April 12, 2011
George Boston Rhynes
Valdosta, Georgia 31605-1144
TO: AFL-CIO, Wal-Mart CEO President Duke, & Board of Directors (Respectively), Internet and Beyond….
http://walmartstore2615.blogspot.com/2011/04/wal-mart-ignores-dept-manager-for-three.html
This is a personal notification to all Americans and the WORLD that America’s Largest Retail Giant and Employer (Wal-Mart Stores Inc.) seems to take their workers for granted and I am such a person “GEORGE BOSTON RHYNES.”
I was employed at Wal-Mart Store #2615, in Valdosta, Georgia where Store Manager Hal Harwell is Store Manager and he terminated me under the heading of “Inability to Perform Job” on March 20, 2008.
However, Store Manager Hal NEVER entered me into the Wal-Mart Mandatory Sporting Goods Department Managers Four Week Training Program designed for all (SGDM). Although, this was a mandatory training program and was designed by Wal-Mart Stores Inc. for all Wal-Mart (SGBM). However, Store Manager Hal, Co-Manager Andy, Assistant Manager Frank and other Store Managers failed for whatever reason to be fair and equal when it came to treating all Wal-Mart Stores Inc. Department Managers Equally when it came to training.
Moreover as of this date; and after sending “Twenty-Two” rebuttal letters to Wal-Mart Executives concerning my “Wrongful Termination.” I have not received a single acknowledgement with a date, and valid signature from America’s Largest Retail Giant Wal-Mart. http://walmartstore2615.blogspot.com
Therefore, I grant my permission for anyone to use this case of an ignored employee to help Americans form and take part in UNIONS! For without UNIONS we are NOW being treated as workers in the Republic of China or in some other Third World Nation. I grant the AFL-CIO and all others including the United States House of Representatives, and the United States Senate to use my wrongful termination as a stepping-stone to insure all Americans are treated with respect, dignity, and without discrimination that should be protected under Title VII of the 1964 Civil Rights Act and under the Civil Rights Act of 1991!
Especially in the State of Georgia, which is an “At Will to Work State” where, employers can terminate workers for good cause, bad cause, or for no cause at all without having to provide a reason for their termination. This law is well known by employers and may be the reason America’s Largest Retail Giant (Wal-Mart) continues to mistreat and wrongfully terminate their workers without providing answers. American Workers need help, so no other American worker will have to go through what I have gone through for the last three years in these hard economic times. Although, over twenty-two rebuttal letters have been submitted without even a courteous reply.
Again, I give total permission for anybody to use my case if needed since Wal-Mart President Duke and Board of Directors has absolutely no intentions of ever responding to my twenty-two “VALID QUESTIONS” concerning my “wrongful termination.” We are not who we claim to be but who we prove ourselves to be over a given period of time! God bless both the righteous and the not so righteous. http://kvci.blogspot.com/2011/02/wal-mart-unfairness-at-store-2615-store.html
GEORGE BOSTON RHYNES
Wrongfully Terminated and Untrained (SGDM)
Retired U.S. Armed Forces Military Veteran Vietnam Era.
A concerned citizen and brother of humanity!
CC: As all other twenty-two ignored letters to Wal-Mart Stores Inc. without a valid response to my letters.
Tuesday, April 12, 2011
Friday, April 8, 2011
Wal-Mart Ignores Dept. 9, Manager For 3, Years! Valdosta, Georgia Store #2615: How Many More have been ignored?
================================================
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
Wal-Mart Ignores Former Department Manager For Three Years: Store #2615, Valdosta, and How Many More ?
March 28, 2011
George Boston Rhynes
Valdosta, Georgia 31605-1144
Wal-Mart Stores Inc.
President Duke and Board of Directors (Respectively)
702 Southwest 8th Street
Bentonville, Arkansas 72716
Mr. President, I was just notified that Department Managers are still NOT being trained. Just review Department Managers Personnel Folders at Store #2615. Moreover workers are still being mistreated and wrongfully terminated and replaced with temporary hires I was just told. This pattern and practice by Store Manager Hal seems to be condoned by you as you stand with him in my wrongful termination on March 20, 2008, under the heading of “Inability to Perform Job” when I was never provided equal treatment. Workers at this facility are angry and informed me:
• That Store Manager Hal allows few Black Workers to advance to assistant manager positions.
• That Local Managers do CDLs for other workers for higher positions and that this is well known throughout the store.
• That Store Manager Hal only speaks to certain workers when a Top Level Member of Management is coming to the store.
• That both Kim and Jessica whom I do not know; should be investigated along with the actions of Store Manager Hal in relations to special treatment concerning a management position within the company.
• I was amazed to hear that present workers say that problems at store #2615 have become severely worse since I was terminated by Store Manager Hal WITHOUT a single person from Wal-Mart Stores Inc. seems concerned about their problems. How sad? And what are you going to do? Are all Wal-Mart Executives waiting until somebody get hurt or worse before Wal-Mart get concerned about workers decades old problem that has been allowed to exist at this retail store?
• How can you continue in good conscience; ignore ME and other Wal-Mart Workers and expect us to continue buying from your stores? Leaving remaining workers to live and work in constant internal pain daily without relief because there is no OPEN DOOR POLICY?
• That many of the same problems that I have documented and highlighted in my many rebuttal packages remains; but have been ignored for over three years. With not even a single question being answered as if I am not a source of matter...
Wal-Mart has no good reason for continuing to mistreat, ignore, and wrongfully terminated workers in 2011. They are NOT in China or in some other Third World nation. Workers should NOT be required to bury their head in the sand like the legend concerning the Ostrich Bird because of fear! I intend to help Wal-Mart redefine “Inability to Perform Job” without proper training, and now has problem that is too large for a bandage; too complex and ignored for too long for Store Manager Hal clicks and slicks to resolve. Yet it is crystal clear to workers that the store runs a good chance of a total melt down due to unprofessionalism!
Please understand WE are not who I claim to be; but who we prove ourselves to be over a given period of time. And I will never accept an American Company treating American workers as if they were in China or some other Third World Nation. God Bless both the righteous and the not so righteous.
GEORGE BOSTON RHYNES
Victim of a continuous unjust system
Third Year Anniversary
of
“Wrongful Termination Letter and"
Ignore for three years By Wal-Mart with no end in Sight!
George Boston Rhynes
Valdosta, Georgia 31605-1144
Wal-Mart Stores Inc.
President Duke and Board of Directors (Respectively)
702 Southwest 8th Street
Bentonville, Arkansas 72716
Mr. President, I was just notified that Department Managers are still NOT being trained. Just review Department Managers Personnel Folders at Store #2615. Moreover workers are still being mistreated and wrongfully terminated and replaced with temporary hires I was just told. This pattern and practice by Store Manager Hal seems to be condoned by you as you stand with him in my wrongful termination on March 20, 2008, under the heading of “Inability to Perform Job” when I was never provided equal treatment. Workers at this facility are angry and informed me:
• That Store Manager Hal allows few Black Workers to advance to assistant manager positions.
• That Local Managers do CDLs for other workers for higher positions and that this is well known throughout the store.
• That Store Manager Hal only speaks to certain workers when a Top Level Member of Management is coming to the store.
• That both Kim and Jessica whom I do not know; should be investigated along with the actions of Store Manager Hal in relations to special treatment concerning a management position within the company.
• I was amazed to hear that present workers say that problems at store #2615 have become severely worse since I was terminated by Store Manager Hal WITHOUT a single person from Wal-Mart Stores Inc. seems concerned about their problems. How sad? And what are you going to do? Are all Wal-Mart Executives waiting until somebody get hurt or worse before Wal-Mart get concerned about workers decades old problem that has been allowed to exist at this retail store?
• How can you continue in good conscience; ignore ME and other Wal-Mart Workers and expect us to continue buying from your stores? Leaving remaining workers to live and work in constant internal pain daily without relief because there is no OPEN DOOR POLICY?
• That many of the same problems that I have documented and highlighted in my many rebuttal packages remains; but have been ignored for over three years. With not even a single question being answered as if I am not a source of matter...
Wal-Mart has no good reason for continuing to mistreat, ignore, and wrongfully terminated workers in 2011. They are NOT in China or in some other Third World nation. Workers should NOT be required to bury their head in the sand like the legend concerning the Ostrich Bird because of fear! I intend to help Wal-Mart redefine “Inability to Perform Job” without proper training, and now has problem that is too large for a bandage; too complex and ignored for too long for Store Manager Hal clicks and slicks to resolve. Yet it is crystal clear to workers that the store runs a good chance of a total melt down due to unprofessionalism!
Please understand WE are not who I claim to be; but who we prove ourselves to be over a given period of time. And I will never accept an American Company treating American workers as if they were in China or some other Third World Nation. God Bless both the righteous and the not so righteous.
GEORGE BOSTON RHYNES
Victim of a continuous unjust system
Wal-Mart Worker After Three Years! Store #2615, Valdosta, Georgia, Former Dept Manager!
“THIRD ANNIVERSARY YEAR 2011”
Of My “Wrongful Termination” (Ignored) by: Wal-Mart Stores Inc.
By Store Manager Hal Harwell, March 20, 2008,
At Store #2615, Valdosta, Georgia
March 20, 2011
George Boston Rhynes
Valdosta, Georgia 31605-1144
The Walton’s Family
702 Southwest 8th Street
Bentonville, AR 72716
The Walton’s Personal Family of Mr. Sam Walton, President Mike Duke, and Board of Directors
After three years Wal-Mart Executives has refused to answer valid questions concerning my “WRONGFUL TERMINATION” by Store Manager Hal Harwell under the heading of “INABILITY TO PERFORM JOB” on March 20, 2008 without being given the required training as all other Wal-Mart Department Managers. So does the Walton’s Family and Wal-Mart Executives condone Store Manager Hal’s discriminatory practices of terminating employees under the heading of “INABILITY to PERFORM JOB” without providing them with Wal-Mart Stores Inc. required training? If so, why did the company establish a training plan for some employees but not for all?
Please understand! That NOT a single highly paid Wal-Mart Store Manager; Co-Manager, Assistant Manager, Staff Manager, District Manager, Resource Manger, Personnel Division Manager, Former Sporting Goods Department Manager (JODY) or anyone else that has ever worked for Wal-Mart can produce proof. That I “GEORGE BOSTON RHYNES” was ever trained; or entered into the required Wal-Mart Four Week Training Program for all Wal-Mart Sporting Goods Department Managers across the country and perhaps around the world.
So why was I “GEORGE BOSTON RHYNES” treated differently? Is this a pattern and practice of Wal-Mart Stores Inc. Managers and Executives to save money? Does Wal-Mart Stores Inc. provide training to any of their EMPLOYEES? Or is training only provided for a select few; with a certain skin color or for workers within certain CLICKS and among the SLICKS of Wal-Mart Store Managers, Co-Managers, Assistant Managers, District Managers, Resource Manager and other high level Wal-Mart Executives?
My three year wrongful termination and being ignored under the heading of “Inability to Perform Job” by Store Manager Hal will not just fade into the sunset. Nor will it simply be buried beneath the rubbish pile of time and destiny like other mistreated Wal-Mart Workers, much like the Old Legend concerning the Ostrich Bird. When there is “NO” human being on EARTH that can prove that Store Manager Hal entered me into the “Four Week Sporting Goods Department Managers Training Program.”
Therefore Store Manager Hal should be terminated for disobeying company policy; as the workers in Layton, Utah for disobeying Wal-Mart Policy P 0-9. So I am hereby requesting “PERMISSION” to make your “CONFIDENTIAL” FOUR WEEK TRAINING PLAN” public to show that American Workers are being discriminated against and ignored by store managers as if EMPLOYEES were in China or in some other Third World nation. Moreover, Managers should not be permitted to mistreat American Workers in this fashion for three years without providing even a (valid) courteous response. This is wrong and you would not want this done to any of your family members!
Store Manager Hal precedence of disobeying Wal-Mart Training Policy in not training department managers NOW allows all Store Managers, Co-Manages, Assistant Managers, District Managers, Resource Managers along with all other Wal-Mart employees to DISOBEY Wal-Mart established guidelines. My professional military training taught me that it was wrong, disrespectful, and unacceptable to ignore workers complaints. Therefore to the Walton’s Family---I ask. Did the United States Armed Forces and other Fortune Five Hundred Companies get it wrong? And Wal-Mart got it right?
It is time (now) for America’s Largest Retail Giant to treats American Workers with respect. And as one Retired Military Veteran of the Vietnam Era; I can NEVER accept being treated as workers in China or in some other Third World Nation. I fought for the rights of others including foreigners and then to return home and allow Store Manager Hal to disrespect me by training all other Wal-Mart Department Managers and ignoring me. Well, this I will never accept; and it must be adequately addressed. God bless the righteous and the not so righteous. Galatians 6:7.
GEORGE BOSTON RHYNES
Former (Untrained) Wal-Mart Sporting Goods Department Manager
Retired United States Armed Forces Military Veteran (Vietnam Era Veteran)
A concerned citizen and brother of all humanity
CC: As previous rebuttal letters since my “wrongful Termination” March 20, 2008
Encl: Wal-Mart Sporting Goods “Four Week Training Package”
ATTENTION: This package was required for all Wal-Mart Stores Inc. Sporting Goods Department Managers. However Store Manager Hal Harwell NEVER, EVER provided this training to “GEORGE BOSTON RHYNES.” So why would he terminate me under the heading of “Inability to Perform Job?” He knows, Other Managers knows, I know, God knows, and NOW you know that I have been mistreated and ignored for whatever reasons. But it needs to be fixed and made right if there is any right in Wal-Mart Stores Inc. Not an end but a continuous journey for what is right!
Wal-Mart Ignores Workers After Three Years! Valdosta Wal-Mart Store #2615, Valdosta, Georgia
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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