Been at capone for 4 years now. Everything under Rob A. the CIO is a disaster this SofaB should have been fired years ago he is an incompetent country bumpkin. I had trained my older white male boss who was hired by nepotism. Apparently his friend who recommended him were both worked a tech company and everyone was fired for misconduct and corruption. So this d-mb white boss I trained and mentored is openly stealing credit for all my work and has gotten a promotion, SPOT awards, and recently a tech x winner award for a project I drove cradle to grave. He purposely downgraded my review to “inconsistent” while downplaying my hard work as belonging. I gave a nasty response in my review telling him I was the one who did all the work and his performance calibration was biased and I am a protected class. He go so scared of getting sued he never followed up about my coaching plan and no PIP. I’ve already obtained an employment lawyer who knows my case and can capone lawyers a demand letter for money owned to me for harassment and discrimination. They got scared of me.
One time I can home and in the lobby was package on the floor that was sent to me. I opened it in the kitchen and it was a “cheap necklace” made of a cheap ribbon and cheap metal. I threw it away into the Kitchen garbage can it was so offensive. I’m writing my autobiography and I’ll include one chapter at Capone. The name of my autobiography will be “cheap necklace” and so will be the name of major motion picture of my life story.
On another note, it is now illegal for companies to make you sign a NDA on condition of receiving severance. So they can’t put that in their NDA agreements anymore to not disparage the company. SO GO TALK THE PRESS FREELY WITHOUT FEAR OF REPRISAL.
https://www.nlrb.gov/news-outreach/news-story/board-rules-that-employers-may-not-offer-severance-agreements-requiring
Board Rules that Employers May Not Offer Severance Agreements Requiring Employees to Broadly Waive Labor Law Rights
Office of Public Affairs
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www.nlrb.gov
February 21, 2023
Today, the Board issued a decision in McLaren Macomb, returning to longstanding precedent holding that employers may not offer employees severance agreements that require employees to broadly waive their rights under the National Labor Relations Act. The decision involved severance agreements offered to furloughed employees that prohibited them from making statements that could disparage the employer and from disclosing the terms of the agreement itself.
The decision reverses the previous Board’s decisions in Baylor University Medical Center and IGT d/b/a International Game Technology, issued in 2020, which abandoned prior precedent in finding that offering similar severance agreements to employees was not unlawful, by itself.
Today’s decision, in contrast, explains that simply offering employees a severance agreement that requires them to broadly give up their rights under Section 7 of the Act violates Section 8(a)(1) of the Act. The Board observed that the employer’s offer is itself an attempt to deter employees from exercising their statutory rights, at a time when employees may feel they must give up their rights in order to get the benefits provided in the agreement.
“It’s long been understood by the Board and the courts that employers cannot ask individual employees to choose between receiving benefits and exercising their rights under the National Labor Relations Act. Today’s decision upholds this important principle and restores longstanding precedent,” said Chairman Lauren McFerran.
Members Wilcox and Prouty joined Chairman McFerran in issuing the decision. Member Kaplan dissented.
Established in 1935, the National Labor Relations Board is an independent federal agency that protects employees from unfair labor practices and protects the right of private sector employees to join together, with or without a union, to improve wages, benefits and working conditions. The NLRB conducts hundreds of workplace elections and investigates thousands of unfair labor practice charges each year.