- Report: #135649
Report - Rebuttal - Arbitrate
Complaint Review: Kings County Hospital
Kings County Hospital451 Clarkson Ave Brooklyn, New York U.S.A.
Kings County Hospital ripoff, protesting wrongful job suspension, denial of promotion, filing appeal against wrongful disciplinary action, protesting against action resulting in emotional distress, unfair treatment because of prior Union Cases, job qualification and educated degree background Brooklyn New York
*Author of original report: Kings County Hospital wriiten up complaint to Equal Employment Opportunity Commission, Job Position, Degree Person being Supervised by Non-Degree Person, Discrimination, Harrassment, Ethical Violation, Complaince Violation, and Conflict of Interest
*Author of original report: Human resource and Equal Opportunity Employment
*Author of original report: Kings County Hospital, Brooklyn-New York, Job Evaluation-Corruption-Defamation, Appeals, Labor Relations, Managed Care,Budget,Conspriacy, Unethical and Unprofessionalism Scam Technique of Executive and Supervisor, Lack of Training, Resign or Be Fired?
*Author of original report: Ordeal facing Worker and Kings County Hospital Execuitves lack directorial management skills,Threaten Workers, Isn't Kings County Hospital under the law of Equal Employment Opportunity, Do the Executives have the knowledge and skills to run the hsopital??
*Author of original report: Request for help, worker at kings county Hospital in Brooklyn-New york
*Author of original report: Out -of -Title Work/Grievances
*Author of original report: Kings County Hospital abusing their power aginst employees
*Author of original report: Equal Opportunity Employment, fraudPeople in high position without degrees, labor law, labor employment, investigation, human rights, administration hush-up,mismanagement
Sir or Ma'am:
My original time shift was 9 to 5. I was called on Monday morning into my director's office and was subsequently told that I would be placed in a new area. My director changed my shift, and also reassigned me permanently to the new position. I assumed that I would be temporary, but later was told I would be permanent.
I was given a memo that indicated effective January 17th, I would be working from 10 to 6 p.m. I told them this shift did not work for me, since I had school after 5 o'clock. I talked to my supervisor, but she told me to speak with the director. Unfortunately, the director brushed me off and said that he would not get between my supervisor and me.
I had no other choice but to issue a formal complaint to the associate director, explaining the entire situation to her. She asked that I return in 24 hours and advised me to talk to my school about changing my class' schedule. (In addition, I also appealed to her about possible reassignment to a new area.)
Class has begun. Shortly thereafter, my supervisor made another memo which stated I would be starting a new shift on Thursday. I told her I could not work the shift, and that I would speak to the associate director, since the effective date was January 17th. During my lunch I went to see the associate director, because she wanted an answer in 24 hours. However, she was at a meeting with the president of the hospital, and was unsure when it would end.
Yet another memo was produced, indicating a shift change to 10-6 p.m., beginning January 6th. I told them I could not fill the shift, and the supervisor responded by saying it wasn't her problem. However, she indicated that if I had any problems I could freely ask for any assistance.
I explained to her that she needs to get an official memo from the director, but she told me should could write anything she wants. She also said that she really doesn't care and there will be problems; I said that I believe she needs to be reassigned to a new area. She naturally became angry and told me I was officially off-duty. I had one hour remaining of work, and she told me to close my phone. I did, though the phone apparently "bounced" a call, and she screamed, "Pick up the damn phone!" I took the memo she gave me and left it on her computer keyboard as I walked out. (She claimed I threw it in her face.)
There were other people in the room at the time of this incident, but none of them saw anything. As a result, my time sheet received an 06 code: absent without pay. If I am announced "officially off-duty," I will certainly not sit around needlessly.
To reiterate, I had no memo concerning the change of date. No corporation gives such a short notice concerning new starting dates. This is unprofessional. They should have honored the first memo from January 17th. On Thursday, January 6th, I started work at 9 a.m.; I was told by my director that I was to begin working a 10-6 p.m. shift.
I replied by insisting that I had no memo that indicated such a shift change; he told me to get out of his office. My associate director was not available. I had no other choice but to file a report in Mrs. Leon's office with her secretary. I left, complained at the head corporate office, and returned to work at 2 p.m. Before returning to work, though, I called my supervisor to ask if she would like me to return and finish the workday. She said that she called the director's office, but he was not available.
I called labor relations, and they told me it was common sense to return to work. So, I returned to work. However, when I came back, my supervisor told me I was officially off-duty. Apparently, if you are away for over one hour you are officially off-duty.
Basically, this is my problem. This "off-duty" question is what I wish to have investigated.
The last allegation is that I made threatening and intimidating language. This is completely false.
In conclusion, I had no choice but to go to the Head corporate office and file a complaint. Employees are encouraged to file complaints when unethical or illegal activity is occurring, so that's what I did.
January 26, 2005
Dear Ms. Leon,
I Amir R. Clerical Associate of Managed Care am writing this letter in request of your help. On January 25, 2005 I went before labor relations on a disciplinary action meeting where charges were brought up against me. I kept my grounds and spoke very well from my written speech which I am providing a copy of. I clearly state that I went to all proper channels within my own department but there was no one available to help me or willing to help me. I have already been docked two days pay. My hearing conclusion resulted in a one week suspension without pay.
In this matter, I would like to state that labor relations my hearing officer had no concern of anything I said. Even though I stated that were was a lot of unprofessional things happen within the department and no corporation handle matters in any such ways. Apparently the hearing officer did not care of any faults that management/ official were making. Basically did not care what was not professional?
The question is off-duty. When you are told you are off-duty that means you are official off from doing anything at work. Second you are told to get out, and then you have no other choice to get out. How does this falls in job abandonment? If I am already dock for two day pay from my department when the official themselves gave directive of officially off-duty and to get out. This can not be labeled as job abandonment at all. With the hostile environment that took place with many changes. I have appealed to everyone to please re-assign me to a different department. I also stated that I am in school where as I have had the school registrar to send an official letter directly over to my Union and to the Associate Director.
In request if you can please review my letter and complaint which should have been mediated by higher corporate official than labor relations.
I am a very hard worker; I work to the best of my abilities to provide the best service to the public at Kings County Hospital. I am known throughout Kings County with the knowledge and the swiftness of my work. I am also furthering my education where I can service the hospital more. All type of charges on put in by management, when the workers have no say in anything at all or management themselves are not disciplined as well.
In conclusion I should not be suspended at all and without pay. If my case is reviewed by a higher Kings County official they will find no-faults in my statement.
CC: Dr. Dunn (Vice President of Health and Hospital Corporation (HHC))January 26, 2005
Dear Dr. Dunn,
Amir R., Kings County Hospital Clerical Associate III of Manage Care. Dr. Dunn as you may remember me about a few short weeks before about a complaint that I sent over emailed to Dr. Chu.
We talked on the phone as well. On January 25, 2005 I had my disciplinary action meeting which I told you I was very concern about and that I will not get a fair due process hearing. Apparently I spoke well and gave my speech where as I am sending you a copy of. My labor relations hearing resulted in a one week suspension without pay.
I have already been dock pay. Under all falsified charges. In matter of investigation is needed official off-duty and to get out of here from management. Dr. Dunn labor relation is there for management no matter what the common worker has to say. If management is at fault they also should be properly disciplined of unprofessional actions.
I have written a letter to Mrs. Leon president of Kings County Hospital to review my case, which should be mediated by a higher corporate official. I stand my ground. Dr. Dunn if at Kings County there are no official to help me, then the right thing for me to do is to complaint at the head office at HHC.
In request to you Dr. Dunn, please intervene in this matter please review all paper work I provide and my file at Kings County Hospital. Labor relations are here for management, not for the common worker.
In fair process I should not be suspended at all and without pay either. I work very hard to the best of my abilities. I am going to school as well where I have provided a School registrar letter which my Union has forward it to the Associated Director Claire Patterson. I have appeal throughout this ordeal the reason I can not work the 10 to 6pm shift. No matter how I am advancing my education. Simple as it can be all they had to do was re-assign me to different department or left me at my original work area at Managed Care Outreach.
I work hard to make a living. My official Mr. Romans knows that I am in school for the longest so it was base-less to change my shift and as well the area he put me in was left by a French/Creole employee who they need and I do not speak either language.
In regards at labor relations I talked about the short duration of memo changes which I stated is unprofessional and no corporation work in this manner. The labor relations officer who was conducting my case said she did not want to hear anything of what is unprofessional. This is a crucial point of the case where labor relations hide faults of management.
Dr Dunn the infrastructure of Kings County needs a lot of investigation directly from the corporate office. I am a very excellent worker and am known throughout Kings County of my knowledge and my swiftness of work.
I need my whole entire case reviewed by the corporate office and not have it reviewed at Kings County Labor Relation office because no case is ever won or even given any justice to the non-management common worker.
In conclusion to this letter I am seeking urgent and immediate action for the review of all my cases. If my arguments are valid then this suspension should be voided from my files. I should not be suspended at all and without pay. If this matter is properly reviewed by a HHC Corporate Official and a high Kings County Official it will show and prove of the hostile environment that I am at and how all have ignored my appeal for being re-assigned to a different department. I have forwarded a letter via email to human resource to be re-assigned to a different area and I do not mind working in the Admitting Office.
Case number #1-1-148664000
Labor relation disciplinary case Labor relation KCHC January 25, 2004
Amir R., Kings County Hospital, Clerical Associate III. Dr Dunn I am writing to you in regards of how my case has been handled. Upon time I knew I was not going to be given a fair trial at Labor Relations at Kings County Hospital. In the time endure of my case and my information submitted at the result has come down to a week of suspension without pay. No one regards to look at every note and case intended.
As a humanitarian worker at this hospital, working hard for my living. I waved the rights go ahead with the Public Review Board and the court.
In this matter I did not waive any rights for this investigation to be stopped at all by Health and Hospital Corporation.
My cases have been passed on and on, but no one had taken the matter to take in priority, it has been passed from your office to Frank Carrillo office then to Mrs. Rozaicks. Even upon calling Kings County to find out the matters before my deadline of the disciplinary action.
Something is still quite wrong, my notes and my cases filed in the Inspector General office should be reviewed. Rightful justice should be given.
This matter should be done immediately. If I was wrong I would not be wasting my time or either the Corporation time. I am in deep request that my file and cases all be reviewed carefully. This suspension is rightfully wrong, upon case review if this is wrong and the matter shows then this should be void from my records and I should be reimburse of my money.
Request of investigation and rightful justice.
I did not waive any rights for my investigation to be stopped by Health and Hospital Corporation.
Please do not forward my letter; I urge to please review the entire case from filed from the Inspector General office to your office.
Dear Mrs. Charlynnn Goins
First I like to congratulate you on becoming the Chairperson Board of Director.
Mrs. Charlynn Goins let me introduce myself my name is Amir R., I work at Kings County Hospital as a Clerical Associate III. I am been going through a lot of turmoil for the last few weeks regarding incident taking place at Kings County Hospital. My case is very quite a bit long as well.
I just recently went through a disciplinary hearing, where charges for brought against me. Before the time of the disciplinary hearing I went of request to all officials at Kings County Hospital to help me, and wished for a re-assignment to another department of the hospital, but no one available for me or they just did not want to help me at all.
I was not given a fair trial at Kings County Hospital. I waived my right to go before the Public Review Board and the court. But I did not waive any rights for to stop any investigation with Health and Hospital Corporation.
My complaints have been passed on. None of my complaints have been inquired since the beginning of January 2005. I have filed complaints in the Inspector General Office, and emailed Dr. Chu for help. Dr. Dunn office has responded but no investigation has taken place at all before my hearing, it was passed on to Frank Circillo then to Ms. Rozaicks.
My complaint should be investigated there is something wrong rightful justice should be given. The disciplinary action state Suspension of 10 wording days but 5 will be served without pay. In this matter none of my word matter to no one.
Mrs. Goins I urge you to please review my cases and hear my plea of the injustice done. I have waived no rights for Health and Hospital to stop investigating my case. Mrs. Goins I would be wasting either of our time if I know I am at fault. I am faxing you every and correspondence letter that I have with all provided case numbers. If this suspension is rightfully wrong, upon case review then this should be voided from my records and my money should be reimburse to me.
My suspension has started Janurary 31, 2005 to Febuary 4, 2005.
I am in request that your office review my entire case file general and my entire fax letter to the Corporation. Please do not forward my case to anyone, let this matter be review within the Board of Directors.
Request for investigation and rightful justice.
Once again I waived no rights for Health and Hospital corporation to stop there investigation.
I work hard for my living, I am a true humanitarian that provide help to all that enter Kings County Hospital. I am known throughout Kings County Hospital of my knowledge and my swiftness of work.
Mrs. Goins you might be last and only help for the rightful justice that I deserve. Please help me, get back to work and please have me re-assigned to a different department which I have suggested to work at the Admitting Office.
Mrs. Goins upon your judgment of the review my suspension days off should be regard as my annual time or sick time. After reviewing you will realize the plea I went through, but I gave a very good defense at my hearing and stood my grounds. If I right according to your review then my suspension should be over-turned and lifted by Health and Hospital Corporation and rightfully return back to work.
Please do not delay in the review I have already been through so much delay.
Congratulation on becoming the Chairperson of Board of Directors of Health and Hospital Corporation.
Brooklyn, New York
This report was posted on Ripoff Report on 03/19/2005 01:36 PM and is a permanent record located here: http://www.ripoffreport.com/r/Kings-County-Hospital/Brooklyn-New-York-11203/Kings-County-Hospital-ripoff-protesting-wrongful-job-suspension-denial-of-promotion-fil-135649. The posting time indicated is Arizona local time. Arizona does not observe daylight savings so the post time may be Mountain or Pacific depending on the time of year.
Ripoff Report has an exclusive license to this report. It may not be copied without the written permission of Ripoff Report.
If you would like to see more Rip-off Reports on this company/individual, search here:Search Tips
In order to assure the best results in your search:
- Keep the name short & simple, and try different variations of the name.
- Do not include ".com", "S", "Inc.", "Corp", or "LLC" at the end of the Company name.
- Use only the first/main part of a name to get best results.
- Only search one name at a time if Company has many AKA's.
Advertisers above have met our
strict standards for business conduct.
- Business's (11)
- Lawyers and Law Firms (5312)
- Administrative Law (11)
- Admiralty & Maritime Law (27)
- Agricultural Law (2)
- Alternative Dispute Resolution (10)
- Antitrust & Trade Regulation (1)
- Appellate Practice (72)
- Aviation & Aerospace (11)
- Banking Law (90)
- Bankruptcy (380)
- Business Law (232)
- Civil Rights (55)
- Class Actions (30)
- Commercial Law (13)
- Communications Law (1)
- Constitutional Law (1)
- Construction Law (83)
- Contracts (7)
- Corporate Law (75)
- Criminal Law (668)
- Debtor & Creditor (51)
- Education Law (14)
- Elder Law (77)
- ElectionCampaign & Political (0)
- Eminent Domain (5)
- Employee Benefits (7)
- Energy (0)
- Entertainment & Sports (17)
- Environmental Law (43)
- Family Law (13)
- Finance (0)
- Government (14)
- Government Contracts (2)
- Health Care (1)
- Immigration (482)
- Indians & Native Populations (1)
- Insurance (90)
- Intellectual Property (526)
- International Law (33)
- International Trade (0)
- Internet Law (7)
- Investments (1)
- Labor & Employment (12)
- Legal Malpractice (92)
- Litigation (20)
- Media Law (1)
- Medical Malpractice (13)
- Mergers & Acquisitions (0)
- Military Law (5)
- Natural Resources (10)
- Occupational Safety & Health (0)
- Personal Injury (842)
- Products Liability (21)
- Professional Liability (0)
- Real Estate (361)
- Securities (169)
- Taxation (142)
- Technology & Science (0)
- Toxic Torts (0)
- Transportation (2)
- Trusts & Estates (368)
- White Collar Crime (1)
- Wills & Probate (7)
- Workers Compensation (242)
- Zoning, Planning & Land Use (10)
- Legal Services (32)
- Arbitrators/Mediators (7)
- Automotive Expert Witnesses (0)
- Bail Bonds (0)
- Court Reporters (1)
- Electronic Data Discovery (1)
- Expert Witnesses (1)
- Forensic Experts (1)
- Jury Selection (0)
- Legal Assistants (8)
- Legal Speakers (2)
- Litigation Support (2)
- Medical Expert Witnesses (1)
- Other (14)
- Paralegal (5)
- Private Investigators (6)
- Process Servers (7)
- Translators/Interpreters (0)
- Miscellaneous Business Services (19)