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.
Email: timrue@mindspring.com
Copyright © 1988, 1994, 1996 Timothy V. Rue