Current Status:
Case Active begging research again to file suit. Mistake is a mistake as an employee if I make them I am fired or let go or cut before a female who was less product than I was.
Rough Draft
Possible case dismissal found out that 15 other employees where let go to. That is what Temporary agencies are for higher and then let go for short time. That is fine, but I will keep working on it as there was no proper legal oversight. In case I do not get another job to survive on I can file and hang out to that in my cognition. Most likely dissimissed I really loved the place and the people. Just a few quirks. I wished I would have been a my old paralegal employment law self going in to help them manager their firm instead of working labor. But life is life I need to eat and survive they allowed me attack spots. I will have to if I can't find another job.
Issue of inefficiency evidence will lead to market competitive destruction with the Mac Pyramid direction of pure light in the families ancient pyramd. They admit to their wrongs if they lie I take it all for mine.
I am a great employee I abide by the law as I enforce it. best person to higher for work for safe conditions. So many competitive firms will pop up over night that it will be impossible to move in the market.
Dear Such and Such,
I was contracted to work at your firm from .... to ...... During that time I witnessed multiple mistakes in managerial law and practice. This is a very costly. As the firms practices is to ...... .... Which basically is to fix mistakes and know more than the client. I feel I must also fix your mistakes as I know more than you about managerial law. I am a militarized person and if such is thought to lie to me I will take this to military JAG tribunals as a military person. Which is a heightened elevated area of fixing mistakes.
Legal discourse:
Retaliation fact pattern interrogatory:
During a lecture of the duties did you or did you not make it very scarry that if you did not reach your quota at the end of the month for the duty they would be let go?
Did you or did you not remove the plaintiff from a department after he spoke up about being asked to do others work and being scared of the month end stringent quota?
Collection of Retaliation laws in employment practices:
Workplace Retaliation: What Are Your Rights?
http://www.nolo.com/legal-encyclopedia/workplace-retaliation-employee-rights-30217.html
against an individual who opposed unlawful practices, "unlawful practice threatening employee with discharge if not make a strringent quota then forcing him to help others for 3 hours that woudl substantial affect his quota" then he spoke out about it and he was moved the next day. has nothing to do with leaving the firm for supposed lack of work when they just got two new contracts. Speaking out means I sent five emails and stated I was in emotional fear of my employment for loss of hours on my quota. I was very nice and proper about it.
http://www.aflcio.org/Issues/Civil-and-Workplace-Rights/Your-Rights-at-Work/Retaliation-for-Filing-a-Complaint
Complaining at work or speaking out key words
"The law forbids retaliation when it comes to any aspect of employment job assignments, promotions"
http://www.eeoc.gov/laws/types/retaliation.cfm
Key words:
"did they do it because they don’t like certain people?" everybody else got birthday gifts and presents but all I got was oh we did not celebrate your birthday so sorry. everybody knew it was my birthday when I showed up they said so sorry we did not celebrate it even though they usual went at lunch time to get the fun stuff. Business necessity fairness is attention and quality of work force. I went home and cried the whole night that nobody celebrated my birthday at work. I went in for the next three days hoping in my heart to see a celebration for me but no just discrimination against me so I gave up hope. Then each time I saw another birthday I stood up and sang with half a heart and broken spirit and mind. They have many employment law cases about that and how that feeling in a human being can destroy them so much so all employmetn attorneys say just to have one birthday cake for each month. As it is very costly in the courts when you miss a birthday. And again its on the honor system I am a guerilla the DOD trust's my word if I bring it to them with full heart that I am not lying as I am not a greedily capitalist pig I am a nationalist.
"You cannot be punished for standing up. If they can punish you, who is ever going to speak out?"
"carrying a grudge or feeling resentment. When someone is suddenly treated differently at work, or assigned different responsibilities, or excluded from meetings or discussions, there is always some excuse or explanation. There is always some pretext"
""the real social impact of workplace behavior often depends on a constellation of surrounding circumstances, expectations and relationships." expectations in the relationship is a key to the binder policy in employment law. Folks forget spoken word but written word in on desk top or local c drive policy can't be if reminded where to go for policy. they had a policy for celebrating folks birthdays and they did not celebrate mine purposely as again they all knew about it the morning of and did nothing for me. Dont miss my birthday you son of guns That was so upsetting. I am a mean white male when folks mistreat me I live once and I will not live with that in my heart and let it go by each day i did nothing. So my turn to to return the favor of heart feelings. ahhhhhh wholawhoooo haaaaa now I am getting a bit birthday present $10k give it to me baby. My birthday My birthday My birthday myyyyy birthday
"The prohibition against retaliation is not for the purpose of protecting people from abuse, or even discrimination. Acts of retaliation will certainly involve "abuse," but whatthe anti-retaliation law is concerned about is protecting the individual's right to complain or to seek grievance."
"the law cannot effectively be enforced. Enforcement depends on the courage and cooperation of individuals."
The Supreme Court’s objective test for retaliation complaints was set forth inBurlington Northern v. White. It can be stated in simple terms:
If you engage in some protected activity (e.g., like blowing a whistle or filing a complaint) and then your job is changed in some way that is not good (i.e., it’s a materially adverse change), and if you and other reasonable people take that as a warning or even a disincentive to complain, it’s retaliation. "
I spoke out against the idea of stating we have a stringent quota system but then folks they do not like can be chosen to help others in other departments so that others in that department can get higher quotas than the ones who where taken from the department while the department I helped sat there and talked the whole time.
This article below is really good use it as key searches for time in law library very good key words for cases, codes regulations executive orders and treaties.
Burlington Northern v. Sheila White (2006):
"Burlington Northern established an objective test for retaliation claims: if you are somehow treated badly after voicing a complaint, and if that would make people think twice about speaking up, that’s retaliation."
"retaliation that produces an injury or harm." "reasonable employee would have found the challenged action materially adverse," Rochon, 438 F. 3d, at 1219 (quoting Washington, 420 F. 3d, at 662).
test based on the fact I spoke up and then I was moved from a 12 hour a day position and department to a barely 2-8 most of the time 5 hours. substantial due hardship
"trivial harms" hourly wages droping over $1,000 500 is a felonous misdeamnor of stolen finances in penal violations.
"minor annoyances" losing over a felony worth of funds a month is not minor annoyances due to retalation for speaking out.
"snubbing" just friction is ok there will be friction but taken due rights to civil rights to freedom of speech is illegal. I spoke out and my freedom of speech was retalated against. Snubbing was going on because he was a manager who was scared and did not know he had the personality of such. As I have a management degree and you can tell thosee that are comfortable and those that are unknowlwedge and scared. Then they define snubbing as manners slight of hand and minor annoyrances not complete taken of over 1,000 worth of funds a month for my freedom of speech to speak out. The one deparment I worked with where the girls where very comfortable except wit their sexism and very femine dominate ways of protecting the females over females was laid back his department he was scared to do his job as he has no clue how to manage.
immaterial or material actions
http://everydaypsychology.com/2012/03/what-is-workplace-retaliation-its-about.html#.US-zVaKG3Kg
retaliation for exercising my rights of freedom of speech.
bad management practices.
Retaliation tests and cause of action levels
http://www.bbklaw.com/88E17A/assets/files/Documents/BBK-LE-Update2012-Retaliation-Materials.PDF
Protected activity in this civil rights issue is freedom of speech. Encircling the idea of speaking out on bad policy in management.
The First Amendment and the California Constitution protect employees engaging
in free speech or other activities from retaliation. Generally, public employers are
prohibited from retaliating against employees for engaging in speech regarding
matters of public concern. See Sowards v. Loudon County (6th Cir. 2000) 203
F.3d 426."
"The Yanowitz court held that any adverse action that materially affects the terms and conditions of
employment is sufficient to support a claim for retaliation. Yanowitz at 1043. See also, Akers v.
County of San Diego (2002) 95 Cal.App.4th 1441, 1454-1457."
Examples Of Adverse Actions
Denial of a pay raise.
Change in work schedule to a less desirable shift and/or days off.
Transfer to a more difficult or less desirable position.
Change in job duties.
http://www.bbklaw.com/88E17A/assets/files/Documents/BBK-LE-Update2012-Retaliation-Materials.PDF
EEOC has issued a new Compliance Manual (Manual)
http://corporate.findlaw.com/human-resources/labor-and-employment-update-sweet-revenge-retaliation-is.html
"Elements of a Retaliation Claim
The Manual sets forth the elements of unlawful retaliation. An individual who alleges unlawful retaliation must establish the following:
1. He or she either opposed an employer's unlawful practice or participated in a proceeding covered by EEOC-enforced statutes;
2. He or she was subjected to an adverse action by the employer; and
3. The employer took the adverse employment action against the employee in response to the protected activity.- See more at: http://corporate.findlaw.com/human-resources/labor-and-employment-update-sweet-revenge-retaliation-is.html#sthash.nohNRhBl.dpuf"
http://corporate.findlaw.com/human-resources/labor-and-employment-update-sweet-revenge-retaliation-is.html
Did not participate in statute enforcement so might not be able to use EEOC. Have to find way around that. different filing area most likely.
http://www.eeoc.gov/policy/docs/retal.html
This will rock this cause of action:
The First Amendment forbids government officials from retaliating against individuals for speaking out. Hartman v. Moore, 547 U.S. 250, 256 (2006); see also Gibson v. United States, 781 F.2d 1334, 1338 (9th Cir.1986). To recover under § 1983 for such retaliation, a plaintiff must prove: (1) he engaged in constitutionally protected activity; (2) as a result, he was subjected to adverse action by the defendant that would chill a person of ordinary firmness from continuing to engage in the protected activity;1 and (3) there was a substantial causal relationship between the constitutionally protected activity and the adverse action. See Pinard v. Clatskanie School Dist. 6J, 467 F.3d 755, 770 (9th Cir.2006). - See more at: http://caselaw.findlaw.com/us-9th-circuit/1527191.html#sthash.DPpVqYxx.dpuf"
http://caselaw.findlaw.com/us-9th-circuit/1527191.html
the fact is they got rid of me for saying there was no more work but through proper discovery I can prove there was new contracts signed.
Could possible get under the whistle blower act. As one weekened manager violated company policy and I spoke freely my fear of quota issues to the other head manager.
"If whistleblowing is our paradigm of protected employee speech, as it is in the public
sector under the "public concern" requirement, then we would expect very limited
protection of more mundane speech relating to internal workplace governance: employee
grievances, criticism of supervisors, suggestions for improved work practices, and even
discussions of unionization. But ironically, as a formal matter, most private sector
employees enjoy greater freedom of expression than do most public employees on the
issues that matter to them most at work." Indeed, the single most sweeping legal
protection of employee speech in the private sector is the National Labor Relations Act,
which gives employees the right to engage in "concerted activity for.., mutual aid or
protection." Section 7 applies not only to employees who are, or who seek to be,
represented by a union but to almost all private sector employees, provided that they act
"in concert" with one or more coworkers.' The NLRA is rarely used by and is largely
unfamiliar to nonunion employees outside the organizing context." But section 7 is a
potentially significant source of free speech rights in the workplace on issues of concern
to workers; it protects speech about unionization or other forms of employee"
"work-related grievances"
http://www.repository.law.indiana.edu/cgi/viewcontent.cgi?article=1747&context=ilj
"n McDonnell Douglas Corp. v. Green, the Supreme Court set forth a burden shifting approach for Title VII discrimination cases which was subsequently adopted for Title VII retaliation claims as well.[vii] Under this approach, a plaintiff's retaliation claim may succeed without direct evidence. To do so, the plaintiff must establish a prima facie case of retaliation by producing enough circumstantial evidence regarding protected activity, adverse action, and causal connection to create an inference of retaliation.[viii] If the plaintiff succeeds in establishing a prima facie case of retaliation, the burden shifts to the defendant to produce evidence of a legitimate, non-retaliatory reason for the adverse action taken against the plaintiff."
Case Active begging research again to file suit. Mistake is a mistake as an employee if I make them I am fired or let go or cut before a female who was less product than I was.
Rough Draft
Possible case dismissal found out that 15 other employees where let go to. That is what Temporary agencies are for higher and then let go for short time. That is fine, but I will keep working on it as there was no proper legal oversight. In case I do not get another job to survive on I can file and hang out to that in my cognition. Most likely dissimissed I really loved the place and the people. Just a few quirks. I wished I would have been a my old paralegal employment law self going in to help them manager their firm instead of working labor. But life is life I need to eat and survive they allowed me attack spots. I will have to if I can't find another job.
Issue of inefficiency evidence will lead to market competitive destruction with the Mac Pyramid direction of pure light in the families ancient pyramd. They admit to their wrongs if they lie I take it all for mine.
I am a great employee I abide by the law as I enforce it. best person to higher for work for safe conditions. So many competitive firms will pop up over night that it will be impossible to move in the market.
Dear Such and Such,
I was contracted to work at your firm from .... to ...... During that time I witnessed multiple mistakes in managerial law and practice. This is a very costly. As the firms practices is to ...... .... Which basically is to fix mistakes and know more than the client. I feel I must also fix your mistakes as I know more than you about managerial law. I am a militarized person and if such is thought to lie to me I will take this to military JAG tribunals as a military person. Which is a heightened elevated area of fixing mistakes.
Legal discourse:
Retaliation fact pattern interrogatory:
During a lecture of the duties did you or did you not make it very scarry that if you did not reach your quota at the end of the month for the duty they would be let go?
Did you or did you not remove the plaintiff from a department after he spoke up about being asked to do others work and being scared of the month end stringent quota?
Collection of Retaliation laws in employment practices:
Workplace Retaliation: What Are Your Rights?
http://www.nolo.com/legal-encyclopedia/workplace-retaliation-employee-rights-30217.html
against an individual who opposed unlawful practices, "unlawful practice threatening employee with discharge if not make a strringent quota then forcing him to help others for 3 hours that woudl substantial affect his quota" then he spoke out about it and he was moved the next day. has nothing to do with leaving the firm for supposed lack of work when they just got two new contracts. Speaking out means I sent five emails and stated I was in emotional fear of my employment for loss of hours on my quota. I was very nice and proper about it.
http://www.aflcio.org/Issues/Civil-and-Workplace-Rights/Your-Rights-at-Work/Retaliation-for-Filing-a-Complaint
Complaining at work or speaking out key words
"The law forbids retaliation when it comes to any aspect of employment job assignments, promotions"
http://www.eeoc.gov/laws/types/retaliation.cfm
Key words:
"did they do it because they don’t like certain people?" everybody else got birthday gifts and presents but all I got was oh we did not celebrate your birthday so sorry. everybody knew it was my birthday when I showed up they said so sorry we did not celebrate it even though they usual went at lunch time to get the fun stuff. Business necessity fairness is attention and quality of work force. I went home and cried the whole night that nobody celebrated my birthday at work. I went in for the next three days hoping in my heart to see a celebration for me but no just discrimination against me so I gave up hope. Then each time I saw another birthday I stood up and sang with half a heart and broken spirit and mind. They have many employment law cases about that and how that feeling in a human being can destroy them so much so all employmetn attorneys say just to have one birthday cake for each month. As it is very costly in the courts when you miss a birthday. And again its on the honor system I am a guerilla the DOD trust's my word if I bring it to them with full heart that I am not lying as I am not a greedily capitalist pig I am a nationalist.
"You cannot be punished for standing up. If they can punish you, who is ever going to speak out?"
"carrying a grudge or feeling resentment. When someone is suddenly treated differently at work, or assigned different responsibilities, or excluded from meetings or discussions, there is always some excuse or explanation. There is always some pretext"
""the real social impact of workplace behavior often depends on a constellation of surrounding circumstances, expectations and relationships." expectations in the relationship is a key to the binder policy in employment law. Folks forget spoken word but written word in on desk top or local c drive policy can't be if reminded where to go for policy. they had a policy for celebrating folks birthdays and they did not celebrate mine purposely as again they all knew about it the morning of and did nothing for me. Dont miss my birthday you son of guns That was so upsetting. I am a mean white male when folks mistreat me I live once and I will not live with that in my heart and let it go by each day i did nothing. So my turn to to return the favor of heart feelings. ahhhhhh wholawhoooo haaaaa now I am getting a bit birthday present $10k give it to me baby. My birthday My birthday My birthday myyyyy birthday
"The prohibition against retaliation is not for the purpose of protecting people from abuse, or even discrimination. Acts of retaliation will certainly involve "abuse," but whatthe anti-retaliation law is concerned about is protecting the individual's right to complain or to seek grievance."
"the law cannot effectively be enforced. Enforcement depends on the courage and cooperation of individuals."
The Supreme Court’s objective test for retaliation complaints was set forth inBurlington Northern v. White. It can be stated in simple terms:
If you engage in some protected activity (e.g., like blowing a whistle or filing a complaint) and then your job is changed in some way that is not good (i.e., it’s a materially adverse change), and if you and other reasonable people take that as a warning or even a disincentive to complain, it’s retaliation. "
I spoke out against the idea of stating we have a stringent quota system but then folks they do not like can be chosen to help others in other departments so that others in that department can get higher quotas than the ones who where taken from the department while the department I helped sat there and talked the whole time.
This article below is really good use it as key searches for time in law library very good key words for cases, codes regulations executive orders and treaties.
Burlington Northern v. Sheila White (2006):
"Burlington Northern established an objective test for retaliation claims: if you are somehow treated badly after voicing a complaint, and if that would make people think twice about speaking up, that’s retaliation."
"retaliation that produces an injury or harm." "reasonable employee would have found the challenged action materially adverse," Rochon, 438 F. 3d, at 1219 (quoting Washington, 420 F. 3d, at 662).
test based on the fact I spoke up and then I was moved from a 12 hour a day position and department to a barely 2-8 most of the time 5 hours. substantial due hardship
"trivial harms" hourly wages droping over $1,000 500 is a felonous misdeamnor of stolen finances in penal violations.
"minor annoyances" losing over a felony worth of funds a month is not minor annoyances due to retalation for speaking out.
"snubbing" just friction is ok there will be friction but taken due rights to civil rights to freedom of speech is illegal. I spoke out and my freedom of speech was retalated against. Snubbing was going on because he was a manager who was scared and did not know he had the personality of such. As I have a management degree and you can tell thosee that are comfortable and those that are unknowlwedge and scared. Then they define snubbing as manners slight of hand and minor annoyrances not complete taken of over 1,000 worth of funds a month for my freedom of speech to speak out. The one deparment I worked with where the girls where very comfortable except wit their sexism and very femine dominate ways of protecting the females over females was laid back his department he was scared to do his job as he has no clue how to manage.
immaterial or material actions
http://everydaypsychology.com/2012/03/what-is-workplace-retaliation-its-about.html#.US-zVaKG3Kg
retaliation for exercising my rights of freedom of speech.
bad management practices.
Retaliation tests and cause of action levels
http://www.bbklaw.com/88E17A/assets/files/Documents/BBK-LE-Update2012-Retaliation-Materials.PDF
Protected activity in this civil rights issue is freedom of speech. Encircling the idea of speaking out on bad policy in management.
The First Amendment and the California Constitution protect employees engaging
in free speech or other activities from retaliation. Generally, public employers are
prohibited from retaliating against employees for engaging in speech regarding
matters of public concern. See Sowards v. Loudon County (6th Cir. 2000) 203
F.3d 426."
"The Yanowitz court held that any adverse action that materially affects the terms and conditions of
employment is sufficient to support a claim for retaliation. Yanowitz at 1043. See also, Akers v.
County of San Diego (2002) 95 Cal.App.4th 1441, 1454-1457."
Examples Of Adverse Actions
Denial of a pay raise.
Change in work schedule to a less desirable shift and/or days off.
Transfer to a more difficult or less desirable position.
Change in job duties.
http://www.bbklaw.com/88E17A/assets/files/Documents/BBK-LE-Update2012-Retaliation-Materials.PDF
EEOC has issued a new Compliance Manual (Manual)
http://corporate.findlaw.com/human-resources/labor-and-employment-update-sweet-revenge-retaliation-is.html
"Elements of a Retaliation Claim
The Manual sets forth the elements of unlawful retaliation. An individual who alleges unlawful retaliation must establish the following:
1. He or she either opposed an employer's unlawful practice or participated in a proceeding covered by EEOC-enforced statutes;
2. He or she was subjected to an adverse action by the employer; and
3. The employer took the adverse employment action against the employee in response to the protected activity.- See more at: http://corporate.findlaw.com/human-resources/labor-and-employment-update-sweet-revenge-retaliation-is.html#sthash.nohNRhBl.dpuf"
http://corporate.findlaw.com/human-resources/labor-and-employment-update-sweet-revenge-retaliation-is.html
EEOC COMPLIANCE MANUAL
SECTION 8: RETALIATION
Did not participate in statute enforcement so might not be able to use EEOC. Have to find way around that. different filing area most likely.
http://www.eeoc.gov/policy/docs/retal.html
This will rock this cause of action:
The First Amendment forbids government officials from retaliating against individuals for speaking out. Hartman v. Moore, 547 U.S. 250, 256 (2006); see also Gibson v. United States, 781 F.2d 1334, 1338 (9th Cir.1986). To recover under § 1983 for such retaliation, a plaintiff must prove: (1) he engaged in constitutionally protected activity; (2) as a result, he was subjected to adverse action by the defendant that would chill a person of ordinary firmness from continuing to engage in the protected activity;1 and (3) there was a substantial causal relationship between the constitutionally protected activity and the adverse action. See Pinard v. Clatskanie School Dist. 6J, 467 F.3d 755, 770 (9th Cir.2006). - See more at: http://caselaw.findlaw.com/us-9th-circuit/1527191.html#sthash.DPpVqYxx.dpuf"
http://caselaw.findlaw.com/us-9th-circuit/1527191.html
the fact is they got rid of me for saying there was no more work but through proper discovery I can prove there was new contracts signed.
Could possible get under the whistle blower act. As one weekened manager violated company policy and I spoke freely my fear of quota issues to the other head manager.
"If whistleblowing is our paradigm of protected employee speech, as it is in the public
sector under the "public concern" requirement, then we would expect very limited
protection of more mundane speech relating to internal workplace governance: employee
grievances, criticism of supervisors, suggestions for improved work practices, and even
discussions of unionization. But ironically, as a formal matter, most private sector
employees enjoy greater freedom of expression than do most public employees on the
issues that matter to them most at work." Indeed, the single most sweeping legal
protection of employee speech in the private sector is the National Labor Relations Act,
which gives employees the right to engage in "concerted activity for.., mutual aid or
protection." Section 7 applies not only to employees who are, or who seek to be,
represented by a union but to almost all private sector employees, provided that they act
"in concert" with one or more coworkers.' The NLRA is rarely used by and is largely
unfamiliar to nonunion employees outside the organizing context." But section 7 is a
potentially significant source of free speech rights in the workplace on issues of concern
to workers; it protects speech about unionization or other forms of employee"
"work-related grievances"
http://www.repository.law.indiana.edu/cgi/viewcontent.cgi?article=1747&context=ilj
Free Speech in the work place
http://www.owen.vanderbilt.edu/vanderbilt/faculty-and-research/vanderbilt-business-inbrief/the-free-speech-workplace-collision.cfm
http://www.owen.vanderbilt.edu/vanderbilt/faculty-and-research/vanderbilt-business-inbrief/the-free-speech-workplace-collision.cfm
http://www.lcwlegal.com/80597
Shift of burden my contract manager said they lied and said no more work. Yet moved four woman into my department and let me go and obtained 2 new contracts.
Sexism
Oncale v. Sundowner Offshore Services (1998):
Filing Areas
http://www.dir.ca.gov/dlse/howtofilediscriminationcomplaint.htm
http://www.dir.ca.gov/dlse/dlsediscrimination.html
As such, since the basic need of a firm is to get and obtain legal advice before it begins as per multiple laws and judicial orders. The basic fund just to obtain an attorney for such a case would be around $10,000. So as I loved the folks at the firm. But still feel there was mistakes I can capitalize on. I will be glad to walk away from this industry with the $10,000. As I can take this to a court system and cost you funds in punitive damages for educating you in the courts along with the cost of your representation. I will gladly settle outside of court and sign a settlement argreement made by you as you deem fit as per Legal Zoom documents Find legal zoom article . And thus not have to scare the institutions record in the proper mediation courts.
As I like the firm and as a friend to the firm. If you decided to settle. I will also provide you with pamphelts I think would benefict the firm legally to read as a paralegal can provide pamphlets on employment law. Which is worth over $15,000 in legal advice from a paralegal for free as I like you guys.
Notes:
1. Retalation
Did you or did you not remove the plaintiff from a department after he spoke up about being asked to do others work and being scared of the month end stringent quota?
2. Sexism
DId you or did you not replace the plaintiff with four females?
3. No Policy Binder
Did you or did not have a policy binder for your employees?
$10,000 please
Court case alone to defend and try will cost firm over $175,000 so I will settle for $10,000 cause I like them. they did not have to get rid of me as I was more than willing to do small time work half an hour few minutes and wait my turn.
I can make some big money off this one judges love companies that are knew and do not higher proper lawyers to do manager laws and protocals. It will cost them $10k just to get an attorney for a retainer. So that is easy money. I do seriously believe that the female coefiecent conspired sexiestly to get rid of me as I was very outnumber with only two other men and very spread out in the work force.
Oncale v. Sundowner Offshore Services (1998):
An opinion delivered by Justice Antonin Scalia, Oncale is best known for having established that men can be victims of gender discrimination, just like women.http://everydaypsychology.com/2012/03/what-is-workplace-retaliation-its-about.html#.US-zVaKG3Kg
Filing Areas
http://www.dir.ca.gov/dlse/howtofilediscriminationcomplaint.htm
http://www.dir.ca.gov/dlse/dlsediscrimination.html
As such, since the basic need of a firm is to get and obtain legal advice before it begins as per multiple laws and judicial orders. The basic fund just to obtain an attorney for such a case would be around $10,000. So as I loved the folks at the firm. But still feel there was mistakes I can capitalize on. I will be glad to walk away from this industry with the $10,000. As I can take this to a court system and cost you funds in punitive damages for educating you in the courts along with the cost of your representation. I will gladly settle outside of court and sign a settlement argreement made by you as you deem fit as per Legal Zoom documents Find legal zoom article . And thus not have to scare the institutions record in the proper mediation courts.
As I like the firm and as a friend to the firm. If you decided to settle. I will also provide you with pamphelts I think would benefict the firm legally to read as a paralegal can provide pamphlets on employment law. Which is worth over $15,000 in legal advice from a paralegal for free as I like you guys.
Notes:
1. Retalation
Did you or did you not remove the plaintiff from a department after he spoke up about being asked to do others work and being scared of the month end stringent quota?
2. Sexism
DId you or did you not replace the plaintiff with four females?
3. No Policy Binder
Did you or did not have a policy binder for your employees?
$10,000 please
Court case alone to defend and try will cost firm over $175,000 so I will settle for $10,000 cause I like them. they did not have to get rid of me as I was more than willing to do small time work half an hour few minutes and wait my turn.
I can make some big money off this one judges love companies that are knew and do not higher proper lawyers to do manager laws and protocals. It will cost them $10k just to get an attorney for a retainer. So that is easy money. I do seriously believe that the female coefiecent conspired sexiestly to get rid of me as I was very outnumber with only two other men and very spread out in the work force.
The defenses of why they got rid of me do not ride against policies of the above. Bad employee to those are nothing. Especially as I was not a bad employee. it is conspiracy. Everyday I came in they asked me if I was going to leave early as a girl group and they would bother me and ask me.
The firm lets goes and highers people all the time. When I was there many folks came in and went. So somebody needs to create a better policy.
hardest law is corporate law and then employment law. Corporate law is war literally with miltiaries employment law is just idiots thinking they are bad arses and can bully folks. But this firm was really nice and proper just did not have a proper legal strategy. But still many folks that work there think they are some kind of king lion of the people with many proxy wars under their belts. And I know none of them are as i did full backgrounds fo the grid.
Then if they do well his twitter cite this or that I will go your honor military persecution I am a intelligence volunteer for the USA and have my rights as a volunteer.
They make money off folks mistakes and inabilities to understand a system. So will i. They can't really be mad at me as their business is purely based off folks making mistakes and not understanding proper line of industry. Just like they did not understand management line of industry of law.
I am not sending it to the DFEH i can tell you that much.
They are making about 5-7k a day. So they have it as that is around $112,000 a month with overhead and taxes they are probable taken home about $40-50k so 10 k is nothing for em. With that kind of money easily shown being made by the industry and that firm. I can easily get a judge to agree they should of highered attorneys to prepare managerial law outlines.
And if I know anything like the ancient stories of the MacDonald family pyramid. As they are a family of business owners very close together. They are most likely in to other adventures for lots more. As the Mac Family business tens of thousands of years ago started out the same way just a couple brothers really good friends acted like a industrial line as a family instead of fighting and toiling Just did it together. shared.
The firm lets goes and highers people all the time. When I was there many folks came in and went. So somebody needs to create a better policy.
hardest law is corporate law and then employment law. Corporate law is war literally with miltiaries employment law is just idiots thinking they are bad arses and can bully folks. But this firm was really nice and proper just did not have a proper legal strategy. But still many folks that work there think they are some kind of king lion of the people with many proxy wars under their belts. And I know none of them are as i did full backgrounds fo the grid.
Then if they do well his twitter cite this or that I will go your honor military persecution I am a intelligence volunteer for the USA and have my rights as a volunteer.
They make money off folks mistakes and inabilities to understand a system. So will i. They can't really be mad at me as their business is purely based off folks making mistakes and not understanding proper line of industry. Just like they did not understand management line of industry of law.
I am not sending it to the DFEH i can tell you that much.
They are making about 5-7k a day. So they have it as that is around $112,000 a month with overhead and taxes they are probable taken home about $40-50k so 10 k is nothing for em. With that kind of money easily shown being made by the industry and that firm. I can easily get a judge to agree they should of highered attorneys to prepare managerial law outlines.
And if I know anything like the ancient stories of the MacDonald family pyramid. As they are a family of business owners very close together. They are most likely in to other adventures for lots more. As the Mac Family business tens of thousands of years ago started out the same way just a couple brothers really good friends acted like a industrial line as a family instead of fighting and toiling Just did it together. shared.
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