report bad employers
We want MORE of your BAD MAMA sightings and we want them now!
I was in a Wal-Mart in Edmonton, AB. There was a woman and her mother pushing around a cart with a car seat in it. I heard a tiny baby (still had the newborn cry) crying in the car seat. Both women completely ignored the baby for awhile. Then one of them made some 'funny' comment about how upset the baby was, but still neither of them did anything. I went to a different area of the store and a few minutes later I could hear the baby still crying as they pushed her past me and into another part of the store. Neither of these women did anything at any point about this tiny baby crying her heart out. It was at least half an hour that they didn't even touch her, much less pick her up and feed her, which is probably what she wanted.
When- Yesterday, 10-20-07
Who- Mom was shorter, maybe 5'5 wearing a light pink shirt, jeans and clutching a bolt of Steeler fabric, she had very thin, dumpy blonde hair. Grandma was wearing a red shirt and black leggings, had thin hair ,dark black,as well that was also dumpy. Grandma was pushing a cart.
Their vehicle was an older model ford explorer that was burgundy and had a puppy paw print hanging from the rear view mirror.
Whistleblowers: Rewards For Employees Who Report Bad Employer Conduct
Money damages for “whistleblowers” have become more common in recent years, in part because the Obama administration has emphasized prosecution of company and hospital officials who benefitted from their false claims for federal payments or reimbursements.
Private whistleblowers have also received monetary awards for exposing wrongful or illegal activities of their corporate employers. In the federal realm, the “False Claims Act” prohibits contractors from seeking payments or reimbursements for goods or services delivered to the government. The law was enacted during the Lincoln administration in order to penalize companies seeking reimbursement or payments for military goods for the U. S. effort in the Civil War.
In recent years, the federal government has prosecuted many organizations for making false claims. Many states have enacted similar provisions. Vermont enacted laws protecting state government (3 V.S.A. §§ 971-978) and health care workers (21 V.S.A. §§ 507-520) who blow the whistle on illegal activities such as fraud, waste and abuse of authority or threats against such employees. The statutes protect employees who blow the whistle on such activities from retaliation by their employers.
In the past few years, our Vermont Whistleblower law firm has handled such proceedings. One case resulted in a recovery for our client of almost $1 million. Another case, involving a charge of illegal billing of the governments, funds were recovered from a local hospital. The state received more than $80,000, the federal government received $1.5 million and our client received $334,000 plus other benefits. In addition to health care and state employees, Vermont also protects a broader range of workers with its guarantee concerning “public policy.” What is “public policy?”
The definition depends upon the subject matter and the occasion. An employee who was disadvantaged after blowing the whistle on his/her employer may sue the employer for retaliation if the employer’s conduct violates the standards and values of the community. The state supreme court has notice a wide range of conduct that violates public policy. Examples include dismissal for: serving on a jury, refusing to perjure oneself and for filing a workers compensation claim.
Other state courts have recognized similar conduct as violating public policy: Exercising a legal right or interest, refusal to engage in illegal activity, exposing an employer’s wrongdoing and performing an important public obligation. Employers’ acts against workers that demonstrate bad faith, malice or retaliation are especially vulnerable to an employee’s assertion whistleblower liability. The legal analysis is not complex. The supreme court’s 2003 decision delineated the analysis: An employee asserting a public policy claim must be able to demonstrate that (1) she was engaged in activity protected by public policy; (2) defendant employer knew of the protected activity; (3) defendant fired her; and (4) the sole or principal reason for her discharge was that she had engaged in protected activity.
Concerning ethical considerations, the court described other examples of employer public policy violations. Where the employer’s or industry’s ethical code is sufficiently clear to notify the employer of its duty. This is especially true where the code’s protections benefit the public in general, such as a medical clinic’s duty to preserve the confidentiality of a patient’s records. An employer who directs its employee to engage in unethical activities may be subject to liability where it discharges the employee for refusing to comply. An employee’s good faith belief that the employer’s demand, if complied with, would be unethical, complies with the rule.
It should be noted that dismissals complying with these principles apply to both so-called “at-will” employees and contractual employees. In sum, if an employee believes the employer has demanded too much — acts that the employee believes contravene public policy, as described, should consult an attorney immediately. In addition to helping to protect the public from injury, the reporting employee may earn a significant money reward.
Reporting Unlawful Activities to the Labor Enforcement Task Force (LETF)
Are you aware of a business or company that is engaging in unlawful activities, or do you have good reason to suspect a business of doing so?
If so, LETF would like to hear from you. Tips and leads that LETF receives from the public frequently result in an investigation.
If you wish to report a widespread violation of labor law by your employer or a violation affecting multiple employees, please contact LETF via phone, online lead referral form or email:
However, if you are a current or former employee looking to:
- Claim unpaid wages
- File a retaliation/discrimination complaint on behalf of yourself
- Report a health/safety issue in the workplace
Spot These 5 Signs of a Bad Employer, During the Interview
First things first: there’s no way to tell, with absolute certainty, what it will be like to work for a company before you sign on the dotted line. That said, you can do your due diligence ahead of time to figure out whether the corporate culture is a good fit for you and up your chances of making the right choice. Research the company on the internet and pay attention to its interactions with employees and customers on social media — but most of all, watch for these important signs when you meet with the hiring manager during your interview.
Maybe she’s disorganized; maybe she’s understaffed. Whatever’s going on, it’s not a good sign, especially if she doesn’t seem fussed by the idea of making you wait. Courtesy is a two-way street, especially during a job interview. This is where the old adage, “they’re not just interviewing you, you’re interviewing them,” comes into play.
2. Support staff is stressed or upset.
I once went to a job interview at which the administrative assistant who showed me in spoke only in a nervous whisper. Again, maybe it was unrelated to the stresses of the job. Still, it didn’t bode well for the rest of the interview. (Which went poorly.)
3. The work environment is too quiet or too loud.
This is more of a personal preference issue. If you’re an introvert, a library-silent office might seem like Disneyworld, but if you need some conversation in your workday, it’ll bum you out before you ever set foot in your cube. The opposite is also true: if you need quiet to concentrate, that 24/7 foosball game is going to get old, real quick.
4. The hiring manager doesn’t answer your questions, or allow you to speak to someone who will.
You ask your question about corporate culture; he deflects. You request a tour of the office; he declines. On a second or third interview, you’re not allowed to meet even one person who would work on your team, except for the big boss. Run. There’s a good reason they don’t want you to meet the other prisoners, er, employees.
Free lunch and dinner are great, and so is an in-office ball pit, but unless you’re fresh out of college and have no time-consuming hobbies, you want to go home at some point. If the chatter is all about how much fun it is to be at work and not about how the company supports its employees, it might be time to reconsider.
What would you add to this list? We want to hear from you! Leave a comment or join the discussion on Twitter.