-Mart Stores Inc. took pride in being fair, just and equal to all EMPLOYEES regardless of race, color, creed, gender, disability, or national origin, religious preference or political party affiliation. But no more!
By (me) not being one of Store Manager Hal’s picks or other slicks; this apparently made me UNQUALIFIED to receive the required “Sporting Goods Department Managers Training.”
Moreover on February 15, 2011, while shopping at Moody Air Force Base; I was once again told by a Wal-Mart Worker; that my name continues to be SLANDERED. In that I stole and lost long guns at the store. These accusations have been brought to me several times before by Wal-Mart Workers and I have included them in several of my previous rebuttal letters. But like my wrongful termination letters; I have been ignored for three years.
If I committed a crime Store Manager Hal should have informed me about the alleged crime. Then he should have (IMMEDIATELY) notified Members of Local Law Enforcement along with the Federal Bureau of Investigations (FBI). So a thorough investigation of the incident could be done as required by Federal Law. Moreover I take SLANDEROUS remarks against me; as seriously as I do my “Wrongful termination” by Manager Hal. Moreover I may [SOON] be able to prove these alleged repeated SLANDEROUS statements made against me—in writing.
It is well known that Wal-Mart is America’s largest Retail Giant . Therefore this gross negligence on behalf of Store Manager Hal; should be corrected immediately! This should be an easy process and it can start by SIMPLY asking Manager Hal the following questions?
a. Why did you fail to enter “GEORGE BOSTON RHYNES” into the Wal-Mart Department Managers Training for all Sporting Goods Department Managers Training; as required for all department managers in America?
b. Did you provide fair and equal treatment to “GEORGE BOSTON RHYNES” that was granted to all other Wal-Mart Inc. “Sporting Goods Department Managers” and IAW Title VII of the Civil Rights Act of 1964, “Equal Treatment in Training of (ALL) Employees in the Workplace, and Civil Rights Act of 1991?
c. Why did you wrongfully terminate “GEORGE BOSTON RHYNES” under the heading of “Inability to Perform Job” without providing the necessary training created for that purpose? Where is the proof that you insured he received such training or which Assistant Manager will verify that they administered this training?
d. Which Co-Manager or Assistant Manager received a verbal coaching, written coaching, D-Day or terminated for NOT complying with company policy and guidelines of insuring that “GEORGE BOSTON RHYNES” received the proper training as “Sporting Goods Department Manager?”
e. Where is the twenty-nine page document with “GEORGE BOSTON RHYNES” signature, and date along with the signature and date of Wal-Mart Assistant Manager that actually provided this required Wal-Mart Training which was required to be documented on each page of the training?
f. Why have you ignored “GEORGE BOSTON RHYNES” many rebuttal letters for nearly three-years---When you know an injustice had been done? How many more workers at Store #2615 are assigned as Department Managers but have not received the required training?
g. Should the same standards be applied to you; that were applied to the four Layton, Utah workers that were fired for disobeying Wal-Mart Policy in disarming an alleged shoplifter? Did you; or did you not disobey Wal-Mart Stores Inc., Training Procedures and Policies concerning “GEORGE BOSTON RHYNES” Wrongful Termination? Please explain in full your real reasons for terminating him under the heading of “Inability to Perform Job” when he was never trained?
h. Is Wal-Mart Department Managers Training only required for friends of Wal-Mart Store Manager Hal and District Manager at Store Numbers 2615 and 899 of which “GEORGE BOSTON RHYNES” was not among these SPECIAL SELECTS that received training? Did “GEORGE BOSTON RHYNES” attend parties outside the work place in company with WORKERS you, he, and others supervised?
i. Is it a routine practice for Wal-Mart Store Mangers, President and Board of Directors to ignore former “Department Managers and other employee’s complaints concerning” Wrongful Terminations for nearly three years? If not, then why have “GEORGE BOSTON RHYNES” wrongful termination NOT been investigated, with answers provided to his VALID questions? Even more importantly; where is the actual DOCUMENTED proof that “GEORGE BOSTON RHYES” ever received the proper and mandated Sporting Goods Department Managers Training?
j. Again was “GEORGE BOSTON RHYNES” used as a SCAPEGOAT, and was he purposely set up as a peon, pawn and puppet without strings for incompetent managers assigned at store #2615? If not, explain how HE could excel in the United States Armed Forces for over twenty-years; with supervisory, leadership, and management skills, and maintained one of the highest security clearances available in the United States Armed Forces?
k. Owned his own business for fifteen years prior to working at Wal-Mart Store #2615; a published writer; interviewed on ABC Nightly News with Charles Gibson’s 50 State Election Tour during the 2008 Presidential Election Campaign, then local news media outlets picked-up on him and did stories in the local communities concerning the outstanding job he was doing in the community; extremely involved in community affairs at all levels of government; this includes people at the United States Justice Department and then to be terminated from a minor job as “Sporting Goods Department Manager under the heading of “Inability to Perform Job” without ever receiving proper training; with only four or five people under his supervision.
l. So “HOW” do you justify terminating “GEORGE BOSTON RHYNES” when you and your HOST of managers NEVER provided him with the required Wal-Mart Training; that is required for all “Sporting Goods Department Managers?” How long have you “ALLOWED” Department Managers to go untrained at Wal-Mart Store #2615? And is this being done to your knowledge at Wal-Mart Store 899 across town? And does this termination; say more about management—than about “GEORGE BOSTON RHYNES” Inability to Perform Job?
IN CONCLUSION: It should be as clear as crystal; even to persons of below average intelligence; that a gross negligence and injustice has been done. Therefore corrective actions are overdue concerning my “wrongful termination” by Store Manager Hal, and the absence of administrative actions against those highly paid managers that failed in their responsibilities to carry out Wal-Mart‘s Policies. As they relate to all WORKERS being treated equally under Title VII, of the Civil Rights Act of 1964 and the Civil Rights Act of 1991.
There is absolutely no need to continue ignoring me; as if I was a worker in CHINA or in some other Third World Nation; without workers or constitutional rights. Finally, it is up to Wal-Mart Stores Inc. to correct this gross injustice and three years should be sufficient time for closure. It is time for America’s Largest Retail Giant to take on individual responsibility and do what is right concerning this three year old “Wrongful Termination.” God bless both the righteous; and the not so righteous. Galatians 6;7.
GEORGE BOSTON RHYNES
Former (Untrained) Wal-Mart Sporting Goods Department Manager Store #2615
Retired United States Armed Forces Military Veteran (Vietnam Era Veteran)
Former business owner for fifteen-years
A concerned citizen and brother of all humanity
Cc: As all previous rebuttal Letters since March 20, 2011
George Boston Rhynes
Valdosta, Georgia 31605
TO: Wal-Mart Stores Inc.
CEO and President Mike Duke {EYES ONLY}
Board of Directors (Respectively) {EYES ONLY}
702 Southwest 8th Street
Bentonville, AR 72716
Valdosta Wal-Mart Store #2615
Store Manager Hal Harwell
3274 Inner Perimeter Road
Valdosta, Georgia 31602
IT WAS JUST TELEVISED THAT “WAL-MART STORES INC. JUST FIRED FOUR EMPLOYEES FOR DISARMING AN ALLEGED SHOPLIFTER WITH A GUN IN LAYTON, UTAH. IN ADDITION, IT WAS REPORTED THAT THESE EMPLOYEES WERE FIRED FOR DISOBEYING WAL-MART POLICY NUMBER P 0-9.” * See “GEORGE BOSTON RHYNES ” three year old “wrongful termination” truth! Title VII of the Civil Rights Act of 1964, and Civil Rights Act of 1991.
After nearly three years of being ignored by Wal-Mart Store Inc. I appeal to you once more; to take this opportunity to review, consider and investigate my three year old “wrongful termination” from Wal-Mart Store #2615 in Valdosta, Georgia. This is where Mr. Hal Harwell, Store Manager terminated me unfairly under the heading of “Inability to Perform Job” on March 2008.
If the EMPLOYEES were fired in Layton, Utah for DISOBEYING Wal-Mart’s Policy and they were. Then Store Manager Hal Harwell should also be FIRED for disobeying company policy. Store Manager Hal disobeyed company’s policies, guidelines, and procedures by denying me “GEORGE BOSTON RHYNES” equal rights as all other employees when it comes to being entered into Wal-Mart’s Four Weeks Training Program as hundreds of other Department 9, Sporting Goods Department Managers employed at Wal-Mart throughout the nation. {TITLE VII OF THE CIVIL RIGHTS ACT OF 1964, AND CIVIL RIGHTS ACT OF 1991.}
“TRAINING PLAN FOR DEPARTMENT 9 MANAGERS, OR DISCRIMINATION 101?”
1. This Four Week Department 9 Managers Training Plan consists of TWENTY-NINE pages, and at the bottom of each page it reads: “Revised April 2005: Notice: This description supersedes all prior descriptions: All Material Wal-Mart Stores Inc. Confidential. Copyright 2005.” Moreover each of the four week training periods has a space for: (1). Associates Name, (2) Date Hired, (3) Assistant Manager or Trainer’s name.
2. Upon completion of each four week training period; there is a required ACKNOWLEDGEMENT SHEET for each week of training. There are spaces available for name, date, and initials for the areas trained in for that particular week. At the end of the training plan both the Assistant Manager and Department Manager (Trainer) must date, and initial; that proper review of areas trained in were covered. Both the Associate and Assistant Manager must VERIFY that the training was COMPLETED by signing and dating the form. GOD KNOWS; AS STORE MANAGER HAL—THAT NO SUCH TRAINING WAS PROVIDED!
Since Store Manager Hal Harwell “CANNOT” produce proof of any kind; that I was trained; nor can such training be SUBSTANTIATED or VERIFIED by GOD HIMSELF. Not even by a single Co-Manager, Assistant Manager, or District Manager that I “GEORGE BOSTON RHYNES” ever received or was ever entered into this department managers training. Therefore one (1) of three (3) things has occurred:
(1) Wal-Mart Store Manager Hal disobeyed Wal-Mart Policy on training or.
(2) Wal-Mart Stores Inc. DOES NOT train any Department Managers or.
(3) Wal-Mart Stores Inc. Discriminates and does not treat all employees EQUALLY.
Therefore Store Managers are apparently permitted by Wal-Mart Stores Inc.----to terminate WORKERS under the heading of “Inability to Perform Job.” Even though, my “Wrongful Termination” cannot be justified nor verified by any human being living or dead that ever worked at the store.
In addition; my unfair treatment cannot be disapproved by: Store Manager Hal, Co-Manager Andy, Co-Manager Janis, Assistant Manager Frank Summerlin (my previous supervisor), Assistant Manager Shannon (my previous supervisor), Assistant Manager Trina (my previous supervisor) Assistant Managers Tameka, Asa, Bill, Coy, Fay, faith, CSM Hope, former Sporting Goods Department Manager Jody; (my supervisor) before I accepted the position of Department Manager. Moreover Jody never provided me with any overlapping training of any kind before she departed the store. Not even “Steve Widmon” Department Manager of Hardware next to Sporting Goods can prove that I received this required training.
So it is obvious that Wal-Mart Store Manager Hal Harwell; used me as a ‘SCAPEGOAT” as if I was an employee in China or in some other Third World Nation. Therefore NOT entitled to APPEAL or QUESTION his decision to terminate me without ever providing the required and necessary training for me to properly do my job after my repeated requests to be treated as all other Wal-Mart Department Managers. In stead I was ignored by Store Manager Hal as he ignored and disobeyed company policy that ultimately resulted in my “Wrongful Termination” on March 20, 2008.
In addition, if my wrongful termination was based on race only Store Manager Hal can answer that question. But apparently Store Manager Hal DISOBEYED company policy and his actions give the impression that HE alone; reserves the right to DENY training to people that is not in his clicks and among his slicks at store #2615.
Moreover it is widely discussed at both stores that the advancement to the position of Assistant Manager is extremely unfair to certain applicants. I once believed Wal-Mart Stores Inc. took pride in being fair, just and equal to all EMPLOYEES regardless of race, color, creed, gender, disability, or national origin, religious preference or political party affiliation. But no more!
By (me) not being one of Store Manager Hal’s picks or other slicks; this apparently made me UNQUALIFIED to receive the required “Sporting Goods Department Managers Training.”
Moreover on February 15, 2011, while shopping at Moody Air Force Base; I was once again told by a Wal-Mart Worker; that my name continues to be SLANDERED. In that I stole and lost long guns at the store. These accusations have been brought to me several times before by Wal-Mart Workers and I have included them in several of my previous rebuttal letters. But like my wrongful termination letters; I have been ignored for three years.
If I committed a crime Store Manager Hal should have informed me about the alleged crime. Then he should have (IMMEDIATELY) notified Members of Local Law Enforcement along with the Federal Bureau of Investigations (FBI). So a thorough investigation of the incident could be done as required by Federal Law. Moreover I take SLANDEROUS remarks against me; as seriously as I do my “Wrongful termination” by Manager Hal. Moreover I may [SOON] be able to prove these alleged repeated SLANDEROUS statements made against me—in writing.
It is well known that Wal-Mart is America’s largest Retail Giant . Therefore this gross negligence on behalf of Store Manager Hal; should be corrected immediately! This should be an easy process and it can start by SIMPLY asking Manager Hal the following questions?
a. Why did you fail to enter “GEORGE BOSTON RHYNES” into the Wal-Mart Department Managers Training for all Sporting Goods Department Managers Training; as required for all department managers in America?
b. Did you provide fair and equal treatment to “GEORGE BOSTON RHYNES” that was granted to all other Wal-Mart Inc. “Sporting Goods Department Managers” and IAW Title VII of the Civil Rights Act of 1964, “Equal Treatment in Training of (ALL) Employees in the Workplace, and Civil Rights Act of 1991?
c. Why did you wrongfully terminate “GEORGE BOSTON RHYNES” under the heading of “Inability to Perform Job” without providing the necessary training created for that purpose? Where is the proof that you insured he received such training or which Assistant Manager will verify that they administered this training?
d. Which Co-Manager or Assistant Manager received a verbal coaching, written coaching, D-Day or terminated for NOT complying with company policy and guidelines of insuring that “GEORGE BOSTON RHYNES” received the proper training as “Sporting Goods Department Manager?”
e. Where is the twenty-nine page document with “GEORGE BOSTON RHYNES” signature, and date along with the signature and date of Wal-Mart Assistant Manager that actually provided this required Wal-Mart Training which was required to be documented on each page of the training?
f. Why have you ignored “GEORGE BOSTON RHYNES” many rebuttal letters for nearly three-years---When you know an injustice had been done? How many more workers at Store #2615 are assigned as Department Managers but have not received the required training?
g. Should the same standards be applied to you; that were applied to the four Layton, Utah workers that were fired for disobeying Wal-Mart Policy in disarming an alleged shoplifter? Did you; or did you not disobey Wal-Mart Stores Inc., Training Procedures and Policies concerning “GEORGE BOSTON RHYNES” Wrongful Termination? Please explain in full your real reasons for terminating him under the heading of “Inability to Perform Job” when he was never trained?
h. Is Wal-Mart Department Managers Training only required for friends of Wal-Mart Store Manager Hal and District Manager at Store Numbers 2615 and 899 of which “GEORGE BOSTON RHYNES” was not among these SPECIAL SELECTS that received training? Did “GEORGE BOSTON RHYNES” attend parties outside the work place in company with WORKERS you, he, and others supervised?
i. Is it a routine practice for Wal-Mart Store Mangers, President and Board of Directors to ignore former “Department Managers and other employee’s complaints concerning” Wrongful Terminations for nearly three years? If not, then why have “GEORGE BOSTON RHYNES” wrongful termination NOT been investigated, with answers provided to his VALID questions? Even more importantly; where is the actual DOCUMENTED proof that “GEORGE BOSTON RHYES” ever received the proper and mandated Sporting Goods Department Managers Training?
j. Again was “GEORGE BOSTON RHYNES” used as a SCAPEGOAT, and was he purposely set up as a peon, pawn and puppet without strings for incompetent managers assigned at store #2615? If not, explain how HE could excel in the United States Armed Forces for over twenty-years; with supervisory, leadership, and management skills, and maintained one of the highest security clearances available in the United States Armed Forces?
k. Owned his own business for fifteen years prior to working at Wal-Mart Store #2615; a published writer; interviewed on ABC Nightly News with Charles Gibson’s 50 State Election Tour during the 2008 Presidential Election Campaign, then local news media outlets picked-up on him and did stories in the local communities concerning the outstanding job he was doing in the community; extremely involved in community affairs at all levels of government; this includes people at the United States Justice Department and then to be terminated from a minor job as “Sporting Goods Department Manager under the heading of “Inability to Perform Job” without ever receiving proper training; with only four or five people under his supervision.
l. So “HOW” do you justify terminating “GEORGE BOSTON RHYNES” when you and your HOST of managers NEVER provided him with the required Wal-Mart Training; that is required for all “Sporting Goods Department Managers?” How long have you “ALLOWED” Department Managers to go untrained at Wal-Mart Store #2615? And is this being done to your knowledge at Wal-Mart Store 899 across town? And does this termination; say more about management—than about “GEORGE BOSTON RHYNES” Inability to Perform Job?
IN CONCLUSION: It should be as clear as crystal; even to persons of below average intelligence; that a gross negligence and injustice has been done. Therefore corrective actions are overdue concerning my “wrongful termination” by Store Manager Hal, and the absence of administrative actions against those highly paid managers that failed in their responsibilities to carry out Wal-Mart‘s Policies. As they relate to all WORKERS being treated equally under Title VII, of the Civil Rights Act of 1964 and the Civil Rights Act of 1991.
There is absolutely no need to continue ignoring me; as if I was a worker in CHINA or in some other Third World Nation; without workers or constitutional rights. Finally, it is up to Wal-Mart Stores Inc. to correct this gross injustice and three years should be sufficient time for closure. It is time for America’s Largest Retail Giant to take on individual responsibility and do what is right concerning this three year old “Wrongful Termination.” God bless both the righteous; and the not so righteous. Galatians 6;7.
GEORGE BOSTON RHYNES
Former (Untrained) Wal-Mart Sporting Goods Department Manager Store #2615
Retired United States Armed Forces Military Veteran (Vietnam Era Veteran)
Former business owner for fifteen-years
A concerned citizen and brother of all humanity
Cc: As all previous rebuttal Letters since March 20, 2011
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