Work Force Warning Letter

I have been a faithful employee in this company for the past four years. My time at the company has been good one so far, but now a problem has crept up, which threatens to disrupt my otherwise peaceful time at the company. This letter is regarding the behavior of my immediate head, Mr. Spencer Gibson. Mr. Gibson is the head at the Marketing Department from the last two months, and for some reason of his own, he has singled me out to harass.

Through all of the technical information, one looses the sense of urgency when reading the memo. It does not seem that any points were strongly stressed in the letter. The author did state what action needed to taken, but there was not emphasis placed on the urgency.

I was not being informed beforehand about these allegations that were being thrown at me during from day's meeting. I was not giving the written documentation of those allegations to date; I was not given an opportunity to answer these aggregations; I was not treated equally or being discriminated from this process; I wan not be able to sleep from last Friday; You call all that "great progress was made on Friday" for whom? for what?

It is with my youthful disposition of arrogance, obnoxious temperament, and a vigorous hunger for new ideas and debate that I write you this extremely wordy letter as a testament to my feelings of the proceedings of your administration and the congress that is occurring simeotaneously albeit with no visible cooperation or consistency with the feelings of you, your advisers, the main ideals of the party which controls the legislative body, or the people that the government is supposed to be serving and of your character.

I am not mad with you. However, and I give you law, I have responsibilities to be met, clearly defined Section 2, Findings, Purpose, Policy,

It was a pleasure meeting with you on last week. This memo contains a list of the concerns that you mentioned during our meeting and the recommendation I have for each of your concerns. Please call me once you have reviewed the memo so we can go over any questions you may have and work on getting things in order.

I have called this meeting because it is my duty to let you know that you has been terminated in our company. This means that you are being laid off and Human Resources will work with you to complete your transition. Here is your official Notice of Layoff. As you may know, we have done everything possible to minimize the impact of these changes on our each department, however, we still need to implement some very difficult decisions. I would like you know that this action is not easily taken, and is made after long and careful review of many options.

Please accept this letter as my response to your letter of September 23, 2015 as well as my formal demand to retract the defamatory statements that were made in your letter.

I recently corresponded with Mr. Russ Slifer in reference to an incident involving the selection of Ms. Anita Wall and Tina Donbeck by Tony Chiles and John Owens for the SQAD and OPG director positions. I believe that Mr. John Owens, Tony Chiles and possible Raj Dolas are/or planning to retaliate against me because my presence in my position as deputy director caused consternation for one or both ladies and prevented Tony Chiles and John Owens from committing a prohibited personnel practice . I basis this on Tony Chiles’ subversive hostility toward me as documented by my previous supervisor and statements made by other personnel in which he described his intense dislike of me. I believe that my leadership is taking advantage of

I normally do not respond to our CFO's weekly report. But, I have a duty to do so based on the deliberate actions, once again, to undermine me as superintendent.

We just recently had a conversation about the numerous conflicts and poor relationships with your fellow coworkers. I sincerely hope you will correct your disrupted behavior. Please be

This is a complaint letter that I am sending to you about some the rules and regulations that we have here at job corps.

If you are like the majority of managers operating within labor contracts then you can relate to the frustration that accompanies the labor grievance process. For the most part, grievance policies are set to be mediating faucets that allow for a clarification or even a compromise between employer and employees. Yet, what takes place absent a clear understanding of the true purpose of the grievance process may be a whirlwind that brings about much aggravation and frustration between both parties. What follows are three effective methods in ensuring that your company’s approach in dealing with grievances is not distorted or manipulated.

The purpose for this standard is to have paper documentation identifying the conflict or grievance, as well as a summary of the grievance, and what was done to correct the problem. Anyone can file, and allows the establishment to track problems and identify solutions. .

The hardest thing in writing this report is the contradictions between official documents and opinion of people and press.