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The DisGruntled Employees' Ultimate Handbook

by Bryan Cahill

66 pages; quality trade paperback (softcover); catalogue #00-0139; ISBN 1-55212-474-6; US$16.95, C$26.08, EUR17.00, £11.80

Never before has there been such a comprehensive list of agencies compiled to assist in resolving grievances with current or ex-employers.

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about the book      about the author      sample excerpt      catalogue info

About the Book The DisGruntled Employees' Ultimate Handbook is the first book written on workplace violence from the viewpoint of the employee, a DisGruntled Employee. It is a how-to book designed to avoid workplace violence and, at the same time, help the Disgruntled Employee get justice, all using legal techniques. Workplace violence is reaching epidemic proportions with 4,100 people assaulted every single day; more than 1.5 million people assaulted annually. Workplace violence is at the highest and bloodiest point it has ever been in history. The book takes the reader from 'Don't even pick up a gun' all the way to total satisfaction and the ability to get on with their life, or anywhere in between. The book covers everything: outrageous statistics, the documentation process, an employee's chain of command, free legal referrals, etc. There are over 150 phone numbers listed of different agencies to get help. If you, or any one you know, has ever had any trouble with your boss this is the book for you.

About the Author The DisGruntled Employees' Ultimate Handbook is the first book written by Bryan Cahill who is an expert on the subject of workplace violence. Mr. Cahill currently holds a degree in the management field and has been active in numerous workplace violence seminars. He has held prestigious positions in the corporate management world and knows exactly which agencies that no company or business wants stopping by for a surprise inspection. In his book, he provides detailed information on which agencies to contact that will most frighten the DisGruntled Employees' boss, maybe even give him a little heartburn or at least cause him to lose sleep at night. Bryan has also held dozens, if not hundreds, of jobs, most of which he got the ax from. He has extensive experience being fired and can spot a wrongful termination, illegal suspension or constructive discharge case brewing a mile away. He knows exactly what steps to take to counter any of these vicious activities. He brings his expertise to the hard working public through his book 'The DisGruntled Employees' Ultimate Handbook' to assist in resolving grievances with current or ex-employers.

Sample Excerpt

CHAPTER 5 -- YOU'RE FIRED!!!

It has become abundantly clear that your company is moving for your termination. You have either been told to leave, or you are escorted from the building, or you could flat out be denied entrance into your workplace. Whatever the case may be they are firing you. You are probably very upset, who wouldn't be getting fired and all? You must remain rational. First of all think it over. Do you really want your job back? Was the pay what you needed/wanted? Were the benefits as good as you thought they would be? How was the vacation time? How about time off to be with the family, was it adequate? How was the commute? How were the working conditions? How were the coworkers? Take every factor in your work environment into consideration. In some cases, getting fired could be the best thing possible, although you could not possibly recognize it, at the present time. Do you really want your job back? Or is your pride hurt? If you are sure that you want it back, then do everything possible to try to get it back. There are no guarantees that you will regain your job, but there is help out there. Be ready to roll up your sleeves and do battle (figuratively). Best of luck and sock it to them. Remember be calm, speak rational, and most importantly be well prepared with all your proper documentation.

This book will provide you with a listing of over 100 different agencies to assist you in getting started. You will need to do some research work on your own, as every case is different. Next you will need a crash course on federal agencies and recent law changes. E.E.O.C. Board: After the civil rights act, the Equal Employment Opportunity Commission was founded in 1964. The E.E.O.C.'s charter is to fight discrimination in all aspects of employment. Most discrimination cases fall under these guidelines, including natural origin, religion, disability, color, sex, and race. These are all covered by this agency.

N.L.R.B stands for the United States National Labor Relations Board. The board was created in 1935 to enforce the National Labor Relations Act. Contact this agency for any union related issues.

OSHA, as stated earlier, is an acronym for Occupational Safety & Health Administration, a division under the United States Department of Labor, which was established in 1970. If the safety and/or health of you and/or your coworkers is in jeopardy, at your workplace, this is the federal agency to contact. OSHA has three main purposes: to save lives, prevent injuries, and protect the health of the American worker.

Four laws that brought about some important changes in the work place throughout the 1990s were an environmental law, a disability law, a family leave act, and a veterans' law.

• Environmental law - Mandatory recycling in all buildings and offices of all glass, plastic, paper, cans, cardboard, etc., If a company refuses to comply, it risks hefty fines.
• Americans with Disabilities Act of 1990 - Every business or company, with fifteen or more employees, now must be ADA compliant and possess the ability to accommodate employees who are physically challenged.
• Family and Medical Leave Act of 1993 - This law allows for qualified employees (immediate family members) up to twelve weeks of unpaid job protected leave with health benefits per year.
• The Veterans Employment Opportunities Act of 1998 - Veterans now have access to federal jobs that might have been off limits to them in the past.

As stated prior, 1999 was the bloodiest year ever in workplace violence history, with over 1,000 people killed in their workplace. Is there anything being done about it?

DEPARTMENT OF LABOR -
OCCUPATIONAL SAFETY AND HEALTH ADMINISTATIONS' Web site: http://www.Osha.gov/oshinfo/priorities/violence.html Kind of ironic that "priorities" appears in there, look to page two of four half way down, under "Current Status." Or you can look up the public law at Section 5(a)(1) of the OSHA Act, or P.L. 91-596 (the "General Duty Clause")

Currently there are no federal laws or regulations requiring employers to implement any sort of workplace violence prevention programs. The United States government leaves it up to the sole discretion of the individual company. The executives of that company decide on whether or not they will implement any sort of workplace violence prevention programs. "Commitment to encourage" is the way it is phrased in the actual law. There is a general duty clause of 1970, but it's just too general and does not even mention workplace violence.

Leaving the decision up to the employer to implement a workplace violence prevention program proves to be ineffective. Big business's bottom line is money and implementing any sort of workplace violence prevention programs would be costly, time consuming, and not even required by law, so why bother? The general duty clause of some thirty years ago appears a bit outdated (especially considering gun availability).

Perhaps a new law needs to be added that would be very specific on the subject of workplace violence. It would REQUIRE employers to implement a workplace violence prevention program throughout their own company.

Another law that must be duly noted is the National Whistleblower Act. Certain provisions were added in 1986. The amendments made it easier for whistleblowers to benefit from their actions. A slight change in the law has made it extremely lucrative to blow the whistle. As a result, the added amendment to the law has assisted the United States Government to recover more than three billion dollars to date. A huge reward is offered, it ranges from 15 to 30% of any monies won in a settlement. For instance, the company that just ruined your life, your ex-employer, happens to evade millions of dollars in taxes and you have proof positive, reported to the appropriate agencies

(National Whistleblowers Organization, IRS, state and city comptroller). Times the 15 to 30% reward, equals your retirement. Recent recoveries include $375 million from National Medical Center. Beverly Enterprises, Inc., paid $170 million in fines. Chevron paid $87 million. Olsten paid $40 million. Mobil paid, etc.

To recap chapter 5: If you feel your termination is based on a discriminating factor in any manner, whether it be a disability, sexual orientation, women's issues, racial issues, veterans' rights, religion, etc., whatever the discriminating factor may be, the first agencies to contact would be: ...

Catalogue Information