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Your Boss Wants To Thank You!
July 05, 2011

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Employee Rights News You Can Use

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Best Tip!

Appeal Board Hearings

Hello,

If you or someone you know works for a local government, chances are there is an administrative process involving terminations. Part of this process could be an Appeal Board Hearing. When I was illegally terminated from my local government position I was required to provide testimony and present evidence to show why termination was unlawful. After a review of the evidence and witness testimony I was reinstated. However, the process was saturated with bias in favor of the employer. Now I didn't have avail myself of this process to file a formal complaint with my states human rights commission or the EEOC. However, the outcome strengthened my complaint significantly.


As a registered voter and taxpayer we have a right to know how and who is selected to be on these "boards". This is one of those obscure areas of employee rights that almost no career seeker and employee has a clue about. These boards may by the language of their charters "fake" equity but they will very probably be in the "back pocket" of management. There may be some employers in the private sector that have "appeal boards". If you or someone you know works for local government or a company that has an "appeal hearing process" find out all you can about it and who qualifies to be selected to serve on these boards.

**What matters to me....is to help my fellow employee!**

Welcome to this issue of Your Basic Employee Rights eNews! You recently signed up for a subscription at www.you-can-learn-basic-employee-rights.com or it was sent to you by a friend. If you no longer wish to receive this newsletter or have a change of address, please use the convenient links at the bottom of this email.

Our overall policy is to deliver important relevant Basic Employee Rights info. We do all the research. There is never a cost or charge.

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Date July 5, 2011

Issue #28

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Your Basic Employee Rights Survey results!

I want to thank everyone that participated in my recent survey. It answered some important questions.

(1) What is the #1 workplace issue that concerns or affects you?

(2) How can You-Can-Learn-Basic-Employee-Rights.com better address those concerns?

After reviewing the survey results, the #1 workplace issue is....(drum roll ;0) JOB EVALUATIONS!

#2 TIE NON SEXUAL-HARASSMENT
BULLYING

#3 TIE SEXUAL HARASSMENT
FALSE SEXUAL HARASSMENT

#4 TIE AGE DISCRIMINATION
BACKGROUND CHECKS

#5 TIE WORKPLACE VIOLENCE
RETALIATION
UNFAIR TERMINATION
SALARY DISCRIMINATION

So let's get to it!

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Article

Your Boss Wants To Thank You!

Employers love it when career seekers and employees walk into the workplace like "deer in the headlights". My research and experience shows over 90% of job applicants accept employment with little or NO knowledge of their Basic Employee Rights! Many employers know this and count on it to maintain an unfair and illegal advantage. How much easier is it to violate an employee or job applicants rights when they are ignorant of those rights.

When employees are the victims of wrongful termination they often realize too late what should have been learned. Do you KNOW what wrongful termination is, see my point? If you are told to resign as I once was or fired as I once was, it could be the separation was illegal. One of the biggest mistakes terminated employees make is NOT SEEKING an employee rights attorney immediately after the event!!


It is critically important for you or someone you care about to do this. Why? For two reasons,

(1) There is what's called a "statute of limitations" or time period in which to file a complaint.
(2) The longer you wait the less you remember about the facts and events supporting the proof of your wrongful termination!


If and when you are faced with an illegal termination ALWAYS talk to an attorney skilled in employment law as quick as possible. She or he will be able to determine based on the facts you provide whether your termination was unlawful and if you can prove it. This is one BIG reason I'm such an advocate for teaching Basic Employee Rights. The more you know about your workplace rights the better prepared you will be in assisting a legal adviser to defend those rights.


Now, let's get to some nuts and bolts of documentation you will need for your first consultation with the attorney. The following are documents your lawyer will be looking for. Always make several copies of all documentation.

  • The initial job advertisement from either newspaper or internet
  • The original and subsequent job applications
  • The employment contract if any
  • Your original and any subsequent job descriptions
  • Your resume
  • Salary records including pay raises
  • Job evaluations
  • Pre-employment and random employee drug test results
  • Documentation of any training
  • Any employment test results
  • All correspondence with management,HR,legal department, others this means memos,emails,letters,tape recordings,printouts,department bulletins,social media post,etc.
  • Background check results
  • Reference checks
  • Letters of reference
  • Leave records
  • contact info of co-workers having similar employment problems
  • Copy of employee handbook
  • Your attendance records and any awards
  • Any awards for longevity or performance
  • Any on the job accident reports
  • Any relevant medical records
  • Your credit and financial records
  • All after termination job searches including company names,applications and interviews
  • Records of inside grievances filed with management,HR,(EEO) equal employment office(r),legal department,etc.
  • Any demotions, cuts in pay or shift changes

Last but certainly NOT least, the record or diary you've kept over time of the who,what,when,where,why and how of your bosses behavior and actions that adversely affected your employment. This documentation should include meetings, witnesses to events and important dates of those events.

follow this link on How to prove discrimination

====> http://bit.ly/8pVmBY

Maintaining these records may seem like a lot of work. However, if you believe your employer is seeking to "show you the door unjustly" disciplining yourself to keep this documentation will PAY OFF if and when you need to use them! Remember, your boss wants to thank you for letting him/her fire you illegally!

Follow this link for more info on wrongful termination;

====> http://bit.ly/kywTvj

Be something good to someone!

Till next time,
Yancey

Employee Rights Educator, Coach, Trainer, Advocate, Internet Presence Consultant
http://www.You-Can-Learn-Basic-Employee-Rights.com
http://EmployeeRightsGuide.com
http://EmployeeWorkplaceRights.com

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SHARE YOUR THOUGHTS and INTERESTS!

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If you find the info useful please recommend signing up for this newsletter to anyone you know that works for a living, they will thank you for it!

http://bit.ly/15sRzO

This newsletter is designed for YOU! Let us know what workplace issues concern you the most. Follow this link:

http://bit.ly/lEKXM

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I HAVE CONSTANT BASIC EMPLOYEE RIGHTS TWEETS ON TWITTER AT;

http://twitter.com/employeerights1

or

http://twitter.com/employmentright

or

http://twitter.com/360feedback1

or

http://twitter.com/fmlarights

or

http://twitter.com/workplacebully

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CONTACT US

Email: newsletter@you-can-learn-basic-employee-rights.com

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PUBLISHING SCHEDULE

Your Basic Employee Rights eNews is published the first week of the month, 12 weeks per year. From time to time we will publish special features that affect employees in the workplace. We may also offer third party resources that will be of benefit to you our valued subscriber.

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DISCLAIMER

Note: Any and all information provided within this Newsletter/Ezine is for educational and general information purposes only. It is NOT INTENDED as legal advice. Please review this specific disclaimer;

www.you-can-learn-basic-employee-rights.com/disclaimer

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Written by Yancey Thomas Jr.

Owner, You-Can-Learn-Basic-Employee-Rights.com

(c)copyright 2011 You-Can-Learn-Basic-Employee-Rights.com

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