Saturday, December 18, 2010

Hello! Mr. Wal-Mart President/CEO and Board of Directors, "Why Continue to Ignore a Former Sporting Goods Department Managers "VALID" Questions? Why?

The image “http://www.bible.ca/moving-hell-fire.gif” cannot be displayed, because it contains errors.December 18, 2010

To:  Wal-Mart President and CEO
I stand as fresh as ever to inform you that I am still awaiting a response to my "WRONGFUL" termination on March 20, 2008.  http://wmworkers2615.blogspot.com/

Wal-Mart Stores Inc. seems bent and determined to ignore me.  However I will always respect and asked that workers in America be treated fairly and not as workers in China or in some other Third World Nation.  Moreover I realize that Georgia is an “At Will to Work State” wherein workers can be terminated for good cause, bad cause or for no cause at all.

Therefore if someone only cared enough there at the “Home Office.” They would see we are not who we claim to be but who we prove ourselves to be over a given period of time.  And after three years I stand strong even though you all have totally ignored my concerns.  But I am sure that in the final analysis someone will answer my question, VALID questions and provide reasonable responses concerning my wrongful treatment in writing. 

I know as many others assistant managers, and co-managers at Wal-Mart Store #2615 wherein Manager Hal worked.  I am told that he now works in a Wal-Mart Store in Tifton, Georgia.  But he knows that I was ignored and not treated as others workers.  From my termination my request has been a simple one.  That is to provide correspondence where I was ever entered into the Four Week Sporting Goods Department Managers Training Program.  I asked the Store Manager to provide who was assigned my trainer etc., all this you will find in my repeated letters to Wal-Mart President/CEO and Board of Directors that has consistently ignored me for nearly three years.

In addition this request should have been one of the easiest things Wal-Mart has ever been asked to do.  However after nearly THREE YEARS my wrongful termination has reached many across America and it will NOT end without your immediate attention.  As a retired military veteran for twenty one years, I cannot just ignore my rights in the work place.  Again, I am hopeful that someone among the Wal-Mart Family will do the right thing.

Have a nice day Mr. President/CEO and Board of Directors!  I await your written response to my questions.  Peace, and may God bless everybody!


GEORGE BOSTON RHYNES
Wrongfully Terminated Sporting Goods Department Manager
A concerned citizen and brother of humanity

2010: What "OPEN DOOR POLICY." Has "American Citizens" Made Wal-Mart, a god beside God?" And they answers to no one?

walmart-s...After three years!  Even God CANNOT FIND Wal-Mart's Open Door at Store #2615 in Valdosta, Georgia.  Not even with a GPS workers still cannot find this "Open Door."

December 18, 2010

TO: Wal-Mart President/CEO,
Internet, Present and former
Wal-Mart Stores, and beyond

Much help is needed in finding WAL-MART STORES Inc. "OPEN DOOR POLICY." They promised EACH of their employees that one EXISTED.  In addition, I was WRONGFULLY TERMINATED under the heading of ““INABILITY TO PERFORM JOB” on March 20, 2008.  This was at Wal-Mart Store #2615 wherein Store Manager Hal served without really addressing workers questions and problems. He undoubtedly believed; that I too was just another pawn, peon, or puppet to be mistreated without even answering my EXTREMELY VALID questions.  This belief apparently has extended to several Wal-Mart Presidents, CEO’s and Board of Directors.  But eventually Wal-Mart will be unable to move forward without answering workers questions.

Moreover I refused to be one of their FOOL or TOOL that they used to continue their mistreatment of workers. I did not serve my country for over twenty-years, own a successful business for over fourteen-years to be made to look like a complete fool; by America's Largest (Unfair) Retail Giant and be IGNORED!

My mother did not give birth to any “FOOLS.” If she did they had to be ONE of my other five siblings because I am NOT the one! Wal-Mart often told us lies.  But I say to WAL-MART President and Board of Directors; that they are not who they claim to be, but who they prove themselves to be over a given period of time. Needless to say; I find them EXTREMELY LESS credible than they profess to be.

Wal-Mart Stores Inc. knows that they NEVER entered me into their required Four Week Training Program.  All assistant, co-managers including Store Manager Hal knows this and there is no defense that anyone can provide differently.  If there were all they would have to do is produce a single document disapproving my accusations?  But they cannot because they have apparently made it a practice of treating American workers as those in China or in some other third world nation.  How sad?

After over twenty-three letters to WAL-MART STORE EXECUTIVES they still refuse to answer my questions.  Wal-Mart seems to be playing a game and wants mistreated workers to bury their heads in the sand like legend concerning the Ostrich Bird.  As if they are not concerned about themselves.

My children have been informed of the mistreatment and this has become a yearly point of discussion at my yearly family reunion.  I take this mistreatment extremely serious because I placed my life on the line in foreign countries and will NEVER allow Wal-Mart to treat me as a third world country.

Wal-Mart has apparently ignored valid questions from so many wrongfully terminated workers that they have convinced themselves that they can get away with it with every body.  But my mistreatment will NOT just fade into the wind.  They must answer and I must receive a valid reply that makes sense to both me and the American People.

I say wake-up Americans to a new reality that Wal-Mart is forcing upon us.  We cannot make it as a nation without us redirecting our buying power where employers fail to respect American Workers.  We must expect God to do for us that which we are unwilling to unite and do for ourselves.  We must decide where we are going to spend our dollars or we will have given up all Workers Rights in our beloved nation. Peace!


GEORGE BOSTON RHYNES
Wrongfully Terminated Sporting Goods Department Manager
Retired United States Armed Forces Military Veteran
A concerned citizen and brother of all humanity
=====================================

Tuesday, May 4, 2010

Wal-Mart, NAACP, AARP, etc., & (The Money Issue) Is this why Wal-Mart Workers continues to be WRONGFULLY TERMINATION?
May 5, 2010

TO: All American Citizens

I was wrongfully terminated from Wal-Mart Stores Inc., on March 20, 2008, at Store #2615 in Valdosta, Georgia. For over two years and three months Wal-Mart Stores Inc., President/CEO has refused to answer my VALID questions concerning my wrongful termination. I can only imagine how many other Wal-Mart Workers have given up hope by Wal-Mart failure to address VALID rebuttals from Wrongfully Terminated Workers. See Blog:

It seems that our Civil and Human Rights Organizations have sold their soul to Wal-Mart and left American Workers without any recourse. Yes! America’s Largest Retail Giant seems to have crushed the best fighters in America by giving donations that has guaranteed Wal-Mart shield remain in place for the protection of Wal-Mart Stores Inc and this includes the NAACP.

There was a time when many organizations and institutions would have been on the firing line for Workers Rights---but no more! Have organizations found a resting place in the amount of money they receives from Wal-Mart Stores Inc., at the expense of mistreated, wrongfully terminated, and discriminated against workers? The American Customers must stop burying their head in the sand like the legend concerning the Ostrich Bird. I will no longer contribute to making Wal-Mart a god beside God and answers to no one when it comes to Workers Rights.

PLEASE TAKE A LOOK: $250.000.00 Grants/More

$1 Million and Above, AARP Foundation, America's Promise Alliance, American Council on Education, American Association of Community Colleges, American Cancer Society , American Heart Association, American National Red Cross, ASPIRA Association, Boys & Girls Club of America, CARE USA, Children’s Miracle Network, Communities in Schools, Council of Independent Colleges, Excelencia in Education, Experience Works, Facing History and Ourselves, Feeding America, Gateway to College Network, Hispanic Scholarship Fund, Institute for Higher Education Policy, Jobs for the Future, League for Innovation in the Community College, Meals on Wheels Association of America, National 4-H Council, National CASA, National Center for Family Homelessness, National Council of La Raza, National Urban League, One Economy Corporation, Scholarship America (Dream keepers Program), The Salvation Army National Corp, The Arc of the United States, The United States Conference of Mayors, United Way Worldwide, Youth Build USA,

$500,000 - $999,999, American Diabetes Association, Clinton Global Initiative, Congressional Black Caucus Foundation Inc. , Count Me In Foundation for Independent Higher Education, Jobs for America's Graduates, NAACP, National Center for Missing and Exploited Children, National Center on Family Homelessness, Student Conservation Association, United Negro College Fund, Veterans Green Jobs, Year Up,

$250,000 - $499,999, Alliance for Excellent Education, Business and Professional Women’s Foundation, Campus Kitchens Project, Carbon Disclosure Project, Doorway to Dreams, Food Research and Action Center, Institute for Sustainable Communities, Hispanic Association of Colleges and Universities, Mercy Housing, National Disability Institute, Network for Teaching Entrepreneurship, Students in Free Enterprise, World Resources Institute,

Today it has become necessary for all Americans to stand up and redirect our buying power to a company that will at least answer VALID questions from American Workers. We can and must do better or our children and coming generations of children will have no hope of a fair and just working environment in our beloved country. We are forced to act NOW!


GEORGE BOSTON RHYNES
Retired United States Armed Forces Veteran
a concerned citizen and brother of humanity

Note: I no longer shop at any of Wal-Mart Stores and will expand my efforts until all Wal-Mart Workers are treated with respect, dignity, and worth. (Not as workers in China or in some other third world nation).

1 COMMENTS: Irishedj said...

Dear Mr. George Boston Rhynes,

I have read your articles and stand to salute your cause and your new stand against Wal-Mart. Surprisingly, Goodwill Industries does the same thing using the ill New Mexico, "At will employment". It is an organization that treats its employees the same way as Wal-Mart. Suddenly you can find yourself out of work, from one day to the next, with no reason. They emphasize that you can walk away from them as well, if you so desire. They spend so much time having you sign policy after policy...and going to supervisor meetings to learn how to fire and terminate people so that the company is protected. I only had eight months with Goodwill and I just left suddenly for a new job. I am disgusted at how they use the "clients" and pay them a minimal amount per hour. Their treatment towards store management is abhorrent.

I, like you, wish to stand against these Corporate whores. We are giving America away and ruining the earth in the process.

To think that I was against Unions for so many years. After experiencing and learning the hard way what this "At will employment" means, fight to have Unions!!!!!

Good luck and God bless you and your brothers in arms.

Support the troops, bring them home.
May 10, 2010 7:52 PM
 =========================================

Tuesday, August 3, 2010

Defiant Bangladesh garment workers protest anew
Julhas Alam, Associated Press, Dhaka, Bangladesh | Mon, 08/02/2010 4:19 PM | World

http://www.thejakartapost.com/news/2010/08/02/defiant-bangladesh-garment-workers-protest-anew.html

Thousands of workers from the garment industry demonstrated Monday near the Bangladeshi capital over a new minimum wage they call too low, defying government warnings against moves that might jeopardize the country's top export earner.

At least 25 protesters were injured when security officials charged with batons to remove them from a major highway at Ashulia and Savar, a major industrial hub just outside Dhaka that supplies international chains including Wal-Mart, Gap and Marks & Spencer.

About a dozen factories closed Monday to avoid being damaged, as the rampaging workers attacked some of the them, police official Mahbubur Rahman said. He added that the protesters fled when additional security arrived.

Separately, several hundreds of workers blocked a road in Narayanganj, another industrial zone near Dhaka, the Daily Star newspaper reported Monday. There was no major violence reported.

Monday's demonstrations were part of an angry response to the government's new minimum wages for the nation's 2 million garment workers - most of them women - after months of often-violent protests over poor pay and working conditions. The new structure raises the minimum pay by about 80 percent, but workers and labor leaders say that isn't enough and does not match the high cost of living.

The new protest Monday came despite agreement by union leaders late Sunday to the new minimum pay structure, following a meeting with the government and factory owners.

Bangladesh has about 4,000 factories that export in bulk to international companies including Wal-Mart, Tesco, H&M, Zara, Carrefour, Gap, Metro, JCPenney, Marks & Spencer, Kohl's, Levi Strauss and Tommy Hilfiger.

Garment workers in Bangladesh are among the lowest-paid in the world and have difficulty buying enough food and arranging shelter on their monthly earnings, according to the International Trade Union Confederation, a Vienna-based labor rights group.

In the first increase since 2006, the official minimum wage has been set at 3,000 takas ($45) a month, up from 1,662 takas ($25). Workers and labor rights groups have pressed for a monthly minimum wage of 5,000 takas ($73). The new pay structure starts in November and has seven grades - the highest pay fixed at 9,300 takas ($140).

Factory owners say the skilled workers usually earn much more than the minimum wage, and they label the recent protests as a conspiracy by some vested quarters and outsiders to destroy the industry, which competes with major exporters like India and China in low-end products.

Prime Minister Sheikh Hasina said Saturday her administration would show zero tolerance for any further protests that might jeopardize the vital industry.

Garment exports earn Bangladesh more than $12 billion a year, nearly 80 percent of the country's export income.

In June, about 700 garment factories in a major industrial hub near Dhaka were shut for two days after days of violent protests by tens of thousands of workers.

The manufacturers say they're being squeezed by a slump in prices on the international market because of global economic crisis. They also say higher production costs due to an energy crisis and poor infrastructure are pushing them to the edge.
 =======================================
June 22, 2010,

Info on the subject of location.
For decades Valdosta, Georgia has been hidden beneath the rubbish pile of time, distance and space here in America. As a result citizens have been suffering for decade as if they are in a third world country for some. But others are living in paradise at the expense of others and this includes an unjust judicial system.

http://barberpk.blogspot.com/

We have had thirty jail deaths since 1994 while news media and politicians seem unconcerned about this trend for whatever reasons. So what are jailed inmates, parents, children and concerned citizens to when their government consistently fail them? Even Atlanta keyed in on the extremely high number of jail deaths but nothing is being done to stop this trend for whatever reason. http://williejameswilliams.blogspot.com/

Our school system has been under court order by The United States Justice Department since 1971. However little to nothing has changed and citizens has lost hope in Valdosta ever moving into the 21st Century. Lord helps those parents with children in the Valdosta-Lowndes County School System.

http://thenakedtruth4ed.com/the_naked_truth_blog
http://medianeeded.blogspot.com

We have had practically every civil and human rights organization in the nation here but things remain the same. In addition Georgia is one of the few remaining states in America that is identified as an “At Will to Work State.” This means that workers can be terminated for good cause, bad cause, or for no cause at all and employers know this and govern themselves accordingly against workers rights—thanks to Georgia Politicians.
http://walmartstore2615.blogspot.com/

Wall-Mart Stores Inc. is guilty of not answering their workers VALID questions and too often gotten away with it for decades. There is no help for wrongfully terminated workers and Wal-Mart refuses to even respond or answer valid questions from terminated workers. How do you know George? I am one of many that have been totally wronged by Wal-Mart and they refuse to answer valid questions. http://666onwalmart.blogspot.com/

So why are Americans putting their lives on the line in foreign countries only to be treated as third class citizens in the work place? They are now treating us as if we are WORKERS in China or in some other third world country. It has just been reported that the suicide rate among our military personnel are at an all time high. So is that American Service Members are fed up with a government that is unable to answer their needs? But then again; who cares anymore in this country?

Sincerely,


George Boston Rhynes
Retired United States Armed Forces Military Veteran
A concerned citizen and brother of humanity

2009, Letters to Wal-Mart President/CEO/Board of Directors, No Response to "WRONGFFULLY TERMINATED "Sporting Goods Dept. Manager.."Welcome to the China Work Environment"

March 5, 2009

{I really thought Wal-Mart Was a fair Employer, however its all another story and every American citizens should learn the truth about how Wal-Mart Workers are "IGNORED" and without workers Rights.  (Really, review and see "Wal-Mart Sucks.com}"

George Boston Rhynes
Valdosta, Georgia

Wal-Mart Sores, Inc.
CEO/President/Director, H. Lee Scott Jr.,
Board of Directors (Respectively)
702 Southwest 8th Street
Bentonville, AR 72716

TO: President/CEO H. Lee Scott Jr., and Each Board of Director (Respectively)

As a former Wal-Mart Associate, and Department Manager of Sporting Goods at Store 2615, for over three years in Valdosta, Georgia. Where I was wrongfully terminated on March 20, 2008, but have been ignored for nearly a year. But I will not stop in my pursuit of a valid response from Wal-Mart Stores Inc., until I am respected and treated with dignity as a United States Citizen, Worker, and Retired United States Armed Forces Military Veteran.

My previous letters were sent to you (President H. Lee Scott Jr.,), by U.S. Certified Return Receipt Mail on (June 12, 2008), (August 1, 2008), (August 11, 2008), (August 29, 2008), and (December 1, 2008). I did not write these letters to you to be ignored or for my health. But my supervisory, leadership, and management training says that it is unacceptable for EMPLOYEES to be totally ignored by their EMPLOYERS.

In addition, no American worker should be treated as workers in Third World Nations. And for over twenty years I placed my life in harms way for foreign people I did not know. So surely I can, and will fight for my own rights. And for the rights of my fellow Americans here in the homeland in the place of my birth.

Since March 2008, I have been ignored without even a courteous reply from Wal-Mart Stores Inc., However, as a former retail business owner for fourteen years, prior to being employed by Wal-Mart. I cannot and will not remain silent to my unjustified termination and mistreatment. Thereby allowing workers rights to be forever lost in these hard economic times.

You have received five (5), previous letters but chose not to respond to any of them. I must acknowledge. That I had no idea Wal-Mart was so unprofessional and mistreated their workers in this manner. That is until I was terminated. But I assure you that my particular case will not just fade into the sunset to be forgotten.

Nor will I bury my head in the sand like the legend concerning the ostrich bird. That is beneath the rubbish pile of time, space, destiny, and slogans like, save money, and live better. But at what cost to other human beings?

As a former Wal-Mart Employee. I will never accept or pretend that Wal-Mart Stores Inc., and their Executives has become a god beside God. And answers to no one, while treating American workers like workers in China or in some other Third World Nation.

Mr. Lee, you can ignore me. As you have done before. But Galatians 6:7 will forever shine in the direction of truth. "And it is always right, to do right, and even better, to be right." {G.B.R.}

So as a former Wal-Mart Associate, Department Manager, Former Business Owner for fourteen-years, and Retired United States Armed Forces Veteran of the Vietnam Era. I will not remain silent. Instead I will blow the trumpet as is recorded in the Book of Joel the 2nd Chapter. This is because I have done too much to be ignored and unjustly terminated without even a courteous reply. Much like many other outstanding associates that have been unjustly terminated at store #2615.

After a year without even a courteous reply, I am as fresh, determined and committed as ever to be treated as an American Citizens, and not like workers in China or in some other Third World Nation by Wal-Mart.

Again, it is always right, to do right, and even better, to be right. So no American worker should say good night, until they have been treated right. {G.B.R.}

Therefore, I will await your response within fifteen days.

Thanks!



GEORGE BOSTON RHYNES
Terminated Untrained Sporting Goods Department Manager
Former Business Owner for Fourteen years
Retired United States Armed Forces Veteran (Vietnam Era)
Active in Community Affairs Since 1975, (Civil and Human Rights Organizations)
Author of Several Writings
Single Parent of Three Children (Now Successful Adults)
A concerned citizen and brother of (ALL) humanity
Cc: All previous Addressees
===========================================

April 15, 2009 (Wednesday)

George Boston Rhynes
Valdosta, Georgia 31605


TO: Wal-Mart President/CEO, H. Lee Scott Jr.,
Board of Director (Respectively)
HRM. Region #15, (Marlene Hunter) Atlanta, Georgia
702 Southwest 8th Street
Bentonville, AR 72716

I received an unexpected phone call on March 20, 2008, from Wal-Mart Stores Inc., Human Resource Director Ms. Marlene Hunter Region 15, in Atlanta, Georgia, phone No. 770-975-5629.

The Human Resource Director asked, “What do you want from Wal-Mart and what do you expect? Your termination was within Wal-Mart Policies and Guidelines.” I said, Wal-Mart President/CEO H. Lee Scott Jr., and the Board of Directors has consistently ignored my six (6) letters for over a year----without even a courteous reply. Ms Hunter replied again, “Your termination was justified.”

I asked, that she put her reply in writing stating that Wal-Mart had investigated my wrongful termination as I requested in my letters. She replied, “We have already told you that your termination was justified.” I said my children have nothing in writing to show why their father was terminated after a year. Nor have Wal-Mart Stores Inc., repudiated my rebuttal letters to every administrative action rendered against me to justify their wrongful termination.

Ms Hunter replied, “George, what do you want?” I said, a response to my letters, and to be treated as an American Citizens and not as a worker in China. Again, she replied, “What do you want?” I said, read the last paragraph in my first letter dated June 12, 2008. I went to my file and read from the last paragraph of that letter which said in part: “I want a written reply from a Wal-Mart professional Manager as to why I was terminated after a thorough investigation of the facts.”

(1). Why was I NEVER entered into the four-week Sporting Goods Department Managers “ Training as required? (2). Why is there nothing in my personnel file showing that I was ever assigned a trainer? (3). Why did Assistant Manager Shannon say in January 2008 that she was going to get me trained as required by Wal-Mart own procedures as were listed on the wire? After repeated requests that I be trained to Assistant Manager Frank Summerland, Assistant Manager Trina, Assistant Manager Lynn, Assistant Manager Shannon herself, and Co-Manager Andy among others. But even more interesting is that Co-Manager Andy told me. “There was no training available for “Sporting Goods Managers,” while an assistant manager witness Co-Manager Andy telling me this UNTRUTH. I had showed this assistant manager the training package and asked why I was not being trained and treated as all other Wal-Mart Department Managers in their various departments? (4). Why is their NOTHING in my personnel record showing that I received the following Wal-Mart Training for week 1, 2, 3, 4, and the final Training Plan Acknowledgement for Department 9 Managers as listed BELOW?

DENIED! WAL-MART TRAINING PLANS FOR DEPARTMENT 9 MANAGERS, (SPORTING GOODS).

{Week 1, with 8 pages}, {Week-2, With 8 Pages}, {Week 3, With 6 Pages}, {Week 4, With Seven Pages}, {Training Plan Acknowledgement With 2, Pages}. THIS INCLUDES A TOTAL OF TWENTY-EIGHT DAYS OF TRAINING THAT I WAS DENIED BY ASSISTANT MANAGERS, CO-MANAGERS, AND STORE MANAGER HAL AT WAL-MART STORE #2615. YET UNFAIRLY TERMINATED UNDER THE HEADING, “ INABILITY TO PERFORM JOB.” IN ADDITION, AFTER A YEAR I HAVE NOT RECEIVED EVEN A COURTEOUS REPLY FROM WAL-MART TO MY SIX LETTERS CONCERNING MY UNJUSTIFIED TERMINATION.

At the end of each week of this training period it read: “You have completed the First, Second, third, and Fourth Week of your Department 9 Manager Training. (You are now ready to proceed to the next week of the training plan). “CONGRATULATIONS! Today you have completed the First, Second, Third, and Fourth Week of your Department 9 Department Manager training.

Then the last two pages entitled: “Training Plan Acknowledgement Department 9 Manager covers the complete training period. With the following acknowledgement at the bottom of the page that reads. “I acknowledge that I have completed each task as outlined in my detailed job specific training plan. Signing this acknowledgement and not completing all tasks assigned in the training plan is falsification of a Company Record and may result in termination of employment.”

Special Note: Then the training package provides separate lines for the signatures of the Associate, Assistant Manager, and Date the training was Complete. {Last Revision date of Training Week Packages 1, 2, 3, and 4 was April 2005), {Last Revision date of Training for the Acknowledgement Sheet was May 2003}; Notice: This description supersedes all prior descriptions.

*This

Training Package Square
is only provided because Human Resource Director Marlene Hunter called me from Atlanta asking questions. Questions that have already been highlighted in my six letters to Wal-Mart Stores Inc., Moreover it is sad, but I was denied training and definitely treated in a manner that must be addressed.

(5). Why did Wal-Mart create this EXTENSIVE Training Package covering twenty-eight days, and then deny it to me? And then terminate me for “INABILITY TO PERFORM JOB” when I was never even assigned a trainer at all?

(6). Why was I singled out and given a Verbal Coaching as a Sporting Goods Associate for making a mistake on ATF Forms 4473s, on November 15, 2006. But was not notified until January 5th 2007? When Assistant Managers, Co-Managers, and Store Manager whoever is releasing the firearm to the customer must date, sign, and verify, that all paperwork is attached, properly secured, processed, serial numbers match, and that all requirements are met in accordance with Wart-Mart and Federal Firearms Guidelines. This is required to be done correctly before any firearm leaves the store. Moreover, we must ask, who perform the daily morning checks on every completed ATF Forms 4473 done in the store? Who performed the monthly Audits on completed ATF Forms 4473s, and the Firearms Log Books? It is the responsibility of higher paid Assistant Managers, Co-Mangers, and Store Mangers? But did they receive a Verbal Coaching for failing to catch these mistakes? If not, why not? I contend that these checks were probably NOT done at all. Otherwise they would have found mistakes made by managers as I did following gun sales. Many times Managers failed to thoroughly check the completed ATF Forms 4473s, before the firearm was taken from the store. So I called many managers and co managers back to Sporting Goods counter so they could correct their mistakes. And they thanked me for being thorough in the processing of gun sales. I did this before becoming department manager. (See my rebuttal to the Verbal Coaching, and some of the mistakes I found on ATF Forms 4473s, that were signed off by other Associates, Assistant Managers, and Co-Managers). I did the best job I could do for Wal-Mart Store #2615, but the unprofessional managers made it extremely difficult.

(7). Why was I given a written coaching for leaving keys in the door when practically every Assistant Manager, and Co-Manager also left keys in the Security Room Door—without being disciplined. In addition, they repeatedly left their keys in the Cash Register Locks during a gun sale, and I personally along with other Sporting Goods Associates carried keys to managers and Co-Managers. We routinely paged them and they came and retrieved their keys, but no action was taken against them.

8. Often managers came looking for their keys because they did not know where they were. Because they had left them in the gunroom door or in the cash register lock. Again, why did they not receive a coaching of any kind, nor were they disciplined?

9. Why did one Assistant Manager remove my written coaching from the file? Which was given for leaving keys in the security door in the gunroom? This manager repeatedly told me that HE, disagreed with me receiving the coaching in the beginning and He later removed it from the computer—Why? This manager said many managers had left their keys, and nothing was done to them, and that I was treated unfairly. (Name withheld but available upon request).

10. Why Did Store Manager Hal give me a D-Day for allegedly working off the clock (Typing 142 words), to help justify my wrongful termination? Many Associates laughs, and said if this was done to all associates at store #2615. There would not be any associates without a D-Day in their files. Several Assistant Managers told me that this D-Day was definitely unfair. (Names withheld, but available).

11. Did you review (ALL) my rebuttals to every action taken against me by managers at store #2615? Did management create ACTIONS against me for the purpose of justifying my termination? Your review should include my rebuttal to a “pink slip” I received after about two months at Wal-Mart for an overage in Sporting Goods Daily Register of $14.23. When this register had five or more people working on it. So why should I have been blamed for the overage and given a “pink slip.” So I typed a rebuttal and the practice was TERMINATED. However after a couple of weeks, management converted back, to the same ill practice of everybody working on the same register. (If records have been destroyed, I have my copies along with everything else that were in my record except those Co-Manager Andy refused to provide when I received the D-Day).

After a while Ms Hunter became irate, upset, and unprofessional. She replied, we have told you that your termination was justified.” I said I did not call Wal-Mart President/CEO or Board of directors. I wrote them six (6), letters as I was trained to do in the military. Then Ms Hunter said, “What is your specific complaint that you want addressed?” I said, It is all in my package. But I was trained to be a professional but apparently Wal-Mart does not appreciate professional workers. Then I went more in detail by explaining and asking questions.

12. Why did Wal-Mart Store #2615 Violate ATF Firearms Guidelines by NOT protecting customers Social Security Numbers and other private data as required by directives? And as it relates to the security of completed ATF Forms 4473s (Firearms Background Check forms). (They were maintained on a pole in an unlocked box and in a filing cabinet behind the sporting goods counter that went unlocked for over two years). Yet I was the most persistent worker in securing firearms, and reviewing completed forms was a routine practice for me following every gun sale. I reviewed each ATF Form 4473, this Jody the Department Manager did not do. Moreover I was always committed to securing Personal Data Files as required and my workers should be able to verify this fact. Moreover, I worked fervently to get Assistant Managers, Co-Mangers and others to become concerned about security----but they refused to listen.

13. Why did Assistant Managers, Co-Managers, and others, know little to nothing about logging guns into the firearms log book and many more minor tasks in sporting goods as required? They did NOT know, and still may not KNOW, what to do if a customer wanted to purchase a firearm but could not read or write. Yes, they mostly called me because I studied the procedures and called the HOTLINE. I did this because I discovered early that I could not trust managers because of their consistent unprofessional work habits---until something went wrong. (Now it seems that I am being singled out for following proper procedures). Yet others received a much higher salary than me).

14. Why were the Daily, Monthly and other audits NOT being done as required? This was long before I became department manager but no one seemed to care. Nor was audits performed as required when Assistant Managers, and Co-Managers departed the store as required. All department workers knew that I was the person that tried to always follow proper procedures and protocol. But what Managers were disciplined in these areas? In addition, when more experienced and longer EMPLOYED associates than myself began to tell me, “George watch your back.” It was at this point that I began telling my ASSOCIATES to follow all procedures and guidelines even if managers do not. Because these department managers had told me that management use CERTAIN people as SCAPEGOATS when they fail in their own responsibilities. (Names withheld, but available upon request).

15. Why was it necessary for me to consistently tell Assistant Managers along with Co-Manager Andy, that they were playing a game with me, and that there was no win for me? Even during my WRONGFUL termination on March 20, 2008. I turned away from Assistant Manager Shannon who was conducting the termination process, and I turned to Assistant Manager Frank, and said. “Did I not tell you, and others, that I could NOT win?” He said, “yes you did!” I said, “thank you---for telling the truth and I stand for truth---always! So I ask that you remember this name, George Boston Rhynes, because you will see it again---because of this unfair termination.” Both Assistant Manager Shannon, and Assistant Manager Frank, should remember this remark I made to them concerning my wrongful termination during the process.

I told Ms Hunter, that as a former Wal-Mart Associate, Sporting Goods Department Manager, and United States Armed Forces Military Veteran of the Vietnam Era. That my wrongful termination would not just fade into the sunset as other Wal-Mart workers. Then I asked, if our conversation were being recorded? She replied no. That it is illegal to record others conversations without them knowing about it.

Again Ms Hunter asked, do you accept that your termination was justified? She said, “You were coached, written up, given a D-Day and terminated within Wal-Mart Guidelines. I said, my termination educated me about Georgia’s unfair “At Will Employment Law” wherein workers are fired for good cause, bad cause, or for no cause at all. And there was no VALID cause at all, for my termination. I said, Ms Hunter, I still receive calls from workers EMPLOYED at store #2615 and they say working conditions has gotten much worst. These workers need IMMEDIATE help and should NOT be treated as workers in China or in some other third world nation. I said many of these workers are American Military Veterans like myself.

I asked, Ms Hunter to understand----that my particular case would not just go away. It must be addressed, investigated and VALID answers provided as requested in my letters. Ms Hunter, seemed upset and hung up the phone. I called her right back at phone number 770-975-5629. However, she did not pick-up the phone. So I left a voice message that said in part; “Please provide me with your address. I will be writing a MEMO FOR RECORD, highlighting the beef of our conversation.” So I left my name, George Boston Rhynes, mailing address,

5004 Oak Drive, Valdosta, Georgia
31605.

In addition, I told Ms Hunter; that Mr. Reggie Griffin was at my house within listening distance when I received her call and that he heard my part of the conversation with her. Our conversation lasted approximately 28 minutes or more, and I thank her for the first attempt toward a solution to my wrongful termination---that will not just simply go away.

Last and closing comments: I seek to be treated as an American Citizen, United States Retired Military Veteran, and a Former Outstanding Professional Employee of Wal-Mart Stores #2615, and be recognized as performing in the same outstanding manner as I did for over twenty-years in the United States Armed Forces, in my own business for over fourteen years, in all areas of community affairs, and in every other aspect of my life including being a single parent of three children. But I refuse to be treated less than an American Citizens under our form of government in spite of “Georgia’s Disgraceful Sick At Will Employment Law.” Moreover, I am more determined than ever to follow my wrongful termination until justice is done. Even though, I have been IGNORED without even a courteous reply from Wal-Mart Stores Inc., for over a year to-date.



GEORGE BOSTON RHYNES
Former Untrained Sporting Goods Department Manager (January 2005 – March 2008)


Retired United States Armed Forces Veteran of the Vietnam Era.
A concerned citizen and brother of all humanity

Cc: Same as other letters to Wal-Mart Stores Inc., Executives

Special Note: Forward a copy to Wal-Mart Human Resource Director Marlene Hunter in Atlanta, since she did not give me her address. Again, if my rebuttals to pink slip, verbal coaching, written coaching, and D-Day Coaching have been destroyed by local management at Wal-Mart Store #2615. I have them in my files and available upon request along with many MEMO FOR RECORDS over the years!
================
DATE OF LTR:

George Boston Rhynes
Valdosta, Georgia

TO: Wal-Mart President/CEO H. Lee Scott Jr.,
Board of Director (Respectively)
702 Southwest 8th Street
Bentonville, AR 72716


1. Enclosed is a copy of my letter dated April 15, 2009, along with a copy of a document that should have been placed in my Wal-Mart Personnel Records of accomplishments within my first eleven months of employment as an ASSOCIATE in Sporting Goods Department at store #2615. I also have copies of all rebuttals provided to management. In addition, if they were removed from my file. I have copies of them and they are available upon request. -

2. I was not just an ordinary ASSOCIATE at Wal-Mart Store #2615. But I worked daily to maintain my outstanding job performance as in the military for over twenty-years, and in every aspect of my life. This has been stated in all previous communications. This is a historical record of what I have done to try and get a response to my wrongful termination, mistreatment, and that no American WORKER should be treated in this manner.

3. It should be noted that as a minimum the following rebuttals should be in my personnel record and that they should be considered-----and NOT ignored.

a. January 4, 2005 – December 8, 2005, (ACCOMPLISHMENTS), as Sporting Goods ASSOCIATE during the period of (January 4, 2005 thru 8 December 2005). This document was typed in 2005 and should have been filed in my Wal-Mart Personnel Records.

b.January 5, 2007, 1st Verbal Coaching (REBUTTAL), Letter dated January 5, 2007. (Incorrect processing of ATF Form 4473s) What? No Associate, Former Department Manager (Jody), Assistant Manager, Co-Manager can say in truth that I didn’t find many, many mistakes on 4473s they processed during my review of the forms. Although, I was not he Department Manager. I took it upon myself to review all ATF Forms and called mistakes to their attention. But nothing was done to any of these associates and managers I found.

c.August 31, 2007. 1st Written Coaching (REBUTTAL), for leaving Keys in door dated August 31, 2007. This letter (REMOVED) explained to management that ALL Assistant Managers, Co-Managers and others had left keys in the door many, many times----but nothing was done to them. I asked why? And did my professional image create friction because I requested equal treatment and that all be treated fairly in my MANY rebuttal statements and letters?

d.January 24, 2008, Coaching, Facility/Housekeeping Standards. This was really a joke and this is included in my many MEMO FOR RECORDS. (Ask the ASSOCIATES who knew of Sporting Goods and who kept the Department Clean), simply ask…. (Also see my Letter addressing this letter).

e.February 6, 2008, Job Performance, Price Changes not done. Management knew I had no ASSOCIATES who would follow instructions. They refused to do what ASSISTANT MANAGER LYNN, FRANK, TRINA, CO-MANAGER ANDY, AND OTHERS ASKED THEM TO DO, and they cared even less of what I asked them to do. All surrounding Department Managers knew I had NO associates I could depend on to get the job done. I have MEMO FOR RECORDS from associates that witnessed Assistant Manager Lynn telling a sporting goods associate to go work the FRONT END CASH REGISTER. “HE REPLIED, "I DON'T DO FRONT REGISTERS.” (Name withheld but available upon request along with the SG ASSOCIATE that witnessed the incident.) As usual nothing was done. But had it been an ordinary ASSOCIATE not in the POPULUS CLICK, they would have been written up. I have documented records of these types of incidents with those who witnessed these unfair acts. Several CERTAIN Associates violated dress codes (REPEATEDILY), even wore hats in the department. (See my letters explaining the sick working conditions permitted by managers). I was trained to treat all WORKERS equal, and not have picks and slicks.

However, MANY managers at store #2615 undoubtedly knew nothing about this basic management procedure. When I repeatedly asked Assistant MANAGERS, CO-MANAGER ANDY for help about NIGHT WORKERS. They turned their heads the other way, and took pictures of L-Carts left on the sales floor and used them against me. (See letter on price changes, help requested from managers MEMO FOR RECORD made at the time, and not receiving the necessary manpower, equipment or training to accomplish assigned tasks). These are not excuses but real world FACTS.

f.February 15, 2008, (Friday), Rebuttal to a D-Day given to me----for allegedly working off the clock. This letter explains why I took the initiative to get my ASSOCIATES to complete an assigned suspense given by Assistant Manager Lynn--when workers SELDOM if ever FOLLOWED instructions given by any Assistant Managers, Co-Workers, Store Manager Hal, and less for the things I asked them to do. A member of management told me that if they won’t do it, then you do it.

g.March 20, 2008, Their Mission Accomplished----I was wrongfully terminated.

4. Historical records of letters sent to WAL-MART and dates:

a.June 12, 2008, 1st Letter requesting that a valid investigation be performed based on the facts of my termination.

b.August 1, 2008, Follow-up letter requesting why I had not received a reply?

c.August 11, 2008, Letter highlighting the FACT, that I was never assigned a trainer, nor did the previous trainer Jody provide any training prior to her departure. And that WAL-MART own Department 9, Manager Training packages were never given to me whatsoever.

d.August 29, Letter notifying Georgia State Representative that Georgia’s “At Will Employment Law” was a disgrace and that WORKERS in the state of Georgia needed help. Especial Retired United States American Military Veterans.

e.December 1, 2008, Letter to the Veterans Affairs (VA), and the Inspector General (IG). This letter was to draw attention to how United States Military Veterans are treated in the State of Georgia under the “At Will Employment Law.”

f.March 1, 2009, this letter was addressed to Wal-Mart because no reply had been received addressing my initial request concerning my wrongful termination, and unfair treatment in comparison to other Wal-Mart Workers at Wal-Mart Store #2615.

g.April 15, 2009, this letter was forwarded to Wal-Mart because Wal-Mart Stores Inc., Human Resource Manager, Region #15, (Marlene Hunter) of Atlanta, Georgia called me and talked for nearly thirty minutes, and asked questions that had already been highlighted in my many letters and in my personnel file at WAL-MART Store #2615.

h. April 21, 2009, this letter is to inform Wal-Mart Stores Inc., President/CEO that I provided VALID rebuttals because I knew then that I was being unfairly treated by managers at Store #2615. In addition, that an Assistant Manager removed my 1st Written Coaching for leaving keys in the door. This Manager agreed with me that many other managers had left keys and nothing was done to these EMPLOYEES. (This Manager said he had left keys in the door before and at the sporting goods register). And that I was the professional who always tried to follow guidelines and set the standards.

5. These are a few of the reasons. I cannot allow this injustice to be done to me. Moreover, I hope something will be done to help other OUTSTANDING associates who can be an asset to Wal-Mart Stores Inc., in the future. But instead, they become VICTIMS of unprofessional managers who seem to care less if WAL-MART image is forever tarnished because of their own lack of PROFESSIONALISM and good work ethics. How sad?



GEORGE BOSTON RHYNES
Former Untrained (Documented) Sporting Goods Department Manager
Retired United States Armed Forces Military Veteran (Vietnam Era)
Ignored Former Wal-Mart Associate for over a year (Sporting Goods)
A concerned citizen and brother of all humanity

P.S. Yesterday (April 20, 2009, Monday), while at a local restaurant an Assistant Manager presently employed at Wal-Mart Store #2615 said, “George we all know, you was mistreated and never trained as a department manager.” (Name withheld, along with the witnesses at the restaurant but available upon request)

===============================
May 11, 2009

“9th LETTER IN SEARCH OF ULTIMATE JUSTICE FROM WAL-MART”
May 5/9 May 2009 {Bottom Block Added}

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

THE INFORMATION BELOW SUPERSEEDS ALL PREVIOUS E-MAILS:

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}

====================================
July 23, 2009George 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 saddened, 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

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June 22, 2009,

FOLLOWING IS WAL-MART ONLY WRITTEN RESPONSE AND WHAT A JOKE?

George Rhynes
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.,

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May 5, and 9th 2009

George Boston Rhynes
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 fail to follow their own guidelines when it came to properly training me in accordance with WAL-MART ‘S 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, many, 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 will be heard on behalf of all American Workers, Military Veterans and beyond.

Two heads may be better than one but never forget which one belongs to you. {GBR}