Garden Supervisor Call Letter Download [CRACKED]

[Tessa Frabott]

<div>On Dec. 6, 2022, a Reddit user posted on the r/antiwork subreddit a screenshot of a purported "mass email" rant from a manager at an Olive Garden restaurant. The subject of the letter was about employees who had apparently repeatedly "called off" with various excuses for why they were unable to show up for work. "If your dog died, you need to bring him in and prove it to us," the letter read. "If it's a 'family emergency' and you can't say, too bad. Go work somewhere else."</div><div></div><div></div><div>In a bizarre introduction to the Nov.15 New Garden Board of Supervisors meeting, vice chairman Mike Loftusand supervisor David Unger volleyed back and forth in an argumentthat reached its height when Loftus called for Unger to resign fromthe board for a recent posting that Loftus claimed was inaccurate.</div><div></div><div></div><div></div><div></div><div></div><div>garden supervisor call letter download</div><div></div><div>Download File: https://t.co/53fa1Tc7WF </div><div></div><div></div><div>While he did not address hiscolleague's question directly, Unger referred to a letter that wasposted on the New Garden website that was sent to New Garden sewercustomers in late October, addressing the concern raised by townshipresidents and rate payers to the application filed by Aqua to thePublic Utilities Commission (PUC) requesting an increase in townshipsewer rates by 31.2 percent. The letter acknowledges an Oct. 5 letterfrom township Solicitor Vince Pompo to PUC Secretary RosemaryChiavetta that echoed the same concerns about the rate proposalincrease, and called for the PUC to hold a public impact hearing inthe township.</div><div></div><div></div><div>An employee files a suit against company A, alleging that her supervisor sexually harassed and constructively discharged her. The suit is ultimately settled. She applies for a new job with company B and receives a conditional offer subject to a reference check. When B calls A, the employee's former supervisor says that she was a "troublemaker," started a sex harassment lawsuit, and was not anyone B "would want to get mixed up with." B then withdraws its conditional offer. These statements support the conclusion that because of the employee's prior sexual harassment allegation, A provided a negative job reference and B rescinded its job offer. Both A and B can be liable for retaliation.</div><div></div><div></div><div>An employee with a vision disability needs special technology in order to use a computer at work. She requests paid administrative leave as an accommodation to visit an off-site vocational technology center with the employer's human resources manager in order to decide on appropriate equipment, as well as for several subsequent appointments at the center during which she will be trained on the computer program selected. Her supervisor objects, but the human resources manager advises him that this is part of the process of accommodating the employee with the equipment under the ADA, and that the leave should be granted. The supervisor calls the employee into his office and tells her that he will allow it this time, but if she ever brings up the ADA again, she "will be sorry." The supervisor's threat constitutes interference with the exercise of ADA rights in violation of the statute, even if not accompanied or followed by any adverse action.</div><div></div><div></div><div>[43] "Although involving the police in an employment dispute will not always be considered part of the protected conduct that prohibits retaliatory action, where, as here, it allegedly derived from an effort to protect against actions that are intertwined and interrelated with alleged sexual harassment, it cannot be deemed the 'unprofessional' conduct for which an employee can be terminated." Scarbrough v. Bd. of Trs. Fla. A&M Univ., 504 F.3d 1220, 1222 (11th Cir. 2007) (concluding a reasonable jury could find that university employee engaged in protected activity by involving the campus police after he was threatened and physically accosted as a result of rejecting his supervisor's sexual advances).</div><div></div><div></div><div>[59] 524 U.S. at 764 (emphasis added). Such complaints play a critical role in EEO compliance and enforcement, because typically "if employers and employees discharge their respective duties of reasonable care, unlawful harassment will be prevented and there will be no reason to consider questions of liability." EEOC, Enforcement Guidance: Vicarious Employer Liability for Unlawful Harassment by Supervisors (1999), -guidance-vicarious-liability-unlawful-harassment-supervisors.</div><div></div><div></div><div>[72] Crawford, 555 U.S. at 277 ("[W]e would call it 'opposition' if an employee took a stand against an employer's discriminatory practices not by 'instigating' action, but by standing pat, say, by refusing to follow a supervisor's order to fire a junior worker for discriminatory reasons."); EEOC v. HBE Corp., 135 F.3d 543, 554 (8th Cir. 1998) (ruling that personnel director's refusal to fire employee because of his race constituted protected activity because he was opposing the employer's discriminatory policy of excluding African-American employees from important positions).</div><div></div><div></div><div>[92] See, e.g., EEOC v. L.B. Foster Co., 123 F.3d 746, 754 (3d Cir. 1997) (holding that plaintiff engaged in protected activity when she informed her supervisor that she intended to file charge); Gifford v. Atchison, Topeka & Santa Fe Ry. Co., 685 F.2d 1149, 1156 n.3 (9th Cir. 1982) (ruling that writing a letter to employer and union threatening to file EEOC charge is protected); cf. Hashimoto v. Dalton, 118 F.3d 671, 680 (9th Cir. 1997) (ruling that federal employee's contact with agency EEO Counselor is participation under Title VII).</div><div></div><div></div><div>[155] Compare Zokari v. Gates, 561 F.3d 1076, 1081-82 (10th Cir. 2009) (holding that plaintiff failed to adduce any evidence that employer knew he had refused English class because he believed employer's suggestion to attend was discriminatory), with Hennagir v. Utah Dep't of Corr., 587 F.3d 1255, 1267 (10th Cir. 2009) (finding that given employer's awareness of plaintiff's charge, that plaintiff's supervisor was specifically named as a transgressor in the charge, and that the supervisor lowered the plaintiff's performance evaluation the day after the employer received the charge, a reasonable jury could infer that the supervisor was aware of the charge when he lowered the evaluation).</div><div></div><div></div><div></div><div></div><div></div><div></div><div>Last week, we talked about 20 things an employer should ask itself before terminating an employee. In the interests of fairness, here are 10 things that an employee should ask before suing an employer. You should know that I generally don't believe that lawsuits are the best way to resolve problems. (I realize that there are exceptions.)BEFORE YOU GO ON, PLEASE READ THIS!!!! I represent employers only, not employees or applicants. This blog never contains legal advice, and especially not today. Reading this blog is no substitute for consulting with your own lawyer who is (1) on your side and (2) understands your situation.You still care what I think? Great! Here we go. (Click on picture to enlarge and laugh.)1) Are you pretty confident that your employer didn't just treat you inconsiderately, or unfairly, or stupidly, but actually violated the law? It's not against the law to be an unfair employer, as unfair (heh) as that may seem. Even though I rail on a regular basis against employer favoritism, unfairness, poor communication, and the like, it's not because these things are illegal -- it's because (a) they encourage employees to file lawsuits, and even a baseless lawsuit is an expense and hassle that most employers don't need, and (b) being fair and even-handed with employees is the right thing to do. If your employer is a garden-variety jerk, then your best bet may be to find another job.2) If you think you were discriminated against because of your race, sex, ethnic background, etc., have you compared how co-workers of different backgrounds were treated? Do you know the specifics of their situations? Probably not, because you're the employee and don't have access to all of that information. It's possible that they had some extenuating circumstances that did not apply to you. It's also possible that they were treated exactly the same way as you but you don't know it because personnel information about your co-workers is confidential.3) Do you have any back-up? Are there employees or former employees who agree that you were treated unlawfully? Will a manager or supervisor say that? Or is everybody either actively siding with your employer or staying far away from you?4) Do you still work for the employer you want to sue? Have you really thought about how miserable this is going to make you in your job? I'm not talking about retaliation - I'm talking about your own feelings that co-workers are looking at you funny (whether they are or not) and that your bosses are picking on you (whether they are or not) because they know (whether they do or not). If you can't stand that constant stress, then quit and get a job somewhere else before you sue. If you can't afford to quit, or don't think you can get a job elsewhere, then give serious consideration to trying to handle your problem in some other way. "They're all talking about my lawsuit - I just know it!"5) Speaking of handling your problem in some other way, have you tried to do that? If you feel that you've been harassed, or discriminated against, or retaliated against, or denied a reasonable accommodation that you deserve, or not paid properly, have you talked to someone in your company about it? If you have an HR department, have you tried to get their help? Even if you don't have an HR department, is there a trustworthy person in a management role you can talk to? A union representative? A lot of employment issues can be resolved internally. The benefit of getting them resolved internally (if possible) is that you can usually continue working in peace, and - if you have a true "legal" issue - get it resolved before you suffer too much harm. Even if it turns out to be a non-legal "fairness" issue, most employers want to hear about those and resolve them, too. One more benefit - if you did your best to resolve it internally, you will be in a stronger legal position if you do eventually have to sue. (NOT LEGAL ADVICE)6) Have you consulted with a trustworthy person who has expertise in employment law, and I don't mean me or this blog. Have you consulted with an honest-to-goodness live, non-virtual employment lawyer, or someone with a government agency that handles your type of claim, such as the Equal Employment Opportunity Commission or your state Wage and Hour Division? Do you have a friend who is an employment lawyer or HR professional who might be able to give you some free (and sound) advice? If so, have you given them all of the facts, both good and bad? What do they think you should do? If they're encouraging you to "build a bridge and get over it" or "quit," then maybe suing isn't such a good idea. "Inquiring minds want to know!"7) If you're planning to sue for emotional distress, are you ready to have your entire life exposed? If you claim emotional distress in a lawsuit, the employer is usually entitled to find out all about any trauma you may have suffered, including physical and sexual abuse, psychological conditions, psychiatric conditions, diseases, divorces, plastic surgeries, accidents, crimes, arrests, and deaths. The employer can also get your medical and psychiatric records, at least within limits. If the employer finds out that you had any of these other things going on in your life, then it can argue to a judge or a jury that whatever it did to you ("all of which the Defendant denies") was not that big a deal.8) Do you have any other skeletons, and are you ok with having them come out of the closet? How many jobs were you fired from before you got fired by this employer? Were you accused of embezzlement on your last job? Sexual harassment? The employer will be able to subpoena your personnel files from your past employers. And are you ok with sitting across a table from your former co-workers and supervisors while they testify under oath that you were a lousy employee? "Put those Oreos down and get back in the closet NOW!"9) Have you thought about what you really want out of your lawsuit? Do you need a quick $5,000 so you can make a down payment on a Honda Civic? Do you want a zillion dollars so you can buy that oceanfront mansion in Palm Beach, preferably with an infinity pool? Do you want nothing more than your just compensation for the wrong that has been done to you? Do you want to vindicate not only yourself, but all of your co-workers? Do you want blood, and you don't care what you have to do to get it? Depending on your goal, the litigation will be more or less of a living hell for you.10) Have you considered the fact that you might go through all of this hardship, hassle, and trauma for a couple of years, and wind up with nothing? It's called "failure to state a claim" or "summary judgment." It happens. Sometimes even a jury will stiff you.Are you absolutely sure you don't want to just quit and go to work someplace better?Comments from employers, employees, and plaintiffs' lawyers are welcome!. . . AND ALSO OF INTEREST . . .Now that's persistence. The United Auto Workers union is going to get another election at Volkswagen-Chattanooga, but now it's focused on a "micro-unit" of skilled tradesmen. David Phippen has the story on why "small is beautiful" for the UAW.Image credits: From flickr, Creative Commons license: "Lawsuit" demotivational poster by thinboyfatter; paranoid by Aaron Tait; National Enquirer cover by torbakhopper; skeleton at the supermarket by Mike Mozart.Tags: Ariel Castro, Christmas, Collective Actions, David Phippen, Discrimination, Eleventh Circuit, Ellen Pao, Human Resources, Jim Turner, Joe Philbin, Kent Hirozawa, Kleiner Perkins, Lawsuits, Lawyers, Medical Examinations, Nice Guys Finish Last, No-Fault Attendance, Non-Competes, Palm Beach, Pornographic Email, Retaliation, Skeletons, UAW, VolkswagenRobin E. SheaPartnerEmail 336.721.6854Robin has more than 30 years' experience counseling employers and representing them before government agencies and in employment litigation involving Title VII and the Age Discrimination in Employment Act, the Americans with ...</div><div></div><div> 31c5a71286</div>