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

Walmart thorough, final and only Investigation letter is listed at bottom. It is what I am responding to here:

Sent Out On July 23, 2009

George Boston Rhynes
Valdosta, Georgia

Wal-Mart President/CEO Doug McMillon, Walton’s Family, Board of Directors, The Walton’s Family Members
702 Southwest 8th Street
Bentonville, AR 72716

After a year Wal-Mart Stores Inc. finally responded to my (10) wrongful termination rebuttal letters concerning my termination from Wal-Mart Store #2615 on March 20, 2008 for “Inability To Perform Job.” Although I was never trained as Department Manager 9, of Sporting Goods as set forth in Wal-Mart’s own Training Guidelines.

My period of employment was from January 5, 2005 to March 20, 2008, and I received my first written response from Wal-Mart on June 22, 2009 without a signature. Needless to say I was NOT sadden, disappointed nor puzzled that America’s Largest Retail Employer (Wal-Mart) would ignore my wrongful termination for well over a year.

This Wal-Mart so called “final, complete, and thorough investigation letter” DID NOT have an authority line or signature. It consisted of 140 words, and stated that “unless I provide additional information which supports a contrary position” that their decision to uphold my termination is final, and that their letter concluded my open door and that no further action would be taken. I find this strange since Wal-Mart Failed to answer or even address a single question I asked that are similar to the ones listed below:

WAL-MART NEVER RESPONDED TO THE QUESTIONS:

a. How could a thorough investigation be conducted without one interview from the primary person involved? Was my side of the story reviewed and investigated? Did Wal-Mart provide valid responses to any of my questions in their Final Investigation letter—a year later?

b. Why no signature or authority line in Wal-Mart Letter? Is this Wal-Mart Stores Inc. way of setting the example for Wal-Mart Store Manager Hal at Wal-Mart Store #2615?

c. Who conducted Wal-Mart’s thorough investigation? Why were their names, department, and or job titles NOT included as to who conducted this alleged final and thorough Wal-Mart Investigation of my wrongful termination?

d. Why didn’t Wal-Mart Final Investigation Letter provide the necessary documents proving that I received the Wal-Mart Department 9, Managers Four Week Training as required?

e. Why did Wal-Mart NOT give the name of my trainer? What date was I entered into the “Four Week Training Program? What date was the training completed? Who signed off on, and verified the documents? Where are these documents today?

f. Does all Wal-Mart Sporting Goods Department Managers receive training in America? If so? Then why was I NOT trained? What are the criteria for being terminated at Wal-Mart Stores Inc. for “Inability to Perform Job?” Who makes this decision?

g. Did Sporting Goods Associates, Former Department Manager Jody, Assistant Manager Frank, Shannon, Trina, Co-Manager Andy or Store Manager Hal give written statements that I was (EVER) trained as Department Manager?

h. Will Wal-Mart Store #2615 simply provide proof that I received the four-week training as required for all “Sporting Goods Department 9, Managers?” Then upon receipt I will IMMEDIATELY STOP all complaints and admit that I have lied “AGAINST WAL-MART”---but this you cannot do… (Store #2615).

i. Does Wal-Mart provide “On the Job Training and Evaluate Workers” once employed? Is proof of training and yearly evaluations documented, dated, signed and filed away in workers personnel file at Store #2615? (Then simply make a copy and refute my accusations).

j. Are Wal-Mart workers terminated for good cause, bad cause or for no cause at all without Wal-Mart having to provide even a courteous response to workers since Georgia is an “At Will Employment State?” Thanks to Georgia politicians that keep this unfair work law in force in the State of Georgia along with a few other remaining states?

k. Did any assistant managers and co-managers receive a written coaching for routinely leaving keys in the Security Room door, Outside Trailers or in the Sporting Goods Department Cash Register following gun sales at Store #2615? As department workers witnessed on many occasions and hand carried keys to managers may times.

l. Does Wal-Mart Stores Inc. approve of double standards for certain privileged workers in the cliques and among the slicks at Store #2615? And why are they treated differently from other workers?

m. Did my asking management to purchase proper filing cabinets to properly secure customer’s private information on completed ATF Forms 4473s justify my wrongful termination under the heading of “Inability to Perform Job?” (Firearms Back Ground Checks)

n. Why was customer’s private information not secured for over two years in an un-lockable filing cabinet practically open to the general public? Did Wal-Mart interview workers and former workers in Sporting Goods Department for verification of this federal violation? (These files (ATF Forms 4473s) were located in the black box on a pole and filed in an unlock-able filing cabinet in the Sporting Goods Department).

o. Did my repeated speaking out and encouraging management to secure Wal-Mart Customers Private DATA information (ATF Forms 4473s) from “Identity Thefts” justifies my wrongful termination under the heading of “Inability to Perform Job?”

p. What is Wal-Mart definition of “Inability to Perform Job?” Are all Wal-Mart Workers treated the same when it comes to being properly trained as a Department Manager? Does ignoring workers complaints improve workers morale, or increases sales for the company?

q. Are all Wal-Mart Workers with Wrongful Terminations complaints treated as I have from Store #2615?

r. Did Wal-Mart investigate to see if my constant requests to get assistant managers and co manager Andy to perform the Daily Audits on completed ATF Forms 4473s that went undone on one occasion for over fifteen day? Was it my repeated attempts to managers to follow store rules and guidelines contribute to my termination under the heading of “Inability to Perform Job?”

These are but a few unanswered questions that Wal-Mart Executives seemingly had no intentions of EVER answering or investigating. Moreover I contend that American Workers should NOT be treated as Workers in China or in some other third world country. It was Wal-Mart Managers that told me repeatedly. That I was wasting my time in trying to challenge Wal-Mart Iron Curtain, and that if they (managers and CSM's) provided statements on my behalf that they could be terminated. However they encouraged me to continue seeking answers to my valid questions to help remaining workers.

Therefore as a retired military veteran, former business owner, parent of three, and wrongfully terminated Sporting Goods Department Manager of Wal-Mart Store #2615. I cannot leave my Wal-Mart Family Members behind to suffer at Store #2615 and 899 in Valdosta, Georgia without reaching out to them. Your ignoring me has proven that Wal-Mart does not care about workers rights and addressing workers mistreatment in the work place.

However I am 100% sure that I will eventually win in the end----along with other Wal-Mart Workers. We can no longer afford to just bury our head in the sand like the legend concerning the ostrich bird and pretend that Wal-Mart has become “a god beside God” and answers to no one.

All Wal-Mart workers and former workers in possession of truth must inform the general public, family members, neighbors, religious organizations, friends, politicians, and others that Wal-Mart Workers have absolutely no voice at Wal-Mart Store #2615 in these hard economic times. Yet Wal-Mart claim and prides itself to have an “OPEN DOOR POLICY” that does not exist and that workers does not need a union to speak for them.

Wal-Mart “Open Door” is really Plexiglas, not to mention other slogans like “save money, and live better” but at what expense to American workers? This open door may look open to the “untrained eye” but when wrongfully terminated workers have a complaint he or she quickly discovers the “clear steel Plexiglas.”

The Wal-Mart final investigation letter to me--was like pouring water into an empty glass without a bottom. It look good to the untrained eye, but after decades of supervisory, leadership and management experience. It is my duty and responsibility to inform Wal-Mart Executives that when truth comes into the minds of those who seek truth falsehood must vanish and that falsehood is forever a vanishing thing.

As a victim of Wal-Mart unfair work practices I am in no ways tired. But 100% sure that Wal-Mart Wrongfully Terminated Workers will eventually join in and help seal up the “bottom of the glass” by spreading the word. That it is imperative that citizens find somewhere else to shop until Wal-Mart start treating WORKERS as human beings.

My personal commitment to Wal-Mart Stores Inc. is that since my wrongful termination, I have found other places to spend my dollars and informing as many people as I can to follow my lead on behalf of American workers. Again, this is not an end, but a NEW BEGINNING to help Wal-Mart Workers receive the necessary training, respect, recognition and NOT be ignored as workers in foreign countries without workers rights.

My sympathy goes out to all remaining “Wal-Mart Workers” employed and wrongfully terminated at Wal-Mart Workers at Store #2615 and 899. You must remember that all American Workers, Wal-Mart Employees, friends, neighbors, and family members must STOP looking for change---but speak OUT and become the change WE need in the 21st Century.

To all who read this communication please help Wal-Mart Stores Inc. to fully understand that it is always right, to do right and even better to be right.” G.B.R.

God bless (ALL) America, Wal-Mart Workers, Workers in China, and everybody else.

GEORGE BOSTON RHYNES
Former (Untrained) Wal-Mart Department 9, Manager (Sporting Goods)
Retired United States Armed Forces Military Veteran
Former Business Owner for fourteen years
Parent of three successful children
A concerned citizen and brother of (ALL) humanity

Cc:
Majority and Minority Leaders of Congress
Georgia Department of Labor
Georgia General Assembly
Various Civil Rights Organizations
AFL-CIO President
Citizens (Internet) for Worker Rights
All Concerned American Citizens
Former Wal-Mart Workers for change, and against exploitation

WALMART ONLY RESPONSE TO ME IN WRITING.
==============================
June 22, 2009

George Rhynes
XXXx XXX XXXXX
Valdosta, Georgia

Dear George,

We have received your letters dated from June 12, 2008 to June 8, 2009 addressed to Wal-Mart Executives requesting additional investigation and review of your open door. We want to thank you for taking the time to respond.

As you are aware, several individuals thoroughly investigated and reviewed the circumstances surrounding your separation from the company to ensure the company's culture and policies were being supported and to ensure appropriate decisions were made.

At this time, unless you are able to provide additional information which supports a contrary position, the decision to uphold your termination is final. This letter will conclude your open door and no further action will be taken.

We wish you the best of luck in your future endeavors.

Thank you,
Open Door Services

WAL-MART STORES, INC.,

===================================
George Boston Rhynes May 5/9 May 2009

Valdosta, Georgia

Wal-Mart President/CEO Doug McMillon
Board of Directors (Respectively)
ATTN: Bernard Palcisko (SPHR, CEBS)
702 Southwest 8th Street
Bentonville, AR 72716

On Thursday April 30, 2009, Mr. Bernard Palcisko from Wal-Mart (SPHR, CEBS), called me concerning my wrongful termination from Wal-Mart Store #2615 in Valdosta, Georgia for “INABILITY TO PERFORM” JOB without receiving Wal-Mart Stores Inc., Sporting Goods Department 9, Managers Training. Mr. Palcisko asked me questions similar to those Ms Marlene Hunter from Wal-Mart Human Resources in Region 15, had asked last month.

I told Mr. Palcisko that an assistant manager three days earlier at a local restaurant said, “George we know you were wrongfully terminated and that you was not trained.” I said to Mr. Palcisko that fellow associates, department managers, former CSM’s, former employees in the Sporting Goods Department, assistant managers and others that no longer worked at Store #2615 shared this belief.

Mr. Palcisko asked if I would provide names and phone numbers of these people so they could consider all sides. I assured him that I would collect this information and send it to him, and he sent me his e-mail address.

However Wal-Mart Managers recommended that I NOT provide names of associates because they may loose their jobs. But they strongly encouraged me to continue seeking answers from Wal-Mart on not being trained as Department Manager and stick to the specifics of my case.

I was told that Wal-Mart Stores Inc. routinely ignores ASSOCIATES real questions. And that Wal-Mart Store #899, across town is three times worst than Store #2615, wherein associates and some managers are not trained, and certified at store #899. It is becoming apparent that Wal-Mart routinely hire managers without experience or supervisory, leadership, or management training?

After being told by present and former workers at Wal-Mart NOT to identify workers because they may be labeled and terminated from their jobs. Therefore it seems that my only recourse at this time is to continue seeking a valid response to my wrongful termination of “INABILITY TO PERFORM JOB.”

The following questions were taken from letters addressed to Wal-Mart President H. Lee Scott Jr., and Board of Directors (Respectively), for over a year---without a courteous reply:

a. Why did Wal-Mart Assistant Managers, and Store Manager failed to follow their own guidelines when it came to properly training me in accordance with their own guidelines established for all Wal-Mart Sporting Goods Department 9, Managers at store #2615?

b. Why was I coached for alleged offenses that assistant managers, co-managers, and store manager permit others to get away with?

c. Why was I repeatedly singled out for requesting that managers follow procedures and protocol for securing ATF Forms 4473’s even before I was assigned as Sporting Goods Department Manager?

d. Why was I given a written coaching for leaving keys in the door as assistant managers, co-managers and others did many times without receiving a coaching of any kind by management or store manager?

e. Why did an assistant manager admit that many in management had left keys in the door, and in the Sporting Goods Cash register but never received any kind of coaching?

f. Was it my persistence in trying to get members of management to properly secure customers personal data to prevent possible identify thief and perform required daily audits of 4473’s as required? Was it my professional persistence that finally resulted in my ultimate termination on March 20, 2008?

g. What Wal-Mart Policy, procedure, or Guideline grants assistant managers, co-managers and others to punish Wal-Mart Associates but ignore those in their own clicks, slicks, and members of management at store #2615, when they make mistakes or do wrong?

h. Why did Sporting Goods Assistant Manager Lynn allow an associate (Name withheld but available upon request), to flat out refuse to work front cash register? Yet Assistant Manager Lynn took no action against this associate? But took actions on other Sporting Goods Associates for much less offenses?

i. Why was my name slandered by management throughout Wal-Mart Store #2615 that I improperly logged guns into the firearms log book and misplaced several firearms when in fact all assistant managers, co-managers used the same log book? Moreover why were two associates that were NOT authorized to log guns into the firearms logbook permitted to do so? And why was there ALLEGED INADEQUCIES not mentioned to me during my termination process?

j. Why have I been ignored for over a year without even a courteous reply? But often told that I was a Wal-Mart’s Family member and that there was an open door policy that never existed?

k. Why have my rebuttals to each infraction, personal memo for records, accomplishments for the first eleven months, and letters not reviewed to show that Wal-Mart Store #2615 has a severe and long term management problem, thereby destroying Wal-Mart Stores Inc., image?

l. Why is it that Wal-Mart’s own managers does not trust Wal-Mart Executives to do a thorough investigation concerning my wrongful termination, and insists that I NOT give names, and phone numbers to company executives because ASSOCIATES could very well be terminated?

m. Why cannot Wal-Mart complete a thorough investigation concerning my termination based on the facts?

n. Why cannot Wal-Mart perform a VALID investigation based upon statements from associates from the department WITHOUT placing ASSOCIATES jobs in jeopardy as brought to my attention by managers and two former terminated CSM’s NOW working in other stores in Valdosta, Georgia?

As a former Wal-Mart Associate, and Untrained Sporting Goods Department 9, Manager. I have been extremely patient for over a year without even a courteous reply from Wal-Mart.

Moreover, I have been unemployed for over a year as a result of my wrongful termination. But I remain 100% sure that truth, right, and justice will eventually win in the end----in spite of Georgia being an “At Will Employment State,” wherein employers can fire workers for GOOD CAUSE, BAD CAUSE, or for NO CAUSE at all. How sad, in these hard economic times?

In addition, it is NO secret that Georgia has perhaps the worst labor laws in the nation thanks to Georgia Legislature who seems to have sold Georgia Workers down the drain in the 21st century. But as a Retired United States Armed Forces Military Veteran it seem that I am paying the price for retiring in an “At Will Employment State.” However, it is always right, to do right, and even better to be right. {G.B.R.}

I await your timely response in writing within 15 days addressing my wrongful termination from Wal-Mart Store #2615, in Valdosta, Georgia for “INABILITY TO PERFORM JOB,” but was never assigned a trainer, or trained as Wal-Mart Stores Inc. Sporting Goods Department 9, Manager.

This is a well-known fact by all sporting goods associates, former sporting goods department 9, manager, (Jody), other department managers, assistant managers, co-managers, store manager Hal, and especially Co-Manager Andy.

In addition, there is absolutely NOTHING, I repeat there is absolutely nothing in my personnel records to prove that Wal-Mart followed their own policy and training procedures when it came to me receiving Wal-Mart Sporting Goods Department 9, Managers Training. Or is it that Wal-Mart Store #2615, does not train workers at all and fire them under Georgia’s “At Will Employment Law” for NO CAUSE AT ALL?

Then these mistreated workers simply bury their heads in the sand like the legend concerning the Ostrich Bird and pretend that their jobs and positions are safe, and on the level until they hear the blast from the hunter’s gun that says, “fired for INABILITY TO PERFORM JOB.” How Sad?

GEORGE BOSTON RHYNES
Former Untrained Sporting Goods Department Manager
Retired United States Armed Forces Veteran
A concerned citizen and brother of humanity

Cc: As all other previous communications, (June 11, 2008), (August 1, 2008), (August 11, 2008), (August 29, 2008), (December 1, 2008), (March 1, 2009), (April 15, 2009), (April 21, 2009,)

SPECIAL NOTE:

Today at 1131, Saturday, May 9, 2009. I received a routine phone call from Wal-Mart Executive Mr. Palcisko who informed me that they had completed a thorough investigation based on all facts of my letters I had sent Wal-Mart for well over a year. And that Wal-Mart upheld all aspects of my termination based on Wal-Mart Managers.

Even though I received no training, unfair treatment, informed managers that they violated Federal Law by not protecting customers personal data, singled out for coaching’s as stated in my rebuttals etc.,

Moreover, he stated that because I failed to provide names of people at Wal-Mart that agreed with my wrongful termination, that he stands 100% behind their Managers at Store #2615, and agrees with the manner in which I was terminated---based on the facts.

I informed Mr. Palcisko that his decision was exactly what I expected and that I will continue to seek justice under our form o government. I will continue to speak the truth across the nation about my wrongful terminations and the termination of many others who cannot get even a courteous reply from this company.

After a year, I was given less than two weeks to compile statements from people that agreed with me concerning my wrongful termination. (The above letter was completed days before I received this phone call and I was going to send this letter by U.S. Mail as I will send it any way. This addition is being typed at 11:59 and I decided to e-mail it although e-mailing is not my way of communicating on issues of this nature.

It is being proven day by day, that Wal-Mart is not good for American citizens and totally against workers rights. I intend to make my wrongful termination known so others will not have to go through what I have gone through. No American Worker should be treated like workers in China or in some other third world nation.

I will continue to wait your written thorough and response answering my questions as presented in my letters. Again, your reply is exactly what I expected and what Assistant Managers told me. I am not the least surprised by Wal-Mart decision not to respect workers rights Peace!

Time 1153 a.m. Saturday May 9, 2009. After I received the phone call I immediately returned home and e-mailed this letter. This will not just fade into the sunset but it will be heard on behalf of and for benefit of American workers, American Veterans, and others

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