Complaint Review: Lids - Newmarket Ontario

On Monday May 26th, I was presented with a Notice of Termination informing me that I had been released from my employment with Lids. The document outlines the reason(s) for my removal from my position as such;

 1) Standards of Conduct. On April 23rd 2013 I allegedly falsified company documents, not reviewing and signing off on paperwork.

a. Violation of Policy II-C.

 In regards to the above allegation it stems from a long and provable history of the DM failing to train and respond to a multitude of training requests. Since NO training was given to me in terms of the stores operations it is ludicrous to assume someone would know how to apply company standard of practice in their completion of this task.

 Since NO training was given in regards to store operation NOR does any paperwork in regards to operational training exist. What does exist is a record of email and phone requests over the last year plus pleading that actions be taken by the DM to resolve the issue. In Fact, the answer I received on more than one occasion was....If you don't like it QUIT! Had this training been properly instituted by the DM, I submitted that my inability to properly review paperwork as per company standards would NEVER had happened.

 The lack of training is this task as well as other hindered my ability to operate the store in the same top-notch manner I was able to sell with for the company. I also submit that the current DM will never be able to duplicate my singular performance and this not due to skills but rather his low sales acumen and inability to properly train managers.

 Believe me when I say the irony of being fired on the same day I was to receive my first formal training of any sort is the day I am fired, is not lost on me.

 The document also lists a prior infraction in regards to;

 1) Ring It In Right policy, it is alleged that I issued 3 embroideries for the price of 3.

 On October 28th a called was fielded by employee Roch Gagne in regards to a customer inquiry on EMB pricing. The had ask for the cost to do EMB and Roch Gagne relayed that EMB is a charge of $10.99 for 70 letters. Not only will Roch an employee in good standing confirm this he has signed a written statement to this effect.

 On October 30th, 2013 the customers arrived with 5 individual items to have monogram and was extremely disappointed that she will have to pay $10.99 for each monogram. After she had explained the particulars of the situation, mainly that see was given the impression that embroidery was charge on a per letter basis. I made a customer service decision to offer a lower rate as a way to accommodate the client from a service perspective, ensuring that she was fully satisfied Lids.

 This action was not taken outside of ANY policy, since on the prior weeks conference call DM Jason Beaulieu DIRECTLY indicated to ALL managers that action may be taken my managers to satisfy a customer complaint as to avoid unnecessary complaints to head office against our district. This is a FACT and is undisputable since each and EVERY manager on that called a two subsequent calls heard the same EXACT thing.

 Later that day on October 30th, I present with the write-up. When I asked for a person to whom I could discuss the particulars of the situation, I was told in NO UNCERTAIN terms that he had No interest in hearing my side of the story and HR had empowered him fire me. The DM then indicated if I signed and did not oppose the allegation he would NOT HAVE TO FIRE ME.

 Over the proceeding week, I was so disgusted that I was falsely accused and threatened that I contacted his boss Lenore Lynch . I fully explained my situation and she recommended I call HR and speak to Chris, I believe in HR, for whom she provide me the number. In the last week of October, 2013 I had left a phone message. desperately asking that I be contacted in reference to the COMPLETE an UTTER lie that DM Beaulieu had levied against me. I had also left a follow up message asking for a call to discuss the message I had left ALSO went unanswered.

 Bell Canada is received my request and is mailing my phone records proving that a call was placed and message was left in regards to this situation and went ignored. Feel free to request from the aforementioned record from myself should you deem it required.

 By checking your own internal phone records you will clearly be able to identify that;

 1) The call was indeed placed

2) A message was left for HR and

3) NO action to my knowledge was EVER taken to investigate/discuss my complaint.

Remedies/Adjustments Request

While ultimately I would like my position back with Lids. However, I could never subject myself to another second of DM Beaulieu's incompetent or apathetic management behaviors in relation to properly training and supporting employees under his care. His behavior have led to the loss of many competent employees through out his "reign" and will continue the plague the district should his incompetence continue to go unchecked.

Thus, I would appreciate the following;

1) During my time at 5723 I was paid a bonus as an assistant manager when in fact, I was

the Manager in both title and responsibility. This is yet another item which the DM

asked to look into and fix, and NO action/result was taken to provide me with my just

compensation.

2) Severance pay (8 weeks + Vacation Pay) Since NO training was given in regards to store operation NOR does any paperwork in regards to operational training exist. What does exist is a record of email and phone requests over the last year plus pleading that actions be taken by the DM to resolve the issue. In Fact, the answer I received on more than one occasion was....If you don't like it QUIT! Had this training been properly instituted by the DM, I submitted that my inability to properly review paperwork as per

company standards would NEVER had happened.

While ESA has 2 weeks as the properly payable term, these false and wrongful accusations have caused a loss of income which I should be compensated for.

ESA, protects severance pay for those incidents were the employer has failed to

meet their obligations in relation to training (acceptance of untrained employees), only then to use, that lack of training as dismissible breach of employment when an employee is incapable of the execution of a duty, he/she has failed to be trained on in lieu of severance pay.

3) April EMB Bonus, in its ENTIRETY. As well as, a full review of all bonus related

payments, since I have faith that the DM carried out this portion of his job correctly.

4) My Pay for Monday May 26th, 2014 and 3 Hours pay for my last day of employment, it is unacceptable that I receive a document that list me as terminated on the Friday only to work Saturday. Then show up on Tuesday and find I was terminated on the Friday.

5) Letter of Reference - Outlining my superior sales accomplishment in terms of

controllable (10% EMB - 3% LC average over my 2 years of employment, making me the #1 Manager on the Scorecard over my tenure) Also, I was the ONLY manager to achieve his quotas as store in all categories, multiple times, in 2013.

The only reason my sales were substantial higher than other like employees is directly related to their lack of training. Thankfully, I was TRAINED to properly sell in a previous job my a competent sales manager with an incredible acumen.

"A Sales Goal with NO Plan, Isn't a goal. It's a dream"

The letter is to be written by someone over the level of my DM - since his word

on any subject is worthless to me and should be viewed by others as such.

6) Removal of Accusations - Judging my the incorrect dates and inconstancy of the allegations in the Notice of Termination my final request is it be thrown out in its entirety.

a) Date of April 23, 2013 firstly, the incident is a year old and two, (April 23rd - Wednesday, I was working in Vaughan Mills 5723 - The topper I didn't work that morning, therefore it was the responsibility of the ASM to complete morning paperwork.

b) I received the letter on the 26th yet it is signed on the 27th of May, 2014.

Not to mention the first is at best a misrepresentation of the actual facts and at worst a utter FABRICATION.

The preparation of the document is just one of a multitude of haphazard, apathetic and negligent behaviors demonstrated by DM in all matters involving his dealings with 5718 and is an excellent example of SIGNING OFF AND NOT REVIEWING A DOCUMENT. The same allegation as was made against me, hopefully he was TRAINED (I WAS NOT) and I expected and await his immediate dismissal for such an oversight.

7) R.O.E. - Is issued immediately and with the termination reason being represntative of

the FACTS (DM Beaulieu had a personal issue with me and no longer wished me

under his supervision)

8) That disciplinary action be taken by the company to ensure that NO additional employees under the "care" of Jason Beaulieu are harassed/intimidated or are falsely accused of serious matters when he simply doesn't like someone and wants them to quit.

In addition to the items of neglect listed in this letter, I also have a variety of serious incidents which include the DM,

1) Asking me to breach employment law by finding in his words...ANY REASON YOU CAN TO MAKE SURE CHRIS (Eveleigh) ASM NOT MAKE IT INTO OCTOBER. I believe my refusal and subsequent ability to TRAIN Chris how to sell led to the levying of the FALSE pricing allegation as a retaliation.

2) Asking me NOT to contact Head Office because for 6 weeks he let 5718 operate with

NO LC Cards. Since 5718 was historically one of the best in the entire country selling

the card, I believe this was done purposefully during the companies LC contest to

make sure I could not win and secondarily, as another, of many ways he has tried to

HARASS and SYSTEMICALLY FORCE me into resignation.

These are only 2 of an additional 10 plus items I have documented over my time with Lids, having fully expected further retaliatory and harassment attempts against from the DM and receiving NO protection from HR despite my request for assistance. I would be more than glad to discuss in full anything you would like with me so that we both might put this being us ASAP.

Until this day, I have received NO LESS than 5 calls from 5718 requesting help with outstanding customer inquiries. They were made because still DM Jason Beaulieu fails to support this employees even after my wrongful dismissal. I have been more than happy to assist in these request because I know first handed, how disheartening and unengaged boss (Jason Beaulieu) can been when trying to do your job to the best of your abilities, in spite, of no support or training.

Should there be no response to this letter, as was, the case with by previous write-up, I will seek restoration within the FULL EXTENT OF THE LAW. Should the company wish to meet my requests I fully willing to discard any right to further compensation from the company.

I eagerly await a discussion of the details leading to my wrongfully dismal.

Regards,

Jason J. Dienesch