CapraTek Employee Complaint Analysis Name/ Demographic Data Jacinta Andrews, married, age 26 Location— Remote or Onsite Illinois— Onsite Job Title/ Salary Software engineer 65,000 EEO Classification Female, Black, pregnant Complaint Pregnancy, cleanliness of premises, request for accommodation (informal), sexist comments, COVID-19 claims Nature, Viability, & Severity of Legal Risk Supervisor mocked her for being a woman and pregnant; requesting cleaner workspace and rest rooms due to pregnancy (special condition) and COVID19 exposure. Low Risk, but only if Employee is given opportunity to work remotely NOW. Legislation/Nature of Legal Liability Pregnancy Discrimination Act of 1978, Title VII sex discrimination, Americans with Disabilities Act, OSHA Ethical Issue(s) Providing a safe, clean workplace. Ethics of care, leadership ethics. Rationale Employee has not threatened to sue; is most concerned with sanitation. Offering employee remote work now is likely to reduce risk. 1 CapraTek Employee Complaint Analysis Name/ Demographic Data Location— Remote or Onsite Job Title/ Salary EEO Classification Complaint Nature, Viability, & Severity of Legal Risk Legislation/Nature of Legal Liability Ethical Issue(s) Rationale 2 CapraTek Employee Complaint Letters Note: The first letter is only included as a sample. You can see analysis of this letter in the Sample Chart provided with this assessment. You do not need to include this letter in your assessment. Jacinta Andrews 752 Kingstruff Rd. Birmingham, AL 35203 United States October 7, 2020 Mr. Anthony Tsu Director of Human Resources The Manufacturing Center 1243 Lenox Rd., Ste. 150 Blountsville, AL 35031 Ref: Unsafe Workplace Conditions Dear Mr. Tsu, I am writing to you to express my extreme disappointment regarding the continued and daily workplace negligence that I am forced to endure at my office. I am proud to play a crucial role as one of the software engineers within the firm. But most importantly, I am 7 months pregnant. Due to a condition of my pregnancy, I am critically vulnerable to the risk of infections, and my primary concerns are the extremely unsafe conditions because of a lack of sanitation standards. During the pandemic, there is an especially high demand for computer & software virtual assistance, and fittingly there is an extra amount of stress at the office. But what disappoints me is that there is no effort to maintain cleanliness and sanitation, even in light of the Covid-19 outbreak. To point out the most critical and unacceptable issues: a non-operating air conditioner, “chemically” contaminated drinking water that has an unusually strong smell and taste, and filthy, unmaintained restrooms. The restrooms are so poorly maintained that they are unbearable to be around, not to mention for those of us who must use them. To highlight the lack of preparedness and failure to follow current guidelines, a colleague tested positive for the virus today while she was at work. Earlier in the day and prior to leaving the office, she visited the restroom. Even after her diagnosis was made clear to the administration, and word spread around the office, there was no announcement or effort to sanitize the workplace, not even to sanitize the restrooms until after hours, exposing all employees to Covid-19. I am very passionate about my job, but when I complained about these conditions to the manager I was mocked. The Supervisor even said: “You are going on maternity break soon, so why not leave now. I have more important things to deal with than getting the air conditioning, or water supply issues fixed.” So, I ask you… If not now, when? I am risking my and my baby’s life working hard to accomplish the company’s goals, and this is how I am treated? It is extremely unprofessional to mock a pregnant employee over her concerns, and I request you take immediate action to get these conditions fixed. If something happens to me or my unborn child, or if I catch the virus, I will hold the company responsible. Yours sincerely, 1 CapraTek Employee Complaint Letters Jacinta Andrews Note: All of the letters from this point on should be included in the analysis for your assessment. Maryanne Kahlil 821 Westfield Highway Fort Depot, AL. 36032 United States January 15, 2021 Mr. Anthony Tsu Personnel Director The Manufacturing Center 1243 Lenox Rd. – Ste. 150 Blountsville, AL. 35031 Ref: Hostile Workplace Conditions Dear Mr. Tsu, I have been employed at this branch of The Manufacturing Center since January of 2020 as an Analyst in the R&D department. It is with a heavy heart that I share my grievance with you regarding the perceived hatred towards me, based on my religion, by the management of this branch. From day one I believe that I have been looked down upon for wearing a headscarf, which is a customary practice of my faith as a Muslim. At first, because there has been no explicit expression of the hatred towards me, I thought I was perhaps imagining this. But my doubt turned to certainty when, with the outbreak of Coronavirus cases I was called in by Eric Andrews and informed that my health insurance will not be renewed. He actually said to me: “You’re a Muslim? You go to congregations where there is no social distancing and there are important religious events where you meet many people. We are sure you will catch the virus from one of these events, so unless you sign a written agreement that you will not attend any such religious gatherings, we cannot renew your health insurance. It is insane to renew the insurance for someone who knowingly put others' health in danger.” I thought to myself, is this a joke? Clearly, he has indicated that I will deliberately put others' lives in danger to follow my religion. To say that his remarks are insulting, is a gross understatement. Rather I believe it to be illegal, and against my rights under the protections of freedom of religion. With the prevalence of this virus, everyone’s life is in danger irrespective of what faith they follow. Mr. Andrews didn’t let go of this opportunity to propagate Islamophobia. Facing racism in the name of religion is nothing new for me, but not in the workplace, and this time all limits were crossed. In a time of such a critical crisis, when people who are forced to remain in the office, because we are deemed essential, and are at heightened risk of either contacting the virus or even dying, the administration department is denying renewing my health insurance? And blaming my faith as a justification? This is wrong on so many levels! I demand that you investigate this matter as a violation of my rights, and clearly that you allow my health insurance to be renewed. Yours sincerely, 2 CapraTek Employee Complaint Letters Maryanne Kahlil 3 CapraTek Employee Complaint Letters Thomas Lee 801 Logan Drive Birmingham, AL 35289 United States October 7, 2020 Mr. Anthony Tsu Personnel Director The Manufacturing Center 1243 Lenox Rd. – Ste. 150 Blountsville, AL 35031 Ref: Racial Discrimination Complaint Dear Mr. Tsu, I am writing to express my displeasure at the company, for which I have worked for just a few short weeks as a security guard. My first view of the company was that it was a great place to work. I was initially congratulated for performing my job duties exceedingly well, and I enjoyed doing my functions. However, I have just learned that several persons have died from exposure to Covid-19, as a direct result of the lapse in judgment and preparedness by the company. If that is not bad enough, apparently, I am being singled out by other employees as the cause, because of my ethnicity. I may be Asian (Chinese) by origin, but I am American citizen who has lived in Alabama nearly all of my life and have never even left the state. Not that I should have to even make excuses to justify myself. I am horrified that I am now a victim of discrimination on a daily basis amongst the staff. I was blatantly told by other staff members that I brought the disease to the organization. I had reached out to my supervisor Ms. Hernandez, but she would not listen to me. Furthermore, Ms. Hernandez continually comments on my ethnicity and appearance and even questions me about my customs and beliefs. This is my supervisor? I don’t understand how such behavior can be tolerated at the company. Because of his lack of leadership, I am constantly being harassed at work. Yet management does nothing to condemn the behavior or protect me. Rather they encourage it. Other workers have commented on my appearance. They openly question my eating habits and what I choose to eat. They hurl insults at me throughout the day, etc. Persons are sending negative messages via text, email, telephone calls, my social media and I am suffering anxiety and depression because of this. The workplace is hostile and intimidating. I have reached out continuously to the management team and HR verbally, but there is no solution. Since speaking out, my “friends” have stopped talking to me, and the supervisor has placed me on probation. This is just not right!! I am reaching out to you here to have this addressed, or I will have no choice but to contact my attorney. Yours sincerely, Thomas Lee 4 CapraTek Employee Complaint Letters 5 CapraTek Employee Complaint Letters Karen Small 752 Hoyt Street – Apt. 752 Birmingham, AL 35211 United States October 7, 2020 Mr. Anthony Tsu Personnel Director The Manufacturing Center 1243 Lenox Rd. – Ste. 150 Blountsville, AL 35031 Ref: Complaint Regarding Lost Wages Dear Mr. Tsu, Thank you for reviewing my letter. I have heard that you are a fair and just person and I am writing to you in hopes that you can fix the mess that happened to me at work. I am one of the frontline security officers at the plant who was diagnosed with the Coronavirus. As a frontline worker I was made to continue my employment during the pandemic; at one point I had several symptoms and became terribly ill. I believe that I acquired the disease from Tom Lee, the other guard on my shift that the company allowed to spread the disease. He is from China. Because I was forced to work, my sickness was the fault of the company, but I received no wages for the time that I was off. My hospital bills are enormous, and I cannot pay them. I believe since it was your fault for having this person in the company and spreading the disease, I should have some sort of compensation for my hospital bills. I also draw attention to the fact that there was no social distancing or mandated wearing of masks for the workers left in the office. It is obvious the company only believes that long-standing workers should have protection by letting them work from home. I am upset that I was not paid for the time off and that management has informed me that my medical bills are my own responsibility. They told me I could not have contracted the disease on the compound. How do they know that? This treatment by the company is ridiculous. I thought the company would care more about me. I would like you to provide back pay for the time that I missed at work, and to pay for my medical bills. I would also like you to fire the guy who is responsible for getting me sick. If you do not help me, I will quit and find a lawyer to represent me. Yours truly Karen Small 6 CapraTek Employee Complaint Letters Heather Brown 111 Adams Court Birmingham, AL 35211 United States October 7, 2020 Mr. Anthony Tsu Personnel Director The Manufacturing Center 1243 Lenox Rd. – Ste. 150 Blountsville, AL 35031 Ref: Workplace Complaint Dear Mr. Tsu, I am employed as a janitor with the company. I have been on the job for over two years now. So far, I have really enjoyed my work, and have no complaints about the job, or the people. I’ll admit that working as a frontline worker is challenging, but in this COVID-19 environment working the roles of two persons is incredibly stressful and taxing on my body. The other janitor on my shift has been fired, and having not replaced them, the boss has given me the responsibility to keep the workplace clean and sanitized by myself. Having to do the work of both people is extremely difficult to manage. I am not the only person with this experience. It can be seen clearly all over the plant. There has been resignation of employees, many are on sick leave due to COVID and unfortunately there have been a few deaths. This has led to a significant decrease in the staff count. Is management not seeing this? Does management even care? Management seems reluctant to hire new staff as you believe that it will affect your pockets. But I believe that this is unfair. You must manage the workload of your employees. Our effectiveness is being reduced because we cannot adequately work under these conditions. But even worse is that we come to work every day and risk our own health, our own lives, and the lives of the people at home. We wonder who will be next? Will I be the one to get sick and possibly die? This attitude of the company is exploitative. This overload of duties can lead us to face serious health issues. My co-worker should never have been fired for what she did. Instead of showing leniency and regard for the conditions which we are faced, you only want to offer strict warnings and not understand the conditions of your employees. I request that you consider this issue and come up with a serious and long-term solution. We just cannot continue to work under these conditions. Thank you, Heather Brown 7 CapraTek Employee Complaint Letters Leah Parrish 1254 Swamp Road Dr, - Apt, 125 Vauxhall, AL 35213 United States October 7, 2020 Mr. Anthony Tsu Personnel Director The Manufacturing Center 1243 Lenox Rd. – Ste. 150 Blountsville, AL 35031 Ref: Salary Reduction Complaint Dear Mr. Tsu, As a front-line worker in the Manufacturing Center, I have been asked to continue to come to work every day, as if nothing has happened. As if there is no pandemic threatening the safety and lives of any of us. But I am sad to say that I am an example of the danger of being an essential worker. I caught the disease from a co-worker because I continued to come to work as I was told. When I got sick, I was out of work for three weeks while recovering, without a paycheck. As if the disease wasn’t traumatizing enough, not to mention having ridiculous hospital bills and being away from my family—but when I returned to work this week, I learned that I am now facing a sudden decrease in my salary. There was no prior communication to any of the staff that there would be a salary cut. Are you too afraid to speak with us? You made this disease run rampant in this organization with treacherous results. Friends and colleagues have died, others are still sick, and the business is only protecting itself by cutting people’s pay? You only care about your bottom line and not the workers who still rallied on for you. How could you cut our salaries like this? I believe that I suffered from the COVID-19 infection as a result of a lapse in judgement and failure to protect the employees, because of the owners and management of the company. These actions are causing serious trouble for the livelihood of myself and the other employees. We are faced with the fear of contracting the disease, a poor working environment that does not follow standard procedures to keep people safe, and now our salaries reduced by as much as 50% for some people. I am facing many issues due to this salary cut, at this point I cannot even buy groceries for my family. It is unfair and wrong. The only option that has been offered to me from management is to work extra shifts to compensate for the lost pay. That puts us at even greater risk! Why are we being exploited this way? Why should we suffer like this? I request you to look into this matter immediately. We need our full salaries now more than ever. I want you to know that I have reached out to our trade union representative to get the union involved. I have also consulted with an attorney. We need to be paid and we need to be communicated with. It’s only fair for all employees to be treated properly. Sincerely, your disgruntled employee and Covid-19 survivor. Leah Parrish 8 CapraTek Employee Complaint Letters Christopher McCoy 1254 Swamp Road Dr, - Apt, 125 Vauxhall, AL 35213 United States October 7, 2020 Mr. Anthony Tsu Personnel Director The Manufacturing Center 1243 Lenox Rd. – Ste. 150 Blountsville, AL 35031 Ref: Workplace Safety Concern Dear Mr. Tsu, As a worker in the customer service department, I would like to bring your attention to an issue that has come up over the past several weeks. The work environment is not suitable for those of us who must continue to come to work daily. As essential workers, we do our best to come to work in light of the challenges that we face, because of the coronavirus. The least the company can do is provide a safe space for its employees. One where standards and precautions are in place that comply with the advice from the Centers for Disease Control, or whatever jurisdiction we fall under. The issue is mostly the workspace. We all work out of the typical office cubicle. The spacing and proximity of the cubicles were feasible in the past when team meetings and frequent collaborations were allowed. But now, with the need to social distance, remain separated by minimal distance and wear PPE, etc., the set-up is just not safe. Most especially now that many of our co-workers have gotten sick, it is more important than ever that we find a way to social distance, if we are expected to continue to work at the office. Simple steps that will help with keeping workers safe and healthy as the pandemic continues. I have spoken to the supervisor about this, but as usual they are deaf to the concerns of the workers. When will any of our concerns be taken seriously? Someone must step in and demand that a basic level of health and safety standards be implemented, because our local management is not taking it seriously. COVID-19 is spread between close contact of persons. If we continue to be boxed up in the office, then all of us will catch this disease. It is not rocket science. The company has been lucky that no employees have yet died as a result of the disease, but it is only a matter of time. I implore you to investigate this matter and find a solution as soon as possible. If there is no immediate improvement to keep me or my co-workers protected, I will be contacting my lawyers and the local press. Thank you, Chris McCoy 9 CapraTek Employee Complaint Letters 10 CapraTek Employee Complaint Letters John Kowalski 1211 Branch Waterway Vestavia Hills, AL 31201 United States October 7, 2020 Mr. Anthony Tsu Personnel Director The Manufacturing Center 1243 Lenox Rd. – Ste. 150 Blountsville, AL 35031 Ref: Failure to Cover Medical Expenses Dear Mr. Tsu, With all due respect, being a frontline manager at the company for the past seven years, I believed that the company would be there for me during a critical time of need. However, the trust I put in the company was utterly wrong. Last month I contracted the coronavirus on the company compound, after coming into continued contact with a co-worker who later tested positive. The co-worker and I shared a shift, and a post prior to their diagnosis, and shortly thereafter I too tested positive. I spent nearly three weeks in the hospital facing a life and death situation. My condition was critical, as a highrisk individual and thus, I was admitted to the ICU for 15 days. I am grateful that I fully recovered, but with my recovery came large hospital bills, because my insurance plan includes a very large deductible and out of pocket expense, as we did not plan for an event like this. Being an employee of our prestigious company, I believed that the company would help me bear the burden of missed work time and growing medical expenses. But I have been extremely disappointed by the company's stance on the matter. According to management, the company’s point of view is that it cannot be proven that I contracted the virus while at the workplace, and therefore have refused to cooperate or offer any compensation. Yet many employees have contracted the coronavirus from other staff members. Even after testing positive for the infection, sick employees were repeatedly called by the company to return to work. Thus, I believe that legally the company is the one who should pay for my bills and should offer some form of compensation. At a minimum, pay my insurance deductible and out of pocket expenses. This is a very difficult situation for me. I will suffer a great deal paying my hospital bills. As this was a workplace incident, I insist that I be compensated by the company for the costs related to my illness. Please contact me to discuss how we may come to a solution. Thank you in advance, John Kowalski 11 CapraTek Employee Complaint Letters Anonymous Essential Employee The Manufacturing Center United States October 7, 2020 Mr. Anthony Tsu Personnel Director The Manufacturing Center 1243 Lenox Rd. – Ste. 150 Blountsville, AL 35031 Ref: Senseless Death of Fellow Employees Dear Mr. Tsu, I am offering this letter as a warning to the company! The company has allowed the Coronavirus to run rampant in the manufacturing center and does not care about consequences. Many of my co-workers have contracted the disease. Other co-workers have died. Still, the company does not care about us. The company does not even care enough to make simple changes to the workplace. They still demand that we come to work and risk our lives every day without regard for our well-being. Is this how the company operates? Is this how the company cares about its employees? Should we care about you? Do you care how our friends suffered? Hooked up to ventilators unable to breathe. Unable to be with their families. Unable to see their loved ones for weeks on end. Alone on their death bed! The company is responsible for these people. We have been mistreated, our salaries stolen from us, our jobs taken from us, others forced to work in an infected office. We have been victims of your negligence, and your actions are criminal. Mark my words. We will seek justice for our fallen friends who have died for this company, without any care or assistance from the Manufacturing Centre. Soon you will lose your jobs and pay for your wrongs. Soon you will know the cost of the sins you have committed. Signed, Anonymous Employee of the Manufacturing Center 12 CapraTek Employee Complaint Letters Keena Quan 810 Main Street Long Island, NY 11724 United States October 7, 2020 Mr. Anthony Tsu Personnel Director The Manufacturing Center 1243 Lenox Rd. – Ste. 150 Blountsville, AL 35031 Ref: Wrongful Death of Employee Bhashar Quan Dear Mr. Tsu, On September 5, 2020, at approximately 11:00 a.m. my father, Bhashar Quan, an employee who recently joined your company at the Alabama manufacturing plant, died after contracting the COVID-19 virus from working with you. My father was elated after not working for a while, that he was able to secure a job at a prestigious computer parts manufacturer. He had recently lost my mother, and was getting depressed. We were happy that he found a job he liked. We would not have imagined that just two weeks into working at your organization that he would contract the virus and die such a terrible death, alone in a hospital. I live in New York and every night my father would call and tell me about how your company did not take the disease seriously. I told him to be always vigilant, as living in New York I had experienced how easily COVID-19 had wrecked families, stalled businesses, and led to thousands of deaths. I listened to him but found it hard to believe that the company would be so sloppy with social distancing, the simple wearing of masks, sanitizing of surfaces and allowing breaks for washing hands. When he said that people he worked closely with were showing symptoms of the virus and that a few workers had tested positive, I begged him not to return to your business, but by then it was too late. He started to lose his sense of smell and taste, developed a fever and a terrible cough and within two days was admitted to the hospital, and died. I remember my father as a provider, a man of integrity, and a person who would give his all to ensure persons were happy. This man was taken away from us because your company would not put measures in place for the safety of its staff. Measures that are mandated by law for all businesses. It seems my father died due to your extreme negligence. I visited the plant recently and in speaking with other employees, what he described to me is still happening. There is no PPE, no social distancing, there is nothing. Could you not learn from my father’s death? Your business intentionally contributed to my fathers’ untimely death. As a result, I am claiming the below amount as a settlement for my father’s wrongful death. If I do not hear from you within 10 business days, I will have no choice but to contact an attorney and file full charges of wrongful death against your company. Pain and Suffering $2,000,000.00 Funeral and Burial Costs $ 15,000.00 Total $2,015,000.00 Sincerely, 13 CapraTek Employee Complaint Letters Ms. Keena Quan 14 CapraTek Employee Complaint Letters Simon, Simon & Simon 54 Bayou Ave. Tuscaloosa, AL 36055 United States October 7, 2020 Mr. Anthony Tsu Personnel Director The Manufacturing Center 1243 Lenox Rd. – Ste. 150 Blountsville, AL 35031 Ref: Wrongful Death Claim – Michael Haskill Dear Mr. Tsu, As I notified you on September 30, 2020, my client Jefferson Haskill is seeking damages in the wrongful death of his father, the decedent Michael Haskill, for the fatal accident caused by your workplace negligence on September 2, 2020. On the night in question, Michael Haskill had been working in the warehouse at your Manufacturing Distribution Center. At approximately 11:30 p.m. an employee, Employee X, was driving a forklift through the warehouse at a high rate of speed, and without proper safety measures, striking Mr. Haskill, killing him instantly. It has been determined that Employee X was operating machinery without the proper certifications, required of all warehouse staff. When questioned about this incident, he stated that he was a new hire who had only been on the job for under one week and had not yet been certified to use the forklift. Employee X was instructed to do so by his supervisor, Employee Z, as the company was short-handed due to the large number of employees who are on sick leave due to Covid-19. Michael Haskill was Jefferson Haskill’s father, and only living relative. The younger Mr. Haskill spent all of his free time with his father and remembers him as a generous, caring, and loving father who will be greatly missed. As determined by the feelings expressed by Jefferson Haskill, as well as the total expenses incurred by the estate of Michael Reed, the requested compensation for this wrongful death claim are itemized below. Funeral Expenses: $8,000.00 Pain and Suffering of the Decedent: $950,000.00 Pain and Suffering of Beneficiary: $1,000,000.00 TOTAL: $1,958,000 Sincerely, Derrick Simon Simon, Simon & Simon – Attorneys at Law 15 CapraTek Employee Complaint Letters 16 CapraTek Employee Complaint Letters Thomas Edwards 260 Bridgeview Hall Savannah, GA 31401 United States October 7, 2020 Ms. Renae Martin Director, Human Resources The Manufacturing Center 3000 North Trail – Ste. 191 Atlanta, GA 30301 Ref: Age Discrimination Claim Dear Ms. Martin, I am in dire need of your attention regarding the issue of my forced early retirement. I have loyally served this company for the last 20 years as a Quality Assurance Director. I am now being pushed to retire early as the company is “downsizing” and they want to keep those employees who can adapt to new technological changes. As I am 59 years old, I believe that I am being discriminated against based on my age. As you know, the pension plan allows one to retire at age 65, and I would like to continue working to add value to my pension. I do not want to let go of this job. I could’ve accepted this decision if this was it and I were to be compensated accordingly, with a severance, and ability to draw an early retirement, but no! Recently an email was generated that no compensation or pension payment can be provided until and unless additional pandemic relief is approved. This is reasoned with the statement that the company is not making enough profit and may incur a deficit if not properly compensated right now. IE: Bailed Out! It sounds to me that the pension fund has been mismanaged, and now they are using the pandemic as an excuse to lay off its most vulnerable employees, even though the company message is that they are downsizing due to a slowdown from the outbreak of Coronavirus. This is a serious issue, and I am not the only one dealing with it. There are other employees in their late 50s and early 60s too, who have been chosen for lay-off, or early retirement. The company is being inconsiderate towards its honest, loyal, and long-serving employees. I have spent half of my working life here and when it is time to leave, I want to do so with dignity. I believe the company is only thinking about itself. Will you tell me in this time of pandemic where will I find a job? I cannot adapt to the technological changes as quickly as a young employee, but I am learning. Also, no company is hiring now where I could apply. If I lose this job in the ongoing situation without any compensation, I will be facing severe consequences. I request that you consider my complaint and get this issue sorted as soon as possible. I do not wish to hire a lawyer to represent me in a discrimination claim, but I will if I am forced to. Yours sincerely, Thomas Edwards 17 CapraTek Employee Complaint Letters Mona Sims 191 Evergreen Garden Athens, GA 30601 United States October 7, 2020 Ms. Renae Martin Director, Human Resources The Manufacturing Center 3000 North Trail – Ste. 191 Atlanta, GA 30301 Ref: Gender Discrimination Claim Dear Ms. Martin, I am writing to you to seek your help in a recent issue that has worried me. I expect once you read my case, you will be compelled to address the problem. I work as a technical assistant in this company and am being targeted in the workplace because of my gender. This company was well known for providing equal rights to all genders in any and every circumstance, and that is what attracted me to company. However, what I am experiencing now, is the exact opposite. Recently, when the Coronavirus challenge came to pass, employees were understandably tense about changes in company employment policies that could potentially result in health & safety issues, wage reductions or even loss of employment. Gladly, being a computer manufacturing company and the world shifting to virtual systems, our business was among the lucky few that has remained viable. Irrespective of the bottom line, there were heavy pay cuts enacted. However, as I have come to learn, not for all, but only for our female employees. As you are likely aware, since February we have taken a salary reduction of 30%. I and a handful of other female employees complained about our wage reductions to the Finance Department, but to no avail. They gave a vague response that all employees are suffering because of the losses the company has faced. All things considered, this silenced us for the time being. However, last week, when I was talking about the wage cuts with a male colleague, he was unaware of it. To my surprise, he never experienced any such salary deduction and even showed me his pay check. I inquired with some other male colleagues, and they all had the same response. I gathered the female employees and went to the Finance Director Mr. Silvester. His response was quite troubling. At first, he rejected our inquiry. However, once he realized we had corroborating evidence, he stated: “We need to adjust our losses somewhere. Most male employees are primary heads of household supporting their families. This is temporary, and an alternative to laying all of you off. Please let it go…” The audacity! He implicitly threatened that if we pursue our concerns, we will lose our jobs. Clearly women are still viewed as inferior to men. Do we not have the same rights as men? Do we not support our homes and families as well? We are equally affected by Covid-19, so why are we being discriminated against in this manner? I expect that you will investigate these complaints on each level and take the appropriate, immediate action against Mr. Silvester, as well as remedy the egregious discriminatory wage practices or I will be forced to contact my attorney about the matter. On behalf of your female staff, 18 CapraTek Employee Complaint Letters Mona Sims John Braganza 259 White Springs Dr. Athens, GA 30601 United States October 7, 2020 Ms. Renae Martin Director, Human Resources The Manufacturing Center 3000 North Trail – Ste. 191 Atlanta, GA 30301 Ref: Benefits Discrimination Claim Dear Ms. Martin, I was hired by the company two years ago, to work at the warehouse as a porter for the Manufacturing Center. I have a problem that I would like to make you aware of, and I am hopeful that you will be able to offer a solution. As you are aware, we in the warehouse are considered essential employees. The warehouse is a place with a lot of exposure, with so many employees working together, moving, sorting, and delivering computer components and other products. At the time of hire, I was not offered health or life insurance. Recently I learned that most employees are entitled to receive insurance as a benefit, with the exception of workers at the warehouse, who are considered on the lower tier, and coincidentally also those employees with the lowest wages. I believe this is discrimination, especially in light of the coronavirus outbreak when employees are forced to work and put their lives at risk. I was kept in the dark for two years. Now, I demand better compensation and health and life insurance. Currently, the pandemic is taking a toll on everyone. There is a high rate of death and every day someone we know is dying. I have a young daughter who I am responsible for. God forbid, if something happens to me, I want to ensure security for my daughter. Being a porter is a difficult job. I have always worked hard, and my supervisor has never complained about me. I feel hurt now seeing how the company I was always so loyal to, never cared about me. I talked to my supervisor about it and he is unwilling to support me. A colleague of mine mentioned that he tried approaching management in the past but that required all employees’ involvement, and they avoided such meetings with HR because it is a long and difficult process. They feared if they made too much of an issue, they would face retaliation and even lost their jobs. I am taking a bold step and risking my job writing to you, but the severity of the situation outweighs the risk of doing nothing. I hope that you will address this matter as soon as possible, and I wish to remain anonymous. Sincerely, John Braganza 19 CapraTek Employee Complaint Letters Geoffrey Jones 876 Pikes Place Athens, GA 30301 United States October 7, 2020 Ms. Renae Martin HR Business Partner The Manufacturing Center 3000 North Trail – Ste. 191 Atlanta, GA 30301 Ref: Protected Class Discrimination Claim Dear Ms. Martin, I have been employed with the Manufacturing Center for the past five years. I’ve worked my way up through the ranks, and currently hold the position of Senior Distribution Manager at your Atlanta warehouse. Over the past several months there has been talk around the plant of a push by management to move toward a younger workforce, and to install more diversity in the workplace. IE: hire younger, people of color. As a senior level employee, I was certain that if this were true, I would have been involved in the discussions. But as of yet I have not been included in any conversations to that effect. That was, until today. When I arrived at the office this morning, a high-ranking member of the human resource department was on site, and I was called into an impromptu meeting. It was revealed to me that “due to the coronavirus outbreak,” the company would be trimming its workforce to manage the bottom line. And lo and behold, my position was being eliminated effective at the end of the current pay cycle. I am a 52-year-old white male. In light of the recent chatter among the staff regarding the company’s wish to eliminate older, “white” employees I can only surmise that this is related to the termination of my employment. When I questioned the HR manager, they would only state that they did not have anything further to discuss, than what was explained to me. But this is not a satisfactory answer and considering the circumstances I am filing a grievance with the Human Resources department for wrongful termination based on my protected status – being over 40 years of age. Not to mention my race, and how that may play a part of this. Per the grievance procedure outlined in our handbook I will expect an answer no later than one week from today. Accordingly, I will be speaking with the EEOC to determine my course of action. Sincerely, Geoffrey Jones 20 CapraTek Employee Complaint Letters Adam Humphrey 905 Hillsboro Drive Athens, GA 30302 United States October 7, 2020 Ms. Renae Martin HR Business Partner The Manufacturing Center 3000 North Trail – Ste. 191 Atlanta, GA 30301 Ref: Working too many hours Hi Ms. Martin, As a high school sophomore, I was hired to work part time as a parts runner for the manufacturing plant. When I was asked if I had restrictions to my schedule, and told the hiring manager that I would only be able to work weekends, and one day during the week, he said it would be no problem. Between sports and activities and my schoolwork I just can’t work more than that. At first it was no problem, but over the last month I have been put on the schedule for 3 days a week, and on weekends. Last week wasn’t that big of a deal because it was the first time, but now again this week it’s the same thing. So, I complained to my manager Mr. Jones and told him I could not work that many days. But he told me he had no choice, because due to the coronavirus they are short-handed, and too many people are out sick. I don’t want to lose my job, but 5 days a week is too much for me. I need to focus on my schoolwork, which is the most important thing to me. Plus, my parents are mad and won’t allow me to continue to work here if I have to work this much. I like my job, and I want to work. So, if you could talk to my manager Mr. Jones, and please tell him that I am just 16 years old, and a high school student, I would appreciate it. I can work on the weekends, and one day a week, but not any more than that. Thank you, Adam Humphrey 21 CapraTek Employee Complaint Letters Joanne Martin 1215 Greenbriar Way Athens, GA 30302 United States October 7, 2020 Ms. Renae Martin HR Business Partner The Manufacturing Center 3000 North Trail – Ste. 191 Atlanta, GA 30301 Ref: Schedule Accommodation for Single Mother Hi Ms. Martin, Thank you for reviewing my letter. I am writing to you today to ask for some help with my work schedule. About a year ago I was hired to work at the distribution center and was given a schedule that was supposed to be consistent. But over the past several weeks my schedule has changed on a regular basis. Sometimes I am even called at the last minute to come in and cover shifts for other people. In a perfect world this would be ok. But as a single mother who relies on a set schedule, and day-care to watch my children when I am at work, I just can’t be expected to drop what I am doing and come in every time someone calls out. I understand that people are sick, especially now because of Covid-19 people are using it as an excuse to call-out any time they have a headache, or just don’t feel well. But I was not hired to be on call. I was hired to work a set schedule with the expectation that the company would work with me, as a single mother. When I complained to my manager, they told me that they need me to work, and that if I am unable to come in when they need me, that they would write me up, and that three write-ups means I would be fired. Today I was written up for the first time. It is a horrible feeling, and I am afraid that I am going to lose my job. This is just wrong. I depend on this job to support my family. I need your help to speak with my manager. They are being unreasonable, and I just don’t think it’s right, what they are doing to me. I appreciate anything you can do to help explain the situation. Thank you, Joanne Martin 22 CapraTek Employee Complaint Letters Monica Fuentes 1215 Greenbriar Way Athens, GA 30302 United States October 7, 2020 Ms. Renae Martin Director, Human Resources The Manufacturing Center 1243 Lenox Rd. – Ste. 150 Atlanta, GA 35031 Ref: Workplace Bullying and Harassment Claim Hi Ms. Martin, I am writing to you today for help with a workplace situation that has left me confused, and unable to continue working. I was hired to work at the manufacturing center in January of this year. Under normal circumstances when the center is operating properly, there have been no problems. But since the pandemic has started and some workers are able to work from home, like most of the management, we have had limited oversight on shift. With these changes, our normal shift manager is no longer working on our shift, and they have a new person in charge. Since then, I have been having an issue with one of my co-workers. I am part of the LGBTQ community, and one of the girls I work with is clearly homophobic. So, we have been having some issues. Mostly verbal altercations, because we don’t see life the same, but now it is starting to get out of hand, and I feel like I am being bullied. Yesterday when I came to work, there was vulgar graffiti on my locker, and in the lunch room this person made comments to me in front of other employees asking if I liked what she wrote on my locker. If that is not bad enough, this girl is dating the new supervisor. So, I have nobody I can turn to if I want to make a complaint. My old manager used to watch out for me, but he is no longer around, so I am writing to you. Is there something you can do to stop this girl from harassing me at work? I feel like the situation is getting out of control and I am beginning to fear for my safety. Please help me. Thank you, Monica Fuentes 23 CapraTek Employee Complaint Letters EMERSON CARTER & ASSOCIATES 210 Jack Benny Parkway Atlanta, GA 30301 United States October 7, 2020 Ms. Renae Martin Director, Human Resources The Manufacturing Center 1243 Lenox Rd. – Ste. 150 Atlanta, GA 35031 Ref: Wrongful Death of Ms. Susan Harewood Dear Ms. Martin, As I notified you on 20 September 2020, my clients Marshall and Sandra Harewood are seeking damages in the wrongful death of their daughter Susan Harewood. Susan Harewood was a young 25year-old healthy female who contracted COVID-19 on the premises of The Manufacturing Center while delivering parts as a UPS Driver. This young lady suffered through weeks of hospitalization, pain and suffering before finally succumbing to her illness on September 15, 2020. Our preliminary investigation shows that there was a COVID-19 cluster outbreak within your organization that led to the death of Ms. Harewood. Another young woman, Samantha Lopez was one (1) of several contractors working on your premises who also contracted the COVID-19 at the Manufacturing Center. It is our position that your company was grossly negligent, as management knew well in advance that several employees and contractors were exhibiting symptoms prior to Ms. Harewood’s death. Your company willfully allowed employees to come to work, spreading the disease. Your negligence allowed Ms. Harewood to die through a failure to act, and breach of a duty to care. We are also aware that the company hired new employees and failed to confirm or check to see whether they exhibited any signs of the virus. The Manufacturing Centre willfully allowed persons who exhibited signs of the virus to remain working and did not provide any personal protective equipment (PPE) to Ms. Harewood or other members of staff. The Manufacturing Center failed to implement an infectious disease preparedness and response plan to limit infection. Your company failed to follow CDC regulations and guidelines to prevent COVID-19 infection on your premises. The company also failed to enforce social distancing guidelines. All contributing factors to the demise of my client. Ms. Harewood’s parents are requesting a settlement amount of six million dollars ($6,000 000.00). At the time of her death, Susan Harewood was a healthy, 25-year-old woman who enjoyed an extremely close and loving relationship with her parents. She had only begun living, and had plans to complete her education, start a business, marry, and start her own family. 24 CapraTek Employee Complaint Letters The tragic nature of this case is compounded by the fact that the Harewood’s lost another child to COVID in March of this year. Her sister who was studying in China when the initial outbreak occurred and whose body the family was not able to obtain. Susan’s father Marshall suffered a massive stroke immediately after learning of Susan’s death. Marshall is now permanently disabled. Susan was the breadwinner of the household and would have contributed significantly to her father's support for the remainder of his life. Mr. & Mrs. Harewood have now been deprived of financial support as well as the love, care, comfort, and affection, that their daughter would have given to them had she still been alive today. This offer to settle will remain open for 30 days from the date of this letter. If it has not been accepted by that time, this demand will be withdrawn, and we will proceed to court. Thank you for your cooperation. Yours Truly, Emerson Carter 25 CapraTek Employee Complaint Letters WINN & EXIT LAW FIRM 710 Alabama Ave. Suite 211 Atlanta, GA. 30301 United States October 7, 2020 Ms. Renae Martin Director, Human Resources The Manufacturing Center 1243 Lenox Rd. – Ste. 150 Atlanta, GA. 35031 Ref: Wrongful Death of Mr. James Clarke, Sr. Dear Ms. Martin, My client Leah Clarke is seeking damages in the wrongful death of her husband, the deceased, James Clarke, Sr. Mr. Clarke was employed by your company, where he worked as a Customer Service Representative in the head office prior to his untimely death on September 18, 2020. We allege that Mr. Clarke contracted COVID-19 while working in your facility, The Manufacturing Center. We further allege that the Manufacturing Center failed to provide a safe workplace or follow the recommended health & safety guidelines that were to be enacted, in order to prevent such an egregious event from occurring. Due to the company’s failure to mitigate this risk, there was an outbreak and workplace cluster which occurred at The Manufacturing Centre. Even in light of this outbreak, the company neglected to shut the business down, against local health officials’ recommendations. It is contended that Mr. Clarke contracted the coronavirus at work because The Manufacturing Centre did not provide personal protective equipment (PPE) or implement a number of other safety measures to protect against the spread of COVID-19. Safety measures such social distancing, screening workers for the virus, and following state guidelines. It was through this negligence that the death of Mr. Clarke was allowed to occur. James Clarke was Leah Clarke’s husband and the sole provider of the home. Leah Clarke remembers her husband as her soul mate, best friend, confidant, and caretaker. Mrs. Clarke has had to undergo counselling since her husband’s passing as she is unable to cope with his untimely, and preventable death. Mrs. Clarke has requested the following compensation highlighted in the table below: EXPENSES COSTS Funeral Home Expense $7,500.00 Hospital Bills $52,850.00 Pain and Suffering of the Deceased $1,000,000.00 Pain and Suffering of the Beneficiary $1,500,000.00 Counselling Support $15,000.00 26 CapraTek Employee Complaint Letters Demand for Settlement Given the clear negligence of your company, resulting in the wrongful death of Mr. James Clarke, Sr. the beneficiary is willing to settle this claim for $2,575,350.00. We appreciate your timely response. If we do not hear from you within 30 days of the date of this letter, we will proceed with the filing of a wrongful death suit. Sincerely, Winsome Meyers Win & Exalt Law Firm 27 CapraTek Employee Complaint Letters Charles Jackson 609 South City Way Skokie, IL. United States October 7, 2020 Mr. Terry Webb General Manager The Manufacturing Center 3600 Peachtree – Ste. 200 Park Ridge, IL. 60016 Ref: Workplace Discrimination Claim Dear Mr. Webb, I am writing you this letter to highlight my concern about the discrimination that I am facing in my workplace. I have been a disabled employee of the firm for quite some time now, working as a data entry clerk, managing the data in the logistics department. With the outbreak of COVID-19, our company had to reduce its expenses and strategize for the financial losses that are expected to be incurred. Because I am physically disabled, I cannot perform a given task as quickly as my colleague. But I believe that the company has a responsibility to reasonably accommodate me and has done so until now. Two days back, my department manager, referring to the WARN Act, informed me about my layoff and gave me just one months’ notice, instead of two to search for a new job. He said the company needs a more efficient workforce to deliver the tasks and duties quickly and accurately with a limited number of employees because of COVID-19. I do not understand how this can happen. It is not logical to terminate a long standing, disabled employee. Is it my fault if I am disabled? I accept I am not as fast as anyone else but that is the best I can do. I believe that it is my right to remain on the job and be paid equally, without the threat of discrimination. The manager is not at all cooperative and himself provided a list of employees to the HR department that he sees as unfit for the job. Also, there is a notice that employees are to be given 60 days before a layoff occurs. Even if I were to accept this decision, the period itself is unjust. Not only do I believe this to be discriminatory, but an attack on my abilities to perform the job with a reasonable accommodation. In this time of Covid-19, when businesses are shutting down and no one can find a job, let alone a disabled candidate, I cannot imagine losing this job on which I so depend to survive. 28 CapraTek Employee Complaint Letters I ask you to take immediate action and prevent this discrimination. I am looking forward to your cooperativeness, otherwise I will have no other option but to contact the EEOC and file a wrongful termination and discrimination complaint. Yours sincerely, Charles Jackson Amare Kwame 851 Pearl Gate Chicago, IL 60603 United States October 7, 2020 Mr. Terry Webb General Manager The Manufacturing Center 3600 Peachtree – Ste. 200 Park Ridge, IL. 60016 Ref: Workplace Racial Discrimination Claim Dear Mr. Webb, The purpose of this letter is to bring to your notice the racist situation at our office. I work here as one of the back-end engineers. With the onset of Coronavirus, most companies ordered employees to work from their homes and so did our company. With no vaccine available and the only prevention method being to isolate oneself, this was considered as the best decision by all the employees, including me. Only limited “essential” employees with important work were to attend the office to avoid human contact. Things were going fine until I discovered that nearly all the people of color (African American, Latino, etc.) in the workforce were called back to work at the office, as “essential employees.” Yet a colleague who is equally qualified to perform the same tasks was not called to the office, and he is Caucasian. Minorities are already discriminated against on daily basis. And now seeing that we are discriminated against, even in such crucial times, is unexpected. If you wish to minimize my complaint by stating that it is just a coincidence, then don’t. Please do not insult my intelligence. At the workplace, the only people you will see working are people of color. There is rarely a single white employee to be seen, even if it is extremely important for such employees to be at the workplace. Three days ago, there was a particularly important document that needed an urgent signature from the Chief Engineer. Upon calling, he demanded the document be sent to his residence for the signature. It would’ve taken longer to send & receive the papers than had he been on-site. Upon insisting they be mailed, he blurted out that he is “strictly prohibited from coming to the office because we are told white lives matter.” If it weren’t for his brazen statement, I wouldn’t have realized the reason behind no white employee attending the office. It is extremely shameful, demeaning, and incomprehensible to see this. We have our families to go 29 CapraTek Employee Complaint Letters home to, we risk our lives daily and yet are directly discriminated against on daily basis. This was yet another painful reminder of the injustice we face in every-day life. I am going to the union if my letter isn’t responded to. I want to know why only the minorities in the company were asked to attend the office while the company policy clearly states no discrimination will be accepted. You should know that all lives matter! Yours sincerely, Amare Kwame 30 CapraTek Employee Complaint Letters Arya Arista 192 Mountain Valley Rd. Peoria, IL 61603 United States October 7, 2020 Mr. Terry Webb General Manager The Manufacturing Center 3600 Peachtree – Ste. 200 Park Ridge, IL. 60016 Ref: Workplace Hostile Environment Claim Dear Mr. Webb, I am writing about a hostile work environment I am facing in the office, based on my nationality and since I made a complaint about a lack of concern for our health & safety. I am from Bangladesh, working for the company as a computer operator. My job has been deemed as essential, as office based as I need to track data and activities and document things on a daily basis. It is a co-working space here as you already know, without any consideration of social distancing. I have a preexisting condition of asthma and because of the high number of Covid-19 cases, I believe my health & safety to be at risk. If by any chance I catch the virus I am likely to be severely impacted, and perhaps die. In my office at The Manufacturing Center, no one is following proper SOP’s and management is negligent in enforcing any of the recommended guidelines. As long as the work is not compromised, and the deadlines are met everyone is allowed to do as they please. Many of the employees working here have family or friends that have tested positive for the corona virus and are risking other’s lives by coming to the office. Management isn’t prepared to provide masks or PPE, no sanitization procedures or social distancing arrangements have been implemented, and we all at risk of catching the virus. This week a corona recovered employee was allowed to re-join the workforce, apparently based on an antibody test result which is highly unreliable. He told me he was not asked to submit a medical certification report clearing him to return to work. This is highly irresponsible! When I expressed my concerns, my manager said, “You are over-reacting. It is better to work here than to go back to your country, so work if you want to, or leave. We have many applications, so I can easily replace you.” Just because I am from another country doesn’t justify these derogatory comments. I am an employee with equal rights and being from Bangladesh does not make me any less of a person. I want you to take my complaint seriously and investigate these violations. Aside from being discriminated against because of my country of origin, I am subject to a hostile workplace with no regard for employee’s health and safety. I do not want to spend time in a hospital. Please act before it is too late. Yours sincerely, Arya Arista 31 CapraTek Employee Complaint Letters Jennifer Stills 468 Maxim Hall Galena, IL 61036 United States October 7, 2020 Mr. Terry Webb General Manager The Manufacturing Center 3600 Peachtree – Ste. 200 Park Ridge, IL. 60016 Ref: Request for Maternity Accommodation Claim Dear Mr. Webb, As you know, I have worked with the company as one of your computer manufacturing instructors for more than two years. Until now, I have had no issues with my employment, but unfortunately things have recently changed. The current situation is, I am now an expectant mother and have requested an accommodation to my schedule. As you’re aware, because of Covid-19, all “normal” activities and functions are shifting to online platforms, which has led to a greater demand for computers and related supplies which has created a burden on our instructors. Because I am considered an essential employee and losing an instructor at this critical time would leave the company short, my request for accommodation has been denied. As a computer manufacturing instructor in this company, I am tasked with training employees. Unfortunately, the pandemic has created an additional burden, on top of my regular responsibilities. I have accordingly extended my work hours and taken on an additional workload but cannot continue to work at this pace. I am now suffering from stress related complications, as the appropriate amount of rest, and work-life balance have become extremely difficult for me, if not impossible. Not to mention the demands to remain at the office for lengthier hours have exposed myself and my un-born child to a much greater risk of contracting the coronavirus. I’ve been doing this job a long time. Long enough to know that this is a role that I can accomplish from home, with limited hours at the workplace. I do not believe that I am being unreasonable, and am willing to split time on site, and remotely to achieve our goals. I have spoken to my manager regarding my condition and asked that she consider the options, including approving maternity leave, but she is reluctant, and to date has not approved either of my requests. She expressed that under the circumstances, all employees are over-burdened, and no one can assume my workload right now. I understand that, and I am a fully committed employee, but my current condition requires accommodation. I respectfully ask that you to consider the situation and approve my request for accommodation, and/or maternity leave. Yours sincerely, Jennifer Stills 32 CapraTek Employee Complaint Letters Hector Francis Galena, IL 61036 United States October 7, 2020 Mr. Terry Webb Hiring Manager The Manufacturing Center 3600 Peachtree – Ste. 200 Park Ridge, IL. 60016 Ref: Immediate Action Required to Implement Covid-19 Protocols Good day, Mr. Webb, I am an employee at the Manufacturing Center, and work as a logistics coordinator in the shipping department. I have been chosen to represent of a group of your employees. We are all essential, frontline workers, and have a great concern about the ongoing pandemic that has spread within our workplace. It is no secret that our company has lost several members to the illness, and a great number of our co-workers are at risk of being next. It is our expectation that you address the below grievances in an immediate and efficient manner. We demand the company take action to address the following issues: • • • • • A failure to follow current CDC guidelines for a safe workplace A failure to provide proper Social Distancing protocol A lack of company issued Personal Protection Equipment (PPE) Shortage of sanitation staff to maintain clean facilities Favoritism of some workers who are allowed to work from home We would like to know how quickly you can take action and create a safe workplace for all of our workers. We would also like someone to speak to us about who is considered essential, and who is allowed to work from home, and why? It doesn’t seem right that many of our managers are allowed to work from home, while we toil here at the warehouse and risk our lives every day. We just want to be treated properly, and for someone to speak with us about our questions. Thank you for your time. We are looking forward to meeting with you and finding a solution to these problems. Respectfully, Hector Francis 33 CapraTek Employee Complaint Letters Mark Wilson 775 Texas Port Drive Galena, IL 61036 United States October 7, 2020 Mr. Terry Webb General Manager The Manufacturing Center 3600 Peachtree – Ste. 200 Park Ridge, IL. 60016 Ref: Violation of Civil Rights Dear Mr. Webb, For the past two years I have been a full-time employee on the administrative team, here at the Park Ridge facility. I love my position and have made lifelong friends who are more like family. As a full-time employee I am provided a number of benefits, not the least of which is health insurance, including medical, dental, vision, and other helpful perks such as disability, life insurance, pet insurance, etc. Recently I was married to the love of my life. In light of the terrible pandemic, we have decided that we would like to update my health insurance to cover my partner. To my dismay, I was informed this morning by our human resources department that our insurance coverage does not recognize gay marriage. I’m really not sure what to say to this? I am shocked. I am hurt. I am offended and I am angry! As a gay man, I am abhorred to learn that our company does not value the life of my partner to the extent that they would provide us spousal coverage, on the premise that he is gay. Do you not recognize him as a human being? I just do not understand in this day and age, how we happily provide health insurance to married couples, as long as they are not gay couples? I’m sorry, but I cannot get past this outrage. I write to you today to ask for answers. Whom may I contact to discuss how these decisions are made within our company? I have already placed a call to my congressman, and plan to contact a civil rights attorney. But I demand to speak with someone in our company who can look me in the eye and tell me that we are not due the same rights and privileges as “straight” couples. I await your call. Respectfully, Mark Wilson 34 CapraTek Employee Complaint Letters Omari Masri 145 New Park Circle Peoria, IL 61035 United States October 7, 2020 Mr. Terry Webb General Manager The Manufacturing Center 3600 Peachtree – Ste. 200 Park Ridge, IL. 60016 Ref: Violation of Protected Class – National Origin Dear Mr. Webb, Thank you for reviewing my letter. I was recently hired as an unpaid Intern at the Park Ridge office for the Manufacturing Center. As a junior at the University of Illinois, I study Logistics and Commerce and I was happy to be given this opportunity. Upon my hiring, it was explained to me that my role would entail working with our logistics team and managing data for the shipping & receiving office. About one month into my internship our office was hit with an outbreak of the coronavirus. Several of our staff have become ill and are out of work indefinitely. Because of this, the remaining team are expected to pick up additional work to make up the slack. Understandable for most employees. However, as an intern I am not paid a wage. I do not believe that I should be expected to cover the responsibilities for others who are compensated for such time. But now I am forced to work the shifts of two sometimes three others, for no wages. I could understand if I was being paid, and that this was a full-time job for me, but I cannot continue with such a schedule and remain focused on my studies. When I spoke with my supervisor at the Logistics office his explanation was that “this is how it is in the real world. I don’t know how it’s done where you come from, but you could always go back there if you’re not happy here.” I am originally from Nigeria, and am in the U.S. on a work visa. I think this was completely uncalled for. To attack my nationality for a simple question about my schedule? I am very hurt by this, and not sure that I should return to the office with this person. I was told by a co-worker to contact you for guidance, because you are very helpful. So, I would appreciate it if you could help me to settle this matter, and to find a solution that will be acceptable to my University, so that I may complete my internship in good standings, and to address the attack against my nation of origin. Please help. Yours truly, Omari Masri 35 CapraTek Employee Complaint Letters Jessica Ko 145 New Park Circle Peoria, IL 61035 United States October 7, 2020 Mr. Terry Webb General Manager The Manufacturing Center 3600 Peachtree – Ste. 200 Park Ridge, IL. 60016 Ref: Hostile Workplace - Retaliation Dear Mr. Webb, I would like to take a moment to explain a situation that has been ongoing at our office. I work in the Tech department at our Park Ridge office. I’ve been employee for just about one year now, and so far, have enjoyed my job, and my co-workers. But recently due to the guidelines put in place for managing Covid-19 and the safety protocols that we must follow, there has been some tension rising among the staff. Under these new guidelines, one of my responsibilities as part of the IT team is to oversee the contact tracing for all of our employees. It’s no secret that any time someone gets ill, or reports symptoms, that they have to complete a lengthy questionnaire in order for us to efficiently track who they have been in contact with, or may have been exposed to. Well clearly some of our employees feel this is a violation of their right to privacy, and have taken it out on me, personally, as well as others in my office. It is pretty much useless to try to explain how it works, and that their privacy is protected. Most don’t want to hear anything about it, and just assume that we are sharing their information with any number of governmental agencies, internal offices, etc. Recently I made a complaint about one such employee, who was verbally abusive to me, and to another co-worker. Apparently, it got out that I had filed a complaint to management about this individual, and now they are threatening me with physical violence. This is uncomfortable for me. I take their threats seriously and now fear for my safety whenever I am at work, coming or going from the office, or even when I am home, or in town. It’s a small town, and as an Asian woman, I don’t exactly blend in. My manager gave this person a warning, but nothing else was done. They are still allowed in the office. I still have to see them on a daily basis. I don’t know what can be done, but surely there must be some protections? So, I am writing to you for some help. Can you please help me understand my rights and tell me what can be done to A) provide for my safety, and B) discipline or terminate this employee for their aggressive and threatening behavior. Thank you for your help. Sincerely, 36 CapraTek Employee Complaint Letters Jessica Ko 37 CapraTek Employee Complaint Letters Benson Hedges 145 New Park Circle Peoria, IL 61035 United States October 7, 2020 Mr. Terry Webb General Manager The Manufacturing Center 3600 Peachtree – Ste. 200 Park Ridge, IL. 60016 Ref: Unsafe Workplace Dear Mr. Webb, I believe it is my responsibility to inform the company about a life and death situation taking place at our main facility, the Manufacturing Center. That may sound exaggerated, but I assure you, it is not. In just the last three to four weeks, a large number of our staff has tested positive for the Coronavirus. There are so many employees out of work, that it is nearly impossible for us to function properly, not to mention act as though nothing is wrong. Not even to mention that the senior staff has been approved to work from home, while the newer staff are required to be at the office. Now those of us that are here live in fear that we will be next. Something must be done. The office is in total disarray. Our local management clearly does not have a grip on the situation, and every day someone else goes out on sick leave. I think we have lost at least two dozen employees to illness, so far. Thankfully, no one has died yet, that we know of. I beg that you please send someone from the main office to view the situation and provide some sense of leadership and direction. Those of us that are still here need to work to survive and are essentially held hostage to our pay checks. Please understand, we risk our lives every day just by coming to the office. Our lives literally depend on you. With the greatest of hope! Benson Hedges 38 CapraTek Employee Complaint Letters Seals & Crofts Attorneys at Law 2 Diamond Lane Chicago, IL 60632 United States October 7, 2020 Mr. Terry Webb General Manager The Manufacturing Center 3600 Peachtree – Ste. 200 Park Ridge, IL. 60016 Ref: Wrongful Death Claim – Richard Howell Date of Incident: September 15, 2020 Dear Mr. Webb, Please be advised that our office has been retained to represent the family of Richard Howell, in regard to his wrongful death as a result of contracting the coronavirus while working as an employee at your Manufacturing Center facility. We ask that all future correspondence or oral communication be directed to our office and that there be no direct contact with our clients in this matter. Please forward a certified copy of all company health & safety protocols, workplace policies and Covid19 mitigation plans, trainings and procedures, with the following information within the next fifteen (15) days with regard to each known policy of insurance, which may provide liability insurance for this claim: 1. Name of the insurer(s); 2. Name of each insured; 3. Copy of limits of liability coverage: 1. for personal injury, including death; 2. property damage; and 3. medical expenses When we complete our full investigation we will send to you, or the appropriate representative from your insurance company, a settlement proposal in an effort to expeditiously resolve this claim in a manner that is fair to all parties and saves all concerned parties time and future legal expenses. We look forward to working with you and your counsel toward a prompt and amicable resolution of this matter. If you have any questions or concerns, please feel free to contact me. Sincerely, Evander Seals Seals & Crofts – Attorneys At Law 39 CapraTek Employee Complaint Letters Morgan & Morgan Attorneys at Law 18 West End Peoria, IL61611 United States October 7, 2020 Mr. Terry Webb General Manager The Manufacturing Center 3600 Peachtree – Ste. 200 Park Ridge, IL. 60016 Ref: Wrongful Death Demand – Boris Senty Date of Incident: September 10, 2020 Dear Mr. Webb, You are hereby provided notice that the family of Boris Senty, known herein as Clients have filed a claim of wrongful death against the Illinois Manufacturing Center. This letter serves to clarify our position that the Company was negligent in its responsibilities to provide a safe and healthy workplace for its employees, by failing to maintain proper measures to limit the risk and spread of the novel coronavirus within its premises, and amongst its employees. Mr. Boris Senty was employed by the company, as a logistics engineer up to the date of his untimely, and preventable death, on September 10, 2020. He was a faithful and dedicated employee of the company for over ten years. Mr. Senty was also the sole provider for his family. Our clients remember Mr. Senty as a gentle, and loving man, a father and husband who spent all of his free time with his children. The loss of Mr. Senty will be difficult for the family to endure. The emotional damages of many months and years ahead, the holidays and special moments that have been taken from them cannot be imagined or understated. Therefore, our clients seek damages in the amount of $2,500,000. Damages include; medical expenses in the amount of $35,000; funeral expenses in the amount of $5,000, lost wages in the amount of $1,050,000 and personal injury in the amount of $1,000,000. We wish to settle this claim amicably, and not involve the courts, which will surely find in favour of our clients. Negligence on the part of the company is clear, and undeniable. If we do not hear from your representatives within fifteen (15) business days of the date of this letter, we will pursue legal action and a full trial. Sincerely, George Morgan 40 CapraTek Employee Complaint Letters Morgan & Morgan – Attorneys at Law 41 Employee City State Anthony Tsu Leah Taylor Andrew Eldon Lyle Gooden Erika Fooks Matthew Hayes Eric Andrews Edward Jones Brannan Ko Mason Edward Devin Brooks Mark Wilson Daniel Harris Jeff Martin Joseph Martin Danny Baxtor Ronald Person Shelby Cooper Carter Paige Jesse Decker Angie Warton Amari Gizmano George Fooks Jeffrey Goodwill Roger Moore Jessica Branch Donald Krump Marlon Hunter Vinny Workman Holt Tuscaloosa Holt Holt Holt Holt Lakeview Tuscaloosa Tuscaloosa Tuscaloosa Wood Villas Peterson Tuscaloosa Northport Lakeview Alpine Hills Wood Villas Wood Villas Wood Villas Northport Tuscaloosa Peterson Holt Holt Fosters Alpine Hills Holt Hull Alpine hills Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Zip Job Category 35404 Director of Human Resources 35401 Manager, Human Resources 35404Assistant Manager, Human Resources 35404 HR Recruiter 35404 HR Recruiter 35404 Director of Staffing 35111 Administrative Office Manager 35401 Administrative Supervisor 35401 Administrative - Mail Supervisor 35401 Administrative Support - Lead 35406 Administrative Support - Agent 35453 Warehouse Supervisor 35401 Assistant Retail Supervisor 35406 Senior Retail Supervisor 35111 IT - Manager 35405 IT - Assistant Manager 35406 IT - Computer Programmer 35406 IT - Computer Programmer 35406 IT - Computer Programmer 35406 IT - Computer Programmer 35401 IT - Computer Programmer 35453 IT - Computer Programmer 35404 IT - Computer Programmer 35404 IT - ComputerTech 35111 IT Support 35405 IT Support 35404 Warehouse Manager 35405 Warehouse Assistant Manager 35405 Director of Logistics EEO2 Race, EEO1 Religion if known, EEO3 (DOB) (F/M/G/L/B/Q/T+) National Origin M F M M M M M M M M M M M M G M M M M M F M M G Q F G M M Asian White Black White Black White White White Asian White White White Black Black White Black White White White White Black Hispanic/Latino Black American indian Black Black White Black White 2/7/1987 8/15/1986 10/1/1990 10/7/1999 4/4/2000 7/5/1982 10/1/1965 9/11/1969 8/29/1987 10/9/1970 9/19/1990 5/5/1968 6/27/1993 11/8/1996 12/12/1970 12/9/1990 5/16/1970 5/27/1962 8/31/1970 7/4/1969 1/17/1992 4/20/1981 9/16/1988 7/10/1972 9/1/1994 5/27/1998 12/24/1966 6/6/1990 9/19/1965 Clark Ward Kent Parker Monica Smith Peter Hamm Michael Ware Chase Brannon Donny Graves Mark Love Mike Chevy John Nelson Brandon Tooms Erik Helms Darrin Webb John Hamm Ward Bale Grayson Mills Dale Perry Anton Fiddle Kelsey Workman Jason Samson Grodon Reams Alan Wheeler Frederick Vitari Johnny Swift Elise Chang Clarence Grace Spender Strandt Gerald Reedy Sammy Nguyen Jesinta Andrews Arthur Cooper Maryanne Kahlil Aaron Fish Adam Cornett Alpine Hills Tuscaloosa Tuscaloosa Tuscaloosa Holt Wood Ridge Wood Villas Hull Wood Ridge Wood Ridge Wood Ridge Wood Ridge Hull Alpine hills Tuscaloosa Tuscaloosa Wood Villas Tuscaloosa Alpine Hills Alpine Hills Alpine Hills Alpine Hills Fosters Wood Ridge Alpine Hills Fosters Wood Villas Alpine hills Alpine Hills Alpine Hills Northport Ft. Depot Northport Northport Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama 35405 35401 35401 35401 35404 35406 35406 35405 35406 35406 35406 35406 35405 35405 35401 35401 35406 35401 35405 35405 35405 35405 35463 35406 35405 35463 35406 35405 35111 35203 35406 Logistics Manager Logistics Supervisor Logistics Engineer Logistics Admin Director of Engineering Engineer - Senior Engineer - Senior Engineer Engineer Engineer Engineer Engineer Engineer Engineer Engineer Engineer Engineer Engineer Engineer Engineer Engineer Engineer Engineer Engineer - Junior Engineer - Junior Engineer - Junior Engineer - Junior Engineer - Junior Engineer - Junior Engineer- Junior Engineer - Junior Analyst- Research and Development 35406 Accounting Manager 35406 Senior Accountant M M M M M M M V M M M M M M M M M T F M M M M M M M M M M F M F M M White White Black White White White White White White White White White White White White White White Black White White White White White White Asian Black White Black Asian Black Two or More Races Black-Muslim White White 12/12/1970 7/5/1968 1/11/1957 6/1/1970 5/6/1970 2/4/1969 4/19/1968 10/15/1968 10/7/1965 10/14/1959 9/11/1966 2/12/1965 7/17/1963 4/27/1966 9/27/1955 11/29/1970 4/29/1966 4/19/1977 7/17/1979 9/22/1970 12/1/1969 6/26/1959 10/31/1970 8/30/972 11/27/1979 6/28/1992 4/29/1960 4/21/1989 10/30/1990 8/26/1995 9/22/1980 7/16/1985 3/15/1970 9/20/1968 Darren Swanwick Alpine Hills Tim Barrel Northport Boris Spyder Wood Ridge Eloise Nguyen Alpine Hills John Kowalski Vestavia Hills Orvil Reed Alpine Hills Wayne Manor Coker Ripley Adams Wood Ridge Edward Rich Lakeview Jarod Elder Coker Micah Smart Alpine Hills Evan Berman Wood Ridge Bob Cadrette Fosters Levi Pritchet Northport Skip Arbor Fosters Carson Welks Wood Ridge Diane Edwards Jerusalem Heights Corinne Masters Tuscaloosa Brett Edwards Holt Terry Inman Tuscaloosa Mary Hemmingway Coker Jessica White Coker Chris McCoy Vauxhall Scooter Brown Northport Marla Richardson Holt Victor Gaines Northport Todd Meyers Jerusalem Heights Donte Good Lakeview Rob Batch Wood Villas Eddie Farmer Tuscaloosa Elliot Stabler Wood Villas Corbin Crosby Wood Ridge Andrea Grant Lakeview Darnel Brown Alpine Hills Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama 35405 35406 35406 35405 35405 35452 35406 35111 35452 35405 35406 35463 35406 35463 35406 35405 35401 35404 35401 35452 35452 35452 35406 35404 35406 35405 35111 35406 35401 35406 35406 35111 35405 Accountant Accountant Accountant Accountant Call Center Manager Call Center Supervisor Call Center Supervisor Call Center Operator Call Center Operator Call Center Operator Call Center Operator Call Center Operator Call Center Operator Call Center Operator Call Center Operator Call Center Operator Call Center Operator Call Center Operator Call Center Operator Call Center Operator Call Center Operator Call Center Operator Call Center Operator Call Center Operator Call Center Operator Shipping Supervisor - PM Shipping & Receiving Shipping & Receiving Shipping & Receiving Shipping & Receiving Shipping & Receiving Shipping & Receiving Shipping & Receiving Shipping & Receiving M M M F M M M F M M M M M M M M F F M M F F M M F M M M M M M M F M Black White Two or More Races Asian Black White White White White White White White White White White White White White White White White black Black White American indian White White Black White White White White Black Black 10/13/2000 5/25/2960 7/27/1979 4/9/1988 5/7/1983 11/1/1968 12/24/1999 11/3/1964 7/6/1960 8/5/1956 10/19/1965 9/11/1947 6/17/1960 5/11/1970 8/18/1959 10/10/1957 7/12/1947 1/20/1990 3/27/1968 9/29/1959 9/16/1988 6/28/1990 2/17/1988 2/19/1957 11/15/1997 10/17/1969 9/9/1980 7/27/1991 6/20/1970 1/3/1960 8/1/1980 9/10/1970 5/15/1980 4/27/2983 Jermiah Figg Jake Dunn Joseph Pitt Martin Bennet Ryan Roads Jacob Mann Victoria Edwards Patrick Weaver Richard Skall Gloria Vankamp Richard Omara Krystal Gayle Scott Temple Glenn Appel Ricky Simpson Robert Wells Benjamin Aschraft Bradley Ellul Cooper Pillett Bryan Penny Marissa Cadrette Orin Hacks Wesley Dillon Sean Morton Stephen Lane Michael Haskill Madison Farrow Derrick Mason Mitch O'Connel Carson Brady Tommy John Martin Riff Andrew Faison Mario Cuzman Tuscaloosa Whispering Hills Alpine hills Northport Whispering Hills Whispering Hills Jerusalem Heights Coker Peterson Lakeview Tuscaloosa Tuscaloosa Hull Alpine Hills Lakeview Tuscaloosa Coker Alpine Hills Whispering Hills Whispering Hills Fosters Tuscaloosa Holt Holt Lakeview Lakeview Peterson Fosters Wood Ridge Fosters Fosters Holt Hull Tuscaloosa Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama 35401 35405 35405 35406 35405 35405 35405 35452 35453 35111 35401 35401 35405 35405 35111 35401 35452 35405 35405 35405 35463 35401 35404 35404 35111 35111 35453 35463 35406 35463 35463 35404 35405 35401 Parts Supervisor - AM Parts Supervisor - PM Lead Laborer - Parts Runner Laborer - Parts Runner Laborer - Parts Runner Laborer - Parts Runner Laborer - Parts Runner Laborer - Parts Runner Laborer - Parts Runner Laborer - Parts Runner Laborer - Parts Runner Laborer - Parts Runner Retail - Purchasing Manager Retail Manager Retail Associate Retail Associate Retail Associate Retail Associate Retail Associate Retail Associate Retail Associate PM Stock Associate PM Stock Associate PM Stock Associate PM Stock Associate PM Stock Associate PM Stock Associate Counter Service Manager Counter Attendant Counter Attendant Counter Attendant Counter Attendant Counter Attendant Counter Attendant M M M M M M F M M Q M F M G M M M M M M F M M M M M + M M M M M M M White White White White White White White White White White Two or More Races Black White White White White White White two or More Races Black White White White White White Black White Black White White White White White Hispanic/Latino 4/16/1969 10/9/1965 11/16/1992 9/19/1980 5/27/1969 3/13/1958 11/16/1990 7/28/1960 11/4/1949 2/15/1951 5/5/1997 10/29/1999 10/18/1965 8/27/1959 3/14/1960 1/20/1949 2/18/1966 5/20/2970 9/16/2000 7/10/1991 3/13/1989 2/14/2959 10/9/1955 9/27/1966 1/10/1959 8/14/1971 8/16/1980 5/9/1992 6/19/1960 9/20/1969 5/6/1970 9/4/1980 6/26/1967 5/7/2000 Andrea Moore Julio Chavez Micah Smart Andy Mercado Darron Webb Darrel Porter Pete Jones Andre Volkov Bill Schram William Hardy Alex Bell Jason Depp Jennifer Barton Dexter Barton Laura Woot Lori Wikson Loraine Jacobs Hector Ramirez Leah Parrish Bhashar Quan Marlo Dontell Jonathan Kepler Kal VanCleef Ted Norman Larry Brubaker Lawrence Gill Patricia Weaver Daniel Fooks Maria Hernandez Julio Ceasar Greg Marshall Harry Matthers Gail Sayers Amanda Reyes Fosters Wood Ridge Tuscaloosa Holt Lakeview Fosters Northport Northport Lakeview Peterson Tuscaloosa Northport Fosters Fosters Wood Villas Wood Ridge Fosters Northport Vauxhall Birmingham Alpine Hills Fosters Wood Villas Lakeview Wood Ridge Northport Coker Holt Coker Wood Ridge Alpine Hills Lakeview Holt Wood Villas Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama Alabama 35463 Cashier 35406 Cashier 35401 Cashier 35404 Cashier 35111 Manufacturing Supervisor 35463 Manufacturing Assistant Supervisor 35406 Manufacturing Associate 35406 Manufacturing Associate 35111 Manufacturing Associate 35453 Manufacturing Associate 35401 Manufacturing Associate 35406 Manufacturing Associate 35463 Manufacturing Associate 35463 Manufacturing Associate 35406 Manufacturing Associate 35406 Manufacturing Associate 35463 Manufacturing Associate 35406 Manufacturing Associate 35213 Manufacturing Associate Manufacturing Associate 35405 Manufacturing Associate 35463 Facilities - Maintenance Supervisor 35406 Facilities - Maintenance 35111 Facilities - Maintenance 35406 Facilities - Maintenance 35406 Facilities - Maintenance 35452 Facilities - Maintenance 35404 Facilities - Maintenance 35452 Facilities Laborer - Head Janitor 35406 Facilities Laborer - Janitor 35405 Facilities Laborer - Janitor 35111 Facilities Laborer - Janitor 25405 Facilities Laborer - Janitor 35406 Facilities Laborer - Janitor F M M M M M M M M M M M F M F F F M F M M M M M M M F M F M M M F F Black Hispanic/Latino Pacific Islander Hispanic/Latino White Black White White White White White White Black Black Black Black Black Hispanic/Latino Black Asian Two or More Races White White White White White White Black Hispanic/Latino Hispanic/Latino White White Black Hispanic/Latino 10/1/1997 11/9/2000 8/17/1999 6/25/2001 6/19/1960 11/12/1990 9/20/1969 5/6/1970 9/4/1980 6/26/1967 6/19/1960 9/20/1969 10/1/1997 11/9/2000 8/17/1999 6/25/2001 5/7/2000 10/1/1998 4/15/2000 6/13/1960 1/15/1990 8/20/1967 3/15/1970 7/17/1963 4/27/1966 9/27/1955 2/15/1951 5/5/1997 2/20/1989 11/15/1997 6/28/1990 6/17/1960 11/16/1977 9/18/1980 Heather Brown Lisa Li Thomas Lee Karen Small Birmingham Alpine Hills Birmingham Birmingham Alabama Alabama Alabama Alabama 35211 35405 35289 35211 Facilities Laborer- Janitor Facilities Laborer - Janitor Security Guard Security Guard F F M F White Asian Asian (Chinese) White 4/18/1998 9/16/1988 6/14/1989 8/22/1990 Marital Salary Level Y Y N N N Y y Y Y N N N N N Y N Y Y N N Y Y Y N N Y N Y Y 104,000.00 82,400.00 68,000.00 41,200.00 40,000.00 40,000.00 80,164.00 65,563.00 30,160.00 27,583.00 23,486.00 56,275.00 27,040.00 32,000.00 81,150.00 75,000.00 66,306.00 64,375.00 64,375.00 64,375.00 62,000.00 62,000.00 62,500.00 55,000.00 55,167.00 52,000.00 49,172.00 40,000.00 80,000.00 Year Hired Year Hired 2019 2020 2019 2020 2018 2015 2017 2020 2018 2019 2016 2020 2020 2015 2020 2018 2019 2019 2019 2020 2020 2020 2019 2018 2020 2017 2020 2020 Essential for Remote Nonessential Work from Home N N N N N N Y Y Y Y Y Y Y Y N N N N N N N N N N Y Y Y Y N Y Y Y Y Y Y N N N N N N N N Y Y Y Y Y Y Y Y Y Y N N N N Y Intent to hire (Perm/Temp ADA Flag ) P P P P P Y P P P P P P P P P P P P P P P P P P P P P P P N N N N N N N N N N N N N N N N N N N N N N N N N N N N N COVID +/0 0 0 0 0 0 0 + 0 0 0 + 0 0 0 0 0 0 0 0 0 0 0 0 0 + 0 0 0 Performance 19 (1,2,3,4,5) 5 4 5 5 4 4 4 4 5 4 5 4 4 4 4 4 Employee/Contracto r employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee N Y y N Y Y Y N Y N N N Y N Y N N Y Y Y Y N N N N N N Y Y Y N Y N N 60,100.00 50,923.00 71,000.00 42,446.00 107,120.00 73,158.00 71,027.00 71,027.00 68,959.00 68,959.00 68,959.00 68,959.00 68,959.00 68,959.00 68,959.00 66,950.00 66,950.00 66,950.00 66,950.00 66,950.00 66,950.00 66,950.00 66,950.00 65,000.00 65,000.00 65,000.00 65,000.00 65,000.00 65,000.00 65,000.00 65,000.00 65,000.00 68,959.00 52,000.00 2017 2018 2017 2018 2019 2016 2017 2017 2018 2018 2018 2018 2018 2018 2018 2019 2019 2019 2019 2019 2019 2019 2019 2020 2020 2020 2020 2020 2020 2020 2020 2020 2017 2019 Y Y Y Y Y N N N N N N N N N N N N N N N N N N N N N N N N Y N Y N Y N N N N N Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y N Y N Y N P P P P P P P P P P P P P P P P P P P P P P P P P P P P P P P P P P N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 + 0 0 0 0 0 0 0 0 0 4 4 4 4 4 5 4 4 4 4 4 4 4 4 4 4 4 5 4 4 4 4 4 5 5 5 employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee Y N Y N Y Y Y Y N N N N Y Y N N Y Y Y N N N N N N N Y N N N N N Y Y 46,350.00 46,350.00 45,000.00 45,000.00 35,000.00 32,887.00 25,709.00 21,840.00 23,170.00 21,840.00 21,840.00 23,170.00 32,136.00 32,136.00 32,136.00 32,136.00 21,840.00 21,840.00 21,840.00 21,840.00 21,840.00 21,840.00 21,840.00 21,840.00 21,840.00 27,851.00 26,480.00 26,479.00 25,709.00 25,709.00 25,709.00 25,709.00 24,960.00 24,960.00 2020 2020 2020 2020 2020 2018 2019 2020 2018 2020 2020 2018 2019 2019 2019 2019 2020 2020 2020 2020 2020 2020 2020 2020 2020 2019 2018 2018 2019 2019 2019 2019 2020 2020 Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N P P P P P P P P P P P P P P P P P P P P P P P T P P P P P P P T T T N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N 0 0 0 0 + 0 + 0 0 + 0 0 0 0 0 0 0 0 0 0 0 + 0 0 0 0 0 0 0 0 0 + 0 0 5 4 4 4 4 4 5 4 3 4 5 3 4 4 4 employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee Y Y Y Y Y Y N N N N N N Y Y N N N Y N Y N N N N N N N Y N N Y N N N 31,827.00 30,900.00 22,495.00 22,066.00 21,424.00 21,424.00 21,424.00 21,424.00 20,800.00 20,800.00 20,800.00 20,800.00 51,500.00 37,080.00 23,170.00 22,495.00 22,495.00 22,495.00 21,840.00 21,840.00 21,840.00 21,424.00 21,424.00 20,800.00 25,709.00 25,709.00 25,709.00 40,560.00 22,067.00 21,424.00 20,800.00 21,840.00 21,840.00 21,840.00 2018 2019 2019 2018 2019 2019 2019 2019 2020 2020 2020 2020 2019 2019 2018 2019 2019 2019 2020 2020 2020 2019 2019 2020 2019 2020 2019 2020 2018 2019 2020 2020 2020 2020 Y Y Y Y Y Y Y Y Y Y Y Y N Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y N N N N N N N N N N N N Y N N N N N N N N N N N N N N N N N N N N N P P P P P P P P T T T T P P P P P P P P P P P P P P P permanent P P P P P P N N N N N N N N N N N N N N N N N N N N N N N N N N N Y N N N N N N 0 0 0 0 0 0 0 0 0 0 0 + 0 0 0 0 0 + 0 0 0 0 0 0 0 4 4 4 4 4 5 4 4 0 + 0 0 + + 0 0 4 4 4 4 5 4 4 4 4 4 4 4 employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee N N N N Y Y N N N Y N N Y N N Y N N Y Y N Y N N N Y Y Y Y Y N N y Y 21,800.00 21,800.00 21,800.00 21,800.00 30,900.00 30,000.00 24,638.00 24,638.00 24,638.00 24,638.00 24,638.00 24,638.00 23,920.00 23,920.00 23,920.00 23,920.00 23,920.00 23,920.00 23,920.00 23,920.00 23,920.00 44,135.00 33,100.00 32,136.00 32,136.00 32,136.00 31,200.00 31,200.00 23,920.00 20,353.00 19,760.00 19,760.00 19,760.00 19,760.00 2020 2020 2020 2020 2019 2020 2019 2019 2019 2019 2019 2019 2020 2020 2020 2020 2020 2020 2020 2020 2020 2018 2018 2019 2019 2019 2020 2020 2017 2019 2020 2020 2020 2020 Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N P P P P P P P P P P P P P P P P P P P P P P P P P P P P P P P P P P N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N Y 0 0 0 0 0 0 0 + + + + 0 0 0 0 0 0 0 0 + 0 0 0 0 + + + 0 0 0 0 0 0 + 5 4 4 4 4 4 4 4 5 4 4 4 4 5 4 employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee employee N N Y N 19,760.00 19,760.00 19,760.00 19,760.00 2018 2020 2020 2020 Y Y N N P P N N + 0 employee Employee Supervisor (Y/N) Y Y Y N N Y Y Y Y N Y Y Y Y Y N N N N N N N N N N Y Y Y Y Y N N Y Y Y N N N N N N N N N N N N N N N N N N N N N N N N Y Y N N N N Y Y Y N N N N N N N N N N N N N N N N N N Y N N N N N N N N Y Y N N N N N N N N N N Y Y N N N N N N N N N N N N Y N N N N N N N N N N Y Y N N N N N N N N N N N N N N N Y N N N N N N Y N N N N N N Employee City Renae Martin Atlanta Ginger Evangeline Bankhead Grant Sorry Sono Martha Green Bankhead Ariel Tsai Bankhead Elgin Baylor Atlanta Richard Kearse Atlanta Ron Prescott Decator Sheldon Cooper Decator Perry Beckers Bankhead Jeslyn Dare Bankhead Tony Nguyen Emory Village Glenn Pointdexter Bankhead Gary Jacobs Decator Kahlid Mayfield Bankhead Jennifer Grant Emory Village Ashley Grant Sono Andrew Evans Sono Jonas Brothers Emory Village Mark Silvester Atlanta Ronald Trump Sono Barron James Atlanta Jeremy Dunn Atlanta Jacob Fessler Atlanta Erin Harris Atlanta Mona Sims Atlanta Brooklyn Koepka Emory Village Deron Martin Sono Major Tangier Bankhead Wendel Effron Bankhead Zackery Hood Bankhead Marlo Lane Bankhead Marlo Lane South Atlanta Harold Worth Bankhead Ken Banks Bankhead Jason James Bankhead Kendra Benton Decator Geoffrey Jones Athens Channing O'Connor Sono Edward Fulks Constitution Terrance Smith Constitution Mary Contrary Peidmont Heights Scott Templeton South Atlanta State Zip Job Category Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia 30309 30313 30308 30313 30313 30309 30309 30030 30030 30313 30313 30307 30313 30030 30313 30307 30308 30308 30307 30307 30308 30309 30309 30309 30309 30309 30307 30308 30313 30313 30313 30313 30315 30313 30313 30313 30030 Director, Human Resources Manager, Human Resources HR Coordinator HR Associate HR Recruiter IT - Manager IT - Assistant Manager IT -Analyst IT -Analyst IT -Analyst IT -Analyst IT -Analyst IT - Computer Programmer IT - Computer Programmer IT - Computer Programmer Systems Operator Systems Operator Administration - Office Manager Administrative Supervisor Finance Director Accounting Manager Accounting Supervisor Administration - Bookkeeper Administration - Bookkeeper Administration - Bookkeeper Administration-Bookkeeper Administration - Bookkeeper Clerical Supervisor Clerical Assistant Clerical Assistant Clerical Assistant Clerical Assistant Clerical Assistant Senior Accountant Accountant Accountant Accountant Senior Distribution Manager Accountant Marketing Manager Marketing Assistant Manager Marketing Associate Marketing Associate 30308 30316 30316 30324 30315 Miles Muhammed Jenifer Green South Atlanta Atlanta Georgia 30315 Georgia 30309 Warick Dunn Kent Parker Clark Ward Michael Hooper Erik Heckles Vincent Charles Brandon White Lincoln Holmes Thomas Edwards Loren Marcus Chevy Chason Nelson Madden Harry Todd Ermine Cooper Gordon Hicks Sammy Wise Todd Glass Gloria Stewart Frank Vick Giles Ward Jessica Vick Maddux Stone Elisha Gaines Evander Evans Maneet Ingudoola Jason Prescott Chong-Gan Xing Corey Barnes Charlie Max Diana Andrews Erin Hatch Rich Richie Riley Evans Barton Wonder Brett Eldridge Michael Marting Ronny Varhees Prichard Norman Greg Woods Tyler Wentz Derrick Trumples Kendirick Evans Wilson Ball Daniel Harris Bankhead Bankhead Bankhead Sono South Atlanta Decator Bankhead Bankhead Atlanta Bankhead Atlanta Atlanta Decator Emory Village Sono Sono South Atlanta Constitution Decator Atlanta Decator Constitution Emory Village South Atlanta Atlanta Atlanta Atlanta Sono Sono Sono Bankhead South Atlanta South Atlanta Sono Bankhead Bankhead Emory Village Atlanta Sono Sono Sono Bankhead Bankhead Emory Village Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia Georgia 30313 30313 30313 30308 30315 30030 30313 30313 30313 30313 30309 30309 30030 30307 30308 30308 30315 30316 30030 30309 30030 30316 30307 30315 30309 30309 30305 30308 30308 30308 30313 30315 30315 30308 30313 30313 30307 30309 30308 30308 30308 30313 30313 30307 Marketing Associate Marketing Intern Quality Assurance Director Logistics - Senior Engineer Logistics Supervisor Logistics Auditor 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Stafford Sono Georgia Drew Miller Sono Georgia Joanne Martin Athens Georgia Will Grant Atlanta Georgia Brad Sheen Bankhead Georgia Benton Mars Bankhead Georgia Meyers Briggs Bankhead Georgia Christina Rhoades Sono Georgia Roland Harwood Atlanta Georgia Manfred Jones Emory Village Georgia Nancy Weaver Atlanta Georgia Earl Mason Atlanta Georgia Johnny Dapper Atlanta Georgia Sam Lopez Atlanta Georgia Wyatt Boran Emory Village Georgia Winston Evans Atlanta Georgia Kelsey Workman Atlanta Georgia Jason Samson Atlanta Georgia Gary Wheeler Atlanta Georgia Chris Fenton Atlanta Georgia Adam Humphrey Athens Georgia Ophelia Morton Atlanta Georgia Roberto Dunnam Sono Georgia Bob Myers Sono Georgia Steven Perry Bankhead Georgia Erika Ko South Atlanta Georgia Orson Wallen Atlanta Georgia Dillon James Atlanta Georgia Shawn Wheeler Atlanta Georgia Parker Janney South Atlanta Georgia Mia Almod Atlanta Georgia Malick Grant Sono Georgia Margot Kidding Sono Georgia Gerard Cane Sono Georgia John Braganza 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