You don't have a leg to stand on
12 replies (most recent on top)
I'm not discouraging anyone from taking legal action..I just know you need a lot of documentation/evidence.
Here's a more "positive" article on age discrimination, saying that group/class action lawsuits are the way to go, and if you have some sort of statistical documented evidence (along with anecdotal evidence) you have a fighting chance
http://management.fortune.cnn.com/2011/06/21/age-discrimination-at-work-how-to-fight-back/
Once upon a time, you literally had to be caught stealing or just gross incompetence in your job to get let go from Follett. They even had probation periods set up to give people a chance to improve. Hardly the case anymore.
We could set up an email account on yahoo and have everyone send their names and contact info or use the number in a previous post and just have them contact her. If everyone asked around we should get quite a few, I think sometimes in a situation similar to this they the post something in a newspaper too.
Does anyone know if there is a way to get the names and info of all the people that were laid off?
Discrimination varies. Documented settlements on all forms of discrimination.
http://jobs.aol.com/articles/2012/07/25/forklift-operator-ronald-kratz-obesity-discrimination/
A multiple class action suit would be the way to go.
FYI
Because layoffs can open the door to a multitude of lawsuit Follett and most large companies follow strict guidelines when making selections for layoffs. This process eliminates any perception of illegal elimination of employees. Yes we are allowed to fired anyone “at will” we are not allowed to discriminate which is why the only thing that determined which employees were laid off was the documented criteria. Consistency across the board is mandatory. It was clearly stated that the employees selected for the November layoff would be, full-time, salaried or hourly and they were the last hired employees that met this criteria. Seniority is a very common selection method. When reducing a labor force it is very important to retain your most experienced employees. These guidelines were followed for every employee laid off. After the list of employees was compiled it was checked and double checked to make sure each and every employee met the criteria. Although some may think this is not a fair way to make the selection it is the only way to avoid any lawsuits of age, race, sex or any other type of discrimination. Any variation from documented criteria would be detrimental to any company forced to layoff a large number of employees. I hope this information helps anyone who thinks they may have been set up by their manager or co-workers
There was something that stated last in first out in writing wasn't there?
A employment lawyer told me if I had a Follett document that stated the selection for the layoff was based on seniority and they laid off people that clearly were not last hired I would have an excellent case. I know people on here have said seniority was what the selection was based on but does anyone actually have a Follett document that states that?
Deep throat a 'business' source such as Forbes is not going to promote employee law suits against companies. If you research a little further some of the numbers are skewed because they settle prior to court, so it isn't tallied as a win.
$8M Preliminary Settlement Reached in Costco Gender Discrimination Class Action Lawsuit (Dec-23-13)
Ruby Tuesday Restaurants Settle Age Discrimination Class Action Lawsuit (Dec-11-13)
Bank of America and Merrill Lynch Agree $39M Gender Bias Class Action Settlement (Sep-12-13)
$6M Settlement Reached in New United Motors Manufacturing Employment Class Action Lawsuit (Sep-3-13)
Clothing Chain Wet Seal Settles Discrimination Class Action Lawsuit (Jun-19-13)
US Postal Services Settles Discrimination Class Action for $17.3M (Jun-14-13)
Sadly, have to agree, discrimination law suits are very hard to win, and may end up costing YOU
http://www.forbes.com/sites/nextavenue/2013/04/30/what-it-takes-to-win-an-age-discrimination-suit/
http://www.npr.org/2012/02/16/146925208/age-discrimination-suits-jump-but-wins-are-elusive
312-445-050 Elizabeth Hubbard
That does not mean someone can't try and possibly win, especially if it is a multiple class action suit. It sure does not mean what this company has done is right. Alas wait for your sales numbers next Rush. I hope you sleep well at night.