Wal-Mart Store #2615, Managers seem to believe WORKERS are stupid? Former Dept. Manager Speaks Out!

Wal-Mart does not respect Workers rights in an "At Will To work State" such as Georgia. Just ASK any former Wal-Mart Associates, Department Managers, Assistant Manager, and Co-Managers who are NOT afraid of this perceived god beside GOD. Yes the American people have created a Wal-Mart God but I am 100 percent certain that workers Will win in the end.
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June 8, 2009 (SENT TO HOME OFFICE)

George Boston Rhynes
Valdosta, Georgia

Wal-Mart President/CEO Doug McMillon
Board of Directors (Respectively), The Walton’s Family
702 Southwest 8th Street
Bentonville, AR 72716-8611

TO: President/CEO McMillon/the Walton’s Family (Respectively)

Throughout the Holy Bible, Torah, Holy Koran, and in other great books the world over we read about prophets, priests, kings, Job, Jesus, and even God himself asking Satan questions and Satan answered their questions. So why have Wal-Mart Stores Inc., (Former President/CEO, and Board of Directors) refused to answer my pertinent questions concerning my wrongful termination from Wal-Mart Store #2615 in Valdosta, Georgia for over a year without even a courteous reply to my valid questions?

After 9 letters, 34, pages, 16,644 words, 1,559 lines, and frustration of being totally ignored by Wal-Mart Stores Inc., because of my wrongful termination, being used as a scapegoat, never trained in accordance with Wal-Mart own guidelines, yet fired by Store Manager for “Inability to Perform Job,” without any documentation in my records (whatsoever) showing that I was ever assigned a trainer, let alone trained as Sporting Goods Department 9, Manager. This alone should be justification for Wal-Mart Workers having Unions to represent their concerns to insure they are not ignored as workers in china or in some other third world country.

Therefore I cannot in good faith accept my wrongful termination without training and without even a written reply from Wal-Mart responding to my well defined, specific, and valid questions surrounding my termination on March 20, 2008. Moreover, it is obvious that Wal-Mart Executives have ignored my nine letters (1) June 12, 2008, (2) August 01, 2008, (3) August 11, 2008 (4) August 29, 2008, (5) December 1, 2008, (6) March 5, 2009, (7) March 15, 2009, (8) April 21, 2009, (9) May 11, 2009. But it seems as if WAL-MART believes that my “WRONGFUL TERMINATION” will just fade into the sunset to be buried in the rubbish pile of time, distance and space.

Therefore, I can only speculate how many more Outstanding Wal-Mart ASSOCIATES have been ignored concerning their individual requests without even a courteous response. How sad? So is Wal-Mart NOW treating American Workers as those in China or in some other third world nation? But I assure you that my questions BELOW, will forever be before Wal-Mart, the American people, and beyond until I am treated as an American Citizen, Retired United States Armed Forces Military Veteran of the Vietnam Era, Single Parent of three successful children, Ignored Terminated, Untrained Department 9, Manager, and concerned community humanitarian that refuse to be ignored after placing my life in harms way for the freedoms of our beloved nation for over twenty-years. Again, the questions remain as listed below:

(1.). Why would Wal-Mart terminate a WORKER for “Inability to Perform Job,” even though Wal-Mart Managers at Store #2615 failed to (1), enter the WORKER into the training program, (2), assign a trainer, (3), document, date, and file proof of the training in his/her personnel records.

(2). Why did Wal-Mart create a (4) Week Sporting Goods Department 9, Managers Training Package but only allow certain ASSOCOATES to receive the training and deny it to me?

(3). Does Wal-Mart keep a personnel file on all WORKERS and the level of training they receive so fair evaluations can be done within a specific time frame? If not, then why not?

(4). Is it routine for Wal-Mart to ignore a request for an investigation for over a year without even a courteous reply to a wrongfully terminated Sporting Goods Department 9, Manager?

(5). Once Wal-Mart Store Managers determines that workers are in an “At Will Employment State,” such as Georgia, does this allow Wal-Mart Managers to terminate WORKERS at will, “for good cause, bad cause, or for no cause at all. And then Wal-Mart is NOT required to provide workers with even a courteous reply? Even though they were wrongfully terminated as in my case?

(6). How does Wal-Mart justify training some department managers and not training others---- as was my case at store #2615, yet terminated for “Inability to Perform Job”?

(7). How can Wal-Mart Stores Inc. perform true and accurate On The Job Training, and Evaluation of workers when records are NOT properly documented, dated, signed, posted, completed and filed in the workers personnel records---as proof of training?

(8). Several Assistant Managers, CSM’s and other associates agreed that I was never trained as Sporting Goods Department 9, Manager. However, because of fear assistant managers suggested that I NOT give names to Wal-Mart Executives because workers would be fired. In stead, they encouraged me to continue fighting and insist that Wal-Mart answer my VALID questions presented to them. This came from Assistant Managers from both stores #899, and #2615, along with other former associates, Assistant Managers, and CSM’ s. So why, is it that managers do not trust Wal-Mart to do an investigation of my wrongful termination based on concrete facts?

(9).Was any Wal-Mart Manager at Store #2615 coached for NOT entering me into the Wal-Mart Four-Week Training Program? And what has been implemented to prevent other potential Wal-Mart Department 9, Managers from being discriminated against in the future and denied training for whatever reasons?

(10). Is Wal-Mart ASSOCIATES really “Family Members?” Or is the term “Family Members” only used as long as ASSOCIATES keep their mouth shut and NOT complain to management when they are wrongfully terminated or complains to the home office for being ignored for over a year?

(11). Would Wal-Mart Executives be happy if it took a Wal-Mart Store Manager over a year to respond to their questions? And would Wal-Mart Executives accept being ignored? Then Wal-Mart should also understand that wrongfully terminated associates are being driven to other retail stores such as Target, and Home Depot to spend their money and encouraging their family members, friends and associates to do likewise because of Wal-Mart mistreatment and disrespect for workers rights.

(12). How can Wal-Mart Associates plan their long term career goals within Wal-Mart on an equal basis at Wal-Mart Store #2615, when some department managers receive training but others does NOT? Is this not unequal treatment, and gives certain workers an edge in moving to the position of “Assistant Managers? Why is this being done, and does the Walton’s family approves of this discriminatory practice?

(13). Why are associates with supervisory, leadership, and management skills NOT used for the good of the company instead of being used as SCAPEGOATS for the failures of others in management positions when they fail in their own responsibilities?

(14). It is well know that Wal-Mart Assistant Managers, Co-Manages and others repeatedly left keys in the security door lock on many occasions. Moreover they consistently left their keys in the Sporting Goods Cash Register in the department following gun sales, and associates hand carries their keys to them. Why were they NOT given a written coaching by the store manager? So is this a double standard or a special privilege some workers receive for being a part of the click, and among the slicks?

(15). Then after an associate receives a written coaching, but the coaching was later removed by a manager or co-manager, because they determined it was unfair because other Managers and Co-Mangers had left keys in the door lock but nothing was done to them. Is it permissible for Wal-Mart to use the removed written coaching against an associate as was done in my situation?

(16). Have any assistant manager, co-manager or store manager been coached for not securing customers private data on completed ATF Forms 4473s Firearms Background Check Forms filed in the black box on the pole, and filed in the department filing cabinet that was un-lockable in the department? [All department associates knew about Customer’s private data being practically open to the general public for nearly two years]. These managers received more money but it was my persistence on the security of customer’s private data, but was not taken seriously and as a result, I was the one to be wrongfully terminated. Although, this was a federal requirement and I cannot understand why they would not spend the money to protect customer’s information from possible “Identity thefts?”

(17). What is Wal-Mart definition of “Inability to Perform Job?” And what is the purpose of Wal-Mart Sporting Goods Department 9, Training designed for? And is it designed for friends of management they seek to promote to assistant manager positions.

(18). How can Assistant Managers, Co-Managers, and Store Manager Hal get away without honoring the 10-foot rule of speaking to associates? In fact, most assistant managers, co-managers and especially the store manager will not speak even when associates speak to them---unless they are in their click and slick.

(19). Based upon the lack of knowledge of most assistant managers and co-managers concerning firearms. It seems that many were NOT properly trained in the area of handling and processing firearms, and I have had some managers ask me questions while they were taking their CDLs. Why?

(20) Why did Assistant Managers and Co-Managers hire associates to work in Sporting Goods Department to handle firearms and ammunition with behavioral problems? One particular associate would bring a needle into the department on a daily bases, and would become disoriented but nothing was done about this individuals abnormal behavioral problems---when I brought it to assistant managers attention. In addition, I also talked with assistant manager Trina about this individual but sill noting was done. When a favorite female associate did as she pleased, disrespected department manager Jody, as well as assistant managers and management allowed her to reside more outside of the department than in the department---Why? Assistant Managers said and did nothing to this female because she appeared to be in the click and among the slicks? (This too was a much talked about problem within the department even before I became an Untrained Sporting Goods Department 9, Manager). When a sporting goods associate left firearms on the counter twice, and when I brought this to managements attention---nothing was done to this favorite associate---Why? I was told it was Christmas time. (Two associates in the department witnessed these incidents).

(21). Who was coached for constantly allowing “Fire Exits” to be blocked for nearly two years? Endangering customers, vendors, and employees without management taking action to correct this violation? Why was the Equipment Fixture Room in a constant unsafe, and dangerous conditions filled with clutter scattered all over the place up to the ceiling endangering workers? (This was well known by all workers and every manager at the facility---but nothing was done to ensure workers safety).

(22). Why did assistant managers permit their favorite associates to violate Wal-Mart Dress Code, and refuse to obey assistant managers, but coached associates who were NOT in the click or slick with management? EXAMPLE: A case that involved Assistant Manager Lynn, and a favorite associate that refused to obey her when she asked him to, work the front-end cash registers and he replied). “I don’t do front end cash registers.” Assistant Manager Lynn said, and did nothing to this Sporting Goods Associate. However she coached other sporting goods associates for much less. (Witnesses available upon request). Moreover, this worker was also permitted to wear his hat backwards and hats were not permitted. He changed his work schedule at will, and treated as if he was an assistant manager or something but nothing was done to him.

(23). Why have I been ignored for over a year concerning the slanderous remarks (complaints) made by managers at store #2615 among Wal-Mart Associates who informed me of the lies being spread after I was wrongfully terminated?

(24). Moreover, if the slanderous remarks about me were true, that I improperly logged guns into a firearms logbook, and misplaced firearm. Then why was these accusations NOT mentioned during my wrongful termination process or used by Assistant Manager Shannon, and Assistant Manager Frank when I was terminated? Why would I be blamed for improperly logging guns into the firearms logbook when all assistant managers and co-managers used the same firearms logbook to receive firearms into the store and account for them? Was it not the Assistant Managers responsibility to do the daily and monthly audits? Ask Assistant Manager Frank if I was NOT the person that always INSISTED that DAILY, and MONTHLY Audits be done---but were NOT? In truth, on one occasion fifteen days passed without ATF Forms 4473s Daily Audits being done and I reminded management. That no one seems to care but when something goes wrong that all hell will break out then. (My words were a constant reminded to all my associates in the department at the time. So why, have Wal-Mart Stores Inc. ignored answering the VALID questions in my nine rebuttal letters ---after a year---seeking to be treated as an American citizen--with workers rights?

(25). Why did management allow two favorite Sporting Goods Associates to sign guns into the firearms logbook that were not authorized to do so?

(26). Why is Wal-Mart Managers at Store #2615 driving customers and former mistreated Wal-Mart Workers to Target and other retail stores by their unprofessional and unfair treatment of lower paid workers?

(27). Is Wal-Mart Managers in the Valdosta-Lowndes County Georgia area so unprofessional that assistant managers, and co-managers have sided behind closed doors against store managers and some co-managers to speak out against them in favor of workers because of unfair treatment? And asking if Wal-Mart Workers would be better served if they had a UNION to represent them?

(28). Will Wal-Mart continue to play games and terminate associates for good cause, bad cause or for no cause at all believing terminated workers will simply fade into the sun set, and bury their head in the sand like the legend concerning the Ostrich bird? Then move on, get over the mistreatment, wrongful termination and be disgraced before their children, family members, friends and the world?

Be it known that my long term goal will be to make sure that everyone is aware of how Wal-Mart Stores Inc. have ignored my wrongful termination after 9 letters, 34, pages, 16,644 words, and 1,559---lines. This letter is not an end, but a NEW beginning, and I am 100% sure that Wal-Mart Associates, Former Associates, American Workers and potential Wal-Mart Customers will eventually win in the end. Then our children and grand children will thank us---for not allowing ourselves to believe that Wal-Mart Stores Inc. has become a “god beside God” and answers to no one. In my opinion Wal-Mart Executives must understand that it is always right to do right and even better to be right. {G.B.R.}

Therefore, I thank the God of my creation and the founding fathers of our beloved Republic for caring about human beings outside of themselves. God Bless America, and everyone else! (Galatians 6; 7, and Luke 4; 18)

GEORGE BOSTON RHYNES
Terminated (Untrained), Wal-Mart Sporting Goods Department 9, Manager
Retired United States Armed Forces Veteran
Single Parent of three successful children
A concerned citizen and brother of humanity

TWO HEADS MAY BE BETTER THAN ONE, BUT NEVER FORGET WHICH ONE BELONGS TO YOU. {G.B.R.} [2342]

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May 11, 2009

“9th LETTER IN SEARCH OF ULTIMATE JUSTICE FROM WAL-MART”

FROM: George Boston Rhynes
Valdosta, Georgia

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

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

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

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

However Wal-Mart Managers recommended that I NOT provide names of associates because they may loose their jobs. But they strongly encouraged me to continue seeking answers from Wal-Mart on not being trained as Department Manager and stick to the specifics of my case. I was told that Wal-Mart Stores Inc. routinely ignores ASSOCIATES real questions. And that Wal-Mart Store #899, across town is three times worst than Store #2615, wherein associates and some managers are not trained, and certified at store #899. It is becoming apparent that Wal-Mart routinely hire managers without experience or supervisory, leadership, or management training?

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

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

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

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

c. Why was I repeatedly singled out for requesting that managers follow procedures and protocol for securing ATF Forms 4473’s well over two years----even before I was assigned as Sporting Goods Department 9, Manager?

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

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

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

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

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

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

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

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

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

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

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

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

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

I await your timely response in writing within 15 days addressing my wrongful termination from Wal-Mart Store #2615, in Valdosta, Georgia for “INABILITY TO PERFORM JOB,” but was never assigned a trainer, or trained as Wal-Mart Stores Inc. Sporting Goods Department 9, Manager. This is a well-known fact by all sporting goods associates, former sporting goods department 9, manager, (Jody), other department managers, assistant managers, co-managers, store manager Hal, and especially Co-Manager Andy.

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

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

GEORGE BOSTON RHYNES
Former Untrained Sporting Goods Department 9, Manager
Retired United States Armed Forces Veteran
A concerned citizen and brother of humanity

Cc: As all other previous communications, (1), June 11, 2008, (2), August 1, 2008, (3) August 11, 2008, (4) August 29, 2008, (5) December 1, 2008 (6), March 1, 2009 (7) April 15, 2009, (8) April 21, 2009,) (9), May 11, 2009

SPECIAL NOTE: Today at 11:31 am, Saturday, May 9, 2009. I received a routine phone call from Wal-Mart Executive Mr. Palcisko (SPHR, CEBS), who informed me that they had completed a complete and thorough investigation based on all the facts of my letters I had sent Wal-Mart for well over a year. And that Wal-Mart upheld all aspects of my termination based on Wal-Mart Managers at Store #2615. Even though I received no training and that there is nothing in my records to show that I received the four week training required by all Wal-Mart Stores Inc., Department 9, Managers, (Sporting Goods Department), unfair treatment, informed managers that they violated Federal Law by not protecting customers personal data on ATF Forms 4473s, singled out for coaching’s as stated in my rebuttals etc.,

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

I informed Mr. Palcisko that his decision was exactly what I expected and that I will continue seeking justice under our form of government. I will speak truth across the nation about my wrongful termination and the termination of others because the American people need to know how Wal-Mart treats their EMPLOYEES. And after a year, I was given less than two weeks to compile statements from people that agreed with my wrongful termination. The above letter was completed days ago but when I received your phone call----I sent it by e-mail.

However, as usual because of the seriousness of my wrongful termination and termination of others, I am sending this letter by United States Mail as trained to do in the military in such cases. (This bottom portion of this letter is being typed at 11:59).

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

This is not an end, but a new beginning that will end in the first few verses of the 35th Chapter of the Book of Psalm.

I have waited for well over a year for your reply, and will continue to wait for your written and thorough response to my specific questions presented in my letters.

Your response today was EXACTLY what I expected, and is what Wal-Mart Assistant Managers and two former CSM’s said you would do. So I am not surprised by your final determination and this is why Wal-Mart Stores Inc. need and will eventually be unionized for the good of their workers. Therefore, I am confident that my wrongful termination from Store #2615 is extreme proof that Wal-Mart does not wish to do what is right and seem to believe that we are less than human beings. How sad?

CLOSING INFORMATION: Time 11:53 a.m. Saturday May 9, 2009. After I received the phone call I immediately returned home and e-mailed this letter to you. This will not just fade into the sunset but will be continued and heard on behalf of all American workers, American Veterans, and others—until Wal-Mart FULLY understand that this is AMERICA and NOT China or some other third world nation.

But it is always right, to do right, and even better to be right. {G.B.R}