P. P. writes

Hello. ...happiness gives us the energy which is the basis of health.
I am from Bahrain and bad know English, give please true I wrote the following sentence: "This route found regardless take that french rock, but also the students which were special categories were enabled on the scooters psychobilly."

Regards :o Polo.

J. S. writes

Walmart can not be trusted, they are a monopoly, and monopolies are untrustworthy.

G. R. writes

I cannot speak or write about this subject: However I know for a fact that Wal-Mart Cannot be trusted. Review and see how bad Wal-Marat Is. We have made they a god beside God and they answers to NO one.

No Money For Wal-Mart: Until American Workers Are Respected and Responded To. Store #2615

On March 20, 2008, Wal-Mart Stores Inc. Terminated a Sporting Goods Department Manager at Store #2615 even though Wall-mart never provided the four-week training required for department managers.
Moreover, Wall-Mart refused to answer one question asked of during a so-called thorough, and final investigation conducted by persons UNKNOWN in a letter without a signature or authority line. Why would they to this?
Questions still NOT answered by Wall-Mart. It seems that American Shoppers have made Wal-Mart A god beside God, and they answers to NO one?
a. How could a thorough investigation be conducted without one interview from the primary person involved? (ME) Was my side of the story reviewed and investigated? Did Wal-Mart provide valid responses to any of my questions in their Final Investigation letter—a year later?
b. Why no signature or authority line in Wal-Mart Letter? Is this Wal-Mart Stores Inc. way of setting the example for Wal-Mart Store Manager Hal at Wal-Mart Store #2615?
c. Who conducted Wal-Mart’s thorough investigation? Why were their names, department, and or job titles NOT included as to who conducted this alleged final and thorough Wal-Mart Investigation of my wrongful termination?
d. Why didn’t Wal-Mart Final Investigation Letter provide the necessary documents proving that I received the Wal-Mart Department 9, Managers Four Week Training as required?
e. Why did Wal-Mart NOT give the name of my trainer? What date was I entered into the “Four Week Training Program? What date was the training completed? Who signed off on, and verified the documents? Where are these documents today?
f. Does all Wal-Mart Sporting Goods Department Managers receive training in America? If so? Then why was I NOT trained? What are the criteria for being terminated at Wal-Mart Stores Inc. for “Inability to Perform Job?” Who makes this decision?
g. Did Sporting Goods Associates, Former Department Manager Jody, Assistant Manager Frank, Shannon, Trina, Co-Manager Andy or Store Manager Hal give written statements that I was (EVER) trained as Department Manager?
h. Will Wal-Mart Store #2615 simply provide proof that I received the four-week training as required for all “Sporting Goods Department 9, Managers?” Then upon receipt I will IMMEDIATELY STOP all complaints and admit that I have lied “AGAINST WAL-MART”---but this you cannot do… (Store #2615).
i. Does Wal-Mart provide “On the Job Training and Evaluate Workers” once employed? Is proof of training and yearly evaluations documented, dated, signed and filed away in workers personnel file at Store #2615? (Then simply make a copy and refute my accusations).
j. Are Wal-Mart workers terminated for good cause, bad cause or for no cause at all without Wal-Mart having to provide even a courteous response to workers since Georgia is an “At Will Employment State?” Thanks to Georgia politicians that keep this unfair work law in force in the State of Georgia along with a few other remaining states?
k. Did any assistant managers and co-managers receive a written coaching for routinely leaving keys in the Security Room door, Outside Trailers or in the Sporting Goods Department Cash Register following gun sales at Store #2615? As department workers witnessed on many occasions and hand carried keys to managers may times.
l. Does Wal-Mart Stores Inc. approve of double standards for certain privileged workers in the cliques and among the slicks at Store #2615? And why are they treated differently from other workers?
m. Did my asking management to purchase proper filing cabinets to properly secure customer’s private information on completed ATF Forms 4473s justify my wrongful termination under the heading of “Inability to Perform Job?” (Firearms Back Ground Checks)
n. Why was customer’s private information not secured for over two years in an un-lockable filing cabinet practically open to the general public? Did Wal-Mart interview workers and former workers in Sporting Goods Department for verification of this federal violation? (These files (ATF Forms 4473s) were located in the black box on a pole and filed in an unlock-able filing cabinet in the Sporting Goods Department).
o. Did my repeated speaking out and encouraging management to secure Wal-Mart Customers Private DATA information (ATF Forms 4473s) from “Identity Thefts” justifies my wrongful termination under the heading of “Inability to Perform Job?”
p. What is Wal-Mart definition of “Inability to Perform Job?” Are all Wal-Mart Workers treated the same when it comes to being properly trained as a Department Manager? Does ignoring workers complaints improve workers morale, or increases sales for the company?
q. Are all Wal-Mart Workers with Wrongful Terminations complaints treated as I have from Store #2615?
r. Did Wal-Mart investigate to see if my constant requests to get assistant managers and co manager Andy to perform the Daily Audits on completed ATF Forms 4473s that went undone on one occasion for over fifteen day? Was it my repeated attempts to managers to follow store rules and guidelines that contributed to my termination under the heading of “Inability to Perform Job?”
s. Did Wall-Mart think that I would simply bury my head in the sand like the legend concerning the ostrich bird and pretend that wall-mart is a god beside God and answers to no one. Perhaps like hundreds or thousands of other wrongfully terminated Wall-Mart Employees?
No way, and this is just the beginning....
GEORGE BOSTON RHYNES
Former Wal-Mart (UNTRAINED)Sporting Goods Department Manager
Retired United States Armed Forces Veteran


Is Wal-Mart (Store #2615) A god beside God, and answers to NO one? They seem to think WORKERS ARE STUPID?

Wal-Mart thorough, final and only Investigation letter is listed at bottom. It is what I am responding to here:
Sent Out On July 23, 2009
George Boston Rhynes
Valdosta, Georgia
Wal-Mart President/CEO Doug McMillon, Walton’s Family, Board of Directors, The Walton’s Family Members
702 Southwest 8th Street
Bentonville, AR 72716
After a year Wal-Mart Stores Inc. finally responded to my (10) wrongful termination rebuttal letters concerning my termination from Wal-Mart Store #2615 on March 20, 2008 for “Inability To Perform Job.” Although I was never trained as Department Manager 9, of Sporting Goods as set forth in Wal-Mart’s own Training Guidelines.
My period of employment was from January 5, 2005 to March 20, 2008, and I received my first written response from Wal-Mart on June 22, 2009 without a signature. Needless to say I was NOT sadden, disappointed nor puzzled that America’s Largest Retail Employer (Wal-Mart) would ignore my wrongful termination for well over a year.
This Wal-Mart so called “final, complete, and thorough investigation letter” DID NOT have an authority line or signature. It consisted of 140 words, and stated that “unless I provide additional information which supports a contrary position” that their decision to uphold my termination is final, and that their letter concluded my open door and that no further action would be taken. I find this strange since Wal-Mart Failed to answer or even address a single question I asked that are similar to the ones listed below:
WAL-MART NEVER RESPONDED TO THE QUESTIONS:
a. How could a thorough investigation be conducted without one interview from the primary person involved? Was my side of the story reviewed and investigated? Did Wal-Mart provide valid responses to any of my questions in their Final Investigation letter—a year later?
b. Why no signature or authority line in Wal-Mart Letter? Is this Wal-Mart Stores Inc. way of setting the example for Wal-Mart Store Manager Hal at Wal-Mart Store #2615?
c. Who conducted Wal-Mart’s thorough investigation? Why were their names, department, and or job titles NOT included as to who conducted this alleged final and thorough Wal-Mart Investigation of my wrongful termination?
d. Why didn’t Wal-Mart Final Investigation Letter provide the necessary documents proving that I received the Wal-Mart Department 9, Managers Four Week Training as required?
e. Why did Wal-Mart NOT give the name of my trainer? What date was I entered into the “Four Week Training Program? What date was the training completed? Who signed off on, and verified the documents? Where are these documents today?
f. Does all Wal-Mart Sporting Goods Department Managers receive training in America? If so? Then why was I NOT trained? What are the criteria for being terminated at Wal-Mart Stores Inc. for “Inability to Perform Job?” Who makes this decision?
g. Did Sporting Goods Associates, Former Department Manager Jody, Assistant Manager Frank, Shannon, Trina, Co-Manager Andy or Store Manager Hal give written statements that I was (EVER) trained as Department Manager?
h. Will Wal-Mart Store #2615 simply provide proof that I received the four-week training as required for all “Sporting Goods Department 9, Managers?” Then upon receipt I will IMMEDIATELY STOP all complaints and admit that I have lied “AGAINST WAL-MART”---but this you cannot do… (Store #2615).
i. Does Wal-Mart provide “On the Job Training and Evaluate Workers” once employed? Is proof of training and yearly evaluations documented, dated, signed and filed away in workers personnel file at Store #2615? (Then simply make a copy and refute my accusations).
j. Are Wal-Mart workers terminated for good cause, bad cause or for no cause at all without Wal-Mart having to provide even a courteous response to workers since Georgia is an “At Will Employment State?” Thanks to Georgia politicians that keep this unfair work law in force in the State of Georgia along with a few other remaining states?
k. Did any assistant managers and co-managers receive a written coaching for routinely leaving keys in the Security Room door, Outside Trailers or in the Sporting Goods Department Cash Register following gun sales at Store #2615? As department workers witnessed on many occasions and hand carried keys to managers may times.
l. Does Wal-Mart Stores Inc. approve of double standards for certain privileged workers in the cliques and among the slicks at Store #2615? And why are they treated differently from other workers?
m. Did my asking management to purchase proper filing cabinets to properly secure customer’s private information on completed ATF Forms 4473s justify my wrongful termination under the heading of “Inability to Perform Job?” (Firearms Back Ground Checks)
n. Why was customer’s private information not secured for over two years in an un-lockable filing cabinet practically open to the general public? Did Wal-Mart interview workers and former workers in Sporting Goods Department for verification of this federal violation? (These files (ATF Forms 4473s) were located in the black box on a pole and filed in an unlock-able filing cabinet in the Sporting Goods Department).
o. Did my repeated speaking out and encouraging management to secure Wal-Mart Customers Private DATA information (ATF Forms 4473s) from “Identity Thefts” justifies my wrongful termination under the heading of “Inability to Perform Job?”
p. What is Wal-Mart definition of “Inability to Perform Job?” Are all Wal-Mart Workers treated the same when it comes to being properly trained as a Department Manager? Does ignoring workers complaints improve workers morale, or increases sales for the company?
q. Are all Wal-Mart Workers with Wrongful Terminations complaints treated as I have from Store #2615?
r. Did Wal-Mart investigate to see if my constant requests to get assistant managers and co manager Andy to perform the Daily Audits on completed ATF Forms 4473s that went undone on one occasion for over fifteen day? Was it my repeated attempts to managers to follow store rules and guidelines contribute to my termination under the heading of “Inability to Perform Job?”
These are but a few unanswered questions that Wal-Mart Executives seemingly had no intentions of EVER answering or investigating. Moreover I contend that American Workers should NOT be treated as Workers in China or in some other third world country. It was Wal-Mart Managers that told me repeatedly. That I was wasting my time in trying to challenge Wal-Mart Iron Curtain, and that if they (managers and CSM's) provided statements on my behalf that they could be terminated. However they encouraged me to continue seeking answers to my valid questions to help remaining workers.
Therefore as a retired military veteran, former business owner, parent of three, and wrongfully terminated Sporting Goods Department Manager of Wal-Mart Store #2615. I cannot leave my Wal-Mart Family Members behind to suffer at Store #2615 and 899 in Valdosta, Georgia without reaching out to them. Your ignoring me has proven that Wal-Mart does not care about workers rights and addressing workers mistreatment in the work place.
However I am 100% sure that I will eventually win in the end----along with other Wal-Mart Workers. We can no longer afford to just bury our head in the sand like the legend concerning the ostrich bird and pretend that Wal-Mart has become “a god beside God” and answers to no one.
All Wal-Mart workers and former workers in possession of truth must inform the general public, family members, neighbors, religious organizations, friends, politicians, and others that Wal-Mart Workers have absolutely no voice at Wal-Mart Store #2615 in these hard economic times. Yet Wal-Mart claim and prides itself to have an “OPEN DOOR POLICY” that does not exist and that workers does not need a union to speak for them.
Wal-Mart “Open Door” is really Plexiglas, not to mention other slogans like “save money, and live better” but at what expense to American workers? This open door may look open to the “untrained eye” but when wrongfully terminated workers have a complaint he or she quickly discovers the “clear steel Plexiglas.”
The Wal-Mart final investigation letter to me--was like pouring water into an empty glass without a bottom. It look good to the untrained eye, but after decades of supervisory, leadership and management experience. It is my duty and responsibility to inform Wal-Mart Executives that when truth comes into the minds of those who seek truth falsehood must vanish and that falsehood is forever a vanishing thing.
As a victim of Wal-Mart unfair work practices I am in no ways tired. But 100% sure that Wal-Mart Wrongfully Terminated Workers will eventually join in and help seal up the “bottom of the glass” by spreading the word. That it is imperative that citizens find somewhere else to shop until Wal-Mart start treating WORKERS as human beings.
My personal commitment to Wal-Mart Stores Inc. is that since my wrongful termination, I have found other places to spend my dollars and informing as many people as I can to follow my lead on behalf of American workers. Again, this is not an end, but a NEW BEGINNING to help Wal-Mart Workers receive the necessary training, respect, recognition and NOT be ignored as workers in foreign countries without workers rights.
My sympathy goes out to all remaining “Wal-Mart Workers” employed and wrongfully terminated at Wal-Mart Workers at Store #2615 and 899. You must remember that all American Workers, Wal-Mart Employees, friends, neighbors, and family members must STOP looking for change---but speak OUT and become the change WE need in the 21st Century.
To all who read this communication please help Wal-Mart Stores Inc. to fully understand that it is always right, to do right and even better to be right.” G.B.R.
God bless (ALL) America, Wal-Mart Workers, Workers in China, and everybody else.
GEORGE BOSTON RHYNES
Former (Untrained) Wal-Mart Department 9, Manager (Sporting Goods)
Retired United States Armed Forces Military Veteran
Former Business Owner for fourteen years
Parent of three successful children
A concerned citizen and brother of (ALL) humanity
Cc:
Majority and Minority Leaders of Congress
Georgia Department of Labor
Georgia General Assembly
Various Civil Rights Organizations
AFL-CIO President
Citizens (Internet) for Worker Rights
All Concerned American Citizens
Former Wal-Mart Workers for change, and against exploitation
WALMART ONLY RESPONSE TO ME IN WRITING.
==============================
June 22, 2009
George Rhynes
XXXx XXX XXXXX
Valdosta, Georgia
Dear George,
We have received your letters dated from June 12, 2008 to June 8, 2009 addressed to Wal-Mart Executives requesting additional investigation and review of your open door. We want to thank you for taking the time to respond.
As you are aware, several individuals thoroughly investigated and reviewed the circumstances surrounding your separation from the company to ensure the company's culture and policies were being supported and to ensure appropriate decisions were made.
At this time, unless you are able to provide additional information which supports a contrary position, the decision to uphold your termination is final. This letter will conclude your open door and no further action will be taken.
We wish you the best of luck in your future endeavors.
Thank you,
Open Door Services
WAL-MART STORES, INC.,
===================================
George Boston Rhynes May 5/9 May 2009
Valdosta, Georgia
Wal-Mart President/CEO Doug McMillon
Board of Directors (Respectively)
ATTN: Bernard Palcisko (SPHR, CEBS)
702 Southwest 8th Street
Bentonville, AR 72716
On Thursday April 30, 2009, Mr. Bernard Palcisko from Wal-Mart (SPHR, CEBS), called me concerning my wrongful termination from Wal-Mart Store #2615 in Valdosta, Georgia for “INABILITY TO PERFORM” JOB without receiving Wal-Mart Stores Inc., Sporting Goods Department 9, Managers Training. Mr. Palcisko asked me questions similar to those Ms Marlene Hunter from Wal-Mart Human Resources in Region 15, had asked last month.
I told Mr. Palcisko that an assistant manager three days earlier at a local restaurant said, “George we know you were wrongfully terminated and that you was not trained.” I said to Mr. Palcisko that fellow associates, department managers, former CSM’s, former employees in the Sporting Goods Department, assistant managers and others that no longer worked at Store #2615 shared this belief.
Mr. Palcisko asked if I would provide names and phone numbers of these people so they could consider all sides. I assured him that I would collect this information and send it to him, and he sent me his e-mail address.
However Wal-Mart Managers recommended that I NOT provide names of associates because they may loose their jobs. But they strongly encouraged me to continue seeking answers from Wal-Mart on not being trained as Department Manager and stick to the specifics of my case.
I was told that Wal-Mart Stores Inc. routinely ignores ASSOCIATES real questions. And that Wal-Mart Store #899, across town is three times worst than Store #2615, wherein associates and some managers are not trained, and certified at store #899. It is becoming apparent that Wal-Mart routinely hire managers without experience or supervisory, leadership, or management training?
After being told by present and former workers at Wal-Mart NOT to identify workers because they may be labeled and terminated from their jobs. Therefore it seems that my only recourse at this time is to continue seeking a valid response to my wrongful termination of “INABILITY TO PERFORM JOB.”
The following questions were taken from letters addressed to Wal-Mart President H. Lee Scott Jr., and Board of Directors (Respectively), for over a year---without a courteous reply:
a. Why did Wal-Mart Assistant Managers, and Store Manager failed to follow their own guidelines when it came to properly training me in accordance with their own guidelines established for all Wal-Mart Sporting Goods Department 9, Managers at store #2615?
b. Why was I coached for alleged offenses that assistant managers, co-managers, and store manager permit others to get away with?
c. Why was I repeatedly singled out for requesting that managers follow procedures and protocol for securing ATF Forms 4473’s even before I was assigned as Sporting Goods Department Manager?
d. Why was I given a written coaching for leaving keys in the door as assistant managers, co-managers and others did many times without receiving a coaching of any kind by management or store manager?
e. Why did an assistant manager admit that many in management had left keys in the door, and in the Sporting Goods Cash register but never received any kind of coaching?
f. Was it my persistence in trying to get members of management to properly secure customers personal data to prevent possible identify thief and perform required daily audits of 4473’s as required? Was it my professional persistence that finally resulted in my ultimate termination on March 20, 2008?
g. What Wal-Mart Policy, procedure, or Guideline grants assistant managers, co-managers and others to punish Wal-Mart Associates but ignore those in their own clicks, slicks, and members of management at store #2615, when they make mistakes or do wrong?
h. Why did Sporting Goods Assistant Manager Lynn allow an associate (Name withheld but available upon request), to flat out refuse to work front cash register? Yet Assistant Manager Lynn took no action against this associate? But took actions on other Sporting Goods Associates for much less offenses?
i. Why was my name slandered by management throughout Wal-Mart Store #2615 that I improperly logged guns into the firearms log book and misplaced several firearms when in fact all assistant managers, co-managers used the same log book? Moreover why were two associates that were NOT authorized to log guns into the firearms logbook permitted to do so? And why was their ALLEGED INADEQUCIES not mentioned to me during my termination process?
j. Why have I been ignored for over a year without even a courteous reply? But often told that I was a Wal-Mart’s Family member and that there was an open door policy that never existed?
k. Why have my rebuttals to each infraction, personal memo for records, accomplishments for the first eleven months, and letters not reviewed to show that Wal-Mart Store #2615 has a severe and long term management problem, thereby destroying Wal-Mart Stores Inc., image?
l. Why is it that Wal-Mart’s own managers does not trust Wal-Mart Executives to do a thorough investigation concerning my wrongful termination, and insists that I NOT give names, and phone numbers to company executives because ASSOCIATES could very well be terminated?
m. Why cannot Wal-Mart complete a thorough investigation concerning my termination based on the facts?
n. Why cannot Wal-Mart perform a VALID investigation based upon statements from associates from the department WITHOUT placing ASSOCIATES jobs in jeopardy as brought to my attention by managers and two former terminated CSM’s NOW working in other stores in Valdosta, Georgia?
As a former Wal-Mart Associate, and Untrained Sporting Goods Department 9, Manager. I have been extremely patient for over a year without even a courteous reply from Wal-Mart.
Moreover, I have been unemployed for over a year as a result of my wrongful termination. But I remain 100% sure that truth, right, and justice will eventually win in the end----in spite of Georgia being an “At Will Employment State,” wherein employers can fire workers for GOOD CAUSE, BAD CAUSE, or for NO CAUSE at all. How sad, in these hard economic times?
In addition, it is NO secret that Georgia has perhaps the worst labor laws in the nation thanks to Georgia Legislature who seems to have sold Georgia Workers down the drain in the 21st century. But as a Retired United States Armed Forces Military Veteran it seem that I am paying the price for retiring in an “At Will Employment State.” However, it is always right, to do right, and even better to be right. {G.B.R.}
I await your timely response in writing within 15 days addressing my wrongful termination from Wal-Mart Store #2615, in Valdosta, Georgia for “INABILITY TO PERFORM JOB,” but was never assigned a trainer, or trained as Wal-Mart Stores Inc. Sporting Goods Department 9, Manager.
This is a well-known fact by all sporting goods associates, former sporting goods department 9, manager, (Jody), other department managers, assistant managers, co-managers, store manager Hal, and especially Co-Manager Andy.
In addition, there is absolutely NOTHING, I repeat there is absolutely nothing in my personnel records to prove that Wal-Mart followed their own policy and training procedures when it came to me receiving Wal-Mart Sporting Goods Department 9, Managers Training. Or is it that Wal-Mart Store #2615, does not train workers at all and fire them under Georgia’s “At Will Employment Law” for NO CAUSE AT ALL?
Then these mistreated workers simply bury their heads in the sand like the legend concerning the Ostrich Bird and pretend that their jobs and positions are safe, and on the level until they hear the blast from the hunter’s gun that says, “fired for INABILITY TO PERFORM JOB.” How Sad?
GEORGE BOSTON RHYNES
Former Untrained Sporting Goods Department Manager
Retired United States Armed Forces Veteran
A concerned citizen and brother of humanity
Cc: As all other previous communications, (June 11, 2008), (August 1, 2008), (August 11, 2008), (August 29, 2008), (December 1, 2008), (March 1, 2009), (April 15, 2009), (April 21, 2009,)
SPECIAL NOTE:
Today at 1131, Saturday, May 9, 2009. I received a routine phone call from Wal-Mart Executive Mr. Palcisko who informed me that they had completed a thorough investigation based on all facts of my letters I had sent Wal-Mart for well over a year. And that Wal-Mart upheld all aspects of my termination based on Wal-Mart Managers.
Even though I received no training, unfair treatment, informed managers that they violated Federal Law by not protecting customers personal data, singled out for coaching’s as stated in my rebuttals etc.,
Moreover, he stated that because I failed to provide names of people at Wal-Mart that agreed with my wrongful termination, that he stands 100% behind their Managers at Store #2615, and agrees with the manner in which I was terminated---based on the facts.
I informed Mr. Palcisko that his decision was exactly what I expected and that I will continue to seek justice under our form o government. I will continue to speak the truth across the nation about my wrongful terminations and the termination of many others who cannot get even a courteous reply from this company.
After a year, I was given less than two weeks to compile statements from people that agreed with me concerning my wrongful termination. (The above letter was completed days before I received this phone call and I was going to send this letter by U.S. Mail as I will send it any way. This addition is being typed at 11:59 and I decided to e-mail it although e-mailing is not my way of communicating on issues of this nature.
It is being proven day by day, that Wal-Mart is not good for American citizens and totally against workers rights. I intend to make my wrongful termination known so others will not have to go through what I have gone through. No American Worker should be treated like workers in China or in some other third world nation.
I will continue to wait your written thorough and response answering my questions as presented in my letters. Again, your reply is exactly what I expected and what Assistant Managers told me. I am not the least surprised by Wal-Mart decision not to respect workers rights Peace!
Time 1153 a.m. Saturday May 9, 2009. After I received the phone call I immediately returned home and e-mailed this letter. This will not just fade into the sunset but it will be heard on behalf of and for benefit of American workers, American Veterans, and others
Two heads may be better than one but never forget which one belongs to you.{GBR}

Yes! Wal-Mart is against "Employee Free Choice Act" and against wrongfully terminated workers (Store #2615)

Yes! Wal-Mart is Against “Employee Free Choice Act” It is easy to tell that Wal-Mart is against this Act, because I see them as unfair and cares little to nothing about workers rights. The American people had better wake up before it is too late in our beloved Country.
When I enlisted in the United States Armed Forces back in January 1971, I was never asked my religious denomination, political party affiliation, gay or straight and it really made little to no difference when I carried the M-16 Rifle if I was black or white.
All military personnel were simply told to sign on the dotted line, and then get in line. Yet Wal-Mart Executives are against this “Employee Free Choice Act,“ and I must ask where are the Civil Rights organizations against Wal-Mart Stores Inc., as they (Wal-Mart Stores Inc.) ignore their own associates, assistant managers, co-managers who are victims of wrongful termination but cannot get a courteous reply from the home office?
Moreover if any workplace ever needed a union, surely it is Wal-Mart Stores #899 and #2615 located in Valdosta, Georgia. And this is being talked about much at these facilities but associates had better NOT say anything or they could be terminated for whatever reasons. How Sad?
Therefore the American people need to side with these efforts “EMPLOYEE FREE CHOICE ACT”, on behalf of American workers and in this process. Just maybe we can assist those Wal-Mart Workers in China and other third world nations whose eyes are opening for the first and they too will enjoy the true light.
George Boston Rhynes
Retired United States Armed Forces
A concerned citizen and brother of all humanity


Wal-Mart Store #2615, Managers seem to believe WORKERS are stupid? Former Dept. Manager Speaks Out!

Wal-Mart does not respect Workers rights in an "At Will To work State" such as Georgia. Just ASK any former Wal-Mart Associates, Department Managers, Assistant Manager, and Co-Managers who are NOT afraid of this perceived god beside GOD. Yes the American people have created a Wal-Mart God but I am 100 percent certain that workers WILL win in the end.
============================================
June 8, 2009 (SENT TO HOME OFFICE)
George Boston Rhynes
Valdosta, Georgia
Wal-Mart President/CEO Doug McMillon
Board of Directors (Respectively), The Walton’s Family
702 Southwest 8th Street
Bentonville, AR 72716-8611
TO: President/CEO McMillon/the Walton’s Family (Respectively)
Throughout the Holy Bible, Torah, Holy Koran, and in other great books the world over we read about prophets, priests, kings, Job, Jesus, and even God himself asking Satan questions and Satan answered their questions. So why have Wal-Mart Stores Inc., (Former President/CEO, and Board of Directors) refused to answer my pertinent questions concerning my wrongful termination from Wal-Mart Store #2615 in Valdosta, Georgia for over a year without even a courteous reply to my valid questions?
After 9 letters, 34, pages, 16,644 words, 1,559 lines, and frustration of being totally ignored by Wal-Mart Stores Inc., because of my wrongful termination, being used as a scapegoat, never trained in accordance with Wal-Mart own guidelines, yet fired by Store Manager for “Inability to Perform Job,” without any documentation in my records (whatsoever) showing that I was ever assigned a trainer, let alone trained as Sporting Goods Department 9, Manager. This alone should be justification for Wal-Mart Workers having Unions to represent their concerns to insure they are not ignored as workers in china or in some other third world country.
Therefore I cannot in good faith accept my wrongful termination without training and without even a written reply from Wal-Mart responding to my well defined, specific, and valid questions surrounding my termination on March 20, 2008. Moreover, it is obvious that Wal-Mart Executives have ignored my nine letters (1) June 12, 2008, (2) August 01, 2008, (3) August 11, 2008 (4) August 29, 2008, (5) December 1, 2008, (6) March 5, 2009, (7) March 15, 2009, (8) April 21, 2009, (9) May 11, 2009. But it seems as if WAL-MART believes that my “WRONGFUL TERMINATION” will just fade into the sunset to be buried in the rubbish pile of time, distance and space.
Therefore, I can only speculate how many more Outstanding Wal-Mart ASSOCIATES have been ignored concerning their individual requests without even a courteous response. How sad? So is Wal-Mart NOW treating American Workers as those in China or in some other third world nation? But I assure you that my questions BELOW, will forever be before Wal-Mart, the American people, and beyond until I am treated as an American Citizen, Retired United States Armed Forces Military Veteran of the Vietnam Era, Single Parent of three successful children, Ignored Terminated, Untrained Department 9, Manager, and concerned community humanitarian that refuse to be ignored after placing my life in harms way for the freedoms of our beloved nation for over twenty-years. Again, the questions remain as listed below:
(1.). Why would Wal-Mart terminate a WORKER for “Inability to Perform Job,” even though Wal-Mart Managers at Store #2615 failed to (1), enter the WORKER into the training program, (2), assign a trainer, (3), document, date, and file proof of the training in his/her personnel records.
(2). Why did Wal-Mart create a (4) Week Sporting Goods Department 9, Managers Training Package but only allow certain ASSOCOATES to receive the training and deny it to me?
(3). Does Wal-Mart keep a personnel file on all WORKERS and the level of training they receive so fair evaluations can be done within a specific time frame? If not, then why not?
(4). Is it routine for Wal-Mart to ignore a request for an investigation for over a year without even a courteous reply to a wrongfully terminated Sporting Goods Department 9, Manager?
(5). Once Wal-Mart Store Managers determines that workers are in an “At Will Employment State,” such as Georgia, does this allow Wal-Mart Managers to terminate WORKERS at will, “for good cause, bad cause, or for no cause at all. And then Wal-Mart is NOT required to provide workers with even a courteous reply? Even though they were wrongfully terminated as in my case?
(6). How does Wal-Mart justify training some department managers and not training others---- as was my case at store #2615, yet terminated for “Inability to Perform Job”?
(7). How can Wal-Mart Stores Inc. perform true and accurate On The Job Training, and Evaluation of workers when records are NOT properly documented, dated, signed, posted, completed and filed in the workers personnel records---as proof of training?
(8). Several Assistant Managers, CSM’s and other associates agreed that I was never trained as Sporting Goods Department 9, Manager. However, because of fear assistant managers suggested that I NOT give names to Wal-Mart Executives because workers would be fired. In stead, they encouraged me to continue fighting and insist that Wal-Mart answer my VALID questions presented to them. This came from Assistant Managers from both stores #899, and #2615, along with other former associates, Assistant Managers, and CSM’ s. So why, is it that managers do not trust Wal-Mart to do an investigation of my wrongful termination based on concrete facts?
(9).Was any Wal-Mart Manager at Store #2615 coached for NOT entering me into the Wal-Mart Four-Week Training Program? And what has been implemented to prevent other potential Wal-Mart Department 9, Managers from being discriminated against in the future and denied training for whatever reasons?
(10). Is Wal-Mart ASSOCIATES really “Family Members?” Or is the term “Family Members” only used as long as ASSOCIATES keep their mouth shut and NOT complain to management when they are wrongfully terminated or complains to the home office for being ignored for over a year?
(11). Would Wal-Mart Executives be happy if it took a Wal-Mart Store Manager over a year to respond to their questions? And would Wal-Mart Executives accept being ignored? Then Wal-Mart should also understand that wrongfully terminated associates are being driven to other retail stores such as Target, and Home Depot to spend their money and encouraging their family members, friends and associates to do likewise because of Wal-Mart mistreatment and disrespect for workers rights.
(12). How can Wal-Mart Associates plan their long term career goals within Wal-Mart on an equal basis at Wal-Mart Store #2615, when some department managers receive training but others does NOT? Is this not unequal treatment, and gives certain workers an edge in moving to the position of “Assistant Managers? Why is this being done, and does the Walton’s family approves of this discriminatory practice?
(13). Why are associates with supervisory, leadership, and management skills NOT used for the good of the company instead of being used as SCAPEGOATS for the failures of others in management positions when they fail in their own responsibilities?
(14). It is well know that Wal-Mart Assistant Managers, Co-Manages and others repeatedly left keys in the security door lock on many occasions. Moreover they consistently left their keys in the Sporting Goods Cash Register in the department following gun sales, and associates hand carries their keys to them. Why were they NOT given a written coaching by the store manager? So is this a double standard or a special privilege some workers receive for being a part of the click, and among the slicks?
(15). Then after an associate receives a written coaching, but the coaching was later removed by a manager or co-manager, because they determined it was unfair because other Managers and Co-Mangers had left keys in the door lock but nothing was done to them. Is it permissible for Wal-Mart to use the removed written coaching against an associate as was done in my situation?
(16). Have any assistant manager, co-manager or store manager been coached for not securing customers private data on completed ATF Forms 4473s Firearms Background Check Forms filed in the black box on the pole, and filed in the department filing cabinet that was un-lockable in the department? [All department associates knew about Customer’s private data being practically open to the general public for nearly two years]. These managers received more money but it was my persistence on the security of customer’s private data, but was not taken seriously and as a result, I was the one to be wrongfully terminated. Although, this was a federal requirement and I cannot understand why they would not spend the money to protect customer’s information from possible “Identity thefts?”
(17). What is Wal-Mart definition of “Inability to Perform Job?” And what is the purpose of Wal-Mart Sporting Goods Department 9, Training designed for? And is it designed for friends of management they seek to promote to assistant manager positions.
(18). How can Assistant Managers, Co-Managers, and Store Manager Hal get away without honoring the 10-foot rule of speaking to associates? In fact, most assistant managers, co-managers and especially the store manager will not speak even when associates speak to them---unless they are in their click and slick.
(19). Based upon the lack of knowledge of most assistant managers and co-managers concerning firearms. It seems that many were NOT properly trained in the area of handling and processing firearms, and I have had some managers ask me questions while they were taking their CDLs. Why?
(20) Why did Assistant Managers and Co-Managers hire associates to work in Sporting Goods Department to handle firearms and ammunition with behavioral problems? One particular associate would bring a needle into the department on a daily bases, and would become disoriented but nothing was done about this individuals abnormal behavioral problems---when I brought it to assistant managers attention. In addition, I also talked with assistant manager Trina about this individual but sill noting was done. When a favorite female associate did as she pleased, disrespected department manager Jody, as well as assistant managers and management allowed her to reside more outside of the department than in the department---Why? Assistant Managers said and did nothing to this female because she appeared to be in the click and among the slicks? (This too was a much talked about problem within the department even before I became an Untrained Sporting Goods Department 9, Manager). When a sporting goods associate left firearms on the counter twice, and when I brought this to managements attention---nothing was done to this favorite associate---Why? I was told it was Christmas time. (Two associates in the department witnessed these incidents).
(21). Who was coached for constantly allowing “Fire Exits” to be blocked for nearly two years? Endangering customers, vendors, and employees without management taking action to correct this violation? Why was the Equipment Fixture Room in a constant unsafe, and dangerous conditions filled with clutter scattered all over the place up to the ceiling endangering workers? (This was well known by all workers and every manager at the facility---but nothing was done to ensure workers safety).
(22). Why did assistant managers permit their favorite associates to violate Wal-Mart Dress Code, and refuse to obey assistant managers, but coached associates who were NOT in the click or slick with management? EXAMPLE: A case that involved Assistant Manager Lynn, and a favorite associate that refused to obey her when she asked him to, work the front-end cash registers and he replied). “I don’t do front end cash registers.” Assistant Manager Lynn said, and did nothing to this Sporting Goods Associate. However she coached other sporting goods associates for much less. (Witnesses available upon request). Moreover, this worker was also permitted to wear his hat backwards and hats were not permitted. He changed his work schedule at will, and treated as if he was an assistant manager or something but nothing was done to him.
(23). Why have I been ignored for over a year concerning the slanderous remarks (complaints) made by managers at store #2615 among Wal-Mart Associates who informed me of the lies being spread after I was wrongfully terminated?
(24). Moreover, if the slanderous remarks about me were true, that I improperly logged guns into a firearms logbook, and misplaced firearm. Then why was these accusations NOT mentioned during my wrongful termination process or used by Assistant Manager Shannon, and Assistant Manager Frank when I was terminated? Why would I be blamed for improperly logging guns into the firearms logbook when all assistant managers and co-managers used the same firearms logbook to receive firearms into the store and account for them? Was it not the Assistant Managers responsibility to do the daily and monthly audits? Ask Assistant Manager Frank if I was NOT the person that always INSISTED that DAILY, and MONTHLY Audits be done---but were NOT? In truth, on one occasion fifteen days passed without ATF Forms 4473s Daily Audits being done and I reminded management. That no one seems to care but when something goes wrong that all hell will break out then. (My words were a constant reminded to all my associates in the department at the time. So why, have Wal-Mart Stores Inc. ignored answering the VALID questions in my nine rebuttal letters ---after a year---seeking to be treated as an American citizen--with workers rights?
(25). Why did management allow two favorite Sporting Goods Associates to sign guns into the firearms logbook that were not authorized to do so?
(26). Why is Wal-Mart Managers at Store #2615 driving customers and former mistreated Wal-Mart Workers to Target and other retail stores by their unprofessional and unfair treatment of lower paid workers?
(27). Is Wal-Mart Managers in the Valdosta-Lowndes County Georgia area so unprofessional that assistant managers, and co-managers have sided behind closed doors against store managers and some co-managers to speak out against them in favor of workers because of unfair treatment? And asking if Wal-Mart Workers would be better served if they had a UNION to represent them?
(28). Will Wal-Mart continue to play games and terminate associates for good cause, bad cause or for no cause at all believing terminated workers will simply fade into the sun set, and bury their head in the sand like the legend concerning the Ostrich bird? Then move on, get over the mistreatment, wrongful termination and be disgraced before their children, family members, friends and the world?
Be it known that my long term goal will be to make sure that everyone is aware of how Wal-Mart Stores Inc. have ignored my wrongful termination after 9 letters, 34, pages, 16,644 words, and 1,559---lines. This letter is not an end, but a NEW beginning, and I am 100% sure that Wal-Mart Associates, Former Associates, American Workers and potential Wal-Mart Customers will eventually win in the end. Then our children and grand children will thank us---for not allowing ourselves to believe that Wal-Mart Stores Inc. has become a “god beside God” and answers to no one. In my opinion Wal-Mart Executives must understand that it is always right to do right and even better to be right. {G.B.R.}
Therefore, I thank the God of my creation and the founding fathers of our beloved Republic for caring about human beings outside of themselves. God Bless America, and everyone else! (Galatians 6; 7, and Luke 4; 18)
GEORGE BOSTON RHYNES
Terminated (Untrained), Wal-Mart Sporting Goods Department 9, Manager
Retired United States Armed Forces Veteran
Single Parent of three successful children
A concerned citizen and brother of humanity
TWO HEADS MAY BE BETTER THAN ONE, BUT NEVER FORGET WHICH ONE BELONGS TO YOU. {G.B.R.} [2342]
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May 11, 2009
“9th LETTER IN SEARCH OF ULTIMATE JUSTICE FROM WAL-MART”
FROM: George Boston Rhynes
Valdosta, Georgia
TO: Wal-Mart President/CEO Doug McMillon, Board of Directors (Respectively)
Attn: Bernard Palcisko (SPHR, CEBS), 702 Southwest 8th Street, Bentonville, AR 72716
On Thursday April 30, 2009, Mr. Bernard Palcisko from Wal-Mart (SPHR, CEBS), called me concerning my wrongful termination from Wal-Mart Store #2615 in Valdosta, Georgia for “INABILITY TO PERFORM” JOB without receiving Wal-Mart Stores Inc., Sporting Goods Department 9, Managers Training. Mr. Palcisko asked me questions similar to those Ms Marlene Hunter from Wal-Mart Human Resources in Region 15, had asked last month.
I told Mr. Palcisko that an assistant manager three days earlier at a local restaurant said, “George we know you were wrongfully terminated and that you were not trained.” I told to Mr. Palcisko that fellow associates, department managers, former CSM’s, former employees in the Sporting Goods Department, assistant managers and others that no longer worked at Store #2615 shared this belief.
Mr. Palcisko asked if I would provide names and phone numbers of these people so they could consider all sides. I assured him that I would collect this information and send it to him. Mr. Palcisko sent me e-mail so I would have his e-mail address.
However Wal-Mart Managers recommended that I NOT provide names of associates because they may loose their jobs. But they strongly encouraged me to continue seeking answers from Wal-Mart on not being trained as Department Manager and stick to the specifics of my case. I was told that Wal-Mart Stores Inc. routinely ignores ASSOCIATES real questions. And that Wal-Mart Store #899, across town is three times worst than Store #2615, wherein associates and some managers are not trained, and certified at store #899. It is becoming apparent that Wal-Mart routinely hire managers without experience or supervisory, leadership, or management training?
After being told by present and former workers at Wal-Mart NOT to identify workers because they may be labeled and terminated from their jobs. Therefore it seems that my only recourse at this time is to continue seeking a valid response to my wrongful termination of “INABILITY TO PERFORM JOB.”
The following questions were taken from letters addressed to Wal-Mart President H. Lee Scott Jr., and Board of Directors (Respectively), for over a year---without a courteous reply:
a. Why did Wal-Mart Assistant Managers, and Store Manager fail to follow their own guidelines when it came to properly training me in accordance with their own guidelines established for all Wal-Mart Sporting Goods Department 9, Managers at store #2615?
b. Why was I coached for alleged offenses that assistant managers, co-managers, and store manager permitted others to get away with?
c. Why was I repeatedly singled out for requesting that managers follow procedures and protocol for securing ATF Forms 4473’s well over two years----even before I was assigned as Sporting Goods Department 9, Manager?
d. Why was I given a written coaching for leaving keys in the door as assistant managers, co-managers and others did many times without receiving a coaching of any kind by management or store manager?
e. Why did an assistant manager admit that many in management had left keys in the door and in the Sporting Goods Cash register but never received any kind of coaching?
f. Was it my persistence in trying to get members of management to properly secure customers personal data (ATF Forms 4473s), to prevent possible identify thief and perform required daily audits of 4473’s as required? Was it my professional persistence that finally resulted in my ultimate termination on March 20, 2008?
g. What Wal-Mart Policy, procedure, or Guideline grants assistant managers, co-managers and others to punish Wal-Mart Associates but ignore those in their own clicks, slicks, and members of management at store #2615, when they make mistakes or do wrong?
h. Why did Sporting Goods Assistant Manager Lynn allow an associate (Name withheld but available upon request), to flat out refuse to work front cash register? Yet Assistant Manager Lynn took no action against this associate? But took actions on other Sporting Goods Associates for much less offenses?
i. Why was my name slandered by management throughout Wal-Mart Store #2615 that I improperly logged guns into the firearms logbook and misplaced several firearms when in fact all assistant managers, and co-managers used the same firearms logbook? Moreover why were two associates that were NOT authorized to log guns into the firearms logbook permitted to do so? And why was these ALLEGED INADEQUCIES not mentioned to me during my termination process?
j. Why have I been ignored for over a year without even a courteous reply? But often told that I was a Wal-Mart’s Family member and that there was an open door policy that never existed?
k. Why have my rebuttals to each infraction, personal memo for records, accomplishments for the first eleven months, and letters not reviewed to show that Wal-Mart Store #2615 has a severe and long term management problem, thereby destroying Wal-Mart Stores Inc., image?
l. Why is it that Wal-Mart’s own managers does not trust Wal-Mart Executives to do a thorough investigation concerning my wrongful termination, and insists that I NOT give names, and phone numbers to company executives because ASSOCIATES could very well be terminated?
m. Why cannot Wal-Mart complete a thorough investigation concerning my termination based on the facts?
n. Why cannot Wal-Mart perform a VALID investigation based upon statements from associates from the department WITHOUT placing ASSOCIATES jobs in jeopardy as brought to my attention by managers and two former terminated CSM’s NOW working in other stores in Valdosta, Georgia?
As a former Wal-Mart Associate, and Untrained Sporting Goods Department 9, Manager. I have been extremely patient for over a year without even a courteous reply from Wal-Mart.
Moreover, I have been unemployed for over a year as a result of my wrongful termination. But I remain 100% sure that truth, right, and justice will eventually win in the end----in spite of Georgia being an “At Will Employment State,” wherein employers can fire workers for GOOD CAUSE, BAD CAUSE, or for NO CAUSE at all. How sad, in these hard economic times?
In addition, it is NO secret that Georgia has perhaps the worst labor laws in the nation thanks to Georgia Legislators who seems to have sold Georgia Workers down the drain in the 21st century. But as a Retired United States Armed Forces Military Veteran it seems that I am paying the price for retiring in an “At Will Employment State.” However, it is always right, to do right, and even better to be right. {G.B.R.}
I await your timely response in writing within 15 days addressing my wrongful termination from Wal-Mart Store #2615, in Valdosta, Georgia for “INABILITY TO PERFORM JOB,” but was never assigned a trainer, or trained as Wal-Mart Stores Inc. Sporting Goods Department 9, Manager. This is a well-known fact by all sporting goods associates, former sporting goods department 9, manager, (Jody), other department managers, assistant managers, co-managers, store manager Hal, and especially Co-Manager Andy.
In addition, there is absolutely NOTHING, I repeat there is absolutely nothing in my personnel records to prove that Wal-Mart followed their own policy and training procedures when it came to me receiving Wal-Mart Sporting Goods Department 9, Managers Training. Or is it that Wal-Mart Store #2615, does not train workers at all and fire them under Georgia’s “At Will Employment Law” for NO CAUSE AT ALL?
Then these mistreated workers simply bury their heads in the sand like the legend concerning the Ostrich Bird and pretend that their jobs and positions are safe, and on the level until they hear the blast from the hunter’s gun that says, “fired for INABILITY TO PERFORM JOB.” How Sad?
GEORGE BOSTON RHYNES
Former Untrained Sporting Goods Department 9, Manager
Retired United States Armed Forces Veteran
A concerned citizen and brother of humanity
Cc: As all other previous communications, (1), June 11, 2008, (2), August 1, 2008, (3) August 11, 2008, (4) August 29, 2008, (5) December 1, 2008 (6), March 1, 2009 (7) April 15, 2009, (8) April 21, 2009,) (9), May 11, 2009
SPECIAL NOTE: Today at 11:31 am, Saturday, May 9, 2009. I received a routine phone call from Wal-Mart Executive Mr. Palcisko (SPHR, CEBS), who informed me that they had completed a complete and thorough investigation based on all the facts of my letters I had sent Wal-Mart for well over a year. And that Wal-Mart upheld all aspects of my termination based on Wal-Mart Managers at Store #2615. Even though I received no training and that there is nothing in my records to show that I received the four week training required by all Wal-Mart Stores Inc., Department 9, Managers, (Sporting Goods Department), unfair treatment, informed managers that they violated Federal Law by not protecting customers personal data on ATF Forms 4473s, singled out for coaching’s as stated in my rebuttals etc.,
Moreover, Mr. Palcisko stated that because I failed to provide names of people Wal-Mart that agree with my wrongful termination that he stands 100% behind their Managers at Store #2615 and agrees with the manner in which I was terminated---based on the facts.
I informed Mr. Palcisko that his decision was exactly what I expected and that I will continue seeking justice under our form of government. I will speak truth across the nation about my wrongful termination and the termination of others because the American people need to know how Wal-Mart treats their EMPLOYEES. And after a year, I was given less than two weeks to compile statements from people that agreed with my wrongful termination. The above letter was completed days ago but when I received your phone call----I sent it by e-mail.
However, as usual because of the seriousness of my wrongful termination and termination of others, I am sending this letter by United States Mail as trained to do in the military in such cases. (This bottom portion of this letter is being typed at 11:59).
It is being proven day by day, that Wal-Mart is not good for American citizens and totally against workers rights. I intend to make my wrongful termination known so others will not have to go through what I have gone through. No American Worker should be treated like workers in China or in some other third world nation.
This is not an end, but a new beginning that will end in the first few verses of the 35th Chapter of the Book of Psalm.
I have waited for well over a year for your reply, and will continue to wait for your written and thorough response to my specific questions presented in my letters.
Your response today was EXACTLY what I expected, and is what Wal-Mart Assistant Managers and two former CSM’s said you would do. So I am not surprised by your final determination and this is why Wal-Mart Stores Inc. need and will eventually be unionized for the good of their workers. Therefore, I am confident that my wrongful termination from Store #2615 is extreme proof that Wal-Mart does not wish to do what is right and seem to believe that we are less than human beings. How sad?
CLOSING INFORMATION: Time 11:53 a.m. Saturday May 9, 2009. After I received the phone call I immediately returned home and e-mailed this letter to you. This will not just fade into the sunset but will be continued and heard on behalf of all American workers, American Veterans, and others—until Wal-Mart FULLY understand that this is AMERICA and NOT China or some other third world nation.
But it is always right, to do right, and even better to be right. {G.B.R}

S. C. writes

walmart expects so much from its employees that they can not possibly get it done in the allotted time. I workedd as a people manager and was expected to do things for the district , train new and up coming managers which requires at least 40 hours a week. Then when i quit because of depression and then signed up for unemployement the store's manager Kevin said that he had asked other people managers to take on the same kind of responsibility. He had no other people manager under him tthan me.which means he lied under oath, and since then the people managers name has changed and they only cover the district not an individual store too. I would leave sometimes at 12am and be back at 4 am. dealing with coachings , one of the coachings i had to give was for an elderly associate who straightened up a stack on his way in the store.He must have been close to 70 but he was coached for working off the clock only because walmart
was being sued for that type of treatment. I worked off the clock several times during my time of employement with walmart my manager said just do not tell me that you are working off of the clock.

M. F. writes

we are customers first, then employees. walmart wants us to buy the $4 drugs at the same price customers pay.

walmart health care is just another way for mike duke to make money off the backs of store employees