FLORIDA EMPLOYEE'S TESTIFYING IN A FEDERAL CASE-THIS IS FOR YOU!

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Anonymous said:
This whole thread is a bunch of BS about nothing.

It is clear that 95% of the posts on this thread are written by one, maybe two posters who think that by keeping this minor boring inconsequential case in the spotlight they are harming Labcorp.
Not going to happen, get a life, it's obvious that you have an ax to grind. There is no real story here, let it go, move on and stop bothering everyone.
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Well, well, welll....speaking of trolls - an ugly one just raised its head.
 






























Anonymous said:
Hey! what's taking you so long? Usually you respond to your own questions within an hour.
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Sigh. In any supposedly democratic society, you'll always have your detractors. As I've stated before, your inability to participate in this discussion with anything more than one-liners demonstrates your mastery of ignorance. If continued posting is what is necessary to keep these cases in the lime light, so be it. We certainly won't be deterred by some high-school dropout who can barely manage a coherent sentence. Capitalizing words and using proper punctuation doesn't make you a scholar nor an intelligent person for that matter.

In fact, it demonstrates your incessant need for attention. You can't pass this thread without making some tawdry comment.

We're trolls? Okay, I'll buy that. Maybe we are.

What are you going to do about it? Nothing -- because you can't.

Does that irk you? Maybe.

Opposition to injustice cannot be killed, silenced, berated, or intimidated. It is a driving force that compels people to act by any means necessary.

We can continue to snipe at each other if you'd like. I look forward to it.
 


















Anonymous said:
Hey! what's taking you so long? Usually you respond to your own questions within an hour.
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The short answer is no, however the EEOC can certify a class and very rarely do it with mixed results in the courts who may not accept the EEOC certified class. Class actions are great for "policy" cases. Refusing to hire women as State Farm agents resulted in a big class action and class action settlement. So did the class action involving promotional opportunities for blacks at Coca Cola.
 






Anonymous said:
The short answer is no, however the EEOC can certify a class and very rarely do it with mixed results in the courts who may not accept the EEOC certified class. Class actions are great for "policy" cases. Refusing to hire women as State Farm agents resulted in a big class action and class action settlement. So did the class action involving promotional opportunities for blacks at Coca Cola.
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Brother, I actually feel sorry for you. It is clear that you must be a obsessive complusive ego maniac, unable to contol your urge to post and then answer your posts.
It's sadly obvious that your life centers around this thread and your LabCorp paranoia. To tell you the truth I don't even work for LabCorp but your constant whinning on these boards needed to be addressed.
Anyway, I'll allow you to continue uninterupted, consider it a Christmas gift from me.
 






Anonymous said:
Brother, I actually feel sorry for you. It is clear that you must be a obsessive complusive ego maniac, unable to contol your urge to post and then answer your posts.
It's sadly obvious that your life centers around this thread and your LabCorp paranoia. To tell you the truth I don't even work for LabCorp but your constant whinning on these boards needed to be addressed.
Anyway, I'll allow you to continue uninterupted, consider it a Christmas gift from me.
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What a little crybaby.....go change your panties, you little bitch.
 






OFCCP would like to hear from those who have been discriminated against based on a protected characteristic. A formal recommendation has been made for an investigation of LCA Florida. Those who aren't afraid to get their hands dirty, write:

US Department of Labor
Employment Standards Administration
Office of Federal Contract Compliance Program
Charles E Bennett Federal Building
400 West Bay Street
Room 939
Jacksonville, Florida 32202

or call:

(904) 351-0551

Simply reference LCA and they'll know where to proceed. All correspondence is confidential. There is a Case Number and more direct phone numbers; if there is enough interest, we'll see how best to disclose that information.
 












I called and yes, they are doing an investigation. Anyone who has a legitimate issue with KS or the current Mgmt in Florida can send their complaints to the address below and simply reference "LabCorp Investigation" on your complaint. They are going to have the regional office conduct the investigation. The more that call and send in information, the better. If you have filed an eeoc complaint and or law suit against them, send a copy of your complaint and or eeoc filing/case # to this address.

This also pertains to existing employee's who have tried getting help unsuccessfully from HR or your Managers. Stand up and make a difference this year!

Anyone who thinks they have unfairly been placed on PIP by your manager, consider filing a eeoc charge and sending this information to the below. Their may be legitimate concerns that people are being "selectively" placed on PIP when others are simply "overlooked." The EEOC has recently found this to be the case in another current complaint in Florida. Their is interest in looking at this issue on a more global perspective.


US Department of Labor
Employment Standards Administration
Office of Federal Contract Compliance Program
Charles E Bennett Federal Building
400 West Bay Street
Room 939
Jacksonville, Florida 32202
 


















Regarding PIP mentioned above, I was placed on PIP in Fl. recently and noticed in the rankings I was much higher than people who aren't on PIP. Why would they be allowed to do this? Doesn't the policy apply to everyone equally?
 






Anonymous said:
Regarding PIP mentioned above, I was placed on PIP in Fl. recently and noticed in the rankings I was much higher than people who aren't on PIP. Why would they be allowed to do this? Doesn't the policy apply to everyone equally?
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It should, but we are talking about Labcorp.

File a complaint using the address above
 






Anonymous said:
Regarding PIP mentioned above, I was placed on PIP in Fl. recently and noticed in the rankings I was much higher than people who aren't on PIP. Why would they be allowed to do this? Doesn't the policy apply to everyone equally?
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In short, No. The policy is very selective and HR and Management stand behind their theoretical
right to have discretion. Sorry guys, that's not the way the law works. Then again, I can't expect much from individuals who don't have post-secondary education. They just termed a disabled lab assistant in Tampa, who was protected under ADA after 11 years of service.

Good job!

My right-to-sue letter should be coming shortly from the Miami Regional EEOC office.

As for your issue, keep documentation that you were higher than other people in your job performance.
 






To the poster above, send your eeoc complaint to the labor agency mentioned above so they can be aware of it. Don't assume they are already aware of it. Also, look up the BB case for your attorney as KS ( Director HR Florida) committed "perjury" in that lawsuit. That should be something that your attorney is made aware of.

Regarding the PIP situation, that is very common under the current sales director and hr director. They do NOT apply the policy equally. You should keep the rankings, document your concerns and file an eeoc complaint and see an attorney.

You would think that after all of these issues in Florida, DK the company CEO would fire whoever the labor attorney at corporate is that is overseeing these idiots.
 






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