Complaint Review: Javier Feliciano HR Manager Tropicana Bradenton Plant - Bradenton Florida

OK people...sorry I have been gone so long, but I was under the orders of the Arbitrator to keep case details off here until after the decision is rendered. I have been in compliance with that order 100%. The Arbitrator's decision [IN MY FAVOR] was rendered early this week according to my Union Representative, and I was contacted early today. The order was effectively a 100% "Make Whole" remedy which includes reinstatement to my position. That was good news, and I was anxious to wrap all of this up and get back to work, right? Not so fast.. Bill Woolston, a VP of HR for PepsiCo at Tropicana contacted my Union representative at Teamsters Local 173 and stated that they REFUSE TO COMPLY with the Arbitrator's ruling and are preparing to APPEAL to a CIVIL COURT! This is a perfect example of big business executives who think they are "above the law"!! After all, both parties involved here signed an agreement to end this dispute via binding arbitration. We did that. I won. Now, they have proven that they went into this with the full intent to do whatever they want, despite a legal order. However, it appears that my UNION will remain VIGILANT in this matter and fight the appeal. I will keep you posted. ALSO...Keep in mind that I recieved a "RIGHT TO SUE" determination from the USDOL / OFCCP on 10-23-2007. This was after a year long investigation into the discriminatory and retaliatory practices they engaged in against me over the past <2 years. So, TWO official processes have determined that I was done wrong. But Tropicana / Pepsico / QTG feels they are "above the law" and untouchable. They simply refuse to be held accountable...By ANYONE! Well...Time to go bother a JUDGE! As if our judges are not already overworked. Thanks for hearing me out. I will keep you all posted. ps..If anyone out there has had a similar experience with a PepsiCo owned company, I really need to know. This includes Pepsico, Tropicana, Frito Lay, Gatorade, Quaker , and a few others. I need people to come forward as I have no choice now but to move this thing into a big civil lawsuit. I wanted to just go back to work and let this be water under the bridge.

'More lines of BS from Steve in Bradenton. The last one is when you were lying about your experience (or were you).' 'The last one is when you were lying about your experience' You just said Steve lied! You didn't ask him if he lied BEFORE you said he lied! How dumb is that? None of your business. No connection to this thread. Space filler. 'Also you said somewhere else you had 2 million miles now. How is that possible in 12 years (between 1994 and 2006).' Especially when you were doing other work between driving.' None of your business. No connection to this thread. Space filler. Steve (216041) Bradenton, Florida U.S.A. 'Eugene, there is a certain image drawn from your posts Eugene, I hope you can take this in the constructive manner in which it is meant. The way you communicate in writing tells alot about yourself. I am a truck driver also with over 1.5 million logged SAFE commercial miles. I can tell you that ANYTIME you run over a sign, it is your fault. You did not have your vehicle under control. You could have taken the next exit and turned off safely and come back to the point you missed. That sign could have been a person.' No connection to this thread. Space filler. Steve 5/11/2006 (191042) Bradenton, Florida U.S.A. 'Suggestion for Tammy & Tamara...And a question Tammy and Tamara,' 'You can file liens on all equipment this company owns. I have vast experience in the trucking business both as an O/O, Company driver. I have dealt with HUNDREDS of brokers.' Where did they ask for your suggestions? No connection to this thread. Space filler. Now for the questions: 1). Are you now, and were you then a LICENSED and BONDED BROKER? 2). If the answer above is YES, WHY did you not take the money from the shipper, and then YOU pay the truck? [This is the way it is done]. Why did you let the truck company collect from the shipper?????? None of your business! No connection to this thread. Space filler. Steve (11/27/2005) ROR #157901 Bradenton, Florida U.S.A. 'For Mike re CDL in 1986? NOT! 'Mike, I have also been a commercial driver for the better part of the last 24 years, on all types of vehicles. You stated that you got your CDL in 1986. Well, this is impossible since the CDL was not created until 1992, and implemented in 1993 and made mandatory. AND, if you were currently in a truck driving job for at least 1 year when the new rules took effect the license you were using was grandfathered into a CDL. You never had to even take the written test or road test. That fact is that most of the people grandfathered could not pass the CDL test. I let my CDL expire and had to take the entire written and road test in 2002. What you had in 1986 was most likely a chauffeurs license which only required a minimal written test to upgrade from your operators license.' Show us where 'Mike' asked for your resume. No connection to this thread. Space filler. 'So who is really blowing smoke here?' You are! Absolutely all meaningless, misplaced and irrelevant. Just to hear yourself 'talk' HERE IS A CHALLENGE FOR YOU: 1. Why are items from other threads relevant to this thread? 2. What do the letters RoR mean and what is purpose of RoR? 3. Compare the result to RoA, which stands for 'Rip on Authors'. 4. Which one do you suppose fits this particular bulletin board? Hint; Takes common sense. 5. Look up the word Relevant in a good dictionary. 6. Use the result justify your posts on Steve's threads. Hint; This takes 'brain power'. I dare you to accept this challenge, or keep your reputation for meaningless posts. I think we have found your Achilles heel.

More lines of BS from Steve in Bradenton. The last one is when you were lying about your experience (or were you). Also you said somewhere else you had 2 million miles now. How is that possible in 12 years (between 1994 and 2006). Especially when you were doing other work between driving. Steve (216041) Bradenton, Florida U.S.A. Eugene, there is a certain image drawn from your posts Eugene, I hope you can take this in the constructive manner in which it is meant. The way you communicate in writing tells alot about yourself. I am a truck driver also with over 1.5 million logged SAFE commercial miles. I can tell you that ANYTIME you run over a sign, it is your fault. You did not have your vehicle under control. You could have taken the next exit and turned off safely and come back to the point you missed. That sign could have been a person. Steve 5/11/2006 (191042) Bradenton, Florida U.S.A. Suggestion for Tammy & Tamara...And a question Tammy and Tamara, You can file liens on all equipment this company owns. I have vast experience in the trucking business both as an O/O, Company driver. I have dealt with HUNDREDS of brokers. Now for the questions: 1). Are you now, and were you then a LICENSED and BONDED BROKER? 2). If the answer above is YES, WHY did you not take the money from the shipper, and then YOU pay the truck? [This is the way it is done]. Why did you let the truck company collect from the shipper?????? Steve (11/27/2005) ROR #157901 Bradenton, Florida U.S.A. For Mike re CDL in 1986? NOT! "Mike, I have also been a commercial driver for the better part of the last 24 years, on all types of vehicles. You stated that you got your CDL in 1986. Well, this is impossible since the CDL was not created until 1992, and implemented in 1993 and made mandatory. AND, if you were currently in a truck driving job for at least 1 year when the new rules took effect the license you were using was grandfathered into a CDL. You never had to even take the written test or road test. That fact is that most of the people grandfathered could not pass the CDL test. I let my CDL expire and had to take the entire written and road test in 2002. What you had in 1986 was most likely a chauffeurs license which only required a minimal written test to upgrade from your operators license. So who is really blowing smoke here?"

'I just can't stand Bulls*&% artists' Then stop posting BS as shown in your own words below! How can you stand yourself? 'Steve I do have my facts straight. But thanks for breaking down your finances for me. Your mom pays the mortgage and you pay everything else. I guess that is helping her to some extent. But with all that you don't have anything to support yourself. You would be in bad shape if you had to pay for a place to live on your own.' Irrelevant. Space filler. None of your business. Speculation. 'A 30% disability qualifies a person for medical retirement (from the military). If you really had a 30% disability you would not be eligible for re-enlistment as you constantly claim to be. The fact that for some reason you obtained one for having a bad back and a broken ankle during training doesn't sound right. Or at the very least fair considering REAL DISABLED VETS that have lost arms and legs have to fight to get anything over 10 percent.' Space filler. Speculation. Useless. No help NOW. 'But I did see something interesting that goes along with what I told you about the ADA. I did see where the California State supreme court concluded that since a worker had accepted(and performed) a job without a reasonable accommodation being made in the past even though he had a 30 percent disability when hired and the company was aware of it. That his lawsuit for failure to provide a reasonable accommodation failed because he had performed in the job without requesting an accommodation.' So what? Useless at this point. Specific case. Space filler. 'Were you receiving a 'reasonable accommodation' in the position for Tropicana that you were working in before??? How long were you performing the new job before you requested a reasonable accommodation (to get off early or to get off work for physical therapy???) I did read that they have to allow you time off for the visit. However, they do not have to pay you for this time off. They go by company policy for this.' Completely irrelevant NOW. None of your business. Space filler. 'By the way how did your arbitration go??? I was sure you would update us as soon as you could. Do you have to wait a month or so before hearing the outcome??' None of your business. Space filler. Who taught you to use more than one question mark? Is that to emphasize what is none of your business? Congratulations Steven! another boneheaded and useless post. What were you thinking?

By 'consumers' I meant consumers who have an fanatical tendency to defend Tropicana using apparent 'threats', 'Irrelevant statements' and 'speculation' at any cost. For instance 'consumer' 'Vacuum head' Steven in Jacksonville, Florida. All other consumers are welcome, especially handicapped individuals. I think Steve would probably agree with that.

By 'consumers' I meant consumers who have an fanatical tendency to defend Tropicana using apparent 'threats', 'Irrelevant statements' and 'speculation' at any cost. For instance 'consumer' 'Vacuum head' Steven in Jacksonville, Florida. All other consumers are welcome, especially handicapped individuals. I think Steve would probably agree with that.

By 'consumers' I meant consumers who have an fanatical tendency to defend Tropicana using apparent 'threats', 'Irrelevant statements' and 'speculation' at any cost. For instance 'consumer' 'Vacuum head' Steven in Jacksonville, Florida. All other consumers are welcome, especially handicapped individuals. I think Steve would probably agree with that.

By 'consumers' I meant consumers who have an fanatical tendency to defend Tropicana using apparent 'threats', 'Irrelevant statements' and 'speculation' at any cost. For instance 'consumer' 'Vacuum head' Steven in Jacksonville, Florida. All other consumers are welcome, especially handicapped individuals. I think Steve would probably agree with that.

Steve, I understand what is happening to you, since we had a similar experience with another large company and the ADA. Fortunately the Judge didn't believe the company lies. Please don't respond anymore to the 'consumers'. Consumers no nothing about the inner workings of Tropicana or what you are personally going through. Just keep stating the facts as they come up and no longer respond to the 'consumers'. They will look real silly talking to a 'brick wall' from now on. The 'consumers' are just throwing a 'smoke screen' to 'tie you up' answering them. They are responding to you in order to distract you and the thread readers from reading your reports and telling what is happening with your rip-off. The 'consumers' should be posting as 'Employee Insiders' to comply with RoR rules. However, they are afraid to do so, because it would blow their 'cover', and make them subject to company discipline for a variety of reasons. It would also reduce any credibility they might have, because then they would have a strong self interest in making their company look blameless and for you to look bad. The real idea of RoR is not for 'consumers' to 'bash' the poster continually about a specific company problem he has. The 'consumer' postings are irrelevant to the company problem because they have no 'insight' into the company in question. After all, they are only 'consumers'. Not employees. Therefore 'consumer' Steven, all of your postings are totally irrelevant and simply space fillers! You are a somewhat bright kid. Can you borrow some more 'brain power' from a friend and ask him how to use it? Then try very hard to figure out why your posts are all space fillers. If you can't do it, I will be glad to walk you through it again. Just say the word. We will all watch and see how long it takes you to figure it out. I personally don't think you have the 'marbles' to do it. Steven. I believe you are currently 'stalking' Steve. Read the Arizona law on Cyberstalking before you dig yourself a hole you can't get out of. It is very broad and appears to cover exactly what you are doing. All it would take is for someone to alert the proper Arizona authorities with your postings and let them decide if you are harassing or following Steve. That is all it takes to invoke the law! Read it! None of your posts should be here because, as a 'consumer' you have no credibility to answer the Author about complex company policy that you could not know anything about and his personal view on his own COMPANY issue, that you know very little about. If you are an ex-employee Find the balls somewhere to post that way.

I may not agree with Steve, but wow. Steven you sure are after him for whatever reason. Steve this guy is obviously provoking you, and doing a fine job at it to. I'd just let him rant if I were in your shoes, you never know if these reports may be used in your case. On an unrelated note, Robert I almost fell out of my chair. You joining the guard?!? All I can say is that I am truly shocked. I did a couple of years on Active Army and a couple In the Guard, try not to expect too much. It MAY be a different speed than you were used to.... ha ha. Congratulations anyway Robert, I dont envy your subordinates! Good Luck Steve, and keep an eye out when you get home after work. If you see a grown man in the bushes across the street with a pair of binoculars, it's probably steven.

"A 30% disability qualifies a person for medical retirement (from the military). If you really had a 30% disability you would not be eligible for re-enlistment as you constantly claim to be. The fact that for some reason you obtained one for having a bad back and a broken ankle during training doesn't sound right. Or at the very least fair considering REAL DISABLED VETS that have lost arms and legs have to fight to get anything over 10 percent." Wrong. A prior service veteran CAN reenlist with 30% disability. He/she must first do as I did...write the VA and request an immediate stop to the payments. I actually did this after I raised my hand and took the oath, but I had a connection holding my reenlistment paperwork in case something went wrong on the VA side. My checks stopped, and off I went. I go to school in FY2009 for the Army National Guard, and then go fulltime with my unit. Fulltime Guard is the same as Active Duty with one glaring exception...NO BABYSITTING! The main reason I got out of the Marines was because of babysitting adults capable of looking after themselves. My neighbors did not have anyone babysitting them, so why did I have to babysit the Marines living in the barracks? It made no sense. So now I have gone over to the Dark Side(as have 3 other Marines) and love it. Go for it Steve. Semper Fi.

Steve I do have my facts straight. But thanks for breaking down your finances for me. Your mom pays the mortgage and you pay everything else. I guess that is helping her to some extent. But with all that you don't have anything to support yourself. You would be in bad shape if you had to pay for a place to live on your own. A 30% disability qualifies a person for medical retirement (from the military). If you really had a 30% disability you would not be eligible for re-enlistment as you constantly claim to be. The fact that for some reason you obtained one for having a bad back and a broken ankle during training doesn't sound right. Or at the very least fair considering REAL DISABLED VETS that have lost arms and legs have to fight to get anything over 10 percent. But I did see something interesting that goes along with what I told you about the ADA. I did see where the California State supreme court concluded that since a worker had accepted(and performed) a job without a reasonable accommodation being made in the past even though he had a 30 percent disability when hired and the company was aware of it. That his lawsuit for failure to provide a reasonable accommodation failed because he had performed in the job without requesting an accommodation. Were you receiving a "reasonable accommodation" in the position for Tropicana that you were working in before??? How long were you performing the new job before you requested a reasonable accommodation (to get off early or to get off work for physical therapy???) I did read that they have to allow you time off for the visit. However, they do not have to pay you for this time off. They go by company policy for this. By the way how did your arbitration go??? I was sure you would update us as soon as you could. Do you have to wait a month or so before hearing the outcome??

Steven-Jacksonville, Once again, you make statements without the benefit of knowledge. For example, the one about my Mom. That's funny, at last I checked, I pay ALL of her bills except her mortgage which eats up her entire SS check. I pay all utilities, cable, phone, internet, house maintenence, house repairs [built in 1957], replacement and repair of appliances, 3 of her credit cards, car insurance, car repairs, gas for her car, car registration, half or more of food, even her newspaper delivery! I pay everything! So, where did you get your assumption from? Probably out of your crackpipe. Anytime you want to see this one in court on a defamation suit, just let me know. I'll step right up. Put up or shut up. Once again, I ask, WHAT EXACTLY is your fascination with me? You are obsessed with me like a stalker. It is very creepy as are you. You must work for QTG/PepsiCo. What exactly is your connection to this topic and me/my case? Like I said before, I don't hold grudges. Tropicana makes this right, it is water under the bridge as far as I am concerned. It would never even be a topic of conversation. That's just the way I am. Do what's right and move on. pretty simple concept, right? **And, the JENNY WILLIAMS post is the one where she is the Tropicana HR Director, married to Kahreem Williams, registered sex offender on felony probation who is accomodated to go to the felony probation office and has been for the past 2+ years, but they would not accomodate me 1 hr twice per week for medical care with a 10 week duration and appts being scheduled outside my normal shift with only forced overtime being affected. And, there is no question about Javiers sexuality. No question in my mind. And, that sexual orientation affects the way he does his job, and is a big part of why we are where we are today. He is too 'sensitive" like a woman. Makes bad decisions due to it. There is no other PepsiCo - Tropicana owned place to work, so your suggestion is just pure stupidity. Imagine that. I never said I had 24-25 years of commercial driving experience. Where did you get that from? Another crack pipe delusion? You make many comments that you simply cannot back up. You are a stalker. A very creepy stalker. I bet you like small children, don't you? >>> Submitted: 8/18/2008 4:43:48 PM Modified: 8/18/2008 4:44:54 PM Steven Jacksonville, Florida U.S.A. Steve ole buddy Which post is the Jenny Williams one??? I probably didn't say anything cause one or two threads is enough right????? You are just ticked because you have been exposed for the fraud that you are. I may be a tool but at least I don't have to live with my mom because I can't make enough to support myself (as opposed to really helping her as you stated you are doing). It's nice that you don't live on welfare it shows a trace of character anyway. Seems I should be more direct with you since you can't understand anything else. The arbitrator may agree that it is not a good decision to compel Tropicana to re-hire you. They will probably call in people to say what a disruption it would be as well as a hostile work environment (polite way of saying they think you are unstable and may go postal). Let's face it Steve if you are questioning Javier's sexuality here I can only imagine that you had done so around Tropicana as well as other conversations. I think you will find that during the arbitration hearings they will be bringing your conduct over the course of the last year up as well. I would think that if you really had 24 or 25 years of commercial driving experience that you would have other opportunities (even temp ones) that would not involve contact with Tropicana or its servicers (or vendors). If they do decide to re-hire you they may very well make it on a condition that you work someplace else other than Bradenton. That way they can insure that you will get a clean start and everything will be water under the bridge as far as they (and you) are concerned. The funny thing is if you decline this they may not have to go to court with you at all because they offered you your job back and YOU declined it. Good luck. I look forward to reading how your arbitration went. >>>

Danny, Thanks for your input. I do appreciate it. Take care, Steve

Danny, Thanks for your input. I do appreciate it. Take care, Steve

Danny, Thanks for your input. I do appreciate it. Take care, Steve

Danny, Thanks for your input. I do appreciate it. Take care, Steve

Which post is the Jenny Williams one??? I probably didn't say anything cause one or two threads is enough right????? You are just ticked because you have been exposed for the fraud that you are. I may be a tool but at least I don't have to live with my mom because I can't make enough to support myself (as opposed to really helping her as you stated you are doing). It's nice that you don't live on welfare it shows a trace of character anyway. Seems I should be more direct with you since you can't understand anything else. The arbitrator may agree that it is not a good decision to compel Tropicana to re-hire you. They will probably call in people to say what a disruption it would be as well as a hostile work environment (polite way of saying they think you are unstable and may go postal). Let's face it Steve if you are questioning Javier's sexuality here I can only imagine that you had done so around Tropicana as well as other conversations. I think you will find that during the arbitration hearings they will be bringing your conduct over the course of the last year up as well. I would think that if you really had 24 or 25 years of commercial driving experience that you would have other opportunities (even temp ones) that would not involve contact with Tropicana or its servicers (or vendors). If they do decide to re-hire you they may very well make it on a condition that you work someplace else other than Bradenton. That way they can insure that you will get a clean start and everything will be water under the bridge as far as they (and you) are concerned. The funny thing is if you decline this they may not have to go to court with you at all because they offered you your job back and YOU declined it. Good luck. I look forward to reading how your arbitration went.

Steve - Bradenton, Florida - Having read up on this situation, I have to say that what this company did to you was both unlawful and unfair. It's things like what Tropicana did to you that are driving this nation down in terms of the treatment of individuals with disabilities. I give you my support as a disabled person that one day, we will prove to the world our worth.

Steve - Bradenton, Florida - Having read up on this situation, I have to say that what this company did to you was both unlawful and unfair. It's things like what Tropicana did to you that are driving this nation down in terms of the treatment of individuals with disabilities. I give you my support as a disabled person that one day, we will prove to the world our worth.

Steve - Bradenton, Florida - Having read up on this situation, I have to say that what this company did to you was both unlawful and unfair. It's things like what Tropicana did to you that are driving this nation down in terms of the treatment of individuals with disabilities. I give you my support as a disabled person that one day, we will prove to the world our worth.

Steven-Jacksonville, You just continue to prove how ignorant you really are. And your addiction to my posts resemble that of a stalker. What, EXACTLY is your interest in me? Do you not have a life of your own? You are truly pathetic. Yes, I do have 2 DD214's. I never said, or even implied that I only had only 1. What is your point? Furthermore, I did suffer injuries during my first period of service, which were all well documented. They were aggravated by my second period of service, in addition to the new injuries. And, this has all been completely spelled out before, but you are just to stupid to pay attention. FYI...REASONABLE ACCOMODATION does NOT have to be requested PRIOR to hire, or the taking of a new job with your present employer. It is not a requirement so your jibberish here is totally irrelevant, once again. I never circulated any petition. Where did you get that from? Once again you make unfounded statements based on your ignorance and possibly your meds. I have often worked more than 1 job at the same time. I have worked up to 3 jobs at one time to make ends meet as needed. Keeping in mind they were not all full time and/or permanent. Once again, you prove your ignorance as to what the union can and cannot do. The union cannot / will not "sue" the company in my case. That is simply not how it works. There is a grievance process that must be followed. It is all spelled out, but you just need to know how to read, so you are once again, out of luck. I cannot speak on why the union will or will not do something on my behalf. I cannot read anyones mind, and I cannot speak for them. However, this case started when Wendell Butler was President, and he was useless, and most likely in bed with the company. That is most likely why the ball was dropped. The union is spending big money on my arbitration case. Arbitration is the next step in the union grievance procedure. It is not the contractual agreement for the union to pay to represent me in a court case, however, I have consulted 2 different outside lawyers and 1 will take the case on a contingency fee basis if needed. No problem. FYI...Tropicana changes management like underwear. Especially in HR. You should know this as you are a QTG shill. I never "lashed out" at anyone. Tropicana HR engaged in Illegal and unethical conduct and I exposed that conduct, as I should have. As far as the number of jobs I have had, I have done that for my own purposes, intentionally, and it is none of your business. I have no problem keeping a job. I choose who I work for and for how long based on my needs and those of my family. And, many jobs I worked were just to avoid collecting unemployment. Temporary. You know what a temp job is, right? And, there are more "bad employers" than bad employees. This is a fact. And, this is coming to light in the public eye more every day. It appears that the MAJORITY of employers trample employees legal rights. Hint: That is why we have unions. I "put the nails in my own coffin"? I'm not dead yet! You still havent responded to my Jenny Williams post! Come on! No balls? Lets keep that one at the top of search results for awhile. You are a genuine tool, and a stalker. Get a life. >>>> Submitted: 8/17/2008 1:56:13 PM Modified: 8/17/2008 8:26:34 PM Steven Jacksonville, Florida U.S.A. That's nice You should have gotten another DD214 when they let you go from the Army or National Guard (which ever one you claim released you were injured during training because of your back problems and ankle right). That one would supercede your USAF DD214. Unless you are trying to tell me that your injuries go back to 1994, in which case you should have been given a disability discharge then instead of later. As far as the ADA thing goes. What 'reasonable accommodation' was noted before you took the job (the last one you had at Tropicana). It almost looks like you requested the accommodation after your attempts to reduce the work hours (on the petition you circulated) failed. The real problem with you Steve is that you seem to lack the judgement or responsibility that would be expected of someone that is in their mid to late 40's. What is the longest you have ever held a job??? Seeing as you have supposedly worked as a skip tracer, retail, as well as the mortgage industry (unless those other posts are made by someone claiming to be you) since your departure from the USAF in 94. Seems kind of funny that you have worked in so many different fields yet can't seem to stay on the job very long. Does this indicate a pattern to you??? It would to me as well as anyone else. You should really consider working for yourself (I sincerely mean that). That way you could work they way you want. You didn't answer my question about the union though. Why haven't they sued Tropicana??? Why are they making you pay for your own attorney (if you decide to continue on with your efforts after arbitration fails). I would think they at least owe you that much. Just seems that they would prefer to keep the contract with Tropicana then doing anything to endanger it. The union is screwing you as much as Tropicana (if not more so by not enforcing the contract). Messing with HR is one of the dumbest things anyone could ever do Steve. They are the mouth piece of the company. They will always have the backing of management in anything they do. You put the nails in your own coffin by lashing out against Javier and Jenny (even though they should most certainly be called out for their actions. That is something that should have been done thru the union (as opposed to here). >>>

You should have gotten another DD214 when they let you go from the Army or National Guard (which ever one you claim released you were injured during training because of your back problems and ankle right). That one would supercede your USAF DD214. Unless you are trying to tell me that your injuries go back to 1994, in which case you should have been given a disability discharge then instead of later. As far as the ADA thing goes. What "reasonable accommodation" was noted before you took the job (the last one you had at Tropicana). It almost looks like you requested the accommodation after your attempts to reduce the work hours (on the petition you circulated) failed. The real problem with you Steve is that you seem to lack the judgement or responsibility that would be expected of someone that is in their mid to late 40's. What is the longest you have ever held a job??? Seeing as you have supposedly worked as a skip tracer, retail, as well as the mortgage industry (unless those other posts are made by someone claiming to be you) since your departure from the USAF in 94. Seems kind of funny that you have worked in so many different fields yet can't seem to stay on the job very long. Does this indicate a pattern to you??? It would to me as well as anyone else. You should really consider working for yourself (I sincerely mean that). That way you could work they way you want. You didn't answer my question about the union though. Why haven't they sued Tropicana??? Why are they making you pay for your own attorney (if you decide to continue on with your efforts after arbitration fails). I would think they at least owe you that much. Just seems that they would prefer to keep the contract with Tropicana then doing anything to endanger it. The union is screwing you as much as Tropicana (if not more so by not enforcing the contract). Messing with HR is one of the dumbest things anyone could ever do Steve. They are the mouth piece of the company. They will always have the backing of management in anything they do. You put the nails in your own coffin by lashing out against Javier and Jenny (even though they should most certainly be called out for their actions. That is something that should have been done thru the union (as opposed to here).

Steven-Jacksonville [QTG Shill], The point here is that you made several assumptions on many things that you know nothing about. You somehow tied together the requirement for someone to be on SS to be legally aisabled. This is simply ridiculous, and is totally irrelevant. [FYI..Yes, that was a typo earlier]. In order to collect SS as a disabled person who is not yet retirement age, you must be totally disabled and unable to work at all, and must have no other means of support. It is welfare. And, having "veterans preference" for hire is totally different than being legally disabled and/or having a VA disability rating. I never spoke of Veteran's preference. I never asked for Veteran"s preference. Veteran's preference is NOT the issue here. It never was. Totally irrelevant. I made a written request for "reasonable accomodation" under the ADA. That request for reasonable accomodation was simply to accomodate me in getting medical care 1 hr, twice per week in which I only asked for a release from forced overtime, as these appt's were scheduled before the start of my normal shift. Is that REALLY that hard for you to comprehend? I have only stated it several dozen times. As far as the working of the 12-16 hour shifts, they are back to back and continuous. And, no, there is not 4-5 days off in between. If there was, I could have scheduled my medical appt's on those days, right? So, once again, you prove you have absolutely no common sense. As far as re-entry codes go, there are MAN different re-entry codes. For example, after my first period of service that ended in 1994, my re-entry code was a "1J" on an Honorable Discharge, and which allowed me to re-enter in 2004! As far as my "temp" job goes, yes, I am still on it now for more than 10 months since being suspended/terminated from Tropicana. I thought I made that very clear in several other posts that you already responded to. You might want to brush up on your reading and comprehension skills. You do not understand my union contract, nor do you understand how the Tropicana HR Thugs operate. That contract means nothing to them. They feel they can do as they wish, and they feel they are above the law. Literally. You obviously don't understand the implications of a case going to Arbitration. IF I win, and the arbitrator issues a "make whole" determination, the company has no choice but to put me back on the job. It is not optional. And, if I lose at arbitration, I still retain my rights to go to court against the HR pukes individually and the company, as well as whatever else I decide to do like national boycott websites, etc. Since you stated you served in the military, you should know that you cannot defeat an opponent who has nothing to lose. I have nothing to lose, and I WILL get satisfaction in this case. One way or the other. Tropicana HR could have settled this early on for only $4770 in lost wages, and a handshake and return to work, but they CHOSE not to. This case only went this far because tropicana HR wanted it to. I did absolutely nothing wrong, and I met every requirement of my contract and job classification. There was no "cause" to terminate me. I held them accountable under the contract and the law, so they FABRICATED "cause" so they could terminate me. They were just so arrogant they never figured I would fight back. That is a display of both arrogance and stupidity. Just like your attitude. But it fits since you are obviously a QTG shill. >>> Submitted: 8/15/2008 4:01:50 PM Modified: 8/15/2008 5:42:17 PM Steven Jacksonville, Florida U.S.A. Okay lets try this again. Third and last time?? 'First of all, Social Security has absolutely nothing to do with anything. Absolutely irrelevent. A person does not have to have Social Security Disability to be considered legally disabled. Where did you get that?' Well Steve just meant it might help your case if indeed you are truly disabled and/or unable to work the full shift. By the way you spelled irrelevant wrong (another typo??) 'Second, NOTHING in any my complaints even addresses 'preference'. I never asked for 'preference' so everything you have written here is absolutely IRRELEVENT. Once again, you show your ignorance.' Once again Steve you obviously did not read the VEOA. Just says that employers should give a preference to those parties that are disable veterans or other protected veterans (such as myself). Says that they should be the last to be laid off and the first ones to come back. That is the preference. That is twice you spelled irrelevant wrong. 'Tropicana HR dept broke the law [3 times] and violated the union contract [3 times]. That is my complaint. I was NOT fired 'for cause'. Nice try j*****f. And, I never stated that Tropicana could not fire me for cause, even under ADA requirements. Where did you get that from? You REALLY need to learn how to read and comprehend.' I comprehend what you are saying just fine Steve. My guess is that my replies are flying way over your head. I don't recall saying that you were fired for not meeting any requirements ADA or other. I merely said that you were not exempt from any performance standards. If you 'read and comprehend' the ADA it says that you must still meet performance expectations of your job. I was just wondering if they tied the shift requirements in with the job description. Mainly I just wonder why the union does not sue for breach of contract as opposed to having you stand up for yourself. Isn't that part of being a member of the union involves is having them represent you and look out for your interests (as a group). 'Third, I actually have a 're-entry code' on myDD214! Not that I could actually pass the entrance physical again anyway, but I do have one. Just the statement about 'calling the Army folks'.... and have them 'reclassify' me is absolutely absurd. It simply does not work that way, but since you obviously have never served a day in the military, you would not know that.' Wrong Steve, another false assumption on your part. You should ask before making such statements. I served in the military for 9 years and got out as an E-6. I merely wanted to point out to you that if you were discharged due to disability that your code should be RE-4 (something) if you had an RE-1 for example I could probably dispute your DD-214 as being falsified since RE-1 means qualified for re-enlistment. This could hardly be the case if you were discharged for being disabled now could it??? 'Fifth, there is no such thing as 'scheduling a meeting' or 'getting my job back in a week', etc. You just prove your ignorance once again.' That's funny I could have sworn I read that info in your union contract. Did I misunderstand something?? Could have sworn it said that you could not be fired for minor infractions only for cause. Then it went down a couple of paragraphs and said something about a meeting to be held within one week of firing. 'FYI..I did NOT just go out and get another job as you stated. I went to a TEMP agency and took a TEMP position which is DAY TO DAY. Therefore, my plans were to get the issue resolved through the grievance process, and return to my job at Tropicana.' Okay thanks for straightening that out. I was just merely going by your response to Parker on another thread. You said you had another job within a week. Is your current job a TEMP job also??? I know I'm a tool and such but alot of times you can get a good opportunity thru a TEMP agency. You just need to have a positive attitude towards the job and show that you may be a match. I did that years ago. Started at a bank as a temp (bank operations) and worked my way up from there. Took advantage of tuition reimbursement and got an AS to go along with my current job field in networking. All that from a TEMP job. 'That is still my plan. As I stated before, I liked my job at Tropicana, and liked everyone I worked with too. I never had a problem with anyone at Tropicana other than the HR dept idiots. And, like I stated before, I do not hold a grudge of any kind. If this gets settled, it is water under the bridge as far as I am concerned.' If you say that is so then I will take it at face value. My only concern was that the way you ranted made things even more difficult for Tropicana to hire you back. They probably wouldn't do so now because you could claim harassment and abuse (even if you were the one doing the abusing since you could get away with it because they are retaliating against you (do you see the catch??)) 'The reason others are not coming forward on this site is mainly the fear of retaliation by Tropicana / PepsiCo. And, Robert - Bradenton has been laid off and is up north as of the last I heard. people are scared of retaliation at Tropicana. It is standard practice. Intimidation and Retaliation.' Just seems that they could post anonymously and give you some type of support. After all 'ED' will not give out info about posters right??? Also For Tropic. As an HR person I would think you would pay closer attention to your spelling (especially when it comes to knowing when to use 'THERE' or 'THEIR' Thanks Steve W. >>>

"First of all, Social Security has absolutely nothing to do with anything. Absolutely irrelevent. A person does not have to have Social Security Disability to be considered legally disabled. Where did you get that?" Well Steve just meant it might help your case if indeed you are truly disabled and/or unable to work the full shift. By the way you spelled irrelevant wrong (another typo??) "Second, NOTHING in any my complaints even addresses 'preference'. I never asked for 'preference' so everything you have written here is absolutely IRRELEVENT. Once again, you show your ignorance." Once again Steve you obviously did not read the VEOA. Just says that employers should give a preference to those parties that are disable veterans or other protected veterans (such as myself). Says that they should be the last to be laid off and the first ones to come back. That is the preference. That is twice you spelled irrelevant wrong. "Tropicana HR dept broke the law [3 times] and violated the union contract [3 times]. That is my complaint. I was NOT fired 'for cause'. Nice try j*****f. And, I never stated that Tropicana could not fire me for cause, even under ADA requirements. Where did you get that from? You REALLY need to learn how to read and comprehend." I comprehend what you are saying just fine Steve. My guess is that my replies are flying way over your head. I don't recall saying that you were fired for not meeting any requirements ADA or other. I merely said that you were not exempt from any performance standards. If you "read and comprehend" the ADA it says that you must still meet performance expectations of your job. I was just wondering if they tied the shift requirements in with the job description. Mainly I just wonder why the union does not sue for breach of contract as opposed to having you stand up for yourself. Isn't that part of being a member of the union involves is having them represent you and look out for your interests (as a group). "Third, I actually have a 're-entry code' on myDD214! Not that I could actually pass the entrance physical again anyway, but I do have one. Just the statement about 'calling the Army folks'.... and have them 'reclassify' me is absolutely absurd. It simply does not work that way, but since you obviously have never served a day in the military, you would not know that." Wrong Steve, another false assumption on your part. You should ask before making such statements. I served in the military for 9 years and got out as an E-6. I merely wanted to point out to you that if you were discharged due to disability that your code should be RE-4 (something) if you had an RE-1 for example I could probably dispute your DD-214 as being falsified since RE-1 means qualified for re-enlistment. This could hardly be the case if you were discharged for being disabled now could it??? "Fifth, there is no such thing as 'scheduling a meeting' or 'getting my job back in a week', etc. You just prove your ignorance once again." That's funny I could have sworn I read that info in your union contract. Did I misunderstand something?? Could have sworn it said that you could not be fired for minor infractions only for cause. Then it went down a couple of paragraphs and said something about a meeting to be held within one week of firing. "FYI..I did NOT just go out and get another job as you stated. I went to a TEMP agency and took a TEMP position which is DAY TO DAY. Therefore, my plans were to get the issue resolved through the grievance process, and return to my job at Tropicana." Okay thanks for straightening that out. I was just merely going by your response to Parker on another thread. You said you had another job within a week. Is your current job a TEMP job also??? I know I'm a tool and such but alot of times you can get a good opportunity thru a TEMP agency. You just need to have a positive attitude towards the job and show that you may be a match. I did that years ago. Started at a bank as a temp (bank operations) and worked my way up from there. Took advantage of tuition reimbursement and got an AS to go along with my current job field in networking. All that from a TEMP job. "That is still my plan. As I stated before, I liked my job at Tropicana, and liked everyone I worked with too. I never had a problem with anyone at Tropicana other than the HR dept idiots. And, like I stated before, I do not hold a grudge of any kind. If this gets settled, it is water under the bridge as far as I am concerned." If you say that is so then I will take it at face value. My only concern was that the way you ranted made things even more difficult for Tropicana to hire you back. They probably wouldn't do so now because you could claim harassment and abuse (even if you were the one doing the abusing since you could get away with it because they are retaliating against you (do you see the catch??)) "The reason others are not coming forward on this site is mainly the fear of retaliation by Tropicana / PepsiCo. And, Robert - Bradenton has been laid off and is up north as of the last I heard. people are scared of retaliation at Tropicana. It is standard practice. Intimidation and Retaliation." Just seems that they could post anonymously and give you some type of support. After all "ED" will not give out info about posters right??? Also For Tropic. As an HR person I would think you would pay closer attention to your spelling (especially when it comes to knowing when to use "THERE" or "THEIR" Thanks Steve W.

It appears that a college education means very little, as this alleged college graduate cannot spell or use proper word tense, etc.. First, there is no reson to capitalize "Corporate World". Second, and my favorite! "there" should be "their" and Masters should be followed with the word degree, or have an ' following it. Third, the ONLY reason Tropicana has a union in place, is that at one time or another the working conditions were horrid. That is why employees seek union representation in the first place! Think about it! Companies who treat their employees fairly and with respect do not have to worry about unions! The union isn't going anywhere. Deal with it. And go back to school to learn how to spell and form an intelligent sentence. Furthermore, I see so many "college educated" people working at menial jobs like McDonalds, etc. which means that college education in itself is worthless. The problem with many college graduates, like you, is that you have absolutely no common sense, and no street sense. You are useless. >> Submitted: 8/3/2008 7:58:24 PM Modified: 8/3/2008 11:42:12 PM Tropics Bradenton, Florida U.S.A. Senior HR Manager Steve, I believe and am assuming you are not college educated or you would acknowledge your lack of ability to understand 'Senior HR Manager' title. Doofus, first please understand that in the Corporate World we do not acquire senior by age or longevity in a department. This is more of a Union assumption or process. In the educated world Senior means a level that you are hire at or promoted to. You can come in as a new employee and be a Senior Manager, or Senior HR Manager, as this has nothing to do with how long you have worked at a company. I could be hired today at any large company and become a Senior Supply Chain Manager, am I young - Yes, College Education - yes. Most Senior Mangers not only have a college 4 yr degree but also there Masters. Just wanted to clear that up with you as I see you have a union mentality. The best thing that could happen to Tropicana is to get rid of the union in my opinion. >>

I wondered what it would take to get Javier "out of the closet". I guess I hit a nerve here. And, I do mean "out of the closet" literally. What educated person would use the term "doofus" to address someone. And, I can bet that I am far more educated than the idiot who wrote the rebuttal indicated. I DO have a college education, AND a "real world" education to back it up. I don't care what "senior" means in the screwed up world of HR. But I do know what it means in the REAL WORLD. Look it up in the dictionary, if you actually know how to read. Senior is an indication of time, and/or age. The older you are, or the more time you have in makes you "senior". This is not just a "union mentality" as you claimed, but is REALITY, which you obviously have no grasp on. Every HR puke wants to get rid of the union. That makes it easier for you to run a totalitarian society. You would like that wouldn't you? At least I know that the provisions of the ADA supercede all comany policies or union contracts. Javier feliciano did not know this, and put his ignorance on record, twice. So, what were you saying about being "uneducated". I have forgotten more than you will ever know about labor standards and the like. Go back to the gay bar now. You are officially out of the closet. >>> Submitted: 8/3/2008 7:58:24 PM Modified: 8/3/2008 11:42:12 PM Tropics Bradenton, Florida U.S.A. Senior HR Manager Steve, I believe and am assuming you are not college educated or you would acknowledge your lack of ability to understand 'Senior HR Manager' title. Doofus, first please understand that in the Corporate World we do not acquire senior by age or longevity in a department. This is more of a Union assumption or process. In the educated world Senior means a level that you are hire at or promoted to. You can come in as a new employee and be a Senior Manager, or Senior HR Manager, as this has nothing to do with how long you have worked at a company. I could be hired today at any large company and become a Senior Supply Chain Manager, am I young - Yes, College Education - yes. Most Senior Mangers not only have a college 4 yr degree but also there Masters. Just wanted to clear that up with you as I see you have a union mentality. The best thing that could happen to Tropicana is to get rid of the union in my opinion. >>>

Steve, I believe and am assuming you are not college educated or you would acknowledge your lack of ability to understand "Senior HR Manager" title. Doofus, first please understand that in the Corporate World we do not acquire senior by age or longevity in a department. This is more of a Union assumption or process. In the educated world Senior means a level that you are hire at or promoted to. You can come in as a new employee and be a Senior Manager, or Senior HR Manager, as this has nothing to do with how long you have worked at a company. I could be hired today at any large company and become a Senior Supply Chain Manager, am I young - Yes, College Education - yes. Most Senior Mangers not only have a college 4 yr degree but also there Masters. Just wanted to clear that up with you as I see you have a union mentality. The best thing that could happen to Tropicana is to get rid of the union in my opinion.

Steven-Jacksonville, Once again, you prove your ignorance. Here's why. First of all, Social Security has absolutely nothing to do with anything. Absolutely irrelevent. A person does not have to have Social Security Disability to be considered legally disabled. Where did you get that? Second, NOTHING in any my complaints even addresses "preference". I never asked for "preference" so everything you have written here is absolutely IRRELEVENT. Once again, you show your ignorance. Tropicana HR dept broke the law [3 times] and violated the union contract [3 times]. That is my complaint. I was NOT fired "for cause". Nice try j*****f. And, I never stated that Tropicana could not fire me for cause, even under ADA requirements. Where did you get that from? You REALLY need to learn how to read and comprehend. Third, I actually have a "re-entry code" on myDD214! Not that I could actually pass the entrance physical again anyway, but I do have one. Just the statement about "calling the Army folks"....and have them "reclassify" me is absolutely absurd. It simply does not work that way, but since you obviously have never served a day in the military, you would not know that. Fourth, the reason for separation listed on my DD-214 is "DISABILITY". Fifth, there is no such thing as "scheduling a meeting" or "getting my job back in a week", etc. You just prove your ignorance once again. FYI..I did NOT just go out and get another job as you stated. I went to a TEMP agency and took a TEMP position which is DAY TO DAY. Therefore, my plans were to get the issue resolved through the grievance process, and return to my job at Tropicana. That is still my plan. As I stated before, I liked my job at Tropicana, and liked everyone I worked with too. I never had a problem with anyone at Tropicana other than the HR dept idiots. And, like I stated before, I do not hold a grudge of any kind. If this gets settled, it is water under the bridge as far as I am concerned. The reason others are not coming forward on this site is mainly the fear of retaliation by Tropicana / PepsiCo. And, Robert - Bradenton has been laid off and is up north as of the last I heard. people are scared of retaliation at Tropicana. It is standard practice. Intimidation and Retaliation. You are totally clueless as to the issues at hand here. You are a genuine idiot. You obviously have no grasp on the ADA or the "reasonable accomodation" requirements. Learn how to read. And, I permormed my job as good if not better as anyone else. Job performance was NEVER an issue. And, my request for accomodation was specifically for medical care and the only thing affected was forced overtime. 1 hour, twice per week. I don't see that as unreasonable. Furthermore, the 8 hours between punch out and punch in after a 12 or 16 hour shift puts everyone at risk, as this allows for only a maximum of 4 hours sleep. Nobody can function safely or at full efficiency on only 4 hours sleep. This is a documented fact. It is also a documented health risk. Sleep deprivation KILLS. What part of that can you not comprehend? You are a tool. >>> Submitted: 7/29/2008 3:24:29 PM Modified: 7/29/2008 6:57:54 PM Steven Jacksonville, Florida U.S.A. Only problem is you are not disabled So what is the status of your social security disability claim?? Did you file for disability?? What percentage did they give you??? The thing is the 30 percent disability from the govt is only saying that you no longer qualify for military service. Your RE code should now be RE-4 something. If its not then you should call the army folks and have them reclassify you. Why not check out USAJOBS and apply for a government job. The 30 percent would probably help you out a little bit. What about govt contract work??? Did you read the part in the ADA that says that you are still supposed to be held to the same performance standard as others??? If you work 12 on 6 off for 5 days or so how many do you get off???? Just wondering since usually shifts like that would have maybe 4 to 5 days off at a stretch considering you put in about 80 hours or so during that one week. VEOA - Sorry Stevie boy nothing says that Tropicana can't fire you for cause even though you claimed status under this act. Just says that in case of layoffs that you would be one of the last choices to get laid off (but isn't that where the union steps in anyway???). Why wasn't the union able to get you your job back within a week??? Is that because you got another job somewhere else before they could schedule a meeting??? Speaking of which why aren't any union buds coming up here and posting??? What about your old shop steward Robert (from Bradenton, just to clear that up)?? Maybe he doesn't like you trying to take credit for complaints he made to OSHA. >>>

So what is the status of your social security disability claim?? Did you file for disability?? What percentage did they give you??? The thing is the 30 percent disability from the govt is only saying that you no longer qualify for military service. Your RE code should now be RE-4 something. If its not then you should call the army folks and have them reclassify you. Why not check out USAJOBS and apply for a government job. The 30 percent would probably help you out a little bit. What about govt contract work??? Did you read the part in the ADA that says that you are still supposed to be held to the same performance standard as others??? If you work 12 on 6 off for 5 days or so how many do you get off???? Just wondering since usually shifts like that would have maybe 4 to 5 days off at a stretch considering you put in about 80 hours or so during that one week. VEOA - Sorry Stevie boy nothing says that Tropicana can't fire you for cause even though you claimed status under this act. Just says that in case of layoffs that you would be one of the last choices to get laid off (but isn't that where the union steps in anyway???). Why wasn't the union able to get you your job back within a week??? Is that because you got another job somewhere else before they could schedule a meeting??? Speaking of which why aren't any union buds coming up here and posting??? What about your old shop steward Robert (from Bradenton, just to clear that up)?? Maybe he doesn't like you trying to take credit for complaints he made to OSHA.

This is a perfect example of INCOMPETENCE! And, the best part is, that it is documented on an official transcript of the Joint Area Council procedings held in San Antonio TX. Javier Feliciano stated, ON RECORD that the provisions of the Union Contract supercede the provisions of the ADA! He said this with a straight face, and even after Robert Tuttle of Teamsters Local 173 who was representing me corrected him, on the record, he maintained his position! This is all on the record. Therefore, I can hereby validate my claim that Javier Feliciano is INCOMPETENT. It also proves that Tropicana HR is a blatant violator of FEDERAL LAWS, because on both of my prior 2 events, the HR staff maintained the same position. First was Tulsa Everett, and later was Jenny Williams. They think they are above the law. They need to be stopped.

I was fired from Tropicana - bradenton plant last Sept by Javier Feliciano allegedly for "dishonesty", which by the way, they have not been able to substantiate to this day. However, I did a little internet research on Javier Feliciano and found his LinkedIn profile. [ http://www.linkedin.com/in/javierfeliciano ]. After reading his profile, it seems that he sets the standard for DISHONESTY! See below. He states on his profile that he works in "Sarasota" for "PepsiCo" as a "Senior Human Resources Manager AT PEPSICO" with 10,001 or more employees". This is flat out dishonesty and misrepresentation!! Talk about being on an ego trip! WOW!! The TRUTH is, that he is the HR Manager at TROPICANA - Bradenton Plant with approx 800 employees! I don't know how "senior" he is, as there are many other HR Reps that have been there far longer and are much older [he is only 36-37], so I don't see how "senior" applies here. Just more smoke and mirrors, and proof of the ethical standard set by Tropicana HR [PepsiCo - QTG] is VERY low!!. Dishonesty? Not on my part. Guaranteed. Javier should look in the mirror. It also appears that he is JOB HUNTING. I hope his future / prospective employers see this misrepresentation. >>>> Javier Feliciano's LinkedIn profile: Javier Feliciano Senior Human Resources Manager at PepsiCo Sarasota, Florida Area Contact Directly Get introduced through a connection Current Senior Manager Human Resources at PepsiCo Past Human Resources Supervisor at Ford Motor Company Education Michigan State University Connections 21 connections Industry Consumer Goods ------------------------------- Javier Feliciano's Experience Senior Manager Human Resources PepsiCo (Public Company; 10,001 or more employees; Consumer Goods industry) February 2006 Present (2 years 5 months) Human Resources Supervisor Ford Motor Company (Public Company; 10,001 or more employees; Automotive industry) December 2000 February 2006 (5 years 3 months) ---------------------------- Javier Feliciano's Education Michigan State University MS, Labor and Industrial Relations & Human Resources Mgmt, 1991 1999 -------------------------- Javier Feliciano's Contact Settings Interested In: job inquiries expertise requests business deals reference requests getting back in touch >>>

Steven-Jacksonville, How dense are you? Really?? You either really do not know anything, or you are very bad at pretending to be dumb. It is obvious you have some vested interest here in both me and one or more Pepsico owned companies. I am not "stalking" anyone. I simply made an honest update here on my case, and you were right there. And, you were not only there on those threads, but you reasearched and responded to several other unrelated threads in an attempt to revive them back to the top of results. FYI...I had absolutely no idea that my current employer had dealings with Tropicana prior to me going to work for this other employer. I was referred to this other job by the same agency that sent me to Tropicana! Furthermore, how many employers do you think will hire someone who was just fired and cannot get a good reference from that employer, AND has an open Union grievance pending as well as State and federal labor complaints pending. Are you really that clueless? You can't be! Do you also know how bad the current job market is? You must not. Once again, how clueless can you really be? I consider myself LUCKY to have the job I have now and for the fantastic treatment I get there. They are truly good people who treat others like human beings instead of property or cattle like is the common treatment at Tropicana. And, this other job does not fire me or retaliate against me when I need medical care or have a valid appointment. They accomodate me. Reasonable accomodation? Yep, that's all I ever asked for at Tropicana. That's right, all I expected was compliance with the law and the Union contract. FYI..The probationary period is only 30 days at Tropicana as per the union contract. And, I never asked for anything unreasonable as far as hours went. I was willing and able to work 12 hours a day 7 days a week if needed. That was NEVER a problem. So, ONCE AGAIN, I suggest you learn how to READ and COMPREHEND what was ACTUALLY written. I am not going to re-hash my entire case every time some moron like you makes some stupid uninformed comment. If you are NOT "stalking" me and/or you have no connection to any PepsiCo owned company, or my case, may I suggest that you just go away. I do not need or want your input here. Go somewhere else and be stupid. Why are you compelled to be here on this thread? What is your purpose Is that too much to ask? We'll see. >>> Submitted: 5/29/2008 4:15:01 PM Modified: 5/30/2008 6:50:25 AM Steven Jacksonville, Florida U.S.A. I know more than you think Let's face it Steve you are stalking Tropicana not the other way around. You mean to tell me that the only job you could find just happens to give you the opportunity to have access to Tropicana. I would think that a supposedly very experienced driver with a CDL should have plenty of opportunities available to him. Just so we are straight explain this to me --- If someone complains about the union the same way you complain about Tropicana - no one will say anything to him right??? No form of counseling or punitive actions??? Yeah right from the group of people that try to cause problems for people bad mouthing the union. So tell me how long did you work at Tropicana before all this started going down. Could have sworn you said a few months. I seem to recall most jobs have a 120 day period during which you can quit or they can fire you with no notice - kind of a period of time that you can decide if this is the job you want and company you want to work with. If you had major problems that caused you to request a cut in your hours then why wait until after that period of time. You could have easily said that this wasn't the job for you. No harm, no foul just not able to work the hours. Did the union sign a new contract??? Thought I read the current one was up for renewal some time soon. Did anyone see about changing the hours of the shift so that you wouldn't have to work 10 or 12 hours on, then get 6 hours off and then come back. Seems to me that would be a good thing to change in the contract. >>>

Let's face it Steve you are stalking Tropicana not the other way around. You mean to tell me that the only job you could find just happens to give you the opportunity to have access to Tropicana. I would think that a supposedly very experienced driver with a CDL should have plenty of opportunities available to him. Just so we are straight explain this to me --- If someone complains about the union the same way you complain about Tropicana - no one will say anything to him right??? No form of counseling or punitive actions??? Yeah right from the group of people that try to cause problems for people bad mouthing the union. So tell me how long did you work at Tropicana before all this started going down. Could have sworn you said a few months. I seem to recall most jobs have a 120 day period during which you can quit or they can fire you with no notice - kind of a period of time that you can decide if this is the job you want and company you want to work with. If you had major problems that caused you to request a cut in your hours then why wait until after that period of time. You could have easily said that this wasn't the job for you. No harm, no foul just not able to work the hours. Did the union sign a new contract??? Thought I read the current one was up for renewal some time soon. Did anyone see about changing the hours of the shift so that you wouldn't have to work 10 or 12 hours on, then get 6 hours off and then come back. Seems to me that would be a good thing to change in the contract.

Steven, It makes no difference what "impression" the company has. Once again, you need to learn how to read what was actually written, and comprehend that, and that alone, before commenting. READ what the issue actually was BEFORE responding with some generic nonsense that does not apply to the situation. In any case that involves me, I DECIDE what is or is not confidential. NOT some jerk off college boy in the HR dept. I decide. Legally. I can divulge any information about me or my case to anyone I choose. That is the law, and the union contract, and it really doesn't matter what some know nothing college boy likes. The bottom line is that this fool is a control freak. He and his gang are used to using intimidation tactics to scare people so they can get away with their nonsense. That simply does not work with me. Not now, not ever. I am really hoping they will sue me. They have made this threat, indirectly, on several occasions. All I can say is JUST DO IT!! Don't talk about it. That is so then I can air this case to the world, and make everything public record. Then I can go after their governement contract. I wonder how they will like their dirty laundry aired on PRIME TIME TV and radio talk shows, etc. I can make this happen. I already have a source. Therefore I am hoping they will prove to me just how ignorant they really are. Once again, you prove just how clueless you really are. Maybe you should go apply for a Job with PepsiCo at Tropicana in the HR dept.! You would fit right in! >>> Submitted: 5/21/2008 5:04:04 PM Modified: 5/21/2008 9:16:21 PM Steven Jacksonville, Florida U.S.A. Don't get your feathers ruffled Not bashing you on the free speech thing Steve but this is a grey area with alot of companies and/or organizations. People run into this sort of thing all the time. Some companies have the impression that you represent them 24 hours a day 7 days a week. People have been fired for making racist or sexist statements when they were talking to a news person or spotted at a protest but unfortunately they happened to be wearing a shirt or something that identified them with a company or sometimes just recognized by someone within the company that later reported it to management and then management makes a decision to fire that person because they are afraid that people will relate the statements of the person to the company they work for (even if they are low level employees and have no say). I don't know what the different policies of the union are but lets say that someone goes to a protest that conflicts with the unions policy. They are wearing something that has the union number on it or someone spots them in the crowd does the union retaliate or take any kind of actions against that member??? Just wondering. Thanks. >>>

Not bashing you on the free speech thing Steve but this is a grey area with alot of companies and/or organizations. People run into this sort of thing all the time. Some companies have the impression that you represent them 24 hours a day 7 days a week. People have been fired for making racist or sexist statements when they were talking to a news person or spotted at a protest but unfortunately they happened to be wearing a shirt or something that identified them with a company or sometimes just recognized by someone within the company that later reported it to management and then management makes a decision to fire that person because they are afraid that people will relate the statements of the person to the company they work for (even if they are low level employees and have no say). I don't know what the different policies of the union are but lets say that someone goes to a protest that conflicts with the unions policy. They are wearing something that has the union number on it or someone spots them in the crowd does the union retaliate or take any kind of actions against that member??? Just wondering. Thanks.

Teamsters Local 173 has taken this case all the way for me. They have spent alot of time and money doing this, and I greatly appreciate it. They have retained the Union Attorney and set this case for Arbitration which is the last step in the Union Grievance Procedure. After that I would have to take action on my own at my own expense in Civil Court. My Union Business Agent, and President, and the Union Attorney have advised me against posting any further information here or anywhere else regarding Tropicana, PepsiCo, QTG or any other company owned in the Tropicana group of companies or its management or operations. I have accepted that advice, so I will only post updates on the progress of my case. The EEOC case is still open as well, and also the USDOL / OFCCP case. The USDOL has determined that my legal rights were violated as a disabled person, and a veteran, and have discussed the issue of a right to sue letter. Thank you all for your input and following my case.

Teamsters Local 173 has taken this case all the way for me. They have spent alot of time and money doing this, and I greatly appreciate it. They have retained the Union Attorney and set this case for Arbitration which is the last step in the Union Grievance Procedure. After that I would have to take action on my own at my own expense in Civil Court. My Union Business Agent, and President, and the Union Attorney have advised me against posting any further information here or anywhere else regarding Tropicana, PepsiCo, QTG or any other company owned in the Tropicana group of companies or its management or operations. I have accepted that advice, so I will only post updates on the progress of my case. The EEOC case is still open as well, and also the USDOL / OFCCP case. The USDOL has determined that my legal rights were violated as a disabled person, and a veteran, and have discussed the issue of a right to sue letter. Thank you all for your input and following my case.

What ever happened to freedom of speech? Everything I said here revolved around my personal case, as it resulted from my existing case regarding wrongdoing by Tropicana Management, and their challenges to me for validation and documentation! They actually asked for all of this information! Also, I was not on company time, nor did I use any company equipment to make such posts, so legally it is not any of their business. The company has no legal control over me, or responsibility for me when I am off the clock. How in the hell do they think they have the right to control what I do or say when I am off duty? There was no black and white company policy violation by me here. They are stretching some very grey areas here. All of the blatant violations were on the part of Tropicana management!