- Report: #66235
Complaint Review: Mina Foods - West Haven Connecticut
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Mina Foods
680 Campbell Avenue West Haven, 06516 Connecticut, U.S.A.
Phone:
203-934-4880
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Mina Foods Fired me for being a whistle-blower had a minor working in a dangerous environment West Haven Connecticut
The officers of Mina Foods qualify for this report because my wife and I almost lost our house because of what these slimeballs did to me!
Back in February 2003, I was hired by Mina Foods as a Night-shift Warehouse Supervisor. I have over 20 years experience in distribution, 10 years within a managerial capacity. In addition, I also hold a Bachelor of Science degree in Business. Quite simply, I was qualified for the position.
My first night on the job, I noticed a young boy, 10 or 12-years-old, filling orders. First of all, this was the THIRD shift. What was this child doing out of the house at this hour? Second, a warehouse, with various material-handling equipment present, is NOT the type of environment for a child.
I mentioned to my supervisor, Keith Roberts, "If this child gets hurt or, God forbid, killed, there is going to be big trouble." Roberts just shrugged and said "The owner (Peter Mitas) looks upon it as free labor." When I mentioned such agencies as OSHA and the Department of Labor, Roberts just glared at me. Not surprisingly, Roberts' attitude toward me became cold, to say the least.
The following week, Roberts called me into his office to inform me that he was letting me go. The reason? I lack warehousing experience. Of course, he was lying through his teeth.
The following morning, I went into the office of Peter Mitas, the owner. I told him that Keith had laid me off, and that I wanted a pink slip. The owner never heard of a pink slip! When I explained to him why I needed a pink slip, he became belligerent, saying "That's not right...you only worked here for a week!" He even challenged me, "If you try to file, I'll see YOU at the unemployment office!"
True to his word, Mitas did contest my filing for unemployment benefits. In the meantime, following procedure, a hearing was scheduled. As result, any compensation is held pending the decision of the DOL referee. This placed a GREAT financial burden on me. Apparently, Mitas did not seem to care that I have certain obligations: children to feed, a mortgage to pay, etc.
Much to Mitas' consternation, I was awarded unemployment benefits(after a month!). The main issue remains that Peter Mitas and Keith Roberts broke the law and I paid the price. Reporting these two slimeballs to the proper authorities might prove to be an opening of Pandora's box. Of course, it is my word against theirs. They would be the first to cry, "He has an ax to grind!"
In conclusion, I want to point out that I am ready for ANYTHING they throw at me. As for their fate? What goes around comes around.
Robert
West Haven, Connecticut
U.S.A.
Back in February 2003, I was hired by Mina Foods as a Night-shift Warehouse Supervisor. I have over 20 years experience in distribution, 10 years within a managerial capacity. In addition, I also hold a Bachelor of Science degree in Business. Quite simply, I was qualified for the position.
My first night on the job, I noticed a young boy, 10 or 12-years-old, filling orders. First of all, this was the THIRD shift. What was this child doing out of the house at this hour? Second, a warehouse, with various material-handling equipment present, is NOT the type of environment for a child.
I mentioned to my supervisor, Keith Roberts, "If this child gets hurt or, God forbid, killed, there is going to be big trouble." Roberts just shrugged and said "The owner (Peter Mitas) looks upon it as free labor." When I mentioned such agencies as OSHA and the Department of Labor, Roberts just glared at me. Not surprisingly, Roberts' attitude toward me became cold, to say the least.
The following week, Roberts called me into his office to inform me that he was letting me go. The reason? I lack warehousing experience. Of course, he was lying through his teeth.
The following morning, I went into the office of Peter Mitas, the owner. I told him that Keith had laid me off, and that I wanted a pink slip. The owner never heard of a pink slip! When I explained to him why I needed a pink slip, he became belligerent, saying "That's not right...you only worked here for a week!" He even challenged me, "If you try to file, I'll see YOU at the unemployment office!"
True to his word, Mitas did contest my filing for unemployment benefits. In the meantime, following procedure, a hearing was scheduled. As result, any compensation is held pending the decision of the DOL referee. This placed a GREAT financial burden on me. Apparently, Mitas did not seem to care that I have certain obligations: children to feed, a mortgage to pay, etc.
Much to Mitas' consternation, I was awarded unemployment benefits(after a month!). The main issue remains that Peter Mitas and Keith Roberts broke the law and I paid the price. Reporting these two slimeballs to the proper authorities might prove to be an opening of Pandora's box. Of course, it is my word against theirs. They would be the first to cry, "He has an ax to grind!"
In conclusion, I want to point out that I am ready for ANYTHING they throw at me. As for their fate? What goes around comes around.
Robert
West Haven, Connecticut
U.S.A.
2 Updates & Rebuttals
The Fraud Chick
Ethics,Arkansas,
U.S.A.
Make sure you have your ducks in a row
#2Consumer Suggestion
Sat, August 30, 2003
Robert, Public businesses can fire anyone they like. You dont enjoy whistle-blower status that government employees enjoy. I wonder why the company waited one week to fire you if it was for questioning the child labor? Your story is interesting but it seems that there are pieces missing. Make sure you have your ducks in a row before you go to the mattresses.
April
Waldorf,Maryland,
U.S.A.
A few questions and sugestions
#3Consumer Suggestion
Fri, August 29, 2003
There are a few things that baffle me. First, as for your unemployment, there is no way you could have collected for a week, no matter what. With DLLR, you must have worked (as many jobs as needed, etc) for at least 6 to 9 months. They would give you unemployment because of those past employers, not this one. There would be no need for them to neither protest your filing, nor would there be compensation benefits hearing or benefits held due to them protesting. The only way there was a hold on your benefits/application would be because of past employers over the last 6 to 9 months protesting, not a company where you were employed for a week, you just cant collect on them for one week of work. Sorry, thats just the way it is. It also takes about a month to receive and benefits to begin with. I do believe that something was very wrong with this employer, only I have to ask some questions. First, where is this childs parent? Most state laws will not allow a child to work until the age of 14 or 16 (depending on the state) and anyone under 18 has a work curfew of 11 PM or 12 AM (again, this depends on the state). All that being said, there are somethings that you can do at this point. First, find out if this child is still working at this company, if so, call child welfare, theyll love to hear about child labor. Then I guess well find out were the parents are. Second, do contact OHSA, there is another organization on a state level that is pretty much the same as OSHA but will be state involved only, DLLR, DLLRs Wage & Hour Division and your state health department. These all would be a good place to start. No one has the right to make a child work, especially without any pay and they should all go to jail for this. You also mentioned asking the owner for a pink slip. Send a certified letter, return recite requested, and to the owners attention. On this letter put in bold letters: RE: Employment of (your name). Then on the next line write (again in bold letters) First Request for written termination excuse. The DLLRs Wage & Hour Division have strong holdings for the employer to send this information when requested by the former employee(s). In this letter, give them a reasonable amount of time to reply, usually 10 to 30 days and let them know up front that will send a copy of this letter to DLLRs Wage & Hour Division and file a complaint if you do not have a copy of the written reason within this time frame. If you dont hear back, file another complaint. But, make sure you send them a copy of the signed Certified letter recite. Good Luck!
