Complaint Review: Bob Evans Farms - Columbus Ohio

This is a comment concerning all the previous statements concering the "chain of command". Let me state that with Bob Evans Farms does clearly state that you can use their "open door" policy by going through the chain of command with your complaints. That does not mean that it is going to be in your favor. Cedric is a womanizing PIG, and to comment on the statement that Bob Evans should not be blamed because of one problem store, Bob Evans being a corporation has to take responsibility for the actions of Cedric Hines (GM) and the Area Direction Ron Stisak. The open door policy is a joke and that goes all the way to the Corporate Office in Ohio. When I filed my sexual harassment, discrimination complaint with the EEOC, Bob Evans basically called me a liar and backed up their entire management team. To make a very long story short it was my word against theirs. A multi million dollar corporation against a server.. You do the math and figure out who wins? Hopefully another complaint will be filled where the EEOC will look into Mr. Cedric Hines. On another note everything the previous girl wrote about Cedric is 100 percent true. Now I am assuming that Cedric is now in another store and the same events with him are reoccuring?

Bob Evans is a joke. I worked there for almost four years I called off but rarely, when my kids were sick or had to come home from school. The favortisim there is absolutly ridiculous. For instance, If you are blonde and wearing tight strech pants (totaly against company dress code) then you can feel free to do what ever you want to. Management does not enforce the same rules for everyone. I have a current child support case and informed one of the managers that I needed to go to court for a hearing he responded that I needed to schedule thoes things for my day off. I said excuse me maybe I could call up the judge and tell him its an inconvieneint time for me. This is ridiculous. For one other people have called off for unimportant reasons such as grandma died for the hundredth time. But thisis okay however if you are blonde with big b***s and streach pants on. As for Cedric, I totally agree with the other reports on him. He is a womanising jerk who needs to grow up and figure out what real life is about. Ask any hostess who has worked in Cedric's store, a majority of the phone calls comming into the store are for him and personal all different wemon. I have repeatedly heard him with one particular under age female in my store asking to meet him at the movies! Its totally ridiculous. He is the reason I quit. I walked on a sunday morning because I had a problem with a management person. I thought I would use the chain of command and tell my gm Cedric. Well, he basically blew me off told me if I didnt like it I knew where the door was and that was the way it was going to be. This is the crappiest management team I have ever seen. All Cedric had to do was say I understand your concern we will sit down and talk about this at the end of your shift anything but act like an employee of four years didnt matter. They humiliate you in front of your co workers and customers, anything to get sales. Cedric needs to stop worrying about harrassing the young girls and start worrying about his job and the employees who want to work and make a living to support thier families.

Tim, I was just letting the reporting know that she infact could. It was wrongful termination on the grounds that she was fired for leaving because she was sick and not only worried about her condition but the spread of illness to other employees and customers. Our laws are in place to help the companies, more so, than the consumers, or in this case, the employee. Lets face it, our legal system sucks. But, we all have our tale of these type of companies and when this happens, sure, your symapthy goes out to the victim(s). But, unfortunately, your right, it probally won't help her to pursue this type of action. However, under any state law, if she had of had an doctors note of her illness to present to them, they could not have fired her. At this point, I take it, she did not. The best thing that can be done now, is to let the local or state health department be aware that they force ill servers to work. Then, they can do a formal investigation and find out if she is alone in this. If not, then there is something else going on as, other rebuttalists have mentioned. And if this is the case, then suits shpould be filed in accordance to whatever the real problems are. If in fact discrimination or endangerment is common with these specific managers, then I would seriously hope something where to be done to resolute the situation(s). And if the Helath department was to find such, the Attorney general would step into play. Companies hate that. Still, I feel the up most symapthy for this woman and hope that she has found a better employer. Hopefully, the word spreading around about these managers aren't true. Yet, in most cases, we'll find that they are.

April, please read more closely my original rebuttal. I was not claiming that you have to be a union member to sue for wrongful termination, but rather that you have to be a contracted employee. The reason I brought up unions was that over 99% of restaurant workers who are not in unions are not contracted employees. There is a discrimination exception to wrongful termination laws as they apply to at-will employees, but the original complaint did not allege discrimination, only unfair treatment, which is not covered byu the law. It seems to me that the proper legal remedy in this case would not be a suit involving wrongful termination or discrimination (I doubt either would be successful) but rather one involving the management's disregard for the employees health and well being.

To the last rebuttal, WRONG!!! You most certainly DO NOT have to be a Union member to sue for wrong dismisal/termination. This law protects each and every tax paying working citizen. The only people that can not use this are illegal imigrants. She has evry wight to pursue a wrongful termination, harassment, etc. And please, Miss, don't forget to report this to your local and/or State Health Department, they'll love to know this. I've seen people get dismissed for the stupidest things. For example, Back 10+ years ago, my husband and I worked together and he was fired because we were dating. Companies need people to stand up against them. Even if the consumer doesn't win, it's one step that hurts that company and makes them think twice when being overbearing. Companies take advantage of people, the more you need a job, the more the company believes they can get you do anything. Let these companies know, we won't take their bull anymore. I wish the person posting this the best of luck and hope that, if you haven't already, find a better job and one that will respect you.

If you work in a restaurant and are not a member of a union, which very few reataurant employees are, you most likely do not have a contract. As such you are what is known as an "at-will" employee, somebody who is employed at the complete discretion of the company, with the same rights to continued employement as someone who works for a temp. service like Manpower. The whole concept of the "at-will" employee is disgusting, but as our economy shifts toward the service sector more of us will be working on such terms. Per legal action for you, you may be able to pursue a sexual discrimination suit, a hostile workplace suit, or a suit pertaining to your employer's disregard for your personal health and well being.

What really concerns me is that if management is desperate enough to force you to work out front while sick they're definitely desperate enough to have sick people preparing foods in the back. Unfortunately, this problem isn't just limited to Bob Evans, but to the industry in general. Minimum wage and minimum headcount is what keeps managers bonuses coming.

I have seen the same kind of abuse at Bob Evans that was described here. At the Lewisville, TX location last weekend, my wife and I listened to a manager threaten and cajole a teenage girl for at least 30 minutes. In the main dining area 3 tables from us, we listened to this poor girl crying in her Bob Evans uniform as the manager threatened her with termination. The conversation was so close to us that we were forced to listen to every word. The offense was 2 weeks old and the poor girl was just hysterical with his threats. We asked our waitress why this conversation wasnt at least being held in a back room. She was unable to help us and was just as intimidated by the whole scene. I have worked for corporations with "Open Door Policies" also as the last respondent said to use. Unless the company is receptive to such internal critisizm, the complaing person will be intimidated or fired for speaking out. Forget it. Call the EEOC and file a complaint. Call a union rep. and try to organize. Cover these jerks with paperwork and contact the media. You can only make their lives difficult at best.

As a Bob Evans Manager. I wonder why you did not use the chain of command and call our corporate office. We have an open door policy all the way up to our CEO Stewart Owens. I would find it very hard to believe that they would ignore such a problem store. As far as suing Bob Evans for unjustifiable firing, it is a waste of time and probably money. When you were hired you signed documentation which states that you received you employee handbook and that you would ask any questions if needed. In that handbook it states that you can end you employment and that Bob Evans can end your employment at any time for any reason. And as far as Bob Evans being discrimunative towards females, many of our leaders are women in our company. This may be a reasonable complaint to file at our corporate headquarters and I would recommend doing so. But I am sure that you would not like to be judged by the actions of one of your family members, so please don't judge our company by the actions of one man.

why would a manager or any other supervisor want someone who is sick and feverish serving food anyway?--never could understand that about restaurants

This is a response to the comment made about Bob Evans farms. When I read your comment it brought a rush or sympathy to my heart for you, though my situation is different from yours, its very similiar because of the treatment Cedric Hines and Ron Stisak does to their employees. If anything file a wrongful termination charge against Bob Evans farms for your wrongful termination. I URGE you to do this because your now the SECOND person that these MEN do this to WOMEN. I don't know if you can get my email addy from here but I will be more than willing to help you standing up for what Cedric, Ron and Bob Evans does to employees. You can file a wrongful termination and because your female a discrimination charge against them I will be more than HAPPY to tell you the correct paperwork you need. Good luck to you