We are here for all the victims of Tuesday Morning Inc. I will go by the name of Mo meaning that many are Out of work or disable because of Tuesday Morning Inc. so in case number one is down you can continue here with your messages.
posted by Mo @ 6:56 AM
After a year out of work, my operation paid by my health insurance trying to find a job that will allow me to use my skills and experience I found a job in Human Resourses. I do new employees orientations and explain to them in detail their rights and what the company will provide to them after becoming full time(benefits,stocks,health insurance and explanation of OSHA and what is for, Sexual Harrasement and many trainings and services provided to help employees in case something comes up on a daily basis. Corporate is in another state but I am in another state doing HR locally.WOW! My injury still there every day and still coping with the lack of strengh i used to have. So even after my operation I never went back to normal use of it.So I finnaly doing what I love to do!!
14 Comments:
My goal on this blogg is to let everybody know that we are tired of this abusive behavior from this company. Every day I get up thinking how much I would accomplish in my life if this would never happen. Many of us work very hard not expecting that the same thing will put you on this situation. In my case I was force to because of the Corporate deadlines that never worked no matter how much we saved on payroll. I worked for this company long enough to know that things really changed for the bad on our side. The only people that are not getting hurt are the ones that are againts us. When you are either sitting at home on your laptop, or a desk or going to a hearing to defend this company and never did what we did you are a not a witness or have no word on this.I did work on my desk for some part of my duties but that changed a long time ago and I never had to hire of fire anybody and also I recieved orders from everybody above me. I was "demoded" to become a "sales associate" being an Assistant Manager until my last day.This means that will never get paid overtime for working more than 40 hours.
Mo, are you still employed with TM? Are you just upset with them because they demoted you or is there something else?
I used the word demoded with "'s meaning that I was doing things that I cannot mention all day long and got injured because of this. I was only "demoded" physically and emotionally I was recently terminated because I never accomplish nothing with WC or my treatment so finnaly they let me go. My situation is very complicated and at this moment I cannot explain in detail because still on appeal. I have horror situations that I had to deal and still deal. I did this Blog to show our cause with many voices. Ed is the best no words to describe, I am just one that is hurt and want others to email him not me with your injuries so we all together have justice.
Did You Know?…
1. You may receive treatment for up to five years following an injury in many cases, and in some instances, even if your claim has been “closed.” (I once had an adjuster tell me, “But Doctor that file is closed.”…I said, “Well, we need to reopen it then!”)
2. If your current symptoms are from the injury, even if it was in 1995, 1996, and so on, you may be entitled to reopen your claim for treatment. I have had to do this for patients when their condition progressively got worse or when their current condition is from a flare-up of an older injury
For all of you out here things at TM are going to get worst for you if you get hurt soon. Get out now while you are ok. I spoke to someome that help injured patients and he explain to me that we will no longer will have the help we used to have.I am sorry, the little we had.My blog is a testament of myself , my life as a former TM employee with a long history of trail and errors with the WC system, attorneys, managers, regionals that came into my life with more bad that good intentions. This company is evil. No respect for human beings. I will stop for now on my blog because I will get better thanks to other ways not with TM liars.
Creating Many Victims
by preregrinosus/victims.htm for more information
Although virtually no bully initially acknowledges the consequence of his conduct--that he has created a victim--courts are beginning to recognize illegal retaliation through the results, including by circumstantial evidence. Victims also include coworker witnesses and ultimately the government (and taxpayers). Until such recognition becomes widespread, so that retaliating managers can be held personally accountable, escalation cycles will continue.
Now, cover-ups are frequent, if not par for the course. Federal agencies almost never terminate managers who retaliate against their subordinates, nor even demote such poor managers (although a few receive limited reprimands, such as a 10 day suspension). Remember, most managers are civil servants, too, and with the support of career personnel officers, can well take advantage of the very system used against whistleblowers. Often, retaliating managers receive stellar ratings or promotions. This solidarity in the authority structure supposedly promotes discipline (albeit non-recognition of anti-retaliation laws also), and reinforces the manager's (and agency's) case if the employee dares litigate or complain to Congress. Usually, other managers feel obliged to show unity even with known bullies, who invariably portray themselves as unfairly accused or threatened. Even getting the subordinate's side of the story is almost always criticized as disloyal to the agency.
Academic studies back up the folk wisdom that some organizations tolerate wrongdoing. Government bureaucracies by definition lack marketplace discipline. Also, very few managers can change a troubled bureaucratic culture. Managers in troubled organizations (including federal agencies facing budget cuts) may consider health and safety violations or wasteful practices essential for their survival (at least in the short term). Greed motivates other wrongdoing: from simple expense account fraud to much more intricate and expensive schemes. Laziness and inertia also take a toll, particularly in the federal bureaucracy: the "old boy" network is by definition neither cost- nor merit-based.
Retaliation happens because it usually works, particularly in the federal workplace. Escalation may seem an easy way out, even it that means the problem keeps getting more devastating and expensive to correct. Co-workers disassociate themselves from a retaliation victim, both because of his or her perceived lower status and to avoid becoming the next targets themselves. Friends and family may be supportive at first, but support wanes with time. Most consider an employee remaining in a hostile environment crazy. Thus, a bully boss may baldly state: "Why don't you just leave? We don't want you here!" Others make work difficult or impossible for the whistleblowing employee in more subtle ways. After all, as one retaliating manager put it, "Don't be a martyr!"
Vindictive people rarely consider themselves responsible for their emotionally-based actions. Blaming the victim is easy. Bully bosses also rarely consider their effect on workplace morale, which invariably declines. Retaliation seems a pragmatic solution, but is not. Still, many personnel officers assist retaliation rather than compliance with whistleblower-protective laws. "Out of sight, out of mind" puts the focus on the employee's departure, by whatever means possible. Private sector workers facing similar retaliation, especially because of a racially or sexually hostile environments, may have better legal protections than civil servants who do their jobs by reporting corruption. Taxpayers, however, lose when whistleblowers leave, particularly if the wrongdoing remains.
Note: I will like to mention the female manager that did this to me but if your ears are in pain that's you.
Go to this web page for more information on Long term disability:
http://www.seak.com/wcm298.htm#Workers'%20Compensation%20Attorneys%20in%20Survival%20Mode
." PERDUE FARMS: Abuse, Fear and Harassment In the 1970s, people working for Frank Perdue would gut and cut up to 50 chickens a minute. Now, they find themselves cutting more than 90 a minute. The workers perform two or three motions over and over for a whole day, thousands of times a day. The consequences are tendonitis and carpal tunnel syndrome, a crippling repetitive motion disorder. A report by National Public Radio reporter Daniel Zwerdling in April, 1989 found that Perdue employees at the central Lewiston, North Carolina facility suffer from high rates of carpal tunnel syndrome. A physician who studied the problem told Zwerdling that he had personally seen 75 to 80 cases of the syndrome among Perdue workers. Zwerdling obtained an internal Perdue memo explaining that it is normal procedure for "about 60 percent of the work force to visit the plant nurse every morning for Advil, Vitamin B-6 treatment and hand wraps" in order to be able to work on the processing line. Line workers are expected to process up to 75 chickens a minute and receive little rest time. J. Davitt McAteer, executive director of the Occupational Safety and Health Law Center in Washington, D.C., found that "breaks for processors last exactly 12 minutes, during which time a worker has to remove her apron and coat, wash off the blood, remove up to three gloves, her hat and ear phone, walk to the restroom (in some instances a substantial distance from the line), return, put back on all of the equipment and step back into line." All this happens in the 12 minutes allocated for the break, which is given not on demand or according to the body's needs, but rather when the supervisor shows up and says, 'It's your turn."' Perdue's employees are not unionized. More than two-thirds of them are black women, often illiterate, who must choose between unemployment in rural North Carolina and dangerous work for Perdue at $5.45 an hour. "The abuse they showed me when I went to them with my problem was unbelievable," Donna Bazemore told the Monitor [See, "Perdue Farms: Poultry and Profits, by Bob Hall, Multinational Monitor, September 1989]. "The fear, the harassment is so bad, I call it a closed-in slave camp." In 1987, Bazemore became the first Perdue worker to win worker's compensation for carpal tunnel syndrome in North Carolina. "Most people just can't take it," she told the Monitor. "The pay is good for these rural areas, but the treatment is inhuman. They actually feel like they own you." As Americans turned away from red meat, they turned to chicken and Perdue Farms' business soared. The rising interest occurred in tandem with lower standards of sanitation. The United States Department of Agriculture (USDA) admits that 37 percent of the birds it approves are contaminated with salmonella, up from 29 percent in 1967. One internal USDA report said the figure is actually as high as 76 percent in some plants. "Poultry productivity has outpaced all U.S. manufacturing since 1960," reported the Institute for Southern Studies, a Durham, North Carolina-based activist group in July 1989, "but the industry ranks as one of the ten most dangerous in the country. Profits have soared, yet wages remain below the average for the food industry. People are eating record quantities of chicken as a healthy alternative to red meat, but the rate of food poisoning from contaminated birds is on the rise." The problem with Perdue might reflect the ethics of its founder, Frank Perdue. Perdue the man, the chicken magnate who has spent millions of dollars on television advertisements cultivating his "tough guy" image, was charged with recklessly and negligently killing a man in a highway accident 15 years ago, yet he walked away without a trial, according to a report in Southern Exposure magazine in July 1989. On October 30, 1974, Perdue's car collided with two cars on the Pennsylvania Turnpike, killing one of the other drivers. Investigators say that Perdue was speeding and apparently ignored or overlooked warning signs and red lights as he entered a lane reserved for oncoming, detoured traffic. Perdue was charged with involuntary manslaughter, arrested and released on $500 bail, but the case was dismissed on May 12, 1975 "because it was not tried within the 180 days as required by Pennsylvania law," federal investigators reported. According to the Southern Exposure report, Perdue hired Philadelphia lawyer Arlen Specter, the city's former district attorney and later a U.S. Senator., who successfully defended him. The magazine also reported that since the highway death 15 years ago, Perdue has been convicted of speeding 16 times in Maryland alone. When he purged 55 pro-union workers at a plant in 1980, the United Food and Commercial Workers (UFCW) union called for a national boycott of Perdue products. Perdue sued the union and allegedly solicited aid from the Gambino crime syndicate in New York to further his union-busting efforts. The mafia turned him down, but Perdue has successfully busted all unionizing efforts to date.
Federal and state laws also require that certain "non-exempt employees" be paid overtime wages which is time-and-a-half wages for each hour worked over forty (40) in individual workweeks. Even if you are paid a salary instead of an hourly wage, you may still be entitled to overtime wages. Your job duties and responsibilities determine if you must be paid overtime, not your salaried status or job title. If you have not been paid overtime wages in an individual workweek, your employer may have violated these laws and you may be entitled to damages.
If you believe that you have a minimum wage or overtime claim, please contact our office, anytime, at 800-437-2571, for a free no obligation consultation with a qualified attorney from our office or use our Do I have a case?
References are a critical part of any job search process. Documented Reference Check (DRC), headquartered in Diamond Bar, California is an employee advocate that helps employees document career-damaging slander. Kim Mabson, President of DRC explained, "DRC duplicates the same process a Personnel manager incorporates when they hire -- with one difference; we use court reporters to document our telephone conversation with your previous employer; produce a written report; then sign our report under penalty of perjury. It gives our clients a peek at what past employers tell third parties for $87.95."
DRC conducts thousands of employment reference checks every year. The following study was completed on November 3, 1998. DRC examined one thousand (1,000) reports from the prior twelve (12) months and compiled the following startling facts:
THE CAREER MOST LIKELY TO GET A NEGATIVE REFERENCE WAS IN EDUCATION.
The second career most likely to get a negative reference was in Health
Care, followed by, Government employment.
THE STATE MOST LIKELY TO DEFAME AN EMPLOYEE WAS TEXAS.
The second state most likely to defame an employee is Illinois, followed by New York.
SMALL COMPANIES WERE MOST LIKELY TO DEFAME PAST EMPLOYEES.
The second most likely to defame a past employee was a medium size company, followed by a large company.
REFERENCES FROM THE PERSONNEL DEPARTMENT WERE LEAST LIKELY TO YIELD NEGATIVE INFORMATION.
The better educated the employee, on pertinent state statutes, the less likely the employee would violate those statutes. Approximately, 84% of the Human Resource Department adhered to company policy, while a mere 21% of non-Human Resource Department employees adhered to company policy, regarding employment references.
DRC DISCOVERED 11% OF THE TIME, THE PERSONNEL DEPARTMENT DID NOT HAVE ACCURATE RECORDS FOR PAST EMPLOYEES. This is not really surprising, given the fact that the Human Resource Department is not a revenue-generating department. Quite often the Human Resource Department is neglected by the company and requires that they operate under-staffed. As a result, not all of your pay increases are properly updated in your employment records, not all of your promotions are properly updated. Unfortunately, discrepancies hurt the applicant's credibility -- not the former Human Resource Department. This does not appear to be a malicious attempt to harm the departed employee, rather, simple inefficiency.
DRC AVERAGED A 34% NEGATIVE RESPONSE FROM PREVIOUS EMPLOYERS.
This is up by 3% from an identical study conducted by DRC in '86. The myth that companies are getting smarter doesn't match our new statistics.
SETTING THE 34% NEGATIVES ASIDE, AN ADDITIONAL 36% OF THE EMPLOYERS PROVIDED INFORMATION BEYOND DATES AND TITLE, BUT WERE NOT (OR DIDN'T APPEAR TO BE) NEGATIVE. This means, only an average of 30% adhered to claims that employers provide only dates and titles.
TO THE SURPRISE OF DRC'S CLIENT'S, 10% OF THE REPORTS WERE
COMPLIMENTARY. Many former supervisors genuinely view their differences
as purely professional and may even respect our client's viewpoint, despite the supervisor's differing position.
A free information kit is available by calling DRC's Order Desk
at (800) 742-3316 .
Update August 9, 2005
Went to see a plastic surgeon on August 8, 2005 using my health plan and the surgeon told me that my condition deteriorated due to the delays on my treatment.
He requested to repeat a test to see how is the stage of the damage in my hand.
As you can see no more anonymous. If you want to comment you have to register.
Just to let you know that I added anonymous on the comments. Is faster. But as Ed commented on his Blog, be nice. Any out of place with be prosecuted.
http://www.ripoffreport.com/
is a website where you will find companies and business that are listed for complains by customers and employees.On the company name you will enter tuesday morning and you may add your new complain or refute the person that posted.
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