In a message dated 1/7/2009 07:50:21 PM Eastern Standard Time, writes:
first, if jane was doing such a bad job, or what ever and was to be fired on
Friday, why is it they let her work Friday night? Busy or not, if they didnt
want her and she was that bad, then they should have gotten rid of her then.
Seems to me she wasnt that bad.
As far as sexual harassment, has it been reported before?
yes and no..
Jane claims other servers complained. the other server deny complaining. Fufu
is the best restaurant in town with the best tips...
If it had been, I think she should have smacked the guy. The manager should
have definitely taken the matter into his own hands. She should not have had
to put up with that. But then, was she flirty? was she a tease?
no, actually she was (and I quote) "a bitch"
There is a lot of information that is missing to make a fair decision. Also,
has she had other problems in the past with other employees, other customers?
yes, she had a few no shows at work, once called in that she was too
intoxicated to work (after her sister's wedding) and not getting along with
other
emplyees
Lying on other applications wasn't a good thing, but probably wouldnt stand
up in court.
If she hadn't had problems in the past, and the manager did know what was
going on and never did anything about it, I think she should be awarded 3 mo.
salary. No more. That is, as long as she was not flirting or teasing. It was
just a pat, which is still wrong. But thank God, nothing worst happened.
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In a message dated 1/7/2009 6:25:19 P.M. Pacific Standard Time,
Jurydoctor@... writes:
yes, she had a few no shows at work, once called in that she was too
intoxicated to work (after her sister's wedding) and not getting along with
other
emplyees
She sounds like a whiner. Just my $0.02 cents worth.
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--- In infoguys-list@yahoogroups.com, Jurydoctor@... wrote:
>
> In a message dated 1/7/2009 07:50:21 PM Eastern Standard Time, writes:
>
>
> first, if jane was doing such a bad job, or what ever and was to be
fired on
> Friday, why is it they let her work Friday night? Busy or not, if
they didnt
> want her and she was that bad, then they should have gotten rid of
her then.
> Seems to me she wasnt that bad.
> As far as sexual harassment, has it been reported before?
> yes and no..
> Jane claims other servers complained. the other server deny
complaining. Fufu
> is the best restaurant in town with the best tips...
Because the restaurant was busy. I don't know if you have ever worked
in the food service industry before or not. I have, and I have even
managed a few restaurants; and I know that there are times when "bad
help" is better than no help at all.
So other servers complained. So what? The issue here is did JANE complain?
> If it had been, I think she should have smacked the guy. The
manager should
> have definitely taken the matter into his own hands. She should not
have had
> to put up with that. But then, was she flirty? was she a tease?
>
> no, actually she was (and I quote) "a bitch"
Of course this was a poor choice of words.. But... No mater if she was
a "bitch", or "snappy", or just not "customer friendly" or "customer
service oriented", really does not make much of a difference. I don't
think you can sue someone for calling you a name. And if the manager's
felt like she was not "customer service oriented", and they chose to
describe that as "she was a bitch", if the managers felt like this
could drive off their customers I fail to see the significance.
>
>
> There is a lot of information that is missing to make a fair
decision. Also,
> has she had other problems in the past with other employees, other
customers?
But we do know these facts:
(1) The managers felt like she was not treating their customers in an
appropriate manner, conducive to making the customer want to come back
to their establishment.
(2) The timing of the law suit.
(3) She had not ever reported this sexual harassment claim before she
was to be fired and initiated her law suit.
(4) She DID lie on her application.
And I think that is all we really need to know.
> yes, she had a few no shows at work, once called in that she was too
> intoxicated to work (after her sister's wedding) and not getting
along with other
> emplyees
Calling in drunk is grounds for termination, right there.
Think about it. When you work for someone else, there are certainly
times that you might need time off, but one of those times is NOT
because you are drunk! You have an obligation to come into work
without being under the influence of alcohol, and that means also
considering what you do BEFORE work.
>
> Lying on other applications wasn't a good thing, but probably
wouldnt stand
> up in court.
> If she hadn't had problems in the past, and the manager did know
what was
> going on and never did anything about it, I think she should be
awarded 3 mo.
> salary. No more. That is, as long as she was not flirting or
teasing. It was
> just a pat, which is still wrong. But thank God, nothing worst
happened.
Why would lying on her application NOT stand up in court, especially
when she acknowledged this was a reason for dismissal? The clause that
she signed does not say that the employer HAS to verify her
information before they hire her, or any specific time after they hire
her. The employer can verify her background anytime he or she so
desires to. And certainly, if Jane does something that makes her
employer decide to check into her a little more, instead of continuing
to take her application at "face value", then that is her employer's
option to do so.
Rick.
Risk Management Research & Investments, Inc. & Thoth Data Systems
Mailing Address: 2101 W. Broadway PMB 326, Columbia, MO. 65203
Office Address: 1 E. Broadway Suite Z, Columbia, MO. 65203
Direct Office Number: (573) 234-6876
Office Phone: (573) 234-4647 Ext. 110
Car Phone: (573) 529-0808
Cell Phone: (573) 529-4476
Toll Free Phone: (888) 571-0958
Toll Free Fax: (877) 795-9800
EMERGENCY LINE: (573) 234-4871
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RMRI, Inc. Blogs
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(2) http://rmriincspace.spaces.live.com/
Comments and random thoughts:
What if the manager is lying? Perhaps continuing the case is in order so
that more current employee's cycle thru turn over (which is rapid in that
industry). Once current ones have left and no longer fear for their job, more
information may be available.
What if she in fact complained to him and he told her to get out and then
made up an excuse that she was a bitch to customers?
Why would the manager need to embellish his defense after the fact with his
"false application" issue? Why shift the focus?
Can the mgr produce this complaining customer? Charge card records etc?
Can she produce cell records to show calls to EEOC or lawyers prior to her
termination day and time?
Would be interesting to know the first date she contacted a lawyer,before or
after she was fired?
Chuck Chambers
Co-President, Florida Association of Private Investigators (FAPI)
Charter member- FAPI
Author- The Private Investigator's Handbook
Recipient of the 2007 Fapi Outstanding service award
State approved Instructor Class CC intern course-Manatee Community College
_WWW.ChambersAgency.com_ (http://www.chambersagency.com/)
Chambers Investigations
606 49th st w
Bradenton Florida 34209
Lic.# A-0001959
941-798-3804
In a message dated 1/7/2009 11:32:34 P.M. Eastern Standard Time,
rmriinc@... writes:
But we do know these facts:
(1) The managers felt like she was not treating their customers in an
appropriate manner, conducive to making the customer want to come back
to their establishment.
(2) The timing of the law suit.
(3) She had not ever reported this sexual harassment claim before she
was to be fired and initiated her law suit.
(4) She DID lie on her application.
And I think that is all we really need to know.
> yes, she had a few no shows at work, once called in that she was too
> intoxicated to work (after her sister's wedding) and not getting
along with other
> emplyees
Calling in drunk is grounds for termination, right there.
Think about it. When you work for someone else, there are certainly
times that you might need time off, but one of those times is NOT
because you are drunk! You have an obligation to come into work
without being under the influence of alcohol, and that means also
considering what you do BEFORE work.
>
> Lying on other applications wasn't a good thing, but probably
wouldnt stand
> up in court.
> If she hadn't had problems in the past, and the manager did know
what was
> going on and never did anything about it, I think she should be
awarded 3 mo.
> salary. No more. That is, as long as she was not flirting or
teasing. It was
> just a pat, which is still wrong. But thank God, nothing worst
happened.
Why would lying on her application NOT stand up in court, especially
when she acknowledged this was a reason for dismissal? The clause that
she signed does not say that the employer HAS to verify her
information before they hire her, or any specific time after they hire
her. The employer can verify her background anytime he or she so
desires to. And certainly, if Jane does something that makes her
employer decide to check into her a little more, instead of continuing
to take her application at "face value", then that is her employer's
option to do so.
**************New year...new news. Be the first to know what is making
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--- In infoguys-list@yahoogroups.com, Slipinn@... wrote:
>
> Comments and random thoughts:
Chuck, is Florida a "right to work" state? I have no idea if it is or
not, but I figured you and probably a few others that have not
responded to this thread yet would know.
Rick.
Risk Management Research & Investments, Inc. & Thoth Data Systems
Mailing Address: 2101 W. Broadway PMB 326, Columbia, MO. 65203
Office Address: 1 E. Broadway Suite Z, Columbia, MO. 65203
Direct Office Number: (573) 234-6876
Office Phone: (573) 234-4647 Ext. 110
Car Phone: (573) 529-0808
Cell Phone: (573) 529-4476
Toll Free Phone: (888) 571-0958
Toll Free Fax: (877) 795-9800
EMERGENCY LINE: (573) 234-4871
RMRI, Inc. Websites
(1) http://www.rmriinc.com
(2) http://rmriinc.bestcyberinvestigator.com
RMRI, Inc. Blogs
(1) http://rmriinc.blogspot.com/index.html
(2) http://rmriincspace.spaces.live.com/
here ya go Rick...:)
Chuck
Fla. Const. Article 1, § 6
§ 6. Right to Work
The right of persons to work shall not be denied or abridged on account of
membership or non-membership in any labor union or labor organization. The
right of employees, by and through a labor organization, to bargain
collectively
shall not be denied or abridged. Public employees shall not have the right to
strike. (Constitution Amended by General Election, 1944; Revised by General
Election November 5, 1968)
TITLE 31. LABOR (Chs. 435-452)
CHAPTER 447. LABOR ORGANIZATIONS
In a message dated 1/8/2009 12:26:55 A.M. Eastern Standard Time,
rmriinc@... writes:
--- In _infoguys-list@infoguys-lisinf_ (mailto:infoguys-list@yahoogroups.com)
, Slipinn@... wrote:
>
> Comments and random thoughts:
Chuck, is Florida a "right to work" state? I have no idea if it is or
not, but I figured you and probably a few others that have not
responded to this thread yet would know.
Rick.
Risk Management Research & Investments, Inc. & Thoth Data Systems
Mailing Address: 2101 W. Broadway PMB 326, Columbia, MO. 65203
Office Address: 1 E. Broadway Suite Z, Columbia, MO. 65203
Direct Office Number: (573) 234-6876
Office Phone: (573) 234-4647 Ext. 110
Car Phone: (573) 529-0808
Cell Phone: (573) 529-4476
Toll Free Phone: (888) 571-0958
Toll Free Fax: (877) 795-9800
EMERGENCY LINE: (573) 234-4871
RMRI, Inc. Websites
(1) _http://www.rmriinc.htt_ (http://www.rmriinc.com/)
(2) _http://rmriinc.http://rmriinc.http://rm_
(http://rmriinc.bestcyberinvestigator.com/)
RMRI, Inc. Blogs
(1) _http://rmriinc.http://rmhttp://rmrhttp_
(http://rmriinc.blogspot.com/index.html)
(2) _http://rmriincspacehttp://rmriinhttp_
(http://rmriincspace.spaces.live.com/)
**************New year...new news. Be the first to know what is making
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[Non-text portions of this message have been removed]
Glad you mentioned that Rick because it does make some difference I think.
Having worked in the right to work states and no right to work states and
been an employer in both it does make a difference.
Gladys Brierley
ACCURATE INVESTIGATIONS
PO Box 872
Newton, MS 39345
601-683-2094 bus & fax
601-480-3181 cell
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Member of NAIS, NLLI, ACI, MPIA, APIA
Regional Director NLLI
Public Relations Officer MPIA
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Dear members,
Greetings!
As you know, for many western companies, the signature of its legal
representative is the ultimate mark of authority. But In China, stamp (chop,
seal) is of extreme importance. Below is a brief introduction about stamps in
China and hope it will be helpful.
In China, a representative¡¯s signature is rarely registered, so the value of
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Individuals can have stamps as well. A Chinese company¡¯s legal representative,
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(including checks) that he executes in his official capacity. Usually the stamp
of a legal representative will be a print of his name rather than a print of his
signature, though some authorities will accept the latter as well. In any case,
the bearing of the legal representative¡¯s stamp presumes the agreement of the
legal representative.
The stamp is a useful tool for companies in China as it marks authority when the
company official representatives are not available: third parties may presume
that a document is legally executed if it bears the relevant stamp. The same
goes for the use of an individual¡¯s stamp, and in particular that of the legal
representative. Another person may be authorized to use this stamp on the
representative¡¯s behalf, and a third party may presume such authorization from
the legal representative. There¡¯s situation that the stamp is illegally used
without authorization, so it¡¯s important to keep the stamp in safe to prevent
the misuse or fraud.
(For details, please refer to
http://www.chinasuccessstories.com/2008/06/02/chinese-company-stamp-legal-repres\
entative/)
Best regards,
Crystal Kong
Consultant of International Department
--
SBCS President: Hai YANG
--------------------------------------------------------------------------------
BEIJING STEELE BUSINESS INVESTIGATION CENTER
Rm.1310, Bldg. K, Huiyuan Apt., Asian Games Village
Chaoyang District, Beijing 100101, P. R. China
Tel: 86-10-8497-2819, 8497-5663-810 Fax: 86-10-8498-4754E-mail:
consultant@... http:// www.china-investigation.com
Member of ABI, ACFE, CALI, CII, IIN, INTELNET, IWWA, NAIS, OALI, TALI, WAD and
WAPI¡¡
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The 15 November 1965 Hague Convention on Service Abroad of Judicial
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Service can also be by mail, courier and other document carriers, or
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It is essential to bear in mind that private agent service by a
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What were the initial circumstance is surrounding their
allegations of her being a "bitch", and because this is the reason they are
giving for her firing, which was already in progress.
(they allege she was rude to customers and to some fellow employees)
Because they hired her with the same application I am not sure if anything
on it even matters at this point.
(defendants claim that in the past she was hired for not showing up and being
rude to customers, had they known that, they never would have hired her)
Another thing to think about, since the sexual acts had happened before, and
she did not file a formal complaint with the company, at that time, it would
seem like it will be a vital part of questioning in the case.
Which would then question the timing of the lawsuit as well since she made
no allegations before this.
_____________________________________
With a paucity of information,any conclusions have to be tentative.
1) Lying on an application -- for whatever reason--- can be valid cauise for
dismissal--- buit only if the boss wants to dismiss. The boss can cite that
reason, but vthe "real" reason is different. A one time falling off the wagon
should be allowable, as long as there rte other issues. Was she a good
waitress? Does she insult the people she serves? Does she get along we;ll with
the
other employees?
2) Th question of vthe "sexual harrassment" also depends on numerous factors:
if the two of them were alone, the degree of "hum,iliation" is mitigated
cokmpared fto if they were in full view of the restaurant's patrons, of staff.
3) Becdause she lied on her application -- a deliberate lie is a lie --- I do
not feel that she can collect big,l but a small award is in order.
_______________________
First of all, if this was such a "high class" restaurant, I am assuming they
did not do a background check on her or they would have known she had a bad
record before even hiring her.
Second of all, what constitutes her being a "bitch" to one of the customers?
Did they complain at once to the manager and did the manager do anything
about it at that time or make her at least apologize to the customer? They
obviously used her for their convenience to cover their needs if they let her
keep
working after the incident.
I have NO CLUE why she was fired. It could be one of many things but I don't
think whistleblowing applies. I think Juan was fired because he missed work.
Did she ever file a complaint before with the owners that she was being
sexually harassed by another employee?
(Answer:no)
Too much missing info - my brother works as a dishwasher/busboy in a place
where they have many Spanish speaking people (some of who claim to speak English
ONLY when they want to). One nite as he was carrying a full tray of dishes
to the kitchen, one of them was in his way. He asked her to move but she was
heavily engaged in a conversation with another employee and just ignored him.
Having to get his job done and fast, he nudged her in the butt with one of the
dishes that was hanging over the full tray of dirty dishes and she filed a
sexual harassment case against him with the manager. They wrote him up and gave
him one week off of work.
As an avid person against lying (in any form), that was wrong on her part. I
think she could have explained her situation about being a single mother and
her need for money to them. She had a great job, in a great place of business
and should have been very up front with them.
I think the restaurant owes her some form of compensation for "using" her for
their needs and then turning around and firing her, and not checking her out
before even hiring her. I would say at least 2 months of compensation.
(note they did check her out, but they claim that since she omitted certain
restaurants that she worked in, they didn't find out the "truth" about her")
______________________________________________________________________________
I think Jane would have had more credibility about the sexual harrassment if
she had reported it when it happened before. I don't care how busy it was,
she should have reported Juan directly after it happened on Friday night (unless
I misunderstood *when* she reported it)
I think she was fired for being unprofessional on the job (being a b*tch) so
do not feel she is due any compensation. She has to own her own behavior.
I do not see this case as having anything to do with being a "whistle blower"
in respect to the sexual harrassment. If it had been ME, I would have called
Juan out in front of everyone right then and there! (probably would have
kicked him too) It is her own fault for not maintaining her professionalism on
the job...the sexual harrassment is just a foot note.
____________________
How could she make 40 grand a year if she had only been working there for 4
months?
Why did she wait to report Juan until she was fired?
Looks like she had a number of things that she lied about on her application.
It is sad that she is a single mother but that is not a reason to lie.
**************New year...new news. Be the first to know what is making
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[Non-text portions of this message have been removed]
First of all why do you think she was fired?
For lying on her application, a reason she was aware of when she signed the
application.
Most applications advise the person applying for the job of the following:
"I understand that the misrepresentation or omission of facts called for is
cause for dismissal at any time without any previous notice", or something
along those lines.
(you are absolutely correct and that was the case here)
When she made the complaint about Juan, it's very likely that the employer
exercised his right (as stated in the employment application) to investigate
any statements she made in her application to determine if there had been
similar situations.
Here is my OPINION, and I could be wrong, but.....
She was fired for "poor work performance". One of the "performance
values" for being a waitress is good customer service. There is a
certain standard that each employer has for how their employees deal
with their customers. In the restaurant business it varies, but it IS
up to the employer. The way in which customers are treated will
determine if customers become repeat customers or not, and this is
very important in the restaurant business. And so, the owner of the
restaurant should be given the discretion to determine how strict he
or she wants to be about customer service issues, since it does affect
THEIR business.
She got wind that she was going to be fired and "dreamed up" the
lawsuit, in order to try to make her employers feel like they were not
in a good position to fire her. Why did she just come forward with
this sexual harassment complaint? If this had happened before, why did
she not report it then? The timing of this all seems so very
"suspicious".
Applications usually have a clause at the end of them that is worded
something like this: "any false information found on the application
will be grounds for dismissal" (that is not word for word, but you get
he idea), and she had to sign and date acknowledging that she
understood this. If she DID lie on her application, then the employer
CERTAINLY has grounds to terminate her employment.
Jane is NOT "unemployable", that is complete CRAP! She can go get a
waitress job at any other restaurant, if she so chooses to. Don't get
me wrong a waitress job is a tough job, but it is not like you have to
have a degree and a clean background to be employed as a waitress.
Isn't it odd to you that Jane became a "whistle blower" AFTER she was
supposed to be fired?
In my opinion, Jane gets nothing more than some job applications to
fill out and turn into other restaurants!
I have not been following this string but I wonder if this person was the
only one singled out for her application entries? Did the employer pull all
employee's and subject every App to this scrutiny or just hers?
(good question, I am not sure they looked carerfully until after she was
fired, but they claim they fired her for being rude)
________________________________________________________________________
I'm not sure that it matters in this case. I mean, if she did
something that prompted her employers to take a closer look at her,
would it be required of her employers to look at all of the other
applicants too? I mean, I could understand the need to check all
applicants if the employer had instituted some type of new application
verification process, this would seem fair, instead of doing a "random
sampling". But, if a person does something on the job that conflicts
with what they claim their experience is in this job, shouldn't the
employer be allowed to take a closer look at just that one person,
without taking a look at everyone else?
My ex-wife worked in the hospitality business for many years. As someone
stated earlier, it IS hard work. My ex was extremely attractive and was hit on
nearly daily, either by customers or employees, both male & female. However, as
any woman in the industry knows, it's all part of the job. Also, any woman in
the business long enough knows how to handle unwanted advances.
As for customers, they should be treated respectfully unless they become
physical. In that case, in nearly every circumstance, the employer will side
with
the employee...they don't want or need customers that will cause them to lose
good waitstaff. When it came to employee sexual harrasment, my ex knew how to
end it REAL quick and with one exception (an alcoholic ex-cop in Ft.
Lauderdale who owned the place and needed to see what it was like to have
un-friendly
hands on him) I never had to become directly involved since I had full
confidence in her abilities.
Having said all that, I also find it curious that the harassment issue is
just coming to light upon her (subject)?being fired. Since the employee was
reportedly an illegal, he not only will be most likely difficult to find but the
owner may deny he ever worked there. By the same token, the "lieing on
application" phrase is not only cause for dismissal but it seems to me that the
owner
didn't due his part in making sure the illegal was eligible to work in this
country. Which in turn leads me into thinking the owner was negligable in
providing a "safe" work environment...another course of action?
I know this...if I was the waitress I would be working on getting other
waitstaff to verify my complaint re: harassment and/or get their experiences
with
the same illegal (or others) to determine a pattern. However, in the end it
makes no difference if her pending suit was instigated by her being fired, only
that he is able to substantiate her claim. And I also agree that she should
have been reporting this all along, in writing and in front of a witness.
>>>For lying on her application, a reason she was aware of when she signed
the application.<<<
Except an employer usually verifies the application information prior to
hiring the person. One could then say the employer was aware of the
misrepresentations, accepted those misrepresentations and hired her anyway, but
then used
it as an excuse to fire her when she filed the sexual harassment complaint.
(correct, except the defendants claim she omitted those restaurants that
fired her so they could not check it)
(it is interesting to note, on the other hand, that her record at the
defendant's restaurant was flawless and actually she was considered a good
employee
until the Friday night issue)
You didn't state what the customer's complaint was about --- that she was a
"bitch." I think that is an important issue in the discussion here.
(for being rude, that is all they told me. I agree the exact circumstances
and perhaps having the customer as a witness would be very important
________________________________________________________________________
Yes they should have that right, but considering that she filed a sexual
harassment complaint I wonder if the plaintiff lawyer will raise this issue
that
she was "singled out" because she was a whistle blower? Apparently she was
not being fired at the time for a false application but for conduct. The
false
application seems to be something raised at a later date after her employer
was advised of the whistle blower complaint. Only then did he raise the
application issue. I realize we only have piece's of the case to work with
here.
Point well taken Rick.
ges in this topic (12)
________________________________________________________________________
________________________________________________________________________
Except an employer usually verifies the application information prior to
hiring the person
The fact that someone was employed is usually verified. However, the cause
for their dismissal is rarely disclosed. If anything, the person inquiring
would ask "Is she/he eligible for rehire?". It's to the previous employer's
advantage to get their former employee off unemployment, and if they say
anything negative there is always the possibility of the employee filing a
lawsuit.
As far as the sexual harrassment goes, the employee would have to report
that to her employer. Then, IF the employer did nothing, the employee would
have cause to file a complaint. I had one female working for me that
complained
of one of our process servers making inappropriate remarks. I told him to
knock it off. He did. Had I not said anything, then my former employee
would have had the right to come after me for not taking care of it.
(PS - One person's idea of inappropriate isn't necessarily another's, but I
digress.....!)
ages in this topic (12)
________________________________________________________________________
. Re: sexual harrassment
Jane lied on her application that supercedes everything else. Unfortunately
she did it for her own desperate reasons but still she lied.
Juan was an illegal alien, the restaurant probably was concerned about the
legal ramifications of that as well. They probably saw it coming and
thought
lets get rid of her, she was rude to a customer, she lied on her application
and now she is threatening our status quo using illegals.
I do not think she deserves any compensation although my heart goes out to
her because I have been fired in my life and almost every time NOT for cause
but because of doing what is right. However she lied that's not good.
The only recourse she may have is to whistle blow to the IRS on all the
illegal aliens for a piece of their unfiled taxes and to whistle blow on the
employer for employing illegal aliens, especially if there are more. Maybe
she
will get compensated for that. If the employer states he did not know they
were illegal then he is lying since he is suppose to verify through an I-9
and
if he keeps any other employees who lied on their application then she may
have a shot to sue him on that basis that others have lied and not lost their
job.
________________________________________________________________________
Re: sexual harrassment
It may be hard for Jane to obtain work in that classy of a restaurant in her
home town area and she may have to move or travel a good ways because she
probably will not get a good reference.
She may have done better to leave on her own and go somewhere else. She
could have explained to the new owner she left under diresss.
________________________________________________________________________
>>> She complained that Juan, an illegal alien sexually harassed her and
smacked her butt that nite. This was not the first time she says he did that.<<<
IF JUAN WAS, IN FACT, AN ILLEGAL ALIEN, I BELIEVE THE EMPLOYER WOULD BE IN
MAJOR TROUBLE FOR EMPLOYING JUAN. PERHAPS THE EMPLOYER FELT THE THREAT OF THE
EXPOSURE OF THAT INFORMATION AND CONCLUDED IF HE FIRED HER, THE REST WOULD BE
SWEPT UNDER THE CARPET AND HE WOULD BE SAFE FROM PUNITIVE ACTIONS FROM THE
GOVERNMENT. MAYBE THERE ARE OTHER "JUANS" EMPLOYED THERE PRESENTLY --- OR IN
THE PAST. MAYBE THE EMPLOYER HAS BEEN CITED FOR THAT BEFORE.
TURN THE TABLES ON THE EMPLOYER AND SEE W-H-Y HE REACTED THAT WAY AND WHAT
REALLY MOTIVATED HIM. CYA?
____________________________________________________________________
yes, she had a few no shows at work, once called in that she was too
intoxicated to work (after her sister's wedding) and not getting along with
other
emplyees
She sounds like a whiner. Just my $0.02 cents worth.
_
Because the restaurant was busy. I don't know if you have ever worked
in the food service industry before or not. I have, and I have even
managed a few restaurants; and I know that there are times when "bad
help" is better than no help at all.
So other servers complained. So what? The issue here is did JANE complain?
> If it had been, I think she should have smacked the guy. The
manager should
> have definitely taken the matter into his own hands. She should not
have had
> to put up with that. But then, was she flirty? was she a tease?
>
> no, actually she was (and I quote) "a bitch"
Of course this was a poor choice of words.. But... No mater if she was
a "bitch", or "snappy", or just not "customer friendly" or "customer
service oriented", really does not make much of a difference. I don't
think you can sue someone for calling you a name. And if the manager's
felt like she was not "customer service oriented", and they chose to
describe that as "she was a bitch", if the managers felt like this
could drive off their customers I fail to see the significance.
>
>
> There is a lot of information that is missing to make a fair
decision. Also,
> has she had other problems in the past with other employees, other
customers?
But we do know these facts:
(1) The managers felt like she was not treating their customers in an
appropriate manner, conducive to making the customer want to come back
to their establishment.
(2) The timing of the law suit.
(3) She had not ever reported this sexual harassment claim before she
was to be fired and initiated her law suit.
(4) She DID lie on her application.
And I think that is all we really need to know.
> yes, she had a few no shows at work, once called in that she was too
> intoxicated to work (after her sister's wedding) and not getting
along with other
> emplyees
Calling in drunk is grounds for termination, right there.
Think about it. When you work for someone else, there are certainly
times that you might need time off, but one of those times is NOT
because you are drunk! You have an obligation to come into work
without being under the influence of alcohol, and that means also
considering what you do BEFORE work.
>
> Lying on other applications wasn't a good thing, but probably
wouldnt stand
> up in court.
> If she hadn't had problems in the past, and the manager did know
what was
> going on and never did anything about it, I think she should be
awarded 3 mo.
> salary. No more. That is, as long as she was not flirting or
teasing. It was
> just a pat, which is still wrong. But thank God, nothing worst
happened.
Why would lying on her application NOT stand up in court, especially
when she acknowledged this was a reason for dismissal? The clause that
she signed does not say that the employer HAS to verify her
information before they hire her, or any specific time after they hire
her. The employer can verify her background anytime he or she so
desires to. And certainly, if Jane does something that makes her
employer decide to check into her a little more, instead of continuing
to take her application at "face value", then that is her employer's
option to do so.
Comments and random thoughts:
What if the manager is lying? Perhaps continuing the case is in order so
that more current employee's cycle thru turn over (which is rapid in that
industry). Once current ones have left and no longer fear for their job, more
information may be available.
What if she in fact complained to him and he told her to get out and then
made up an excuse that she was a bitch to customers?
Why would the manager need to embellish his defense after the fact with his
"false application" issue? Why shift the focus?
Can the mgr produce this complaining customer? Charge card records etc?
Can she produce cell records to show calls to EEOC or lawyers prior to her
termination day and time?
Would be interesting to know the first date she contacted a lawyer, before
or
after she was fired?
(after and after she contacted a lawyer she contacted other servers who also
complained to each other about Juan. they all refused to join in the lawsuit)
But we do know these facts:
(1) The managers felt like she was not treating their customers in an
appropriate manner, conducive to making the customer want to come back
to their establishment.
(2) The timing of the law suit.
(3) She had not ever reported this sexual harassment claim before she
was to be fired and initiated her law suit.
(4) She DID lie on her application.
And I think that is all we really need to know.
> yes, she had a few no shows at work, once called in that she was too
> intoxicated to work (after her sister's wedding) and not getting
along with other
> emplyees
Calling in drunk is grounds for termination, right there.
Think about it. When you work for someone else, there are certainly
times that you might need time off, but one of those times is NOT
because you are drunk! You have an obligation to come into work
without being under the influence of alcohol, and that means also
considering what you do BEFORE work.
>
> Lying on other applications wasn't a good thing, but probably
wouldnt stand
> up in court.
> If she hadn't had problems in the past, and the manager did know
what was
> going on and never did anything about it, I think she should be
awarded 3 mo.
> salary. No more. That is, as long as she was not flirting or
teasing. It was
> just a pat, which is still wrong. But thank God, nothing worst
happened.
Why would lying on her application NOT stand up in court, especially
when she acknowledged this was a reason for dismissal? The clause that
she signed does not say that the employer HAS to verify her
information before they hire her, or any specific time after they hire
her. The employer can verify her background anytime he or she so
desires to. And certainly, if Jane does something that makes her
employer decide to check into her a little more, instead of continuing
to take her application at "face value", then that is her employer's
option to do so.
________________________________________________________________________
> Comments and random thoughts:
Is Florida a "right to work" state? I have no idea if it is or
not, but I figured you and probably a few others that have not
responded to this thread yet would know.
(I think it is)
here ya go Rick...:)
Chuck
Fla. Const. Article 1, § 6
§ 6. Right to Work
The right of persons to work shall not be denied or abridged on account of
membership or non-membership in any labor union or labor organization. The
right of employees, by and through a labor organization, to bargain
collectively
shall not be denied or abridged. Public employees shall not have the right
to
strike. (Constitution Amended by General Election, 1944; Revised by General
Election November 5, 1968)
TITLE 31. LABOR (Chs. 435-452)
CHAPTER 447. LABOR ORGANIZATIONS
_______________________________________________________________________
. right to work state
Glad you mentioned that Rick because it does make some difference I think.
Having worked in the right to work states and no right to work states and
been an employer in both it does make a difference.
**************New year...new news. Be the first to know what is making
headlines. (http://news.aol.com?ncid=emlcntusnews00000002)
[Non-text portions of this message have been removed]
In a message dated 1/8/2009 8:26:27 A.M. Pacific Standard Time,
Jurydoctor@... writes:
Isn't it odd to you that Jane became a "whistle blower" AFTER she was
supposed to be fired?
`````````````````````````````````````````````````````````````
With that said, since she didn't complain, she cannot successfully win a
judgment for harassment her employer was unaware of unless she can prove her
boss is psychic.
Sincerely yours,
Sue
________________________
Sue Sarkis
Sarkis Detective Agency
(est. 1976)
PI 6564
_www.sarkispi.com_ (http://www.sarkispi.com/)
1346 Ethel Street
Glendale, CA 91207-1826
818-242-2505
818-246-3001 FAX
"one Nation under God"
If you can read this, thank a teacher. If you can read it in English, thank
a military veteran
**************New year...new news. Be the first to know what is making
headlines. (http://news.aol.com?ncid=emlcntusnews00000002)
[Non-text portions of this message have been removed]
According to the newly passed Trafficking Victims Protection Act signed into
law December 28, 2008 organizations that receive government funding for
anti- human trafficking projects must certify that they have trained or will
train their staffs on trafficking in persons. ( see excerpt below)
This is a good development for trafficking victims and organizations that
serve them. Laster Global Consulting Founder, Dottie Laster, has been
certified by the Department of Justice's train the trainer program to
deliver training to organizations about trafficking in persons. Please feel
free to contact us for your organizational needs or visit
www.lasterglobal.com for more information. Together we can make 2009 a good
year for forward progress on combating human trafficking.
Dottie Laster,M.A.
www.lasterglobal.com
H.R.7311
*William Wilberforce Trafficking Victims Protection Reauthorization Act of
2008 (Enrolled as Agreed to or Passed by Both House and Senate)*
Section 105 GENERAL- An applicant desiring a grant, contract, or
cooperative agreement under this Act shall certify that, to the extent
practicable, persons or entities providing legal services, social services,
health services, or other assistance have completed, or will complete,
training in connection with trafficking in persons.
( source THOMAS LAW)
[Non-text portions of this message have been removed]
Depends on state laws. In Florida they don't need a reason to fire her.
_________________________
Her sexual harassment claim was after the fact.
____________________
She should get zero point poop for this law suit. In my opinion, an employer
should be able to hire and fire as they damn well see fit. No reason should
have to be given.
___________________________
In my opinion as an employer I feel as though firing someone should
be at MY convenience. If one of my mechanics is an asshole to a
customer I may fire them and I would most certainly not do it while
they were in the middle of a job. I would think that any complaints
coming from this employee are hostile and would bot even respond to
them outside a courtroom.
An illegal alien hiding from public view does not indicate
guilt...it indicates he does not want deported.
**************New year...new news. Be the first to know what is making
headlines. (http://news.aol.com?ncid=emlcntusnews00000002)
[Non-text portions of this message have been removed]
suesarkis@..., wrote the following at or about 1/8/2009 11:30 AM:
> In a message dated 1/8/2009 8:26:27 A.M. Pacific Standard Time,
> Jurydoctor@... writes:
>
> Isn't it odd to you that Jane became a "whistle blower" AFTER she was
> supposed to be fired?
> `````````````````````````````````````````````````````````````
>
Mere coincidence, I'm sure! ;-)
--
Enjoy,
/Bob/
________________________________________________________________
Hrodey & Associates Established 1977
Post Office Box 366 Member of NALI, ASIS, FBINAA,
NAPPS
Woodstock, IL 60098-0366 NCISS, & P.A.W.L.I.
Licensed in IL & WI (815) 337-4636 Voice
337-4638 Fax
email: inquiry@... <mailto:inquiry@...>
or rth@... <mailto:rth@...>
Illinois License 115-000783 Wisconsin 8045-063
[Non-text portions of this message have been removed]
Have you ever been sexually harassed? How many people that have been sexually
harassed file complaints immediately, if at all?
Sometimes, it takes another situation to motivate a victim to move forward on a
complaint.
Sylvia
----- Original Message -----
From: Bob Hrodey
To: infoguys-list@yahoogroups.com
Sent: Thursday, January 08, 2009 12:36 PM
Subject: Re: [infoguys-list] sexual harrassment-see answers and some comments
suesarkis@..., wrote the following at or about 1/8/2009 11:30 AM:
> In a message dated 1/8/2009 8:26:27 A.M. Pacific Standard Time,
> Jurydoctor@... writes:
>
> Isn't it odd to you that Jane became a "whistle blower" AFTER she was
> supposed to be fired?
> `````````````````````````````````````````````````````````````
>
Mere coincidence, I'm sure! ;-)
--
Enjoy,
/Bob/
__________________________________________________________
Hrodey & Associates Established 1977
Post Office Box 366 Member of NALI, ASIS, FBINAA,
NAPPS
Woodstock, IL 60098-0366 NCISS, & P.A.W.L.I.
Licensed in IL & WI (815) 337-4636 Voice
337-4638 Fax
email: inquiry@... <mailto:inquiry@...>
or rth@... <mailto:rth@...>
Illinois License 115-000783 Wisconsin 8045-063
[Non-text portions of this message have been removed]
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[Non-text portions of this message have been removed]
karousel, wrote the following at or about 1/8/2009 2:32 PM:
> Have you ever been sexually harassed?
Nope, er, well, not so that I minded it<g>
> How many people that have been sexually harassed file complaints immediately,
if at all?
>
I'm not diminishing any legitimate claim of this nature or saying that
it doesn't happen and the victims don't report it. That said, I will
echo what others here have opined and that is simply the case stinks
from top to bottom and if I were sitting on the jury deciding the case,
she wouldn't get a dime, not one red cent.
> Sometimes, it takes another situation to motivate a victim to move forward on
a complaint.
>
Often times it does. Sometimes it's just that the harassment becomes so
intolerable that the victim does what he or she should have done at the
beginning: complain or seek legal redress. Other times, it's a
fabricated quid pro quo for some real or imagined slight and the
prospect of a pot of gold. I suspect the latter in this instance.
> Sylvia
>
Sylvia who? How about a signature block on your post?
--
Enjoy,
/Bob/
________________________________________________________________
Hrodey & Associates Established 1977
Post Office Box 366 Member of NALI, ASIS, FBINAA,
NAPPS
Woodstock, IL 60098-0366 NCISS, & P.A.W.L.I.
Licensed in IL & WI (815) 337-4636 Voice
337-4638 Fax
email: inquiry@... <mailto:inquiry@...>
or rth@... <mailto:rth@...>
Illinois License 115-000783 Wisconsin 8045-063
[Non-text portions of this message have been removed]
In a message dated 1/8/2009 12:35:01 P.M. Pacific Standard Time,
karousel@... writes:
Sometimes, it takes another situation to motivate a victim to move forward
on a complaint.
Irrelevant. The appearance of motivation is still present and that is all
the jury will have to consider.
Since customers complained about her as did co-workers, if true, coupled
with her lying on the application, total justification for firing regardless of
what, if any, hidden motives the employer had.
Sincerely yours,
Sue
________________________
Sue Sarkis
Sarkis Detective Agency
(est. 1976)
PI 6564
_www.sarkispi.com_ (http://www.sarkispi.com/)
1346 Ethel Street
Glendale, CA 91207-1826
818-242-2505
818-246-3001 FAX
"one Nation under God"
If you can read this, thank a teacher. If you can read it in English, thank
a military veteran
**************New year...new news. Be the first to know what is making
headlines. (http://news.aol.com?ncid=emlcntusnews00000002)
[Non-text portions of this message have been removed]
--- In infoguys-list@yahoogroups.com, "karousel" <karousel@...> wrote:
>
> Have you ever been sexually harassed?
Yes, because I am so sexxy! That was humor. But, in reality, (where I
am probably not so sexxy.), if I have a problem I handle it when it
arises, as most people do. And not handling that problem when it
arises at the very least, gives the appearance that that the action we
are speaking about is accepted or condoned.
> Sometimes, it takes another situation to motivate a victim to move
forward on a complaint.
And sometimes people "play the victim" when it is MIGHTY convenient
for them.......
Rick.
Risk Management Research & Investments, Inc. & Thoth Data Systems
Mailing Address: 2101 W. Broadway PMB 326, Columbia, MO. 65203
Office Address: 1 E. Broadway Suite Z, Columbia, MO. 65203
Direct Office Number: (573) 234-6876
Office Phone: (573) 234-4647 Ext. 110
Car Phone: (573) 529-0808
Cell Phone: (573) 529-4476
Toll Free Phone: (888) 571-0958
Toll Free Fax: (877) 795-9800
EMERGENCY LINE: (573) 234-4871
RMRI, Inc. Websites
(1) http://www.rmriinc.com
(2) http://rmriinc.bestcyberinvestigator.com
RMRI, Inc. Blogs
(1) http://rmriinc.blogspot.com/index.html
(2) http://rmriincspace.spaces.live.com/
Can we get an "A-men"
Bill
In a message dated 1/8/2009 4:31:27 P.M. Eastern Standard Time,
rmriinc@... writes:
And sometimes people "play the victim" when it is MIGHTY convenient
for them.......
Rick.
**************New year...new news. Be the first to know what is making
headlines. (http://news.aol.com?ncid=emlcntusnews00000002)
[Non-text portions of this message have been removed]
_Click here: Repo Man Shot & Killed - Alabama Murder Birmingham Shot And
Killed - WKRG.com_
(http://www.wkrg.com/financial/article/repo_man_shot_killed/22451/)
Why is the suspect unnamed? Our condolences to Jason McClendon's family,
friends and his associates in business.
Gladys Brierley
ACCURATE INVESTIGATIONS
PO Box 872
Newton, MS 39345
601-683-2094 bus & fax
601-480-3181 cell
Bus Lic # 1499
Duns# 8082376
_www.accurateinvestigation.com_ (http://www.accurateinvestigation.com/)
Member of NAIS, NLLI, ACI, MPIA, APIA
Regional Director NLLI
Public Relations Officer MPIA
[Non-text portions of this message have been removed]
Well, Rick, I think you are trying to make humor about a very serious topic of
which both men and women fall victim to. So whether you are "sexxy" or not,
sexual harassment or assault is not subject matter to be taken lightly.
When I was young, I was almost raped THREE times - once with a gang-rape attempt
when I was in the sixth grade walking home from school, once in a local park,
and once by a male counselor when I was a counselor in a summer camp. None of
these incidences were reported to the police.
This waitress not handling the problem in a manner you feel is timely and
appropriate may be a situation of a single mother trying to raise a child alone
and not wanting to rock the boat because she has no other options for income to
support her family.
With the loss of her job, she now has nothing to lose by pursuing the incident.
Sylvia
----- Original Message -----
From: Ricky Gurley
To: infoguys-list@yahoogroups.com
Sent: Thursday, January 08, 2009 4:30 PM
Subject: [infoguys-list] Re: sexual harrassment-see answers and some comments
--- In infoguys-list@yahoogroups.com, "karousel" <karousel@...> wrote:
>
> Have you ever been sexually harassed?
Yes, because I am so sexxy! That was humor. But, in reality, (where I
am probably not so sexxy.), if I have a problem I handle it when it
arises, as most people do. And not handling that problem when it
arises at the very least, gives the appearance that that the action we
are speaking about is accepted or condoned.
> Sometimes, it takes another situation to motivate a victim to move
forward on a complaint.
And sometimes people "play the victim" when it is MIGHTY convenient
for them.......
Rick.
Risk Management Research & Investments, Inc. & Thoth Data Systems
Mailing Address: 2101 W. Broadway PMB 326, Columbia, MO. 65203
Office Address: 1 E. Broadway Suite Z, Columbia, MO. 65203
Direct Office Number: (573) 234-6876
Office Phone: (573) 234-4647 Ext. 110
Car Phone: (573) 529-0808
Cell Phone: (573) 529-4476
Toll Free Phone: (888) 571-0958
Toll Free Fax: (877) 795-9800
EMERGENCY LINE: (573) 234-4871
RMRI, Inc. Websites
(1) http://www.rmriinc.com
(2) http://rmriinc.bestcyberinvestigator.com
RMRI, Inc. Blogs
(1) http://rmriinc.blogspot.com/index.html
(2) http://rmriincspace.spaces.live.com/
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AM
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<<>Sylvia who? How about a signature block on your post? <<<
I have no signature block. I joined this list a few years ago because I was
told that a lot of legal information passes through this list.
I have learned a lot while being on this list.
I do volunteer paralegal work for victims that are falsely accused of a
particular crime.
Sylvia
----- Original Message -----
From: Bob Hrodey
To: infoguys-list@yahoogroups.com
Sent: Thursday, January 08, 2009 3:56 PM
Subject: Re: [infoguys-list] sexual harrassment-see answers and some comments
karousel, wrote the following at or about 1/8/2009 2:32 PM:
> Have you ever been sexually harassed?
Nope, er, well, not so that I minded it<g>
> How many people that have been sexually harassed file complaints
immediately, if at all?
>
I'm not diminishing any legitimate claim of this nature or saying that
it doesn't happen and the victims don't report it. That said, I will
echo what others here have opined and that is simply the case stinks
from top to bottom and if I were sitting on the jury deciding the case,
she wouldn't get a dime, not one red cent.
> Sometimes, it takes another situation to motivate a victim to move forward
on a complaint.
>
Often times it does. Sometimes it's just that the harassment becomes so
intolerable that the victim does what he or she should have done at the
beginning: complain or seek legal redress. Other times, it's a
fabricated quid pro quo for some real or imagined slight and the
prospect of a pot of gold. I suspect the latter in this instance.
> Sylvia
>
Sylvia who? How about a signature block on your post?
--
Enjoy,
/Bob/
__________________________________________________________
Hrodey & Associates Established 1977
Post Office Box 366 Member of NALI, ASIS, FBINAA,
NAPPS
Woodstock, IL 60098-0366 NCISS, & P.A.W.L.I.
Licensed in IL & WI (815) 337-4636 Voice
337-4638 Fax
email: inquiry@... <mailto:inquiry@...>
or rth@... <mailto:rth@...>
Illinois License 115-000783 Wisconsin 8045-063
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Version: 8.0.176 / Virus Database: 270.10.5/1882 - Release Date: 1/8/2009 8:13
AM
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In a message dated 1/8/2009 3:46:48 P.M. Pacific Standard Time,
karousel@... writes:
With the loss of her job, she now has nothing to lose by pursuing the
incident.
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
Sylvia -
I disagree since now she is hard pressed to find a job locally as other
potential employers fear a possible lawsuit also.
I wonder what a background check on her would look like?
Sincerely yours,
Sue
________________________
Sue Sarkis
Sarkis Detective Agency
(est. 1976)
PI 6564
_www.sarkispi.com_ (http://www.sarkispi.com/)
1346 Ethel Street
Glendale, CA 91207-1826
818-242-2505
818-246-3001 FAX
"one Nation under God"
If you can read this, thank a teacher. If you can read it in English, thank
a military veteran
**************New year...new news. Be the first to know what is making
headlines. (http://news.aol.com?ncid=emlcntusnews00000002)
[Non-text portions of this message have been removed]
In a message dated 1/8/2009 3:47:00 P.M. Pacific Standard Time,
karousel@... writes:
I have no signature block. I joined this list a few years ago because I was
told that a lot of legal information passes through this list.
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
Sylvia -
A signature block is preferred, especially when requested. It doesn't
matter why you joined as we are open to the general public. I just made one
for
you that perhaps you might consider using. Shoot, for that matter, maybe
someone wants to adopt a puppy. You just might generate some business.
Sincerely yours,
Sylvia
________________________
Sylvia Panetta
Karousel Kennels (est. 1969)
237 Derby Road
Middletown, NY 10940
(845) 386-5523
_http://www.karouselkennels.com_ (http://www.karouselkennels.com)
Sincerely yours,
Sue
________________________
Sue Sarkis
Sarkis Detective Agency
(est. 1976)
PI 6564
_www.sarkispi.com_ (http://www.sarkispi.com/)
1346 Ethel Street
Glendale, CA 91207-1826
818-242-2505
818-246-3001 FAX
"one Nation under God"
If you can read this, thank a teacher. If you can read it in English, thank
a military veteran
**************New year...new news. Be the first to know what is making
headlines. (http://news.aol.com?ncid=emlcntusnews00000002)
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1983, I was a correctional officer with DC Department of Corrections. I was
hired, sexually harassed, fired, rehired, transferred, denied promotion and
I resigned under the term "Constructive termination". Meaning the
environment became so intolerable, I had no choice but to resign. While
working there from the beginning I kept a journal because as a child, I
always had some type of diary, so it was habit for me to write everything
down. So, just prior to the termination, I went to the EEOC and filed a
complaint. After the termination, The Office of Human rights were brought
in. I did go out on dates with the Captain in question. However, when I
decided that I no longer wanted to associate with him, he became unglued.
Having me wrote up, having me paged over the intercom if I was a few minutes
late from break. He even went as far as assigning me, a probationary
officer, to perimeter patrol and there was an escape attempt that night.
Because I was probationary, I was out there with no gun. Just a flash light
and a walkie Talkie. Without going into further detail.I wound up winning my
case because of the meticulous notes in my journal. This entire incident
caused me to have a complete breakdown. And as I write this, I see that is
still a very sore subject. My point is, I didn't wait until I was fired to
file my initial complaint. And because of my habit of writing everything
down, I was credible. I still write everything down.but now it's on Twitter,
a high tech level of documenting what's going on. Thanks for allowing me to
share.
From: infoguys-list@yahoogroups.com [mailto:infoguys-list@yahoogroups.com]
On Behalf Of Ricky Gurley
Sent: Thursday, January 08, 2009 4:31 PM
To: infoguys-list@yahoogroups.com
Subject: [infoguys-list] Re: sexual harrassment-see answers and some
comments
--- In infoguys-list@yahoogroups.com
<mailto:infoguys-list%40yahoogroups.com> , "karousel" <karousel@...> wrote:
>
> Have you ever been sexually harassed?
Yes, because I am so sexxy! That was humor. But, in reality, (where I
am probably not so sexxy.), if I have a problem I handle it when it
arises, as most people do. And not handling that problem when it
arises at the very least, gives the appearance that that the action we
are speaking about is accepted or condoned.
> Sometimes, it takes another situation to motivate a victim to move
forward on a complaint.
And sometimes people "play the victim" when it is MIGHTY convenient
for them.......
Rick.
Risk Management Research & Investments, Inc. & Thoth Data Systems
Mailing Address: 2101 W. Broadway PMB 326, Columbia, MO. 65203
Office Address: 1 E. Broadway Suite Z, Columbia, MO. 65203
Direct Office Number: (573) 234-6876
Office Phone: (573) 234-4647 Ext. 110
Car Phone: (573) 529-0808
Cell Phone: (573) 529-4476
Toll Free Phone: (888) 571-0958
Toll Free Fax: (877) 795-9800
EMERGENCY LINE: (573) 234-4871
RMRI, Inc. Websites
(1) http://www.rmriinc.com
(2) http://rmriinc.bestcyberinvestigator.com
RMRI, Inc. Blogs
(1) http://rmriinc.blogspot.com/index.html
(2) http://rmriincspace.spaces.live.com/
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In a message dated 1/8/2009 4:08:52 P.M. Pacific Standard Time,
jfarleynyobe@... writes:
I still write everything down.but now it's on Twitter,
a high tech level of documenting what's going on
Joan - I'll bet you never lied on your employment application, did you?
None of the other stuff really matters with regard to the "Bitchy Bimbo of
Fufu". If you get caught lying, you are out on your tailfeathers. The
employer
doesn't NEED a reason at that point.
And about "Twitter".....even that gets hacked and twisted. Ask Obama. :o)
_"RASCAL" - Your friendly neighborhood Process Server_
(http://www.ranchoattorneyservice.com/)
Michele Dawn
RPS 117 & CA PI 24790
Rancho Attorney Service of California &
RASCAL's Research & Location Services
28465 Old Town Front St #318
Temecula, CA 92590
(951) 693-0165
CALSpro NAPPS CAJP NCISS
_www.ranchoattorneyservice.com_ (http://www.ranchoattorneyservice.com/)
MC - Visa - American Express
**************New year...new news. Be the first to know what is making
headlines. (http://news.aol.com?ncid=emlcntusnews00000002)
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