June 12, 2008
George Boston Rhynes
Valdosta, Georgia
Wal-Mart Sores, Inc.
H. Lee Scott Jr., CEO/President/Director
Board of Directors (Respectively)
702 Southwest 8th Street
Bentonville, AR 72716
TO: Wal-Mart Executives at Cooperate Level (Respectively)
SUBJECT: Termination of Employment from Wal-Mart Stores Inc., (January 5, 2005 - March 20, 2008)
I was employed at Wal-Mart Store 2615 as a Sporting Goods Sales Associate on January 5, 2005, located at 3215 Perimeter Road, Valdosta, Georgia 31605 and was terminated on March 20, 2008 as Sporting Goods Department Manager for “INABILITY TO PERFORM JOB.”
My period of employment was from January 5, 2005 to March 20, 2008, and I held the following job titles, Sporting Goods Sales Associate and Sporting Goods Department Manager. However, I received no training whatsoever as “Department Manager,” and there is nothing in my records to show differently. The previous department manager (Jody), did not provide any training whatsoever, when I asked for overlapping training.
Therefore I was given a position like a puppet without strings (training), so I pulled from my previous experience, made the best of what I had, and received praise from some managers, fellow associates, department managers, customers and vendors alike.
I did not, join the Wal-Mart Family as a NOVICE, I had over twenty plus years of supervisory, leadership, and management skills in the United States Air Force. I started, and maintained a business for over fourteen years. Yet, I started out with slightly above minimum wage and a copy of my resume should be in my personnel file.
During my Air Force career, I worked in U.S. Postal Operations, Non-Commissioned Officers in charge of providing administrative support to 904 Maintenance Personnel in Aircraft Generations Squadron in Tucson Arizona, worked with Security Police Files, Office of Special Investigation Files, worked at Kelly Air Force Base Security Services Headquarters on Security Hill, and handled classified information up to, and including Top Secret. With all assigned tasks being performed in a professional manner without any lost of productivity, or inappropriate action by me or those I supervised.
INABILITY TO PERFORM JOB: The reason given on my termination sheet is in contrast of my lifetime historical job performance. I received over thirty-two Airmen Performance Report Evaluations during my military career, and all were rated outstanding, except for four, that were rated excellent. One was rated satisfactory, and the Air Force Joint Chief of Staff removed it, because my immediate supervisor Technical Sergeant James E. King-----failed to give a true, fair and accurate evaluation for the reporting period. (This is included in my military record until this very day).
Moreover, I received many Air Forces Achievement Awards, and received several Accommodation Medals, for going beyond expectations and getting the job done in a professional manner.
In September 1989, I started my own business “New Mind Music, and Fashions,” at
605 ½ East Hill Avenuein the city ofValdosta , Georgia United States
Lieutenant Governor Mark Taylor called me from Atlanta, Georgia to meet with him during his campaign for Governor of the State of Georgia, worked on Representative Sanford Bishop campaign of Georgia during his first election to the U.S. Congress, and many other leaders within the State of Georgia. I received recognition from three former presidents of theUnited States
I was asked, and worked as the Poll Manager of a Lowndes County Election Polling Station, I, maintained a daily and weekly radio broadcast on WGOV, 950 am, and WJEM 1150 am, Radio stations in Valdosta, Georgia for over fourteen-years, and is respected by local citizens for my community outreach and leadership abilities. I was selected to theValdosta and Lowndes County High School
I was often called upon to speak atValdosta State University during forums on various subjects, selected to serve in the process of finding a Valdosta High School Life Chiropractic School in Atlanta , Georgia
During my first year as Sporting Goods Associate, I stopped damage to firearms by placing Velcro around each firearm wired section. This prevented medal, to medal contact of firearms and damage to firearms in the department. However managers ignored the work, even though it had a much wider scope, and could have saved money in other Wal-Mart Stores nationwide.
When fishing reels was falling from racks presenting safety hazard to both associates, and customers. To remedy this manufacturer defect, I installed a wire through the reel racks and stopped this safety hazard. I also noticed the same problem at many other Wal-Mart Stores and told store manager and district managers but nothing was done towards a broader implementation. I made over fifty-seven much needed changes in the department during my first year. (This should be in my personnel records).
Getting the job done in a timely manner with professionalism throughout my work history has been perhaps my greatest strengths, and led to my publications being published in many newspapers across the nation including, The Valdosta Daily Times, The New York Times, USA Today, Chicago Sun Times and many more outlets. Our local newspaper (TheValdosta Daily times) did a story on me and my business (New Mind Music and Fashions); located in Valdosta Atlanta
PURPOSE OF THIS LETTER: To initiate and state for the record, that I was unfairly termination from Wal-Mart on March 20, 2008, and seek a more in-depth evaluation of the reasons used to terminate me: “Inability to perform job” Moreover, I contend, that this is not the case, but rather the failure of managers to comply with Wal-Mart Associate Training Policy and Procedure.
Members of management ignored my persistent appeal to them to follow ATF Guidelines, keeping Firearms Filing Cabinets, and Side Counter Box, locked that stored completed ATF Forms 4473s. But they ignored me repeatedly, and this is well known by all associates, and assistant managers working in the department. I became even more concerned, when I became Department Manager because I was looking for a set up from management.
I also repeatedly informed Assistant Managers that daily and monthly audits were not being done on ATF Forms 4473s after firearms was sold. On one occasion I informed Assistant Managers Trina, and others who worked in the department of this omission. I personally told Assistant Manager Frank on one occasion------that fifteen-days had passed without daily audits being done----but to no avail. However, eventually the audits were completed as required. I do not blame Frank; he was running like a chicken with his head cut off because they needed more assistant managers employed.
And when firearms log Book entries were found (recently), to be out of order, my associates and me were blamed, (All hell broke out, as I said would happen when something happened). But it was the managers who failed to perform audits as required that resulted in unnecessary loss of work hours, and associates were looked upon as unprofessional. This shows how management always find excuses to cover their own failures, as it relates to following established guidelines, and procedures until something happens.
It is even more sickening when associates see manager’s lack of knowledge, as it relates to management skills, and the unfair treatment of associates. This has created an ill working environment for many associates and assistant managers. Many are stressed out, not knowing if they will have a job the next day. (This is not good for any human being)
Wal-Mart Department Managers and associates do not receive the necessary training, equipment, and managerial support to perform their job. Then there is the click wherein some associates suck up to certain managers and this creates an ill working environment. (Something my years of previous management training and experience said was a no, no). Therefore, something must be done to better screen the associates who are assigned in the Sporting Goods Department. I never hired a single sporting goods associate as department manager. Others always did this and they hired associates with behavioral problems who cared nothing about following instructions from me or other managers in the store. This placed me at a disadvantage because these associates worked around firearms, ammunition, and knives.
In store 2615, it is imperative that managers listen to associates, especially those in sporting goods where ammunition and firearms are handled, and stored. Presently, associates in the facility are not listened to, and their creative ideas, are lost in the wind. These good ideas could have saved Wal-Mart money, eliminated safety hazards, and increased sales. But only if managers, listen to store associates as if they are valued members of the Wal-Mart Family.
Moreover bad associates are allowed to move into management positions without learning to comply with the ten-foot rule, show respect for the individual, serves the customer, and strive for excellence. This motto seems foreign to managers in the facility. Many associates are given positions, but not the required training, equipment, support and authority to properly do the job. That is, until they need a fall guy or scapegoat to protect incompetent managers, when something is found to be wrong.
It is unbelievable how workers rights and customer rights are denied as they relate to safety, and faulty equipment. Many store price changes are not done because of a lack of training, and proper equipment. It was well known, that my department went over six months without proper equipment to get price changes done after repeated requests to management. But again, it is department managers and associates who are blamed for what managers do or fails to do.
It was management that decided against the use of 4-ways in action alley to display deleted merchandise on sales floor when MODs dropped---in 2008. So merchandise was returned to the backroom creating bottlenecks, and made it impossible to do timely counts, and accurate price changes. This decision by management NOT to use 4-ways was destined for disaster. This procedure had NEVER been done since my employment or when Department Manager Jody was department manager.
Therefore by management failure to create space to display merchandise other department managers were brought in to help out. However, the next day, the work done by these managers were taken down. Assist. Manager Frank, and Co-Manager Andy were told repeatedly of this monstrous problem, but nothing was done to resolve this dilemma. It was a set-up, for failure and disaster, because of a bad management decision that had never been used before. This was brought to the attention of assistant managers, co-manager Andy, and other department managers. The District Manager was notified of associate creative ideas and problems in sporting goods that had perhaps a wider scope of implementation----but no one seem to care.
FINAL TERMINATION COMMENTS: As a former department manager at Wal-Mart Store 2615, I ask that a valid and progressive review be done concerning the reasons for my termination; “INABILITY TO PERFORM JOB.” When the facts are that NO, ASSOCIATE at Wal-Mart Store 2615 Inc., ever trained me, initialed off on, dated, or provided me with any correspondence of training other than the correspondence I signed, when I accepted the position as Sporting Goods Department Manager, and received a $1.00 pay increase. This includes previous Sporting Goods Department Manager, Assistant Managers, Co-Manager, Store Manager, or Resource Manager. So how can any professional highly paid manager allow a Department Manager to serve from July 17, 2007 to March 20, 2008, without proper training, proper equipment, and support to accomplish tasks in a professional manner?
In addition, one can only ask why Wal-Mart Stores Inc., created a training package entitled: “Training Plan week 1, 2, 3, and 4, For Department 9 Managers,” then on page 3, the package reads, “People and Policies, Date, Trainer’s Initials, Your Initials. Then beneath on the job training reads: “The associate and assigned trainer is required to initial the lines below, unless otherwise noted for another Associate’s initials. The training Associate places a checkmark in the provided checklists as each assignment is executed.”
Then on the last page of ALL FOUR, training packages reads: “Please sign in the appropriate space. Do not sign unless all items above are initialed and dated by the specific Associate responsible for your training.”
Since I never received proper training, I took it upon myself to seek information from more experienced department managers within and outside of store 2615. I was shocked to see so many experienced department managers who had NOT been trained and was of little to no help to me. They said, “man they don’t train you around here.”
In addition: I borrowed needed equipment from the Vision Center, Hardware, TLE, Furniture, Shoes, Groceries, Toys, Electronics, Jewry, Wireless, and Photo Lab trying to do the tasks assigned to me. When I approached my managers on problems in sporting goods Co-Manager Andy, with Asst. Manager Frank Summerland in the Store Managers Office, and told them, that I did not have the proper equipment, department managers training, or support. Co-Manager Andy told me that no training existed in the present of Assistant Manager Frank.
It seems strange how Wal-Mart Stores Inc., could allow this unprofessional practice to continue without corrections. It is my hope and desire that Wal-Mart Stores Inc., routinely review each facility training procedures to insure that all associates are receiving the necessary training to do their job, so all associates can advance within the company on an equal bases.
After months of requesting training, the newly Asst. Manager Shannon came to me at the Sporting Goods Counter and showed me several stapled sheets in early 2008. She said, “George we must get you trained as Sporting Goods Manager,” and I was happy that this newly assigned manager saw the need to follow established procedures. (This date and time has become a part of my long MEMO FOR RECORD).
However, this was never initiated and nothing else was said about me receiving Sporting Goods Departmental Training again. It seemed as if, I was set-up, for disaster from the get-go, and I can only imagine how many more good, outstanding human beings have been ditched because of this ill procedure at Wal-Mart Store 2615. Moreover, this ill practice has existed for so long that no one believes anything will ever be done within the store. How Sad?
In my opinion this is only the peak of the pyramid of what goes on at store 2615, not only with me, but many other outstanding former associates who were----even more qualified than myself. Who have already quit, been fired, retired, or just walked away because they felt nothing could or would be done. (I feel that it is my HUMAN responsibility to HELP STOP the hurt of many fellow Wal-Mart Associates Family Members, who feel there is no hope for them at store 2615).
Therefore, these remaining associates at store 2615 needs immediate attention because there is NO, real “OPEN DOOR POLICY FOR ASSOCIATES.” And it is widely discussed within circles of both ASSOCIATES AND ASSISTANT MANAGERS that things would be better if they had aUNION but are afraid to speak out concerning the problems at this facility.
IT IS MY PERSONAL DESIRE: That a Top Wal-Mart Inc., Professional with Management Skills, investigate the real reasons behind my termination, and that a review of all policies and procedures be reexamined at store 2615 as they relate to Wal-Mart established procedures to help remaining ASSOCIATES AND MANAGERS working in this ill environment.
And that I receive a written reply to this communication for my OWN, peace of mind, satisfaction and understanding of the Wal-Mart Family’s tradition of respect for the individual, service to the customer, strive for excellence, and if these Wal-Mart policy, and procedures are worth anything.
And if it is the policy for Wal-Mart to insure that all associates be trained, listened to, supported and allowed to advance within the Wal-Mart Family as equals in the same manner. I await your timely response within ten business days. Thanks!
GEORGE BOSTON RHYNES
Former Untrained Sporting Goods Department Manager
Valdosta, Georgia, Facility Store #2615
=================================
George Boston Rhynes
Valdosta, Georgia
Wal-Mart Sores, Inc.
H. Lee Scott Jr., CEO/President/Director
Board of Directors (Respectively)
702 Southwest 8th Street
Bentonville, AR 72716
TO: Wal-Mart Executives at Cooperate Level (Respectively)
SUBJECT: Termination of Employment from Wal-Mart Stores Inc., (January 5, 2005 - March 20, 2008)
I was employed at Wal-Mart Store 2615 as a Sporting Goods Sales Associate on January 5, 2005, located at 3215 Perimeter Road, Valdosta, Georgia 31605 and was terminated on March 20, 2008 as Sporting Goods Department Manager for “INABILITY TO PERFORM JOB.”
My period of employment was from January 5, 2005 to March 20, 2008, and I held the following job titles, Sporting Goods Sales Associate and Sporting Goods Department Manager. However, I received no training whatsoever as “Department Manager,” and there is nothing in my records to show differently. The previous department manager (Jody), did not provide any training whatsoever, when I asked for overlapping training.
Therefore I was given a position like a puppet without strings (training), so I pulled from my previous experience, made the best of what I had, and received praise from some managers, fellow associates, department managers, customers and vendors alike.
I did not, join the Wal-Mart Family as a NOVICE, I had over twenty plus years of supervisory, leadership, and management skills in the United States Air Force. I started, and maintained a business for over fourteen years. Yet, I started out with slightly above minimum wage and a copy of my resume should be in my personnel file.
During my Air Force career, I worked in U.S. Postal Operations, Non-Commissioned Officers in charge of providing administrative support to 904 Maintenance Personnel in Aircraft Generations Squadron in Tucson Arizona, worked with Security Police Files, Office of Special Investigation Files, worked at Kelly Air Force Base Security Services Headquarters on Security Hill, and handled classified information up to, and including Top Secret. With all assigned tasks being performed in a professional manner without any lost of productivity, or inappropriate action by me or those I supervised.
INABILITY TO PERFORM JOB: The reason given on my termination sheet is in contrast of my lifetime historical job performance. I received over thirty-two Airmen Performance Report Evaluations during my military career, and all were rated outstanding, except for four, that were rated excellent. One was rated satisfactory, and the Air Force Joint Chief of Staff removed it, because my immediate supervisor Technical Sergeant James E. King-----failed to give a true, fair and accurate evaluation for the reporting period. (This is included in my military record until this very day).
Moreover, I received many Air Forces Achievement Awards, and received several Accommodation Medals, for going beyond expectations and getting the job done in a professional manner.
In September 1989, I started my own business “New Mind Music, and Fashions,” at
605 ½ East Hill Avenuein the city of
Lieutenant Governor Mark Taylor called me from Atlanta, Georgia to meet with him during his campaign for Governor of the State of Georgia, worked on Representative Sanford Bishop campaign of Georgia during his first election to the U.S. Congress, and many other leaders within the State of Georgia. I received recognition from three former presidents of the
I was asked, and worked as the Poll Manager of a Lowndes County Election Polling Station, I, maintained a daily and weekly radio broadcast on WGOV, 950 am, and WJEM 1150 am, Radio stations in Valdosta, Georgia for over fourteen-years, and is respected by local citizens for my community outreach and leadership abilities. I was selected to the
I was often called upon to speak at
During my first year as Sporting Goods Associate, I stopped damage to firearms by placing Velcro around each firearm wired section. This prevented medal, to medal contact of firearms and damage to firearms in the department. However managers ignored the work, even though it had a much wider scope, and could have saved money in other Wal-Mart Stores nationwide.
When fishing reels was falling from racks presenting safety hazard to both associates, and customers. To remedy this manufacturer defect, I installed a wire through the reel racks and stopped this safety hazard. I also noticed the same problem at many other Wal-Mart Stores and told store manager and district managers but nothing was done towards a broader implementation. I made over fifty-seven much needed changes in the department during my first year. (This should be in my personnel records).
Getting the job done in a timely manner with professionalism throughout my work history has been perhaps my greatest strengths, and led to my publications being published in many newspapers across the nation including, The Valdosta Daily Times, The New York Times, USA Today, Chicago Sun Times and many more outlets. Our local newspaper (The
PURPOSE OF THIS LETTER: To initiate and state for the record, that I was unfairly termination from Wal-Mart on March 20, 2008, and seek a more in-depth evaluation of the reasons used to terminate me: “Inability to perform job” Moreover, I contend, that this is not the case, but rather the failure of managers to comply with Wal-Mart Associate Training Policy and Procedure.
Members of management ignored my persistent appeal to them to follow ATF Guidelines, keeping Firearms Filing Cabinets, and Side Counter Box, locked that stored completed ATF Forms 4473s. But they ignored me repeatedly, and this is well known by all associates, and assistant managers working in the department. I became even more concerned, when I became Department Manager because I was looking for a set up from management.
I also repeatedly informed Assistant Managers that daily and monthly audits were not being done on ATF Forms 4473s after firearms was sold. On one occasion I informed Assistant Managers Trina, and others who worked in the department of this omission. I personally told Assistant Manager Frank on one occasion------that fifteen-days had passed without daily audits being done----but to no avail. However, eventually the audits were completed as required. I do not blame Frank; he was running like a chicken with his head cut off because they needed more assistant managers employed.
And when firearms log Book entries were found (recently), to be out of order, my associates and me were blamed, (All hell broke out, as I said would happen when something happened). But it was the managers who failed to perform audits as required that resulted in unnecessary loss of work hours, and associates were looked upon as unprofessional. This shows how management always find excuses to cover their own failures, as it relates to following established guidelines, and procedures until something happens.
It is even more sickening when associates see manager’s lack of knowledge, as it relates to management skills, and the unfair treatment of associates. This has created an ill working environment for many associates and assistant managers. Many are stressed out, not knowing if they will have a job the next day. (This is not good for any human being)
Wal-Mart Department Managers and associates do not receive the necessary training, equipment, and managerial support to perform their job. Then there is the click wherein some associates suck up to certain managers and this creates an ill working environment. (Something my years of previous management training and experience said was a no, no). Therefore, something must be done to better screen the associates who are assigned in the Sporting Goods Department. I never hired a single sporting goods associate as department manager. Others always did this and they hired associates with behavioral problems who cared nothing about following instructions from me or other managers in the store. This placed me at a disadvantage because these associates worked around firearms, ammunition, and knives.
In store 2615, it is imperative that managers listen to associates, especially those in sporting goods where ammunition and firearms are handled, and stored. Presently, associates in the facility are not listened to, and their creative ideas, are lost in the wind. These good ideas could have saved Wal-Mart money, eliminated safety hazards, and increased sales. But only if managers, listen to store associates as if they are valued members of the Wal-Mart Family.
Moreover bad associates are allowed to move into management positions without learning to comply with the ten-foot rule, show respect for the individual, serves the customer, and strive for excellence. This motto seems foreign to managers in the facility. Many associates are given positions, but not the required training, equipment, support and authority to properly do the job. That is, until they need a fall guy or scapegoat to protect incompetent managers, when something is found to be wrong.
It is unbelievable how workers rights and customer rights are denied as they relate to safety, and faulty equipment. Many store price changes are not done because of a lack of training, and proper equipment. It was well known, that my department went over six months without proper equipment to get price changes done after repeated requests to management. But again, it is department managers and associates who are blamed for what managers do or fails to do.
It was management that decided against the use of 4-ways in action alley to display deleted merchandise on sales floor when MODs dropped---in 2008. So merchandise was returned to the backroom creating bottlenecks, and made it impossible to do timely counts, and accurate price changes. This decision by management NOT to use 4-ways was destined for disaster. This procedure had NEVER been done since my employment or when Department Manager Jody was department manager.
Therefore by management failure to create space to display merchandise other department managers were brought in to help out. However, the next day, the work done by these managers were taken down. Assist. Manager Frank, and Co-Manager Andy were told repeatedly of this monstrous problem, but nothing was done to resolve this dilemma. It was a set-up, for failure and disaster, because of a bad management decision that had never been used before. This was brought to the attention of assistant managers, co-manager Andy, and other department managers. The District Manager was notified of associate creative ideas and problems in sporting goods that had perhaps a wider scope of implementation----but no one seem to care.
FINAL TERMINATION COMMENTS: As a former department manager at Wal-Mart Store 2615, I ask that a valid and progressive review be done concerning the reasons for my termination; “INABILITY TO PERFORM JOB.” When the facts are that NO, ASSOCIATE at Wal-Mart Store 2615 Inc., ever trained me, initialed off on, dated, or provided me with any correspondence of training other than the correspondence I signed, when I accepted the position as Sporting Goods Department Manager, and received a $1.00 pay increase. This includes previous Sporting Goods Department Manager, Assistant Managers, Co-Manager, Store Manager, or Resource Manager. So how can any professional highly paid manager allow a Department Manager to serve from July 17, 2007 to March 20, 2008, without proper training, proper equipment, and support to accomplish tasks in a professional manner?
In addition, one can only ask why Wal-Mart Stores Inc., created a training package entitled: “Training Plan week 1, 2, 3, and 4, For Department 9 Managers,” then on page 3, the package reads, “People and Policies, Date, Trainer’s Initials, Your Initials. Then beneath on the job training reads: “The associate and assigned trainer is required to initial the lines below, unless otherwise noted for another Associate’s initials. The training Associate places a checkmark in the provided checklists as each assignment is executed.”
Then on the last page of ALL FOUR, training packages reads: “Please sign in the appropriate space. Do not sign unless all items above are initialed and dated by the specific Associate responsible for your training.”
Since I never received proper training, I took it upon myself to seek information from more experienced department managers within and outside of store 2615. I was shocked to see so many experienced department managers who had NOT been trained and was of little to no help to me. They said, “man they don’t train you around here.”
In addition: I borrowed needed equipment from the Vision Center, Hardware, TLE, Furniture, Shoes, Groceries, Toys, Electronics, Jewry, Wireless, and Photo Lab trying to do the tasks assigned to me. When I approached my managers on problems in sporting goods Co-Manager Andy, with Asst. Manager Frank Summerland in the Store Managers Office, and told them, that I did not have the proper equipment, department managers training, or support. Co-Manager Andy told me that no training existed in the present of Assistant Manager Frank.
It seems strange how Wal-Mart Stores Inc., could allow this unprofessional practice to continue without corrections. It is my hope and desire that Wal-Mart Stores Inc., routinely review each facility training procedures to insure that all associates are receiving the necessary training to do their job, so all associates can advance within the company on an equal bases.
After months of requesting training, the newly Asst. Manager Shannon came to me at the Sporting Goods Counter and showed me several stapled sheets in early 2008. She said, “George we must get you trained as Sporting Goods Manager,” and I was happy that this newly assigned manager saw the need to follow established procedures. (This date and time has become a part of my long MEMO FOR RECORD).
However, this was never initiated and nothing else was said about me receiving Sporting Goods Departmental Training again. It seemed as if, I was set-up, for disaster from the get-go, and I can only imagine how many more good, outstanding human beings have been ditched because of this ill procedure at Wal-Mart Store 2615. Moreover, this ill practice has existed for so long that no one believes anything will ever be done within the store. How Sad?
In my opinion this is only the peak of the pyramid of what goes on at store 2615, not only with me, but many other outstanding former associates who were----even more qualified than myself. Who have already quit, been fired, retired, or just walked away because they felt nothing could or would be done. (I feel that it is my HUMAN responsibility to HELP STOP the hurt of many fellow Wal-Mart Associates Family Members, who feel there is no hope for them at store 2615).
Therefore, these remaining associates at store 2615 needs immediate attention because there is NO, real “OPEN DOOR POLICY FOR ASSOCIATES.” And it is widely discussed within circles of both ASSOCIATES AND ASSISTANT MANAGERS that things would be better if they had a
IT IS MY PERSONAL DESIRE: That a Top Wal-Mart Inc., Professional with Management Skills, investigate the real reasons behind my termination, and that a review of all policies and procedures be reexamined at store 2615 as they relate to Wal-Mart established procedures to help remaining ASSOCIATES AND MANAGERS working in this ill environment.
And that I receive a written reply to this communication for my OWN, peace of mind, satisfaction and understanding of the Wal-Mart Family’s tradition of respect for the individual, service to the customer, strive for excellence, and if these Wal-Mart policy, and procedures are worth anything.
And if it is the policy for Wal-Mart to insure that all associates be trained, listened to, supported and allowed to advance within the Wal-Mart Family as equals in the same manner. I await your timely response within ten business days. Thanks!
GEORGE BOSTON RHYNES
Former Untrained Sporting Goods Department Manager
Valdosta, Georgia, Facility Store #2615
=================================
UNDATED: LOCATE DATE
George Boston Rhynes
Valdosta, Georgia
Wal-Mart Sores, Inc. (1st Letter dated, June 12, 2008)
The Honorable H. Lee Scott Jr., CEO/President/Director
Board of Directors (Respectively)
702 Southwest 8th Street
Bentonville, AR 72716
TO: Wal-Mart Executives at Home Office (Respectively)
This is a follow-up to my letter dated June 12, 2008, to Wal-Mart CEO/President/Director H. Lee Scott Jr., and the Board of Directors (Respectively) sent by certified mail, and a week later by United States Postal Service First Class Mail, (Receipt #: 2305 1590 0001 6154 7384). But not even a courteous reply or an acknowledgement from Wal-Mart has been received after forty-nine days.
It seems that a Wal-Mart Family Member does not mean much locally, or at the home office. Many Wal-Mart Associates are repeatedly told that they are family. This is not how my family responds to family members. Moreover, my termination from Wal-Mart Store 2615 for “Inability to Perform Job” will NOT, just fades into the sunset. But is an extremely serious matter and I only forwarded in my June 12, 2008 letter a brief overview of what I intend to show-----with the help of other present and former Wal-Mart Associates, and Department Managers---that my termination was unfounded.
I unlike others who know they were mistreated, but just buried their head in the sand like the legend concerning the ostrich bird. But I will strive to show: That Wal-Mart Stores Inc., failed to follow its own policy, guidelines in training Sporting Goods Department #9, Manager at store 2615.
In addition: It is my belief, that Wal-Mart Store 2615 has discriminated against certain employees, when it comes to verbal, and written coaching’s, unfair treatment in regards to associates during time of bereavement and time off, promotions of associates who does not respect the Wal-Mart Ten-Foot Rule, managers know little to nothing about supervising, and leadership skills to maintain a team and be productive, giving a D-Days, and termination of associates.
I contend that Federal Law Violations were ignored in Sporting Goods Department. This was after I repeatedly informed Assistant Managers, Co-Managers and others about this problem. However, ATF Forms 4473s with customer’s personal data was insecure for two years. (Every Associate who worked in the department knows about this violation, I personally and consistently put this before Co-Manager Andy many times) but still it was ignored, by managers, proper procedures were not followed when it came to the sale of firearms to customers who could not read and write, associates verbal coaching, and written coaching being removed that should not have been given---but after repeated appeals to management this too seemed to work against me, both associates, and department managers were not trained, and terminations are handled haphazardly, (a well-known fact), lack of help to get the job done in several departments, (many mornings, I was alone in Sporting Goods from 7:00 A.M. – 2:00 P.M., but no managers seemed to care or took this in consideration when it came to price changes etc) not providing necessary supplies to accomplish assigned tasks in departments, preferential treatment of one Sporting Goods Department Manager over another, (never having to handle deer stands, and providing help etc, but held to the same standards of work load), associate completing two union training classes, but NEVER completing CBL’s due to a shortage of department help, guns in back room but never displayed for customers to see, (I sought to resolve this problem but management could not see a need for the sheets I placed on counter with all firearms listed), managers incapable of supervising certain employees because of friendship, and favoritism for certain associates over others, certain associates refusing to obey assistant managers directions to work the front registers and the associate tells an asst. manager, “I don’t do front registers.” (Name withheld but available, and the witness who saw this happen at S.G Counter)
The above incident has been verified and documented but nothing was done to this favorite associate, certain associate gets away with disobeying the established Wal-Mart Dress Code, and associates witnessed this associate violate the policies, that others had to follow, lack of disciplinary action when guns were not secured and left out on counter on several occasions, fellow associates witnessed incidents that was brought to management attention, but nothing was done to correct the associate, weekends in sporting goods was like a day off for sporting goods associates, even though I repeatedly asked managers to monitor assigned task sheets on weekend, but they did nothing, managers ignoring department managers and using them as scapegoats and fall guys when something goes wrong.
If Wal-Mart does not wish to reply to my letters it is their call. However, I have a call, as a person of character and high concern for my former Wal-Mart Family to help stand for what is right. So if you do not believe my case deserves a reply from you----after forty-nine days. Then I respect your decision, but in the end truth will eventually win (Galatians 6:7).
Again, thanks for your time. I can only ask if this is the type consideration and respect Wal-Mart gives to a former Wal-Mart Family Associate, and Department Manager who was employed for over three years, at store 2615, located in Valdosta Georgia. (January 5, 2005 – March 20, 2008).
GEORGE BOSTON RHYNES
Un-trained Sporting Goods Department Manager
Retired United States Air Force Veteran (January 21, 1991)
Fourteen-year business Owner (New Mind Music, Valdosta, Georgia)
A concerned citizen and brother of humanity
PS: Associates at store 2615 are still in major pain I am told, and seeking relief from someone who cares about them at the home office. I as a former associate have waited or forty-nine days for a reply from Wal-Mart Stores Inc., but to no avail.
We were told that we were family members, but it seems that associates and former associates can only expect an unending cycle of pain from Wal-Mart Stores Inc. But I am 100% certain that the internal pain of associates, department managers, and assistant managers who cannot speak for themselves---will be stopped and the tears removed from their eyes. (Galatians 6:7) But my termination from Wal-Mart was an outright disgrace to all who ever knew me. When I told one of my Military First Sergeants (locally), that I was terminated as Department Manager. He gave me his phone number and told me to have Wal-Mart to call him. He said, that I was the best administrative he had during his twenty-seven years of his military career. But who cares about competent workers at Wal-Mart?
==================================
Valdosta, Georgia
Wal-Mart Sores, Inc. (1st Letter dated, June 12, 2008)
The Honorable H. Lee Scott Jr., CEO/President/Director
Board of Directors (Respectively)
702 Southwest 8th Street
Bentonville, AR 72716
TO: Wal-Mart Executives at Home Office (Respectively)
This is a follow-up to my letter dated June 12, 2008, to Wal-Mart CEO/President/Director H. Lee Scott Jr., and the Board of Directors (Respectively) sent by certified mail, and a week later by United States Postal Service First Class Mail, (Receipt #: 2305 1590 0001 6154 7384). But not even a courteous reply or an acknowledgement from Wal-Mart has been received after forty-nine days.
It seems that a Wal-Mart Family Member does not mean much locally, or at the home office. Many Wal-Mart Associates are repeatedly told that they are family. This is not how my family responds to family members. Moreover, my termination from Wal-Mart Store 2615 for “Inability to Perform Job” will NOT, just fades into the sunset. But is an extremely serious matter and I only forwarded in my June 12, 2008 letter a brief overview of what I intend to show-----with the help of other present and former Wal-Mart Associates, and Department Managers---that my termination was unfounded.
I unlike others who know they were mistreated, but just buried their head in the sand like the legend concerning the ostrich bird. But I will strive to show: That Wal-Mart Stores Inc., failed to follow its own policy, guidelines in training Sporting Goods Department #9, Manager at store 2615.
In addition: It is my belief, that Wal-Mart Store 2615 has discriminated against certain employees, when it comes to verbal, and written coaching’s, unfair treatment in regards to associates during time of bereavement and time off, promotions of associates who does not respect the Wal-Mart Ten-Foot Rule, managers know little to nothing about supervising, and leadership skills to maintain a team and be productive, giving a D-Days, and termination of associates.
I contend that Federal Law Violations were ignored in Sporting Goods Department. This was after I repeatedly informed Assistant Managers, Co-Managers and others about this problem. However, ATF Forms 4473s with customer’s personal data was insecure for two years. (Every Associate who worked in the department knows about this violation, I personally and consistently put this before Co-Manager Andy many times) but still it was ignored, by managers, proper procedures were not followed when it came to the sale of firearms to customers who could not read and write, associates verbal coaching, and written coaching being removed that should not have been given---but after repeated appeals to management this too seemed to work against me, both associates, and department managers were not trained, and terminations are handled haphazardly, (a well-known fact), lack of help to get the job done in several departments, (many mornings, I was alone in Sporting Goods from 7:00 A.M. – 2:00 P.M., but no managers seemed to care or took this in consideration when it came to price changes etc) not providing necessary supplies to accomplish assigned tasks in departments, preferential treatment of one Sporting Goods Department Manager over another, (never having to handle deer stands, and providing help etc, but held to the same standards of work load), associate completing two union training classes, but NEVER completing CBL’s due to a shortage of department help, guns in back room but never displayed for customers to see, (I sought to resolve this problem but management could not see a need for the sheets I placed on counter with all firearms listed), managers incapable of supervising certain employees because of friendship, and favoritism for certain associates over others, certain associates refusing to obey assistant managers directions to work the front registers and the associate tells an asst. manager, “I don’t do front registers.” (Name withheld but available, and the witness who saw this happen at S.G Counter)
The above incident has been verified and documented but nothing was done to this favorite associate, certain associate gets away with disobeying the established Wal-Mart Dress Code, and associates witnessed this associate violate the policies, that others had to follow, lack of disciplinary action when guns were not secured and left out on counter on several occasions, fellow associates witnessed incidents that was brought to management attention, but nothing was done to correct the associate, weekends in sporting goods was like a day off for sporting goods associates, even though I repeatedly asked managers to monitor assigned task sheets on weekend, but they did nothing, managers ignoring department managers and using them as scapegoats and fall guys when something goes wrong.
If Wal-Mart does not wish to reply to my letters it is their call. However, I have a call, as a person of character and high concern for my former Wal-Mart Family to help stand for what is right. So if you do not believe my case deserves a reply from you----after forty-nine days. Then I respect your decision, but in the end truth will eventually win (Galatians 6:7).
Again, thanks for your time. I can only ask if this is the type consideration and respect Wal-Mart gives to a former Wal-Mart Family Associate, and Department Manager who was employed for over three years, at store 2615, located in Valdosta Georgia. (January 5, 2005 – March 20, 2008).
GEORGE BOSTON RHYNES
Un-trained Sporting Goods Department Manager
Retired United States Air Force Veteran (January 21, 1991)
Fourteen-year business Owner (New Mind Music, Valdosta, Georgia)
A concerned citizen and brother of humanity
PS: Associates at store 2615 are still in major pain I am told, and seeking relief from someone who cares about them at the home office. I as a former associate have waited or forty-nine days for a reply from Wal-Mart Stores Inc., but to no avail.
We were told that we were family members, but it seems that associates and former associates can only expect an unending cycle of pain from Wal-Mart Stores Inc. But I am 100% certain that the internal pain of associates, department managers, and assistant managers who cannot speak for themselves---will be stopped and the tears removed from their eyes. (Galatians 6:7) But my termination from Wal-Mart was an outright disgrace to all who ever knew me. When I told one of my Military First Sergeants (locally), that I was terminated as Department Manager. He gave me his phone number and told me to have Wal-Mart to call him. He said, that I was the best administrative he had during his twenty-seven years of his military career. But who cares about competent workers at Wal-Mart?
==================================
August 11, 2008
George Boston Rhynes
Valdosta, Georgia
Wal-Mart Sores, Inc.
Mr. H. Lee Scott Jr., CEO/President/Director
Board of Directors (Respectively)
702 Southwest 8th Street
Bentonville, AR 72716
TO: Wal-Mart Executives at Home Office (Respectively)
I am no longer employed at Wal-Mart Store 2615 in Valdosta, Georgia. However, on August 8th 2008, while shopping at the Flash Foods Convenient Store at 3480 Bemis Road, Valdosta Georgia 31605, a Wal-Mart Associate from store 2615, said: She heard I was terminated from Wal-Mart store 2615, because I lost five (5) guns. She said she could not understand, why I was terminated, because I was the best worker in the department.
Then after being approached by three other Wal-Mart Associates on different occasions much earlier, saying they heard that I had been terminated, because I lost seven (7) or eight (8) guns.
I am forced to respond to what I heard on August 8th, 2008, and they are not limited to this associate, but have been repeated by other Wal-Mart Associates at the Waffle House at, 3120 North Patterson St, Valdosta GA, at Waffle House, 4600 North, Valdosta Rd, Valdosta, GA, and lastly on Saturday, August 9th, 2008, at Royal Buffet Restaurant, 3268 Inner Perimeter Rd, #F, Valdosta, GA, and this was the breaking point for me.
So no longer WILL I sit idly by and see my good name, reputation, character, and credibility be denigrated as never before in over thirty-years of employment. I can only imagine what is being TOLD, to employers as I apply through the Georgia Labor Department seeking gainful Employment.
REASONS GIVEN FOR MY TERMINATION ON MARCH 20TH, 2008 WAS: That my department (Sporting Goods), was dirty, camping isle MOD was set improperly, and buggies was found on the sales floor, and my termination sheet read; “INABILITY TO PERFORM JOB” Assistant Manager Shannon said nothing about seven (7), or eight (8) guns missing or that I was responsible for making improper entries in the ATF Firearm logbook.
Moreover, I gave the following response to Assistant Manager Shannon and Assistant Manager Frank Summerland in the Store Manager’s Office, when I was terminated on March 20, 2008:
1. I have been off from work, and I just gave a three-hour deposition at a local Law Firm on an upcoming
Middle District of Georgia CourtCase. So I have not been in the department every day, and that it is known, that I could not get associates in Sporting Goods to do what I asked. They don’t even listen to you managers, and I did not set the camping MOD. It was Asst. Manager Lynn that told us to flip the label and place deleted items on the MOD.
2. Moreover management was required to check off all MODS after they are set, so who is being terminated for not checking the MOD? And when I asked managers to check MODs they were too busy. I told, Co-Manager Andy about this particular MOD (Camping Isle), and he said manager Lynn was incorrect, and that we could not flip labels. Assistant Manager Frank was standing there at the time, (This was a continual problem in SG, one manager would tell me and associates one thing, and another manager something else).
3. During my termination, I turned to Assistant Manager Frank and asked. Did not tell you six months ago, that there was no win for m? Did I not tell you that? Its all a game, and other department managers told me about it, it’s a game being played, but in the end truth will win.” “He said, yes, you said it! And I said, thank you!
Wal-Mart Termination Documents stated: “INABILITY TO PERFORM JOB,” and nothing was said about guns being improperly logged, or that I lost seven (7), or eight (8), guns, and rightly so, since many other managers logged firearms in the logbook.
CONCLUSION: I seek a written apology because an untruth has been spilled about me, (George Boston Rhynes), throughout Wal-Mart Store 2615. I have been in the public eye on many fronts since 1975, at many different levels, and these accusations against me have a direct impact on my image, credibility, character, and could keep me from finding another job in the future. For over thirty – years, I have worked in a management position but have never received such accusations from an employer.
Therefore I request an apology in writing, and that Wal-Mart Associates be told the truth when asked about my termination in the future. This is an extremely serious matter and I seek a written apology as soon as possible-----to resolve this problem. But I will never accept being a fall guy because no good leader or manager, just go along to get alone, and expect to be respected by real managers of any company or organization. Thank you for your time, and consideration.
GEORGE BOSTON RHYNES
Former Department Manager of Sporting Goods (Store 2615)
A concerned citizen and brother of humanity (3rd Later.)
Cc: Bryant, Boston, and Rhynes, Family Reunion President (3rd later.)
SPECIAL NOTE:
If I indeed lost seven (7) or (eight (8) guns as is being spilled around Wal-Mart, and if I was solely responsible for improper entries in the ATF Firearms Logbook. Then questions must be asked, and valid answers provided to the following questions to be fair to all:
1. How many guns did I lose at Wal-Mart Store 2615?
2. How many people logged guns into the firearms logbook?
3. How many audits were done when an Assistant Manager departed the Department?
4. How many managers, and co-managers, were coached for improperly logging guns into the Fire Arms Log Book?
5. What other manager or managers were coached, given D-Day, or terminated because seven (7), or ten (10) guns were lost in the Sporting Goods Department?
6. Who was blamed for the mistakes in the Fire Arms Log Book during 2008, in store 2615?
7. Had managers performed their daily and monthly audits as required, would not this have discovered mistakes if any, in a more timely manner? (Since some mistakes and omitted audits, were not performed before I became department manage).
1. How many guns did I lose at Wal-Mart Store 2615?
2. How many people logged guns into the firearms logbook?
3. How many audits were done when an Assistant Manager departed the Department?
4. How many managers, and co-managers, were coached for improperly logging guns into the Fire Arms Log Book?
5. What other manager or managers were coached, given D-Day, or terminated because seven (7), or ten (10) guns were lost in the Sporting Goods Department?
6. Who was blamed for the mistakes in the Fire Arms Log Book during 2008, in store 2615?
7. Had managers performed their daily and monthly audits as required, would not this have discovered mistakes if any, in a more timely manner? (Since some mistakes and omitted audits, were not performed before I became department manage).
8. Was I the only person logging guns into the Fire Arms Log Book at store 2615?
9. Why was I NOT, informed of missing guns, and logbook entries, during my termination by Assistant Manager Shannon, and Frank Summerland in the Store Managers Office on March 20, 2008? (Absolutely, nothing was said to (ME), about guns being missing or the firearms logbook)
10. Why was an unauthorized Sporting Goods Department Associate permitted to log guns in the logbook against Wal-Mart Policy? (Name withheld but available)
11. Why was the daily accountability audits NOT performed by managers on completed ATF Forms 4473s on a daily basis as required and properly secured for years?
George Boston Rhynes
Valdosta, Georgia
Georgia General Assembly (Respectively)
President, Casey Cagle
240 State Capital Street
Atlanta, Georgia 30311
Subject: Military Veterans, and Georgia Workers Rights (At Will, to Work State)
TO: Georgia General Assembly President, (Casey Cagle), and Every Member (Respectively)
Secretary of the Senate, and (Each) Member (Respectively)
Georgia Department of Labor (Michael L. Thurmond, Commissioner)
EEOC, Representatives for the State of Georgia per telephonic conversation
ATTN: Capitol Suite 353, Budget Office/LOB Suite 208, Press Office/LOB Suite 201, Research Office/LOB Suite 204, Eric Johnson, Tommie Williams, Dan Moody, Mitch Seabaugh, Robert Brown, Tim Golden, David Adelman, Bbill Cowsert, Ronnie Chance, bill Heath, Bob Ewing, Lorenzo Wallace
1. On March 20, 2008, I was terminated from Wal-Mart Stores Inc., located at 3215 Perimeter Road, Valdosta, Georgia, 31604, for “Inability To Perform Job,” following several unfair verbal and written coaching’s to justify my eventual termination, although I was never trained as Wal-Mart, Department Manager of Sporting Goods. (See Attached letters addressed to Wal-Mart Stores Inc, dated June 12th, 2008, August 1st, and August 11th 2008, to Wal-Mart CEO, and Board of directors (respectively).
2. Wal-Mart Stores Inc., had an established policy or handout posted on the wire entitled, “Training Plan Week 1, 2, 3, and 4, For Department Manager #9, and (Sporting Goods). This document provided space for the associate’s name, date hired, and name of Assistant Manager, Trainer Initials, and Personnel Associate, instructions on how to complete week #1, of the Training Plan for Department 9 Managers, and how it relates to the SPONSOR, TRAINER, ASSISTANT MANAGER, PERSONNEL ASSOCIATE, and their responsibilities to the associate in training for the total four week training period, and that all assigned tasks must be completed and initialed:
a. 1st Week of Training: This week of training was supposedly designed to train Wal-Mart Department Manager in Department #9, Sporting Goods in the following areas: Overview, On The Job Training, Merchandise (covered 4 pages), Customer Service, and lastly the associate is to review the entire week and ensure all sections are completed by the required associates. Then Associate, Assistant Manager, and Personnel Associate, must sign and a completion date given in the last block. Then beneath read: Congratulations! Today we have completed the first week of your Department 9, Department Manager’s training, you are now ready to proceed to week two of your training plan
b. 2nd Week of Training: This week of training was supposedly designed by Wal-Mart to train Wal-Mart Department Manager in Department #9,Sporting Goods in the following areas: CBL Modules, People and Policies, (this covered two pages), Risk Control/Loss Prevention (this covered two pages), Merchandise (this covered three pages). (Same as above on initials, and management signing off on the last page of this week package as above).
12. Why would a department manager be excluded from the process of finding alleged mistakes in his/her department as was done in March 2008?
13. Who was the expert that determined that I was at fault, since many people logged firearms into the logbook?
14. Who were the managers who failed to insure that these mandatory practices were carried out according to established guidelines? And what ACTION, was taken against them if any?
15. Who was responsible for performing daily, audits of completed ATF Forms 4473s each morning?
16. Who was responsible for insuring that monthly gun audits and gun logbook entries were done as required? And what action was taken against these managers?
17. Who else was coached, given a written coaching, D-Day, or terminated for these seven (7) or ten (10) guns that I supposedly lost according to Wal-Mart Associates?
=================================
c. 3rd Week of Training: This week of training was supposedly designed by Wal-Mart to train Wal-Mart Associates in Department #9, Sporting Goods in the following areas: Peoples and Policies, (three pages), Merchandise (two pages). (Same as above on initials, and management signing/date on the last page of this week package as above).
d. 4th Week of Training: This week of training was supposedly designed by Wal-Mart to train Wal-Mart Associates in Department #9,Sporting Goods in the following areas: CBL Modules, People and Policies, Merchandise, (three pages), and Customer Service). (Same as above on initials, and management signing/date on the last page of this week package as above).
3. Although, I was DENIED, this training for whatever reasons by Wal-Mart Store #2615, Valdosta, Georgia, I reached back and drew from my past military experiences, leadership, management skills, customer service, and training in the area of human relations, and I got the job done in spite of not receiving this training for nearly nine months while assigned as Sporting Goods Department Manager. So how else can an employee in the State of Georgia receive training from a company, that does not follow their own policies, and procedures as they relates to all employees in the company.
4. Moreover, when companies are allowed to DISCRIMINATE and get away with it, this is unacceptable. Then to add insult to injury, for untrained employees to be terminated as I was along with hundreds of others must be addressed by all concerned citizens of our beloved state and nation.
5. Even more amazing is how and why, Wal-Mart CEO, Mr. H. Lee Scott, and the Board of Directors (Respectively) can ignore a former Department Manager without even a personal acknowledgement or courteous reply. This is another reason why
6. As a single parent of three children, minister of truth, community organizer, former business owner for fourteen years, retired military veteran, and unemployed Georgia Citizen. I am unable to understand why Georgia Elected Officials have allowed this “Georgia Disgraceful, At Will Employment Law,” to stand in 2008, while companies DISRESPECT their employees. We can only ask, is this how
7. For over twenty-years I followed and complied with the
(1) I am an American fighting man. I serve in the forces, which guard my country and our way of life. I am prepared to give my life in their defense. (2) I will never surrender of my own free will. If in command, I will never surrender my men while they still have the means to resist. (3) If I am captured, I will continue to resist by all means available. I will make every effort to escape and aid others to escape. I will accept neither parole nor special favors from the enemy. (4) If I become a prisoner of war, I will keep faith with my fellow prisoners. I will give no information or take part in any action, which might be harmful to my comrades. If I am senior, I will take command. If not, I will obey the lawful orders of those appointed over me, and will back them up in every way. (5) When questioned, should I become a prisoner of war, I am bound to give only name, rank, service number, and date of birth. I will evade answering further questions to the utmost of my ability. I will make no oral or written statements disloyal to my country and its allies, or harmful to their cause. (6) I will never forget that I am an American fighting man, responsible for my actions, and dedicated to the principles, which made my country free. I will trust in my God and in the
8. Too many Wal-Mart Associates are TERMINATED without good reasons, loosing their homes, healthcare, dental care, cars, dignity, self-respect, and mental gymnastics. But soon, self-respecting Americans, Veterans, and others will be forced to replace ELECTED OFFICIALS that does not care about WORKERS RIGHTS, but have aligned themselves with large corporations like Wal-Mart, against Georgia and American Workers. How Sad, with all that American Veterans have gone through and going through?
9. Apparently, the State of
10. Locally, these two employers, Wal-Mart, and (DFCS), ill working policies, and procedures in which they terminate employees at will, seem to be leading WORKERS of conscious to inform every family member, every workplace employee, every church, every technical college, and university, every civil, and human rights organization, every neighbor, every friend, and foe, every precinct, every religious institution, every fraternity, every sorority, every community outreach organization, and all military Veterans, to stop shopping and supporting those stores that does not respect WORKERS RIGHTS. This movement has long been underway, to REMOVE, those politicians from office who DOES NOT respect the RIGHTS of WORKERS, especially as they relate to AMERICAN VETERANS, and those returning from the war in Iraq, and Afghanistan.
11. I am ashamed to admit this, as a veteran of average intelligence. But it was ONLY, after I retired from the United States Armed Forces, and starting my own successful business of fourteen-years (New Mind Material), in the State of Georgia. That I discovered, that I was deaf, dumb, and blind to the ill treatment of
12. Moreover, the practices of the Honorable Sam Walton of Wal-Mart, as far as respecting workers at Wal-Mart Stores Inc., are now in CONTRAST of what He stood for concerning workers rights, and
13. Yes! There is indeed a great OUT CRY from
LASTLY: I give my permission to all local, state, federal governmental agencies, and institutions to use this letter, and my on going appeal to Wal-Mart seeking justice, fair and equal treatment in order to foster in change for all Americans, and Georgia Employees as they relate to showing the world that we are a state, and government of, by, and for the people, and that we reject the mistreatment, and discrimination of our neighbors, friends, foe, and family members. Moreover, for Wal-Mart Inc., NOT to respond to my letters at all, goes against everything I was taught as a Manager. (Galatians 6:7)
God bless abused, mistreated, and terminated Wal-Mart Associates, Georgia Workers, Military Veterans, Voters, All Americans in General, and everybody else!
GEORGE
Untrained Department Manager of Sporting Goods 1. Every Letter sent to Wal-Mart Stores
Retired United States Armed Forces Veteran (June 12, Aug 1, and Aug 11, 2008, Without
Former Business Owner for fourteen years a response or comment), (GA, Work Law,
A concerned citizen and brother of humanity in Action for Large Corporations)
Cc: Wal-Mart Stores Inc., (Mr. H. Lee Scott Jr., CEO/President/Director, Board of Directors)
AFL-CIO President Sweeney
Valdosta-Lowndes County Department of Family and Children Services (DFCS)
Georgia Human Resources Department Atlanta GA.
National News Media Outlets & Organizations
Boston, Glenn, Bryant, and Rhynes, Family Reunion President
Civil Rights Organizations & Religious Institutions
Former and Present Wal-Mart Associates and Terminated Department Managers
Retired Senior Master Sergeant (My 1st Sergeant, While assigned, Moody AFB, Georgia)
U.S. House of Representatives
Congressional Black Caucus
PS: This is not about the assigned 180 days to get through EEOC, this call for justice and equality for all Georgian’s and Americans in general, is far, far, far beyond what the State of Georgia will do towards equality, and justice. But rather this cause extends with the Giver, of all-----to all: (Galatians 6:7), as recorded in the Volume of Sacred Law, and in the end truth, right, and justice will eventually win! If Rev. Martin L. King Jr., and other Great Americans, who traveled that great line of Holy divine, could speak NOW! They would tell Wal-Mart CEO, Each Member of the Board of Directors, Each Election Official in The State of Georgia, and the world, that there is no way of escaping Galatians 6:7, and if necessary, it will fall upon the ones we love the most, and leave behind, but in the end, truth, justice, and right, will eventually win in the end, it always does. And all the real people of God will say AMEN!
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December 1, 2008
George Boson Rhynes
Valdosta, Georgia
SUBJECT: Wal-Mart, A Retired Military Veteran, and Why His Family No Longer Shops At Any of Wal-Mart Stores Inc.,
United States Department of Veteran Affairs (VA), and Inspector General (IG)
Complete Termination Package Rebuttal (Included), As Sent To Wal-Mart Executives)
George Boson Rhynes
Valdosta, Georgia
SUBJECT: Wal-Mart, A Retired Military Veteran, and Why His Family No Longer Shops At Any of Wal-Mart Stores Inc.,
United States Department of Veteran Affairs (VA), and Inspector General (IG)
Complete Termination Package Rebuttal (Included), As Sent To Wal-Mart Executives)
Atlanta Regional Office
1700 Claremont Road
Decatur, GA 30033
DEFINITION OF GEORGIA POLITICIANS ACTIONS: The State of Georgia recognizes the doctrine of employment at will employment “AT WILL” means that in the absence of a written contract of employment for a defined duration; an employer can terminate an employee for good cause, bad cause, or no cause at all, so long as it is not an illegal cause. How Sad, for workers and American Veterans?
As a former Wal-Mart Associate, and Department Manager of Sporting Goods for twenty-seven months at Store 2615 in
As a retired Military veteran please add my name and letter to that list because Wal-Mart Stores Inc., in
Employed Wal-Mart Associates continues to tell me that I was terminated because of the above lies from management. When absolutely nothing was said to me about any of these alleged deficiencies during my termination. However, Wal-Mart Executives have refused to provide even a courteous reply concerning these slanderous remarks. This includes Wal-Mart CEO, Mr. Lee Scott Jr., and Board of Directors and there are many more wrongfully terminated associates, and disabled American Veterans who say Wal-Mart has refused to provide even a courteous reply to them as well.
Yet! Wal-Mart praises itself on its open door policy, respect for the individual, service to the customer, strive for excellence, associates are family members, save money and live better, a ten foot rule that no managers or store manager follows, their workers don’t need a union, claim they have great benefits, and that hundreds of people are just waiting to be hired at Wal-Mart. Then managers repeatedly tell associates; if you don’t like it here find somewhere else to work, and this makes associates afraid to complain believing they will be terminated as others without any recourse.
In addition, it seems that Wal-Mart stores can treat associates as they please, under
As a military veteran of twenty years during the
The State of
I now understand why ASSOCIATES walking out of Wal-Mart Store #2615 with their heads down after being fired, given a D-Day, belittled, made fun of, and was crying like little babies. I did not know the manner and depth, in which they were being treated, coached, terminated, talked down to, and ignored by Wal-Mart Executives.
I have been addressing letters to Wal-Mart CEO, Mr. Lee Scott Jr., and Board of Directors for nine months but each of them failed to respond----as if they are gods. Yes! It looks like Georgia Elected Officials have empowered Wal-Mart and other companies, to become a god beside God and answers to no one. Even former Employees who were injured on the job, at Wal-Mart have been ignored as well. (Names and cases are available upon request)
GEORGIA DOCTRINE OF “AT WILL TO WORK LAW” MEANS: That in the absence of a written contract of employment for a defined duration; an employer can terminate an employee for good cause, bad cause, or no cause at all, so long as it is not an illegal cause. How could
Many Senior Wal-Mart Associates informed me that my termination was routine and that nothing would or could be done about it, regardless if I was right or wrong. However, I refuse to believe them and remain 100% sure, that Wal-Mart Stores Inc., will eventually find out that it is in their favor ----to address the PEOPLE issues, and that the State of Georgia will be forced to address its sick “at will to work law” that mistreats Georgia workers and military veterans.
Moreover,
Sooner rather than later, Wal-Mart WILL understand that their CUSTOMERS will not continue buying from their facilities as they mistreat associates, their family members, friends, love ones, and truck vendors who make delivers to Wal-Mart Stores around the nation. Many Americans have become extremely sick, tired, fed up, and spreading the word about Wal-Mart ill treatment that is being inflicted upon Wal-Mart EMPLOYEES.
This ill treatment includes members of management as they inform me but are too scared to speak out so they remain in the closet. Therefore I hope, pray, and work that the VETERANS ADMINISTRATION, AFL-CIO PRESIDENT, GEORGIA DEPARTMENT OF LABOR, REPRESENTATIVE JACK KINGSTON OF GEORGIA, U.S. CONGRESS, CIVIL AND HUMAN RIGHTS ORGANIZATIONS, AND OTHER CONCERNED GEORGIA POLITICIANS, will join in and help AMERICAN WORKERS and VETERANS during these hard economic times.
It took my wrongfully termination to open my eyes, and see how workers were being ignored by Wal-Mart Executives. Therefore it is imperative that Wal-Mart understands, that if American Veterans could put their life on the line to DIE, for people they did not know in foreign nations. Then surely they can standup and help their fellow Americans here in the homeland!
So please, add this letter along with other veterans and people of conscious who have been mistreated by Wal-Mart ill working conditions, terminations, false accusations, and no reply from their executives. (I AM AVAILABLE TO THE STATE OF
It is in deed time for a change but change cannot COME without the American people changing their buying habits, and removing from office those
[A SPECIAL THANKS TO ALL OF YOU FOR CONTRIBUTING TO A CAUSE THAT IS MUCH BIGGER AND GREATER THAN ANY AND ALL OF US COMBINED. SO, KEEP FAITH IN OUR GOD, STATE, AND FORM OF GOVERNMENT, AMERICAN VETERANS WHO SERVED THEIR NATION, AND REMEMBER THAT THE VOICES OF THE AMERICAN PEOPLE WILL EVENTUALLY BE HEARD. AGAIN, THANKS FOR ALL THAT YOU HAVE DONE AND POSTED ON BEHALF OF PEOPLE OUTSIDE OF YOURSELF].
GEORGE BOSTON RHYNES
Retired United States Armed Forces Veteran
Former Wal-Mart, Untrained Sporting Goods Department Manager
A concerned citizen and brother of humanity
Note: Complete rebuttal termination package sent to Wal-Mart with NO reply to date, and will soon be made available to the general public. The American people need to know the politicians and company executives who seem to care nothing about American workers, and our Military Veteran Rights, especially in the State of
DISTRIBUTION:
1. Representative Jack Kingston (
2.
3.
4. United States Department of Veterans Affairs Inspector General (IG)
5. GA. Labor Commissioner, M. L. Thurmond (
6. Georgia General Assembly Members/President Casey Cagle, (No response)
7.
8.
9. Atlanta Mayor Shirley Franklin & City Council Members (Respectively)
10. AFL-CIO, President John Sweeney, and Director
11.
12.
13. Operation PUSH for EXCELLENCE (PUSH) (
14. National Action Network, (NAN), (
15. First Sergeant while stationed at Moody AFB, GA
16. Rhynes, Bryant,
17. Wal-Mart CEO Mr. Lee Scott, and Each Board of Director (100% IGNORED)
18. Terminated Wal-Mart Associates from Store #2615, 899, and others.
SPECIAL NOTE: Every opportunity has been made for Wal-Mart to respond to the alleged ill treatment of their employees who have been FIRED, TERMINATED, INJURED, and MISTREATED without even a courteous reply, including myself. Therefore it is time for Georgians, American Veterans, and other concerned Americans to know how WORKERS are treated by Wal-Mart, under
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