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TO: Wal-Mart Stores Inc.
President Duke and Board of Directors (Respectively)
702 Southwest 8th Street
Bentonville, Arkansas 72716
Dear President Duke and Board of Directors
1. The following letters were sent to Wal-Mart Sores Inc. Executives and have been well documented and publicized concerning my “Wrongful Termination” under the heading of “Inability to Perform Job” on March 20, 2008 by Wal-Mart Store Manager Hal Harwell at Store #2615 in Valdosta, Georgia. However Manager Hal never entered me into the required mandatory Four Week Wal-Mart Sporting Goods Department Managers (SGDM) Training Programs. Even though I repeatedly asked to be treated as all other department managers without success.
LTR SENT 08 LTR. SENT 09 LTR. SENT 10 LTR SENT 11 LTR SENT 12
Jun 11, 2008 Mar 01, 2009 Apr 01, 2010 Feb 01, 2011
Aug 01, 2008 April 15, 2009 Mar 05, 2010 Mar 28, 2011
Aug 11, 2008 Apr 21, 2009 Jun 16, 2010 Apr 01, 2011
Aug 29, 2008 May 11, 2009 Dec 19, 2010 Apr 07, 2011
Dec 01, 2008 June 11, 2009
July 22, 2009
Aug 16, 2009
Aug 22, 2009
Moreover after Twenty-Two letters to America’s Largest Retail Giant, (Wal-Mart) I have yet to receive even an acknowledgement with a valid date and signature to my rebuttal letters. Apparently Wal-Mart is trying to create a work force here in America --- equal to that of the Republic of China or in some other Third World Nation! But I am appealing unto Wal-Mart again to answer the following attached questions to this letter surrounding my wrongful termination. In addition, I have provided information below taken directly from that Wal-Mart Four Week Training Package as it relates to preparing Sporting Goods Department Managers Training!
“Wal-Mart Four Week Training Plan
For All Wal-Mart Department 9 Managers (Sporting Goods)
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 (week) of the four week training period; there is a required ACKNOWLEDGEMENT SHEET for each week of training; with spaces available for NAME, DATE, and INITIALS of the Trainee and Trainer for the areas trained in for that particular week. Then at the end of the training plan both the Assistant Manager and Department Manager (Trainer and Trainee) must date, and initial; that proper review of (all) areas trained in were covered. Both the Associate and Assistant Manager must VERIFY that the training was COMPLETED by signing and dating the form. Therefore God knows, Store Manager Hal knows, I know, and now you know----that no such training was ever provided to me!
a. Does Wal-Mart Stores Inc. has or ever had a Four Week Training Program designed for all Wal-Mart Sporting Goods Department Managers? If not, how are (SGDM) to perform their assigned duties without proper training? If so, what exempted “GEORGE BOSTON RHYNES” from receiving this (SGDM) Training?
b. Why did Store Manager Hal Harwell NOT enter, “GEORGE BOSTON RHYNES” into the Four Week Mandatory Sporting Goods Department Managers (SGDM) Training for all Sporting Goods Department Managers in the United States and perhaps around the world?
c. Did Store Manager Hal violate, “GEORGE BOSTON RHYNES” Civil Rights as outlined in Title VII of the Civil Rights Act of 1964, and Civil Rights Act of 1991 concerning fair and equal treatment?
d. Why did Store Manager Hal terminate, “GEORGE BOSTON RHYNES” for “Inability to Perform Job” without providing “Equal Opportunity and Treatment along the lines of training” that was granted to all other Wal-Mart (SGDM)?
e. Does Store Manager Hal expect untrained Wal-Mart Department Managers such as, “GEORGE BOSTON RHYNES” to perform as well as others that received this (special privilege) MANDATORY Four Week (SGDM) Training? Or is it that Store Manger Hal does not provide training to any Wal-Mart Workers at the facility?
f. Why doesn’t Store Manager Hal simply produce the name of the manager assigned to train and insure that, “GEORGE BOSTON RHYNES” was trained as all other Wal-Mart Department Managers? And since all training was required to be initialed, dated, and signed off by both trainee and trainer; where is the Twenty-Nine page mandatory document filed? Why is the document not in George’s Personnel File as required? Why not just ask Store Manager Hal to produce this proof or state that there has never been any training program for any Sporting Goods Department Managers ----in existence at Wal-Mart Stores Inc.?
g. Did Store Manager Hal give verbal, written coaching, D-Day or terminate the manager or managers that HE charged with providing this training to, “GEORGE BOSTON RHYHNES” but did not? Therefore did they not; disobey company guidelines and procedures in training and treating all workers on a fair and equal basis without discrimination?
h. Why have Wal-Mart ignored, “GEORGE BOSTON RHYNES” Twenty-Two plus written rebuttal letters refuting his “Wrongful Termination” after three years? Why would America’s Largest Retail Giant not acknowledge written correspondence from a former Department Manager? Is this a pattern and practice that Wal-Mart uses to ignore workers complaints in an “AT WILL TO WORK STATE” such as the State of Georgia? Especially for those employers who understand that workers can be FIRED for “Good Cause, Bad Cause, or for No Cause AT ALL.” Without employers ever having to provide a reason why a worker were terminated?
i. Why was Store Manager Hal not terminated for disobeying Wal-Mart Policies and Guidelines as were done to the Layton, Utah workers? They were terminated for disobeying company policies and guidelines by disarming an alleged shoplifter so why did not Wal-Mart terminate Manager Hal? Is there a double standard being applied or is it that only low wage workers are terminated for violating Wal-Mart Policies and Guidelines?
j. Does Store Manager Hal only provide Department Managers Training to his friends and others in his circle of clicks and other slicks at store #2615 and store #899? Does Wal-Mart condone workers sucking up to management for personal self gain? Therefore allowing managers to ignore other workers civil and human rights under Title VII of the Civil Rights Act and the Civil Rights Act of 1991?
k. Did Store Manager Hal actions uncover and reveal a pattern and practice of mistreating, terminating, and ignoring Wal-Mart Workers that has existed for too long? Therefore Wal-Mart Store Managers does not have to worry about a full scale investigation into valid complaints from Wal-Mart Workers.
l. Did Store Manager Hal use, “GEORGE BOSTON RHYNES” as a SCAPEGOAT, and was “George” purposely set up as a peon, pawn and puppet without strings for incompetent managers at store #2615? So how could “GEORGE BOSTON RHYNES” excel in the United States Armed Forces for over twenty-years with supervisory, leadership, and management skills and went on to acquire the highest security clearance available in the United States Armed Forces?
m. Why is Store Manager Hal still NOT providing the MANDATORY training to Wal-Mart Workers today and to assigned Department Managers at Wal-Mart Store #2615? I was told that workers personnel folders at this facility will tell the story of just how Store Manager Hal refuse to insure all workers receives the required training. Yet when it is convenient he uses them as a “SCAPTGOAT” to cover for their own inadequacies?
n. Is this new precedence Store Manager Hal has set in motion is also being practiced at Wal-Mart Store #899 across town? I am told it is? Moreover do Store Manager Hal’s actions say more about Wal-Mart Managers—than about “GEORGE BOSTON RHYNES” Inability to Perform Job?
Lastly: For fourteen-years I owned my own successful business prior to working at Wal-Mart Store #2615. I am 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 the work I had done during on the President Campaign of 2008, with stories being published in local communities concerning the outstanding community work I did without pay. I was extremely involved in community affairs at all levels of government. But to be terminated as Sporting Goods Department Manager under the heading of “Inability to Perform Job” without receiving Wal-Mart MANDATORY TRAINING with only four or five people under my supervision is unreal.
President Duke and Board of Directors there seems to be a great disconnect here. And we are not who we claim to be; but who we prove ourselves to be over a given period of time. Therefore until my “Wrongful Termination” is adequately investigated along the lines of fair and equal treatment there will be no closure to this three year old journey towards equal treatment for all employees! God bless both the righteous and the not so righteous!
GEORGE BOSTON RHYNES
Wrongfully terminated, mistreated and ignore
Wal-Mart Sporting Goods Dept. Manager (After Three-Years)
A concerned citizen and brother of all humanity
April 7, 2011, Letter sent to Wal-Mart Stores Inc. Executives and Board of Directors!
==============================================================
TO: Wal-Mart Stores Inc.
President Duke and Board of Directors (Respectively)
702 Southwest 8th Street
Bentonville, Arkansas 72716
Dear President Duke and Board of Directors
1. The following letters were sent to Wal-Mart Sores Inc. Executives and have been well documented and publicized concerning my “Wrongful Termination” under the heading of “Inability to Perform Job” on March 20, 2008 by Wal-Mart Store Manager Hal Harwell at Store #2615 in Valdosta, Georgia. However Manager Hal never entered me into the required mandatory Four Week Wal-Mart Sporting Goods Department Managers (SGDM) Training Programs. Even though I repeatedly asked to be treated as all other department managers without success.
LTR SENT 08 LTR. SENT 09 LTR. SENT 10 LTR SENT 11 LTR SENT 12
Jun 11, 2008 Mar 01, 2009 Apr 01, 2010 Feb 01, 2011
Aug 01, 2008 April 15, 2009 Mar 05, 2010 Mar 28, 2011
Aug 11, 2008 Apr 21, 2009 Jun 16, 2010 Apr 01, 2011
Aug 29, 2008 May 11, 2009 Dec 19, 2010 Apr 07, 2011
Dec 01, 2008 June 11, 2009
July 22, 2009
Aug 16, 2009
Aug 22, 2009
Moreover after Twenty-Two letters to America’s Largest Retail Giant, (Wal-Mart) I have yet to receive even an acknowledgement with a valid date and signature to my rebuttal letters. Apparently Wal-Mart is trying to create a work force here in America --- equal to that of the Republic of China or in some other Third World Nation! But I am appealing unto Wal-Mart again to answer the following attached questions to this letter surrounding my wrongful termination. In addition, I have provided information below taken directly from that Wal-Mart Four Week Training Package as it relates to preparing Sporting Goods Department Managers Training!
“Wal-Mart Four Week Training Plan
For All Wal-Mart Department 9 Managers (Sporting Goods)
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 (week) of the four week training period; there is a required ACKNOWLEDGEMENT SHEET for each week of training; with spaces available for NAME, DATE, and INITIALS of the Trainee and Trainer for the areas trained in for that particular week. Then at the end of the training plan both the Assistant Manager and Department Manager (Trainer and Trainee) must date, and initial; that proper review of (all) areas trained in were covered. Both the Associate and Assistant Manager must VERIFY that the training was COMPLETED by signing and dating the form. Therefore God knows, Store Manager Hal knows, I know, and now you know----that no such training was ever provided to me!
Questions Every American
Should Want WAL-MART to Answer!
a. Does Wal-Mart Stores Inc. has or ever had a Four Week Training Program designed for all Wal-Mart Sporting Goods Department Managers? If not, how are (SGDM) to perform their assigned duties without proper training? If so, what exempted “GEORGE BOSTON RHYNES” from receiving this (SGDM) Training?
b. Why did Store Manager Hal Harwell NOT enter, “GEORGE BOSTON RHYNES” into the Four Week Mandatory Sporting Goods Department Managers (SGDM) Training for all Sporting Goods Department Managers in the United States and perhaps around the world?
c. Did Store Manager Hal violate, “GEORGE BOSTON RHYNES” Civil Rights as outlined in Title VII of the Civil Rights Act of 1964, and Civil Rights Act of 1991 concerning fair and equal treatment?
d. Why did Store Manager Hal terminate, “GEORGE BOSTON RHYNES” for “Inability to Perform Job” without providing “Equal Opportunity and Treatment along the lines of training” that was granted to all other Wal-Mart (SGDM)?
e. Does Store Manager Hal expect untrained Wal-Mart Department Managers such as, “GEORGE BOSTON RHYNES” to perform as well as others that received this (special privilege) MANDATORY Four Week (SGDM) Training? Or is it that Store Manger Hal does not provide training to any Wal-Mart Workers at the facility?
f. Why doesn’t Store Manager Hal simply produce the name of the manager assigned to train and insure that, “GEORGE BOSTON RHYNES” was trained as all other Wal-Mart Department Managers? And since all training was required to be initialed, dated, and signed off by both trainee and trainer; where is the Twenty-Nine page mandatory document filed? Why is the document not in George’s Personnel File as required? Why not just ask Store Manager Hal to produce this proof or state that there has never been any training program for any Sporting Goods Department Managers ----in existence at Wal-Mart Stores Inc.?
g. Did Store Manager Hal give verbal, written coaching, D-Day or terminate the manager or managers that HE charged with providing this training to, “GEORGE BOSTON RHYHNES” but did not? Therefore did they not; disobey company guidelines and procedures in training and treating all workers on a fair and equal basis without discrimination?
h. Why have Wal-Mart ignored, “GEORGE BOSTON RHYNES” Twenty-Two plus written rebuttal letters refuting his “Wrongful Termination” after three years? Why would America’s Largest Retail Giant not acknowledge written correspondence from a former Department Manager? Is this a pattern and practice that Wal-Mart uses to ignore workers complaints in an “AT WILL TO WORK STATE” such as the State of Georgia? Especially for those employers who understand that workers can be FIRED for “Good Cause, Bad Cause, or for No Cause AT ALL.” Without employers ever having to provide a reason why a worker were terminated?
i. Why was Store Manager Hal not terminated for disobeying Wal-Mart Policies and Guidelines as were done to the Layton, Utah workers? They were terminated for disobeying company policies and guidelines by disarming an alleged shoplifter so why did not Wal-Mart terminate Manager Hal? Is there a double standard being applied or is it that only low wage workers are terminated for violating Wal-Mart Policies and Guidelines?
j. Does Store Manager Hal only provide Department Managers Training to his friends and others in his circle of clicks and other slicks at store #2615 and store #899? Does Wal-Mart condone workers sucking up to management for personal self gain? Therefore allowing managers to ignore other workers civil and human rights under Title VII of the Civil Rights Act and the Civil Rights Act of 1991?
k. Did Store Manager Hal actions uncover and reveal a pattern and practice of mistreating, terminating, and ignoring Wal-Mart Workers that has existed for too long? Therefore Wal-Mart Store Managers does not have to worry about a full scale investigation into valid complaints from Wal-Mart Workers.
l. Did Store Manager Hal use, “GEORGE BOSTON RHYNES” as a SCAPEGOAT, and was “George” purposely set up as a peon, pawn and puppet without strings for incompetent managers at store #2615? So how could “GEORGE BOSTON RHYNES” excel in the United States Armed Forces for over twenty-years with supervisory, leadership, and management skills and went on to acquire the highest security clearance available in the United States Armed Forces?
m. Why is Store Manager Hal still NOT providing the MANDATORY training to Wal-Mart Workers today and to assigned Department Managers at Wal-Mart Store #2615? I was told that workers personnel folders at this facility will tell the story of just how Store Manager Hal refuse to insure all workers receives the required training. Yet when it is convenient he uses them as a “SCAPTGOAT” to cover for their own inadequacies?
n. Is this new precedence Store Manager Hal has set in motion is also being practiced at Wal-Mart Store #899 across town? I am told it is? Moreover do Store Manager Hal’s actions say more about Wal-Mart Managers—than about “GEORGE BOSTON RHYNES” Inability to Perform Job?
Lastly: For fourteen-years I owned my own successful business prior to working at Wal-Mart Store #2615. I am 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 the work I had done during on the President Campaign of 2008, with stories being published in local communities concerning the outstanding community work I did without pay. I was extremely involved in community affairs at all levels of government. But to be terminated as Sporting Goods Department Manager under the heading of “Inability to Perform Job” without receiving Wal-Mart MANDATORY TRAINING with only four or five people under my supervision is unreal.
President Duke and Board of Directors there seems to be a great disconnect here. And we are not who we claim to be; but who we prove ourselves to be over a given period of time. Therefore until my “Wrongful Termination” is adequately investigated along the lines of fair and equal treatment there will be no closure to this three year old journey towards equal treatment for all employees! God bless both the righteous and the not so righteous!
GEORGE BOSTON RHYNES
Wrongfully terminated, mistreated and ignore
Wal-Mart Sporting Goods Dept. Manager (After Three-Years)
A concerned citizen and brother of all humanity
1 comment:
I don't know who is right or wrong but the store is in a shambles plus I can never get anyone to help me without an attitude. The store needs cleaning up, straightening up and some useful employees whether it be management and/or floor help.
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