The following is dealing with my dismissal from a company I very much enjoyed working with and did alot at. The result of one individuals efforts to get me fired, probably due to my seeing thru his lazyness. The following relates to the Tug-of-War Document and is the ABSOLUTE PROOF of dishonesty and lazyness of people in general and the damage it can and does do. I think the company may have been concerned I might sue for wrongful dismissal. ======================================================================= Georgia Department of Labor 148 International Blvd, N.E. Atlanta, Georgia 30303-1751 Sir/Madam, The Georgia Department of Labor sees to present me with two choices. (1). To take part in the predetermination proceedings where I might receive unemployment benefits. In the event that I might win then I would be required to fill the first job presented me, this would be in error. For I would find myself in the same situation and dealing with the same problem as I have in the past. Underpaid for the level of my productivity! I would lose! In the event I might lose in the proceedings then the reason (an error) would be placed in my record. And I would have an injustice done me. I would lose! (2). I have been to the labor department twice. The first time I filled out a form that, I felt, had some very good questions for me to get answers to. However, the first person I spoke with took the form and turned it upside down on a stack. I inquired about the form and the responce was this person knew nothing about it. But I was directed to another in the belief that I was getting help. However, this was not the case. The second person also knew nothing about the form and went to find someone who did. The third person came over and explained that it did not apply to me. The second person then handed me some information on being tested for my skills. Later I realized I had gone through this before, the full GATB test and the results showed I qualified for doing anything. This type of testing will not help me. About a week later I returned to hand over the answers to form "DOL-1199CT". Because I was required to certify under penality of law that the information was correct, it took time for me to answer. I again spoke with the person I first spoke with and was told that they had made an error. I was not to return it but bring it to the Predetermination proceedings. This person having seen what I had to present (size not contents) and both of us knowing the time limit of the proceeding, suggested to me to see a lawyer. And this is the second (2) option given me by the Labor Department. The only winner in going such a direction is the legal machinery! I would again lose even if I won! I recognize the only direction the Labor Department is geared towards is that of the transfer and/or the devaluation of productive wealth. I refuse to recognize the perdetermination proceeding based on this. But present instead, one of two documents, so as to have placed in my record (regarding this case) my stand on this proceeding and the situation it is addressing. The difference between these two documents is that one contains a single document. The other contains the same document but with proof and verification of this document via events that lead to my dissmissal and an identification of why. ***** I just received a call from (M3) and although re-employment it was not disscussed, the talk was of a productive nature or tone regarding the situation. Uncertain of weither or not COMPANY has presented additional information to the Labor Department in support of their dissmissal of myself from my job at COMPANY, I present the Labor Department with the Document and proof. So that should there be such additional information from COMPANY, it may be used as additional verification of the document and proof. With the above identified direction "geared toward" of the Labor Department and the given documentation, it should be possible for the Labor Department to re-gear towards a productive wealth generation goal. Assisting in improving the enviromental wealth we all live in. *** Regarding the last paragraph of the "Document", proof and verification of this current fact is everywhere. Simply apply the document to what you see on T.V.. Polititions accusing each other of lying and then proving it of their opponent and of themselves. I chose the third (3) choice! Productive wealth generation. And I hope you do as well. Timothy V. Rue P.S. I had sent COMPANY a copy of this documentation earlier this week. *************** In my attempt to hand this and the documentation to the Person to handle the predetermination, at the labor department, I was told "NO" that they would not read it so I responded "No" to the proceedings! I was however, able to get the supervisor to read this letter and about four pages of the documentation. She realized it was not of the typical nature of what the labor department deals with daily. Confussion was present. I did make it clear that I was refusing the negitive process of the proceedings. ========================================================================= Upon my leaving the DOL, after they refused to hear me out, I left the documents/presentation with them. What followed was somewhat supprising and humorus. A very large police officer, in short time, followed me out of the building with the documents/presentation in his hand and insisted I take them. Although he was taller than I and should be able to walk faster than I, appeared to be a bit aggravated that he had to move quickly to catch up and get my attention. Amazing how much effort is put into saying no! ========================================================================= An additional page in my presentation: The process of rules, regulations, procedures, etc.. is generally used to assist in a forward productive move. However, errors and/or miss handling of exceptions happen and the paperwork machinery grinds a good thing. Although I recognize a possibility of a positive and productive outcome for the parties involved, I cannot ignore the probability of human error, miss handling of exception, the paperwork machinery and the more likley to happen result from such. The following check is in error, according to my understanding of COMPANY benefits. I'll leave it up to COMPANY to figure it out. ****************************************************************** The following would show a paycheck containing vacation pay for fourty hours. It is my understanding this is not due me. I had my vacation in Febuarary of 1994. 7/6/94 it was determined that I was correct in the error of the vacation pay. ========================================================================= From form DOL-1199 question #4 Timothy V. Rue Re: responce to question #4 on "Claimant's Information about being discharged" form DOL-1199CT (D4) (1/94) Let it be understood that it is not my intent to point a finger at anyone with blame. Proof of being human is the process of making mistakes, learning from them, and correcting. And that this situation (through the Labor Dept.) is this process and involves myself and COMPANY (it's employees of both labor and management). However, Question #4 I must answer as well as certify, by signing form DOL-1199CT, that the information furnished is true and correct. And that I understand the law provides penalties for any person who knowingly makes false statements or withholds information to obtain or increase benefits. --------------------------------------------------------------------------- From form DOL-1199CT 4.If you disagree with the reason given by your employer for your discharge, what do you think was the reason for your discharge? The answer to this is in two parts. One is the "reason given" (consistant results and an error). And two is the problem, that unless recognized and properly acknowledged, will (as it has in the past) continue to inherently contain not only the potential but the high probability of the end results and the error of it. In simple terms: 1). Results (an error and lazy way to dismiss honesty) - "inability to get along with fellow employees". 2). Problem - Failure to identify and acknowledge via considerations including fair and reasonable income and respect, of my APPLIED talents, skills, abilities, and knowledge. The process of acknowledging the problem can be as simple or complex as an individual making such a judgement chooses. However, the proof is in the events that took place leading to my dissmissal. The Problem identified: Traditional business generally contains two classes of employees/workers. One is of management and the other is labor. There is no middle or overlapping class identification. However, my applied skills, talents, and abilities do overlap and quite well lending to increased levels of productivity in labor and management. However, as a result of my efforts and a lack of a class identification, I am inherently and continuiously faced with resistance from both sides. From the labor class, I continuiously deal with others preceiving me as a "Company Man", I find a great deal of resistance from this class in my efforts to increase productivity, quality, while at the same time making mine and their job easier, safer and less prone to error. In return I receive resistance in the forms of others thinking I trying to make them look bad, negitive statements behind my back along the lines of "Company Man", and even the effort to not only hinder my personal productivity but viable methods I have developed to help them. Sometimes even efforts to discredit me as well as effort to steal the credit I deserve. Although management thinks my efforts to increase productivity is wonderful, I also receive from the management class the same forms of resistance, but from a management perspective. The term "Company Man" and other such terms/slang is different but always with negitive conotations. "He does the shit work". I've seen the insides of both classes and I KNOW this negitive attitude is distructive to company/profit potential and my personal efforts to justify a deserved increase in personal income. I have put forth a great deal of effort to identify and communicate the error of these class attitudes in a positive, non-repremanding format that both classes may find acceptable. The attached document (The "TUG OF WAR" of INCOME and COMPETITION in BUSINESS and the UNBEATABLE COMPETITIVE EDGE "CLICK"!) is such an effort. This Document is refered to from here on as "the Document" or "Document". Although I had communicated (via copy given) to a few members of the management class over approximatly this past year, and asked for feedback, I received NO DIRECT ACKNOWLEDGED FEEDBACK of the Document regarding its contents. I did however, receive indirect "coincidence" comments/questions regarding the how behind the "bonus plan". These happened between the time period of giving (M3) the first and second (current) draft. And from someone whom I had no way of knowing had read it, (M5). Not long after giving (M3) the second draft, an indirect "coincidence" comment was made by (M5), along the nature of - Experimental is not good enough. A comment that had no bearing on anything current. Since this was not a direct acknowledgement of the Document, I did not respond in the same manner I had before (re-write and/or expansion of Document.) However, I did repond by my continuious effort to apply the levels of integration as discussed in the Document. But without direct identification and acknowledgement of this fact by anyone. I did this for two reasons. One to prove it is not experimental but rather mathmatics. And two, in the hope that reguardless of the lack of direct acknowledgement of the Document, I might receive fair financial consideration. I also noticed the company began evolving in such a direction inline with many parts of the Document. Coinsidental? More company get-togethers, greater emphasis on proper and accurate job/time and material sheets, solid investigation into obtaining a 401k investment plan for all employees (though a profit sharing plan exist), a "first time" diversion of some of the financies that would otherwise have gone into the existing profit sharing plan. Diversion into additional equipment for the graphics department (where I worked), along with other changes not so notable but inline with the Document, such as the development of work teams and team leaders. Although I received verbal apprication for alot of the individual things I did, including many things not having been defined as part of my job duties, I received NO acknowledgment of the Document or the fact that I was applying various levels of integration as defined in the Document. Except for a simple nod (yes) of the head in my refering to the Document, by (M1) (head of the graphics department, and I knew he had the opportunity/access to having read the Document). And perhaps the "coinsidence" that (M2) would sometimes say "Give Tony (the name (M2) gave me) a raise" and for no apparent or identified reason. To which my responce was "for what?" I needed COMPANY to acknowledge the Document and my efforts to me. I HAD asked for feedback. ------------------------------------------------------------------- The sequence of events that led to my dismissal: (Although the following is an accurate account of relative events, it will be without names but rather general titles or positions. Doing this will assist in proper identification of the "problem I face" as well as verifying the correctness of the Document. Also supporting my effort to not point the finger of blame. I will, if requested, fill in the names.) (Tuesday is the beginning of the new time card week) Tuesday, June 14, 1994, I had arrived at work and proceeded to clock in. I realized there was an error with the time cards, duplicate cards, and proceeded to determine the extent and to correct it. I had taken time cards from a few employees and let them know there was a time card problem. Labor employee (L1) came up and took a time card I had set aside. My attention was on the time cards and I took the card from (L1) and stated without looking up, "there's a time card problem". (L1) walked around to my right side and up against me, put his mouth up to my ear and yelled "If you got a problem with me, you talk to me about it". Angered by the contridiction of the loud statement and the act, and knowing who it was, I firmly and with haste pushed my elbow against him causing him to move back away from me and my ear. He then stated to those standing by "did you see what he did?" And I responded by again stating there was a time card problem. At this time Management employee (M1) rushed out the doors of the graphics dept and asked what was going on. I don't recall all that was said but I do recall that for the first time in my life I told another that I would lay them out if they did that again to me (yell in my ear). NOTE: (L1) and myself have had this same sort of insident before (always ending with his angry and loud statement "If you have a problem with me, you talk to me about it" and my efforts to do so without success) and previous attempts were made to discuss it and find a solution. I think (M1) may have called us both into his office. However, my focus was back on the time cards in order to forget the anger I felt, so I probably ignored (M1). Shortly there after (M1) asked me to come into his office, so I followed only to realize (L1) was in the office and I again refused and went back to the time cards to complete the correction. After completing the time card problem (M1) came up to me and began to repremand me. At which time the anger returned and I refused repremand by stating "Either fire (L1) or I'm out of here." (M1) stated his firm dis-like for such altimatum but as the conversation continued and mellowed (M1) informed me that (M2) had put together an installation crew of lower pay and experience in order to try to increase profits. (L1) was part of this crew and the installation had gone poorly (L1 was stressed). As the discussion continued it turned to productive matters of what I was to do for the day. Of which I proceeded to do for the rest of the day. At times during the day I was shown apprication for correcting the time cards from (M3) as well as support for what I was doing at the time of support being given (M1 & M3). Basicly two thing, one was debugging and upgrading a computer in graphics and the other was talking with a new employee about her duties to integrate an element of the design department with the graphics department and other problems she would face with the computer she had to work on. Let it be clear, at no time did I feel any apprication for my handling of the matter regarding (L1) and myself. I simple wanted to forget it and keep busy. The following day (having had empty time overnite to think about what had happened) I began to talk with (M1) about this being the first time I had ever threatened another the way I had (L1). I was trying to deal with my emotions. (L1) walked in as I was talking and trying to avoid causing suspision on his part I continued with what I was saying but looking at (L1). He stated that he didn't know there was a time card problem and he thought I owed him an apology. I don't recall all that was said but again (L1) presented me with the statement "If you have a problem with me, talk to me about it". In my efforts to communicate with (L1) I was cut short several times of which my responce was "You won't let me (L1)". And I walked out of the room. A short time later I asked (M1) if we were busy today, and asked if I could take the rest of the day off. (M1) responded that I could. Besided having a few personal matter to take care of, I wanted to get away from this situation. I had become very uncertain about the level of recognition I had been receiving as well as weither or not I was being properly recognized for my applied efforts. Also due to the level of theft that had happened since the time of my being employeed and the unknown of what will evolve out of this situation with (L1). I decided to remove my personal equipment (about $10,000 worth of computer equipment - equipment not being used in any production matter and not required of me to do the job I was hired for - equipment I was using to communicate intergrations I had developed - for which I was currently unsure of being properly acknowledged). Also realizing there had been a more than average level of assumptions (in error) going around, I also labeled two cabinets I had built (In the event an assumption might be made that I had quit). A some what new co-worker had asked me, with persistance, what I was doing and I finally responded that I was getting my shit out of here. I really didn't want, wasn't prepared, to answer and probably should not have. I wanted to reduce my stress level, due to medical reasons, knew I was going to ask in writing for the company to identify and acknowledge to me what all was currently being expected of me ( assisting in graphic department production is what I was hired to do but that had clearly evolved beyond this). I needed to know in order to make adjustment in the direction of my applied efforts to increase my personal income. I was full aware of the possibility of an assumption being made, due to the above average level of assumption going around. I also realized my act of removing my personal equipment had the potential of resulting in an assumption, I left it open to see how it might be handled. Although I had not been home for a couple hours during the day I do have an answering machine in operation, and should question arise at COMPANY as to my intent, I could have easily been contacted. The next day was odd, things were going on behind closed doors and the actions of others and the placement of a couple of my personal things suggested that an assumption about me had happened. Verification that an assumption had been made came from (M4). (M4) had asked me what was going on and I responded in brief that I removed my equipment in order to reduce my stress level and that I have written something I would give to (M1). What I had written was my perspective about (L1) and why I thought he should be fired and raised the question regarding what was expected of me and my duties. A short time later, and after additional closed door meetings, I was called into (M1)s office where he, (M3) and (M4) were and was disimissed from my job, by (M3). I then put in my car my personal belongings of which I could fit and remember. During this time I overheard (L1) talking to a co-worker, saying that he finally got rid of me. A few hours later I returned to get the rest of my things. During this time there was only present one employee that offered to help me. He did state that he felt bad for both of us, suggesting (L1) had also been dismissed. If so, COMPANY didn't want me to know this. I had no thoughts or concerns on the position of (L1). ---------------------------------------------------- The week before: (I'll try to be Brief) (L1) had been given the task of putting together the graphics of a given client and upcomming show. I had normally done this and was asked by (M2) to offer (L1) help. I told (M2) that (L1) would likley decline. However, I did offer (L1) help, of which he declined, but told him I was available anytime should he find need. I had plenty of other work to do and I was detoured many times into helping others. As busy as I was I didn't think to ask (L1) again. Though I did offer (during a push) (L1) assistance and help on pealing up some tape. (M3) expressed to me his dis-like for the sloppy placement of some of the graphic panels (L1) was handeling. I understood (M3)s concerned but pointed out that the panels were safe from damage. (M3) accepted this. At some point (M2) had informed me of missing graphics needed for the task (L1) was given. I told (M2) I didn't know but offered my help in locating them. (M2) was insistant that I not do so. This happened twice. I believe it was sometime early this week, (L1) was given the task of helping me pack up some other graphics. In a short time he disappeared and I completed the job myself. Near completition this task was temporarly put on hold by another in management. I crossed paths with (L1) and had informed him of the status. He was on the phone having what appeared to be a personal converstion regarding off work an get together. All this was consistant with his overall work attitude, from day one of his employment. I did not see a need to communicate (L1)s disappearance to anyone in management. There are those who know this. Saturday Nite, June 10, I was called into the shop by (M2) to help correct problems with the graphics regarding the task (L1) had been given. (L1) was off on one of his camping trips. While at the shop (M2) often expressed his feeling of guilt over all that had gone wrong. I proceeded with the attitude of just getting the work done. (M2) and myself took the graphics downtown. During the ride (M2) expressed that he thought (L1) would get fired over this matter and that (M1) and (M3) thought a great deal about me. (M2) had done this before and I didn't know how to take it, due to psychological problems and the professional help I was getting, and had informed him of this but that I was beginning to believe it. He proceeded to express this. My responce to the suggestion that (L1) might be fired was that I didn't know and that (L1) had come a long way in his production abilities since being hired. Downtown I recognized there was a high level of stress and frustration with other labor employees (from COMPANY). I kept a positive attitude and did what I could to get things done and to work with whom I could. Later, (M2), myself, and one of the labor employees (a new employee I didn't know) (NewL) went to another booth where (NewL) and myself worked well as a team to get done what we could. During our work (M2) left and (NewL) communicated to me that although he had the keys we need to get into a cabinet, to complete our work, these keys where his keys and he was not about to offer anything outside of what the company had available for us to use. We could not complete the work due a lack of company supplied keys. (M2) came back and (NewL) expressed his satisfaction with our team work to (M2) and proceeded to discuss with (M2) his interest in pay and benifits. (NewL) suggested that he and (M2) discuss this away from my ears, but (M2) said my presence was ok. (M2) touched on a few benefits and said they would talk about it later. It was late. During the ride back to the shop with (M2) we discussed the falling of a heavy header and that a labor employee of COMPANY had gone to receive medical attention because of it. (M2) made the comment that this employee might wrongly seek workmans comp. I pointed out that the falling of the header colud have been worst. That it could have falling on someone during the show. And suggested the question of "how do we prevent the possibility of this sort of thing from happening again?" The next day I went to the shop, off the clock and alone, to debug a problem I had with my personal computer equipment and to draw up a diagram showing the integration of several departments and how it could solve probelms, increase effiency, and open the door for new product/service at low cost for Clients. A general question kept going through my head with many reasons for it to be asked. So I posted a note by the time clock "What's the diffrence between show business and other forms of employment?" Of the reasons for this question was I recognized there was a lack of needed communication between labor employees and management employees that was likley NOT to happen. That this would open up the door. And it did! (I realized I was taking a risk in doing this, but felt it was important, and realized I was in a position to do this because of the "Problem I face", and Believed the outcome would be productive communication.) The next day, Monday June 13, I learned that (M2) had been blamed for the question. So I let it leak out that I did it. And although I don't know who all reacted to it or how, I am sure needed communication was happening between Labor and management! Later (M2) expressed his apprication for what I had done. However, I wasn't sure if he really understood all the reasons I did this and simply informed him that there were many reasons why. (M2) saw "attitude" as the answer. The only specific I pointed out was that Show Business, unlike other businesses, has a show date set in stone (Once set never gets changed.) And that employees need to accept changing personal plans in order to meet the date, however, the company should show consideration for such acts of the employees. *NOTE: The problems of assumptions, I did not start, nor was I aware of the fact (when I posted the question) that it began with (M2) assuming a low cost team (and inexperienced - both in those involved working together and in general experience) could handle the installation while increasing company profits. Also I recognize (M2) as one hell of a sales person, so I direct (M2) to read the Document, page 2, paragraph on the enjoyment factor as well as page 4 paragraph on commission based worker. As an identification of why this happened. IT WOULD BE IN ERROR to assume a focus on only the two paragraphs mentioned. The Document is presented as a whole and requires proper treatment as a whole. ------------------------------------------------------------------ It is important and valuable to me to be properly recognized for what I "do", than it is to be collecting unemployment benefits. Under the circumstances, I need this done writting. I simply need proof of acknowledgment of my applied skills, talents, abilities, and knowledge in order to address the problem I face with employment. However, I don't believe I should loose income because of my productive efforts. Timothy Rue *************************************************** Today: 1996 Of the change this company gained from my efforts, amoung the many things I did and promoted. This company now has an in house image processing and out put department, run by (M1). I remember the moment he realized what I had been communication. That we can do this imaging processing inhouse. Weither they will ever get an animation department, I don't know but doubt.
Copyright © 1988, 1994, 1996 Timothy V. Rue