• Report: #135649
Complaint Review:

Kings County Hospital

  • Submitted: Sat, March 19, 2005
  • Updated: Thu, June 09, 2005

  • Reported By:Brooklyn New York
Kings County Hospital
451 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

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Page 1
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 d**n 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.
Page 2

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.

Thank You

CC: Dr. Dunn (Vice President of Health and Hospital Corporation (HHC))January 26, 2005
Page 3
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.

Thank you,

Case number #1-1-148664000
Labor relation disciplinary case Labor relation KCHC January 25, 2004

Page 4
Dear Dunn,

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.

Thank you
Please do not forward my letter; I urge to please review the entire case from filed from the Inspector General office to your office.
Page 5

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.

Thank You

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/reports/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.

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0Author 8Consumer 0Employee/Owner
Updates & Rebuttals
April 10, 2005
Equal Employment Opportunity Commission
33 WhiteHall Street
New York, New york 10004

Attention: EEO Representative

My name is Amir, My job title is clerical Associate iii, and i work At Kings County Hospital located at 451 Clarkson Ave Brooklyn, N.Y. 11203 which is part of the division Of Health and Hospital Corporation located at 125 Worth Street New York, New York 10013.

I am writing this letter in conjunction of the following circumstances: Denial of promotion, being passed up for job offers within the hospital, appeal against disciplinary action, protesting against action resulting in emotional distress, and protesting unfailr treatment because of prior union cases.

The first issue i like to state is that i have applied for the Assistant Director of Hospital position for Ambulatory Patient Account twice(Copies of my job application provided). The first time was June/July(2004) then in September/October(2004); the job is still vacant and apparently isposted in the newspaper. I have the qualification and knowledge of HMO. I have not received any feedback or interview call; it seems as so the application was ignored. I am enclosinbg a copy of a letter i have written to the Director of Hsopital of Human Resource.

Second issue in my current area where I work in Managed Care/Centralize Appointment System where I was placed since January (2005)until present today. i have a college degree where as my whole department knows and ever official of Managed Care, I am under Regina Edwards-Gilmore who is the supervisor for the area. Why is it a college degree person being supervised by a non-degree person??? Please inquire the job evaluation given to me and my rebuttal explaining issue in all details.

Third I would like the Equal Employment Opportunity Commission to review all the documentation that I am sending. I have gone through all officials to explain my case at Kings County Hospital and the Health and Hospital Corporation But everyone seems to ignore the issue or either they know what they are doing is wrong???

I am in request for the EEO to step in this matter and investigate my case throughly and bring out the justice of what is right. All documentation lead to all of the following: Harrassment, Discrimination, unsafe work condition, ethical violation, compliance violation and conflict of interest.

In conclusion Kings County Hospital have not been an Equal Opportunity Employer because it disregard the Health and Hospital Corporation is committed to the policy of equal employment opportunity in recruitment, hiring, career advancement, and all other personnel practices.

I can be reached at home telephone #...........

You can also inquire whereas i give full rights to ask my Union representative Linda Bullock any question regarding me and complaint of Kings County Hospital to the EEO

Thank you

CC: Local 1549 Union representative Linda Bullock
DC 37 (212)..........
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#2 Author of original report

Human resource and Equal Opportunity Employment

AUTHOR: Amir - (U.S.A.)

March 28, 2005
Human Resources
Associate Director
Dawn Nurse
451 Clarkson Ave
Brooklyn, NY 11203

Dear Mrs. Nurse

My name is Amir: I work in Managed care as a Clerical Associate III. I am writing this letter in request of your help. i have been working in Kings County Hospital since "2001". I have applied for numerous jobs within different department and within my own department Managed Care. As a person who is already in-house, I have great knowledge of the hospital and its function. There has been time where no interview was granted or I was not selected for the job when I can say i consider myself has a strong candidate for each position.

Throughout months i have applied for Coordinating manager, Assist Coordinating Manager, Hospital Care Investigator, Claim Analyst, and many more position. Most position are then posted in the Newspaper.As a well qualified candidate I do not see any reason why I am not picked. I have copies of all my Human Resources Application. my being " in-house" means I know most function of the work compared to someone "out-house" coming in and being trained for a high position???

I am enclosing all of my previous and current my job application. i ahve applied for The " Assistant Director of Hospital" in Ambulatory Patient Account twice now; it is now posted in the Newspaper. I am a strong candidate for thisposition with my vast knowledge of Managed Care HMO and the co-payment function that is a variable for the job. Can my application be reviewed? I am ready to full-fill it vacancy since last year of July "2004". I will wait for your respond, upon the outcome i will file a report with the EEO utside office to looki into this matter.

Your Help will be greatly appreciated.

Thank you
Telephone #.....
Work #.........

CC: Equal Opportunity Employment
Local union 1549-Representaive Linda Bullock
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Page 1

My date of appointment always been given when required???(In question). First I like to say that my date of appointment is 5/7/01. I am not new under the Managed Care department where all branch of locations are located. All evaluation under Health & Hospital Corporation rules is given once a month. Currently working in Centralized Appointment System (CAS) my appointed acting supervisor is Ms. Gilmore and Coordinating manager Mr. Bailey prior to this my work in Managed care outreach my supervisor was Mr. Romans the Director of Managed care and Acting Supervisor Kim Chapman, why would a Director who have certain employee under him would want that employee to be under person/supervisor??? All my evaluation prior to this current evaluation have resulted in satisfactory with very good mark, to this new evaluation does not coincide with all prior evaluation, all evaluation signed by Mr. Romans Director of Managed Care (investigation needed). Knowledge of job require help even on routine matter: prior being assigned to CAS main duty from the HMO contracted Headquarters with name, address, Medicaid number and Primary Care Physician name provided. This new patient list known as new enrollments. All appointment made was by making calls out directly to patients. In CAS all are incoming calls. Quality of work errors/omissions, serious and frequent 60% of my work is incorrect and require doing by supervisor, prior coming to CAS it is claimed I produced very good quality of work. If my job is to make appointment as patient is requesting. My history of my prior work before coming to CAS and have good quality work is unknown because no past appointments stay in the computer system either it is manually cancel or the computer automatically delete it after a while, so no past work can be shown or reproduced to generate all my appointment made prior coming to CAS. I also like to state that no one ever checked any appointment that I made before coming to CAS. Director Mr. Romans never checked neither have Assistant Coordinating Manager Kim Chapman; also I like to state that the Director of Managed Care Mr. Romans does not have a clue of how to book an appointment nor how to view an already schedule appointment; but before he is questioned by the Appraisal Review he will run and quickly learn how to do it after running this department for many years??? Quantity of work-amount of work is inadequate, average makes 150-180 appointment daily,

Page 2

although 60% of his work is required re-doing and 40% of the work done correctly is inadequate (basically inadequate here means re-doing in another word). I checked the insurance under eligibility check then I make the appointment-If the patient files shows something for example function PIM or OPF; we all know these systems are outdated, for the information to be current and up to date information have to be inputted into the system manually (One of the biggest issue of KCHC-that is when they placed me in pediatric Clinic to do financial clearance and bring the files to current information to be proper so the hospital bills generate complete and the revenue of the hospital increase). In contrast this make no sense at all 60% and 40% will equal 100%, so this obviously means all my work is wrong, how can 60% of work wrong requires re-doing and 40% of work done definitely right, there is nothing inadequate about that. This only means that since the beginning of January 2005 to current now, they know the work is wrong but they kept allowing me to do it (the only conclusion to this was to refrain me from making appointments over-all)??? Before coming to CAS, I was scheduling code 335 activity 8 and schedule code 618 activity 1 only!!! In CAS activity 2, 3, and 4 is use where I never made re-visit appointment or knew of any other activity that requires specialty code for specific clinic. Second Ms. Gilmore nor the Co-ordinating Manger ever gave the training or knowledge of such code of activity to use and under Health & Hospital Corporation employee pit in any area regardless formal training is required this department has not!!! Even questioned the Co-ordinating Manager does not comply???. Each time a call comes in I pick up the phone and turn my head around to my fellow co-workers what is the code for such and such clinic, the tell me-I say it is not working then they say put in activity such and such. My fellow co-workers in CAS can vouch and willing to do to vouch to the Appraisal Review, Human resource Deputy Executive, and even further of such matters. Relations with patient/public courteous and response to patient and public means that whatever the patient have asked to me to do I full-filled their need of an appointment with their doctor or whatever clinic they require to go to. Judgment-make frequent errors in judgment calls, if a patient is calling then there is no judgment on my part or to presume of my urgency of their medical checkup they require. If a doctor call in for a patient to have a follow up check-up in a certain

Page 3

clinic as soon as possible I give them the date authorize (pt life is on the line). Adaptability-very slow grasping new instruction/ideas even with constant supervision doing same work prior to being re-assigned to CAS; as I explained I did make new enrollment appointment by a already made roster coming directly from the HMO contracted headquarter and I did all whole of other variety of work prior which records can be attained in Labor Relation of my out-of-title grievance which has reached to Step II level at Health & Hospital Corporation. Reliability: can not be relied upon to carry out assignment without constant prodding and checking is happening from the time of January 3rd, 2005 to upon now of this unethical evaluation and all of my work is done wrong 60%-40% which result in 100% of my work then Ms. Gilmore; Mr. Bailey and all higher officials receiving memo constantly, then they all should have stop me from making anymore appointments over-all, remove me from the function of that duty and station; and give me some other assignment. The Department le this to go on and now they put the blame on me??? All incident is knownly aware of all within Managed Care and no one is willing to do anything about it. The officials have caused disturbance to patient life and have hurt the monetary budget of Kings County Hospital revenue (Health & Hospital should be aware of this)??? All officials within Managed Care should be held accountable but they let it go on for 2 months and into 2 weeks of March??? Why would anyone within Managed Care Department or in such position would let this go on, who directives are they following, is there a conspiracy, a propaganda, a agenda behind all this??? I stated before this is a personal agenda from the Director of Managed Care Mr. Romans, which should be put under investigation and every other collaboration where Ms. Gilmore and Mr. Bailey are doing his dirty work for him. I complained to all of Mr. Romans bosses and they also have hush/ignored everything I have told them and are aware fully knowledgeable of the corruption causing a hostile environment, m motes have passed thru Labor Relations records and beyond Kings County Hospital, a very big-enormous link causing a whole paper trail to hard-fact truth. I refused to sign my job function because I am beyond the qualification of a high school Diploma/GED. I maintain a Bachelor Degree. No one in CAS have a Bachelor Degree this should

Page 4

be noted as a fraud investigation. In question when one hold a degree and the Department is in knowledge of such why would they put someone under the person who does not have one??? Have Human Resource not been doing background check or profiling people who fit certain position??? Or is it who knows who??? MS. Gilmore have no college degree and she have a high clerical supervisor position (Human Resource can no how disregard this under Health & Hospital Corporation policy)??? In conjunction this evaluation is fabricated deliberately done under directives given to carry out. If personal problems have started with Mr. Romans on account of a out-of title grievance at Health & Hospital Corporation that came up during January 11, 2005 which in turn he deliberately placed me in a confined area to cause it to become a hostile environment so I will become frustrated and resign. If Mr. Romans does not want me in his department he does not have to go through all this, causing a or pre-planned hostile environment. It would be all simple if I was re-assigned to another department, which I have been saying to Mr. Romans, Ms. Patterson and beyond them.??? This shows how they have created a internal problem??? All information can be acquired through hearings and a paper trail with Health & Hospital Corporation. I would like to state that discrimination is involved that I am the only male working inside CAS ratio 1 man to all women. To provide a road-map to some legal theories and evident issue most common to the employment/job evaluation litigation. Complex and debatable among the circuits of new interpretation and iteration, peppering the Kings County Hospital arena on a regular basis. Thorny problem of quantifying calculating the evidentiary value to assign certain patterns of occurance, in the workplace where ultimately perceive as the subject of unfair treatment Adverse employment each has taken place sufficient. Occurance of an adverse action is a threshold requirement for Human Resource where continuity disparate impact or disparate treatment have happen. Constenual evaluation and heightened evaluation in wrongful job evaluation and wrongful basis in the code law of employment opportunity context. The Managed Care Department have been in violation of continuing violation theory of recovery, if Mr. Romans have a problem with me then he should have

Page 5

not been given me a satisfactory evaluation from before, so everything throughout Managed Care is in contradiction to whatever personal agenda happening now. The only theory recovery was if this department wants me out they can re-assign me to another department without pre-planned conspiracy. Same Actor Doctrine which shows factual scenario of issue and mix-motive theory, I prove to myself by reporting this whole Managed Care Department and in collaboration Labor Relations to Health & Hospital Corporation giving out names of corruption, inquire of investigation can be made which shows I prove to protect myself was a motivating factor for a adverse employment action, exposing corruption to liability for unlawful labor practices and other unlawful factor played within Managed Care Department. Improper function causing Stray remark Doctrine, uncomfortable/hostile environment, retailiation, employee performance evaluation, negligent hiring, supervision and retention unfair labor practices of recent developments. Knowing and willingfully failure to promote and wrongful suspension totality of circumstances of education and experience. This establish prima facie where within Managed Care I am educated with a degree and knowledgeable. I qualified for position within other department of Kings County Hospital and within the Department of Managed Care (I have copies of all employment job application)???, when passed up by outsiders I filed out of-title grievance. Another thing I like to point out all officials are saying that I use to teach people which in term means trained people for Managed Care work, but in my hearings officials and Mr. Romans denied that I ever trained or taught people of the work; this is in serious question which proves another contradicting factor. So I am suffering an adverse employment action took place under circumstances that gave rise to an big, tremendous, enormous inference of unlawful practices. A whole record of showing problems with Mr. Romans and Ms. Patterson, this is called procedural history in conclusion of ultimate fact filed at Health & Hospital Corporation. Essential function of job and all oral deposition I have went through application applied, interviewed given but no call which show that there is a blockage in the system??? Why block me when they want me out (more in question)??? Am I that valuable for the department (In question)??? And now I am becoming a

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job threat for everyone. The only recovery to this is to re-assign me to a different department, which I have been appealing to Mr. Romans; all and every other top official but no one wants to do that either because what this is called in the Administrative world as departmental punishment. This shows I have been within form and in oral deposition. So the prima facie before job performance of satisfactory throughout the years, applied for and was denied a promotion for which qualified for; position remained opened and Mr. Romans continued to seek applicants. I repeatedly applied for specific position/position in Kings County Hospital within my department as well as other department. The burden of proof that I met at prima facie stage in order to survive summary judgment de minimus. Nevertheless, a proffer of some admissible evidence of circumstances that would be sufficient to permit a inference of all motives put upon me. Lack of training no matter what new area being posted at, it is also stated that I was trained by Ms. Craig who transferred to the medical clinic because of incident regarding Mr. Romans-notice should be taken the problem arise with Mr. Romans; Ms. Craig never trained me in anything. My training came from former Co-ordinating Manager who left KCHC Sharon Sinclair-Smith who I was under when I was hired and my Assistant Co-ordinating Manager Kim Chapman. After that time Sharon Sinclair-Smith left within few month time around the beginning of 2002. I was hire in 2001. I believe she left the end of January 2002. Mr. Romans did all of my job evaluation from 2002-2004 until now??? He also put me inside Pediatric Clinic to do a massive financial clearance project to build-up the revenue budget. I had no encounter of Ms.Craig training me of how to do anything, the only thing I know was specific doctors, lack of training in resident and specialty clinic which requires certain code and activity to use to book those appointment. Receive no training that demonstrates a animus. Doing a variety of work means that I left doing one thing to start of some other project work. In question what is qualitive versus quantitive, job to job versus to standard comparison. Derogatory comments causing chaos; frustrating me to the facts of ultimately leave Kings County Hospital resign either volunitary or involuntarily. Plan and plot for emotional occurance happening throughout Managed Care departments; uncomfortable hostile environment, tangible changes in duties or working conditions that constitute a material

Page 7

employment disadvantage on a material change in terms and conditions. Papering my job evaluation filled with negatives reports. Job from outreach to CAS in a position where French/Creole person must be when this geographical location sponser to Haitian community-carribean descend, so if calls are drop or not enough call generated which blame be put upon me??? Is losing a whole captica economic revenue of generating to the city hospital budget (Health & Hospital should be in question)??? By placing me in CAS did not in anyway help the budget, Kings County Hospital is still losing revenue to the ratio percentage of Creole speaking patient who need an appointment to see a doctor or a clinic visit which in turn percentage will be billed for captical economic gain. This proves that my placement objectively changes employees condition as a adverse action, without considering employees subjective assessment of the change. So in conclusion in two area there is a loss in Centralize Appointment System and Managed Care outreach where new enrollment contact are not being booked appointment fast enough and in many months behind since I have been moved??? This indication prove hostile and abusive work condition as a adverse action, diminishing material responsibilities, alter of my duties and responsibilities as a rise to the level of adverse action as well disproportional workload reductions are sufficient to make a showing adverse action. Retenments of job status, many compensable factors which include skills required, required effort, responsibility and working conditions shows no manual of all and every clinic code written to look-up as a directory with proper instruction. Exposing method-logical flaws results questionable. My offense are serial and systematic an expansive approach in applying the continuing violation theory to hostile work environment, unlawful conditions is sufficiently connected of my prior union involvement (out-of-title grievance), in regards to this which is very and truly questionable no hearing is won at Kings County Labor Relation where evidence shows of no winning case; because hearing officers are all with management involve in corruption. Human Resource Deputy Executive Director should review cases from the last 3 months to show truth of the matter, Labor Relations being a branch of Human Resource should investigate my cases and which hearing officer is always assigned Samantha Ellis??? Is she properly fit to hear these cases; is she even listening

Page 8

to the employees agenda??? All hearing resulted in no clear decision making??? Conclusion of decision making documentation should be read it is a simple eye to the fact that whatever complaint is written is plagiarized in the final decision making documentation???Please review and read the files, it will show that everything is copied but no reality of inputted information from the hearing officer??? A very big sign of a corruption scandal. Samantha Ellis was part of my out-f-title grievance and as well of my disciplinary action hearing of a suspension??? Why is the same hearing officer assigned to same person case??? Does this not involve impaired judgment??? Is there a link??? Is she only siding with management??? ( a very deep investigation is needed). Attendance on the evaluating- my suspension have no regards to my attendance this notation should have not been in this report because it does not relate to attendance matter at all. Summary if that report below standard is considered irrelevant!!! Everything I am going thru is called fraud/defamation so far every proceeding had been a procedural unfairness is Managed Care and Labor Relation are causing many propaganda and as one outspoken employee refuse to take injustice due to protracted procedure of practice where it is has been hidden from top Human Resource official and Appraisal Review Committee. Even the Deputy Executive Director of Human Resource should look into everything I wrote. I believe that the evaluation was biased and discrimatory and personal attack against me. Look at all prior evaluation. Never had one below standard despite the many hats that I wear, the many areas where I have been assigned throughout working in Managed Care. In order for anyone to be evaluated fairly I should have been trained in the area and failure to comply then results incompetence, never been trained being corrected with no prior training??? If management deems that a staff member is not functioning as per department standard then they should re-assign the staff/employee to another area. Despite my many appeals (written & verbal) for a transfer from the said-hostile environment; all my appeals have always been totally disregarded. Hence, how does the above and over-all compute to below standard'??? Deputy Executive Director of Human Resource Mr. Small Warner knows that I have requested an appeal of re-assignment to a different department. Mr. Small-Warner should look into the incident of this development and link of corruption within his own

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branch of Labor Relations. For Human Resource this complaint is a rebuttal a contributing factor for HR to engage and fix this problem. My appeal of being re-assigned totally disregarded. Do I have to go put it in The Daily Newspaper of my incident and corruption that I been through and still going through. I state again Re-assign me to a different Department

Review of all trial related documents!!!

CC: Material disturbuted throughout (pending)

In regards to all this some of us come to work to make a living, while other come to work to make other people life miserable. I work hard and I am a true humanitarian.

Thank you
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Union Representatives
Local 1549

I have given Mr. Romans my vacation SR-70 way in advance in February, which I received signed by him and then I made all my planning for my vacation. Time conflict arose with the fiscal year coming and of allotted time of excess hours.

I Amir Rizvi am writing this letter of complaint that I faced during the following week of April 11, 2004. According to Managed care I have excess hours on my annual that I will need to a week off, allotted time. Mr. Roman's secretary Marilyn called me about this, I said to her sure if I have to take a week off this month I will take it and beside I have exams coming up. I went to see Mr. Romans on Tuesday April 12, 2004, he had called me in his office and explained to me was that he kept saying to me that he got my time waived for my vacation which is coming up from july 28, 2004 to September 3, 2004. He proceeded to tell me that this is the option I have either I take my one week of vacation of this month April now and I will have to decline one week of my vacation time. The second option is that if I don't take my one week now I will lose it which in turn to sick-time. I never heard again that I must need to take off one week of this month of April or that this week will not interfere with my vacation time at all later on.

So, I headed back to my area, thinking this is my time that I should take a week off this month and still keep my vacation I will be taking in August. I repeat the only 2 option given to me was take one week now and decline one week of your vacation or don't take your week and it will be converted to sick time, I did not hear take the week now and your vacation week is safe ( it was not a option at all mention in the meeting). This is where the whole confusion started without proper explanation from Mr. Romans and Marilyn. According to both Mr. Romans and Marilyn it was never said.

I inquired with my the Union shop stewardess about this indication which I explained to her about everything, nothing made an sense because the only understanding that was cleared was take a week off now this month and decline one of the vacation week. The shop stewardess made a call to Marilyn and the shop stewardess herself did not understand her explanation either. Second I called the time keeper to find out information, the time keeper themselves did not know anything either and said everything is up to your department and the second question I asked the time keeper was how much time I must accrued so I will know not to let my annual balance exceed next time. The answer took forever.

When I was getting nowhere I emailed Maxine brown to help me because I tried to find out on my own and nobody was making any sense. I received a called from Mrs. Patterson saying to me that Mrs. Brown asked her to call me to fix the problem the message was left on my voice-mail, while I was out to lunch. I emailed Mrs. Brown because I felt confident enough in her that she will get to the bottom of the situation and I will receive the right answer, and she is the only person who knows what she is doing correctly. Eventually I called Mrs. Patterson, the secretary replied that she is not in the office and I asked her if you have any idea when she will be coming back. The secretary said I don't know so I said fined I will call back within the hour. I called back the secretary said Mrs. Patterson she is in a meeting so I asked the secretary tell her I am returning the called she asked me to call her back. Well it was getting close to the end of the day and I said let me try to call upstairs, the meeting might be over with on my third called I was on hold and then it was said Mrs. Patterson is not available at this time. In these events I also called Nathaniel Hurts the local 1549 Union delegates to find out about the issue of annual time. This all happen on Tuesday.

Next day Wednesday I called Mrs. Patterson office, the secretary said she is in a meeting again, so I told the secretary to tell Mrs. Patterson that this is the 4th time I am calling her and I would appreciate that she returned my call. Hours later I received a called back from Mrs. Patterson who in turned talked about my week/waived vacation. First she was said Amir I called you and you never returned my called and I said Mrs. Patterson I called you four times, no you did not, whom did you speak to, I told her I spoke to all the secretary upstairs. I really don't know why this type of unprofessionalism was shown or rather being used. Second she was upset/mad because I went above her and straight to Mrs. Brown. This word' waived for some reason confused everyone, my definition of waived is asking for an extra week but apparently it means something in Kings County terminology. To move on further she as well did not have any clue of what she was saying, I explained to her the whole situation. She said she as been told that I was taking 6 weeks off, which is incorrect I am just taking a month off which is 4 weeks which I am in my safe zone, if everyone started to look st the SR-&0 it will have shown the dates July 28, 2004 to September 3, 2004. According to her I am not. She said to me tha t if I take my one week off this month I would not be paid for last week of my vacation. Now this was the third story included, which didn't make any sense for her help but I remained on the telephone and repeated to her again why nobody is doing the calculations correctly, it is something that someone miscalculated. At this point I was frustrated and Started to stay can you please take out a paper and pencil and let do the calculation:

July 28-30 is 21 hours
August 2-6 is 35 hours
August 9-13 is 35 hours
August 16-20 is 35 hours
August 23-27 is 35 hours
August 30-31 is 14 hours
September 1-3 is 21 hours
Given a total of 196-safe zone

Until this one done then she realized, then I asked her can I still take my week of this month and my vacation time will not be touch plus I will still get paid for the last week of my vacation. She said yes, and I asked her what should I do now, can I take my SR-70 to Mr. Romans to signed it she said yes. I asked Mrs. Patterson if she can inform Mr. Romans and Marilyn about the miscalculation and she said she will.

I received a call from Marilyn asking me to come upstairs Mr. Romans would like to see you. I go upstairs Mr. Romans was mad because I emailed Mrs. Brown and said I was testing his credibility and if I go above him again I will face dire consequences that was a threat. I told Mr. Romans that nothing made sense and the only two option given to me was take my week now and decline one of my vacation week or if not this one week will convert to vacation time. I told Mr. Romans that I never heard a third option at all that you can take week now and your vacation is still safe. However, Mr. Romans was mad because I went above him and threaten me with dire consequences if I did it again. On speaking to Marilyn I said to her that the miscalculation was wrong according to Marilyn that all these numbers means nothing, none of these calculation matters which in returned I responded to her what do you mean the don't matter this is the city, we are city workers, we do not work in a private organization.???After all that she also accuses me of testing Mr. Roman's credibility. The conclusion is that everyone is mad at me because I emailed Mrs. Brown. I will seek information to whom I know will give me the right information and beside I had no other choice because I kept hearing the same thing over and over again, but everything was miscalculated-the numbers of annual was miscalculated. Then information was not given to me until Marilyn said that I must use it before April 24, 2004. But this thing was mention at all before???Mr. Romans was mad and he refuse to sign my SR-70, he just said you want to take the week off go just go and I do not want to hear about anymore vacation again and he said he is not signing the SR-70 and go to Mrs. Patterson office with it let her sign it. So I take my SR-70 to Mrs. Patterson and left it with the secretary. I received the called from the secretary she told me I have to use it before the April 24, 2004 fiscal year (never knew this way ahead of time), so I told her okay and told me that Mr. Romans have received order to sign it.

Thursday I take my SR-70 to Mr. Roman's office and left it with Marilyn in the afternoon and told her I will pick it up Friday afternoon. She took it Friday comes I decide to call Marilyn Friday afternoon at 2:00 to see if my SR-70 was signed and if I can pick up my pink copy. Apparently no one was picking up the phone so I assumed Mr. Romans and Marilyn might be in a meeting I will try a hour later no pick up, gave some more time it was getting close to 4:00pm, most people leave and beside it was Friday. I called upstairs to Mrs. Patterson to let her know that I will be out next week and I don't have a pink copy of my SR-70 apparently the secretary told Mrs. Patterson. I told her that I have been calling Mr. Romans and Marilyn is in a meeting. Marilyn did not come on Friday and I had no knowledge of that at all. As for Mr. Romans they did not know where he was so they beep him because I did not have his beeper number and never knew the number at all ever since I have been working at Managed Care. Second I assumed no one is picking the phone no one is at the office. Few minutes the secretary call back and she beep Mr. Romans on his beeper with a message to call me. I needed my copy of my SR-70 before I took my week off it is my only proof.

Mr. Romans called me and because he received a beeper called from upstairs asking to call me, eventually I never asked anyone to beep Mr. Romans because I assumed that he was in a meeting, that on one was there the phone kept on ringing, I just wanted to Mrs. Patterson to be aware of that it is Friday and my SR-70 is filled out for the week coming and I don't have a copy so know one will say it was never approved and will know that I will not be coming in April 19, 2004 to April 23, 2004. Mr. Romans called me and shouted on the phone that I went over his head and threaten me again on the phone and I told him do not threaten me and I have been calling upstairs since 2:00pm continuously. He said your week off is approved go and hangs up the phone. I redailed and said Mr. Romans this Amir Can I come upstairs and pick up my copy of the Sr-70. he said it here, it is ready, and you can come whenever you want it. I go upstairs and he was again angry and threaten me that once more I go over his head I will face dire consequences and he wanted me to sit down and I said no because he was giving me threats of dire consequences, I refuse to sit he responded Sit your adown. Once he started cursing I started to walk out and he said go you want to go complain to Mrs. Brown that I cursed go ahead I don't care. I kept telling him that I tried to reach him since two clock he said no I have not and I should have beep him, I di not have his beeper number than I should have email him. If no one is picking up the phone up in the office I would assumed no one is there so if I send an email and no one was there it would have never been read and Friday would have just ended. But apparently he was there not picking up the phone and I told him I did not know that Marilyn did not come in today and I though he was in a meeting and that is all I did when I called upstairs to find out.

Mr. Romans is just ma because I have been going above him and basically his pride is hurt and that is all. Everyone is mad at me because no one knew what they were doing; second what they have to do. I went by all the fact of what was told everything that was said wrong was Mr. Romans, Marilyn, Mrs. Patterson fault showing incompetence communication and the lack of using their brain. This incident was unnecessary, maybe when I left my SR-70 Mrs. Patterson should have signed it and got it over with when it was presented to her after Mr. Roman's refusal.

Mr. Romans and I argued and I asked him to give me a transfer to another department. He said no I can't give you a transfer, where you want to go I said anywhere Admitting office or Support building. He said no I can't do that I have no power over that. You want a transfer go to Mrs. Brown, I said if I do that then you will complain again that I went above you. I said why not because I do all your work and never complain no matter how much it s either. I said to Mr. Romans for both of us to have our mind in peace to give me a transfer and I am begging you to give me a transfer. He refuses.

So I said Mr. Romans I am tired, sleepy and feeling fatigue and right now I have all the symptoms of a dying man. Can I have my Sr-70 copy???he said yes, he looked for it on his desk and Marilyn desk, but no where to be found?????. So I said Mr. Romans just give me a blank one and I will fill it out now and sign it. He sign the SR and I said thank you and have a nice weekend and he replied have a nice vacation week off. I left with my SR.

Union office I had enough, what I went through to this week just to fix my own time problem which everyone was just set on telling what they wanted without actually doing the mathematical equation to figure out the sum of the problem. Stuff happens, a miscalculation by accident but this ordeal went too far. I had enough threats and incompetence from Mr. Romans, Marilyn and Mrs. Patterson. I am requesting a transfer. All three individuals lack directorial management skills.

Amir Rizvi

CC: Union representatives (all Local 1549 Delegates)
Kings County Hospital
Health and Hospital Corporation
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#5 Author of original report

Request for help, worker at kings county Hospital in Brooklyn-New york

AUTHOR: Amir - (U.S.A.)

NYC. Gov case # 1-1-154353050

Hello, I am a worker at kings county Hospital in Brooklyn-New york I have a complaint about unfair labor practice. I have sent letters and faxes for plea of help against wrong doing of suspension (wrongful disciplinary action)denial of promotion, unfair treatment, emotional distress, unfair treatment because of union prior cases. Labor relation at Kings county hospital is corrupt. letters been sent to head foundation but no one is reading the actually notes written which contain crucial point to ponder on .Please have a representative call me need assistance .i been through all official at kings county hospital and at the head Office but no available to help. No one is reading any of the notes for faxes to fix the matter.

NYC.Gov HHC President Chu (Health and Hospital Corporation)

Dear President Chu, Amir Rizvi, Kings County Hospital Clerical Associate III-Managed Care Department. I work in an area where the phone are not privacy can you please contact my Union Representative Linda bullock Local 1549 at (212)815-1044 she will speak on my behalf. Mr Chu I need someone from your office of my situation in great urgency. If you like me to come and meet your representative in person can you please provide a letter so I can furnish it the next day without losing my time and deduct of pay and attach it to my sheet. My complaint need immediate attention regarding my work, my director, and labor relations. Mr. Chu Kings County Hospital need Inspector General to come in an investigate matter severly. Workers are being abuse by management. I would like to talk to someone in your Head Office. This is of great great urgency.
Thank You Amir Rizvi

NYC.Gov HHC President Chu (Health and Hospital Corporation)

Dear President Chu, my name is Amir Rizvi, I am requested for your help in urgent need. I work in the managed care Department as a Clerical Associate III. I work in an area at work where it will be impossible for you to reach me. Can you please have your representative please call my union Representative at local 1549 Linda bullock to speak of my situation .If you like me to come in person for a meeting to meet a Head Office representative please let me know and please provide me a day that I can use on my weekday without getting my pay deducted. Can you please provide a meeting date and please send the letter to my home address so the next day I can attached it to my time sheet. Please this is very urgent.
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#6 Author of original report

Out -of -Title Work/Grievances

AUTHOR: Amir - (U.S.A.)

Attention: Linda Bullock Union Representative

I, Amir, have been working in the Manage Care department of Kings County Hospital since May 7th, 2001. I started out as a community Assistant title. While being one of the three original Community Assistants. I am attaching my original job description under the title of Community Assitant. Here I will list my present work continuously.

1)Assist Senior Executive Director, Coordinating Manager, and Assistant Coordinating manager in daily protocol.
2)Communicate with the following healthplans: CenterCare, Fidelis, Healthplus, Metroplus, Neighborhood, and HIP health providers.
3)Work on research and Demographic assignments. For example, finding out if patients had health insurance, medical records number, scheduling appointments with baseline, adding insurance code onto the computer.
4)Use the unity computer system special function as HFE, SCH, VPS, CIR, RVO, PIN,PIM, OPF,ONC, CSH, NII, NSD, VOT, INS and DIR.
5)Coordinate Manage Care patient education.
6)Prepare and conduct Kings County Hospital Center introductory mailings for new Manage Care patients.
7)Coordinate the distribution of all HMO rosters.
8) Conduct orientation for new Kings County Hospital Center Managed Care members.
9)Compose authorization referrals for Centercare, Fidelis, Healthplus, Metroplus, Neighborhood, and HIP.
10)Compose authorization referrals to different health/medical companies including vendors and surgical suppliers.
11)Fax and confirm patient transportation referrals authorization.
12)Cover the Kings County Information booth by answering the telephone, working with the Admitting office.
13) Promote and assist people of applying for HHC plus program.
14)Distribute of HMO newsletter to Manage Care doctors and Certified Nurse practioners.
15)Create Weekly, quarterly Enrollment Statistical Report to Manage Care Administration.
16) CIR Immunization report/Medicaid immunization recall Project medical record number.
17)Distribute of Fidelis questionnaire survey project.
18)Assist in authorization to HCI (Hospital Care Investigator) in admitting office
19)Update patient information files with correct HMO information and proper primary care physician assigned to the patients.
20)Assist doctors and nurses in general information as well patients, visitors, and other health and medical professionals.
21)Project: Financial Counselor of Pediatric at Kings County Hospital.
22)Project: Risk Assessment for OB services Metroplus/Healthplus.

A special project was being undertaken in pediatric at Kings County Hospital where I was selected out ofall other possible candidates to become a financial counselor (my title did not change) to check whether patient HMO insurance was active and acceptable under Kings County Hospital regulations.

This project started on September 16th, 2002, and went until April 9th, 2003. From the last week of March to the first week of April, the director of Manage care has changed everyone's title in manage care to the title Clerical Associate III. There is a new person who started work in Managed Care, by the name Sasha Milward. She has not even been given an evaluation nor has she been officially on the job for more than 6 months but her title has been changed to clerical Associate III as well, which I think is unfair since she has not been on the job for long and while I have been working my way up, as for a newcomer receiving the same title with the same pay. This is ethically wrong. She should go through the extensive work load and the proper evaluation as everyone else.

I have fixed a major issue that was affecting Kings County Hospital. I have done research and fixed many problems with other discrepancies. While working on the Pediatric project, I had to train two people as these individuals are coordinating manager Mr. Fristner and Charmaine Roach. I was only Manage care expert of Manage care in the Pediatric department. While Mr. Fristner and Charmaine Roach only do enrollment, they do not contain vast knowledge of Manage Care.

The other problem in Pediatrics at Kings County Hospital was that it was my responsibility to make sure all of the HMO patients coming in get the best service. In many situations, there have been many problems in the Pediatric clinic where as the Coordinating manager B is Ms. Parks' title, could not be found, would not answer her telephone, beeper, or an announcement on the loud speaker. This situation would arise during times when there were too many patients and/or too little staff, when clerical staff could not be found a patient's name on the Unity computer screen. Ms. Parks had been present in the hospital, but no in her department. The clerical staff had no idea what to do in the time of tribulations.

To make the Pediatric center run faster and more efficiently, when I took over, I taught the clerical staff many procedures of how to troubleshoot their problems, showed the clerical staff the proper technique to update patient insurance information. I have taught the clerical staff how to find medical records number by using different methods also taught them how to close a visit, how to organize their work, and how to work as ateam to make the progress faster.

Many physicians came to me for my help regarding patient background information work. They relied on my knowledge to get the proper information that they needed even though Ms. Parks, the coordinating manager was there at certain times and she did not have information to help her departmental staff. Ms. Parks' work became my work because I had the responsibility to my HMO patients that they are happy with the insurance that they have and they rely on Kings County Hospital for all of their medical attention.

Providing a fast paced service without the hassle or frustration of long hours so the patient will remain a client of Kings County Hospital instead of switching private doctors outside the hospital. If the patient switch, Kings County loses money. Patients have received wrong information from Charmaine roach and Ms. Parks, and when patients come to me, I fix their entire situation and gave them proper education on their HMO plans and Kings County Hospital policies. I had to work with clerical staff of pediatric with their work to speed up the process as pulling patients charts and stamping the patient height and weight slips. These were not part of my duties at all, but the whole point is to keep patient from switching to private doctors outside the network. I have also worked in memberships services many times when it was understaffed, or needed extra help. Other community assistant were not given such duties to do. I am claiming out of title work, running all of Pediatrics, back pay, training Coordinating managers, and stand by pay (always floating me around different area to work in). kings County hospital should find me a better title position as well. I am requesting transfer of Manage Care.


CC: Kings County Hospital
Health and Hospital Corporation (HHC)
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#7 Author of original report

Kings County Hospital abusing their power aginst employees

AUTHOR: Amir - (U.S.A.)

Dear President Chu

My name is Amir Rizvi; I work at Kings County Hospital, as a Clerical Associate III. I have cases out which I need your immediate attention. Kings County Hospital Managed Care department. Mr. Trevor Romans and Mrs. Claire Patterson have been setting aside my request for a request for a re-assigned to a different department at Kings County Hospital. The environment has become very hostile. I wish no longer to remain in Managed Care. I have previous cases that have not really have begun to fix my problem. You can have your representative to please check my cases for me. I was put in Centralized Appointment System, the original person re-signed. I was placed over there first of all I would like to state, if I have previous grievances going on my department heads should have not moved me. Second the re-signed person spoke French/Creole). I do not peak either language, so it was base-less to put me there.

Second commotions have started and I have appealed for a whole week all the way through proper channels to please re-assign me to a different area. For example Admitting Office or Support building.

Third doing a lot of out of title work and being passes on promotions. Applying to jobs within in-house and being by-passed by new comers.

Mr. Chu I am attending school and I wish to be 9am to 5pm shift. I can not change my time 10am to 6pm. I am educating myself to advance and as well become professional involve helping out HHC.

I am a very hard worker. I have helped patient of all walks of life. I have been an excellent help to my department but never acknowledged.

I am including all of my complaints and grievances for back pay and out of title work and requesting a complete transfer out of managed care completely and to another department.

In regard to this I have been falsely charged in labor relations for disciplinary hearing about throwing something at a supervisor. Mr. Chu management has everything to say while workers are put on false charges with 1 wrong disagreements.

Memo written are changed frequently for example my effective date to start the 10 am to 6pm shift effective 1/7/05, have been changed immediately. I believe the agreement with the first memo is accurate and beside I told them I am in school to advance my career which Kings County is not doing. So I returned the envelop the supervisor charges of me throwing the envelope at her. I dropped the envelope on the computer and landed on the keyboard and then I walked out.

Ms. Regina Gilmore falsified this story to labor relations which as well is corrupted. No case ever is settling farily over there. There are other people in central Appointment system that HHC should survey question to investigate this matter. Labor relation dates are for 1/25/05 which should be intervened by a HHC person and not the kings County labor relations. Labor relation is corrupted.

Mr. Chu in requested please have a representative call my union representative Local 1549 Linda Bullock at DC 37 (212)815-1044. She will provide the whole issue. I would like the entire charges drop against me. My time sheets have become a number play docking my pay with code 06.

There are many innocent worker coming trying to make a living while management have been abusing there power. Please Mr. chu grant me proper title if seem fit which my grievance case is asking for an Assistant Coordinating Manager title and re-assign me to another department in Kings County Hospital.

In request Mr. Chu have your representative review my case it is urgent and need immediate attention. If I am writing this I have my job to protect before labor relations and upon management decide to do something drastic.

Thank you
Amir Rizvi

Please refer to case number
# 1-1-148664000
# 1-1-148664790
# 0501NYC10004
# 04-1167
Please review all documentation and case files with 1-866-HELP-HHC Line, Inspector General Office. Before approaching Kings County Hospital.
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#8 Author of original report

Equal Opportunity Employment, fraudPeople in high position without degrees, labor law, labor employment, investigation, human rights, administration hush-up,mismanagement

AUTHOR: Amir - (U.S.A.)

From: Amir Rizvi
To: Maxine.Brown@nychhc.org
Date: 2/17/2005 6:58:56 PM
Subject; Amir Rizvi (regarding Mr. Romans-Ms. Patterson, Mrs. Gilmore)

Hello Mrs. Brown

Everything has been hidden from you
This is Amir Rizvi, Managed Care centralize Appointment system.
I spoke to you about the issue of Harassment and Discrimination.

Mr. Romans, Ms. Patterson, Mrs. Gilmore have been blocking me from seeing you. I have been having problems with them since January 1, 2005.

I do know if you are aware that a disciplinary action was taken upon me where I was suspended for 1 week without pay. My record shows 10 day suspension with 5 days only served.

Mr. Romans placed me inside Centralize appointment where James Malette resign in December. I was called by Mr. Romans to his office after the holiday and he told me to report to Centralize Appointment System. Where he changed my hours. Mrs. Gilmore is doing his dirty work for him. Centralize Appointment needs a Creole/French person. I speak neither language.

Mr. Romans and Mrs. Gilmore are trying to terminate me. My time sheet have became a board game for her putting code of without pay. I also like to add I attend school where I met my Medical Doctor Mentor after work for training and as well to study for the United States licensing Exam. I have provided a school official registrar paper to Ms. Patterson, my school have been in contact with her. But she remain to ignore all issue. I have been missing school since Jan. and up to now where I told them I can not do 10-6 shift.

Ms. Patterson and Mr. Romans and Mrs. Gilmore have cause propaganda, conspiracy against me. I have went through stress, emotional distress with all of them.

My hearing was unfair, where there was no basis of suspending me.
I have requested to Mr. Romans to re-assigned me to a different department. I have asked Ms. Patterson to re-assigned me to a different department.

Mr. Romans and Mrs. Gilmore have cause chaos throughout Centralize appointment system. Ms. Patterson ignored all. Basically she is learning from Mr. Romans.

While in managed Care outreach I was doing a lot of variety of work.
In centralized appointment I make appointment only, of all clinic while in outreach I called patient making medical and pediatric appointment only for particular doctors.

No training of how to make appointment through of different clinic. I was never taught.
Basically this all matter started because of my out of title grievance with Mr. Romans, he is retaliating and Mrs. Gilmore is doing his dirty work for him.

I am very hard working, a true humanitarian. Help people of all walks of life. I have great knowledge of the hospital function and known throughout Kings County for my knowledge and swiftness of my work. In edition I have my degrees where among Mr. Romans do not have it.

I also believe all of my job employment have been blocked by Mr. Romans, which in edition he have passed me upon for higher title within the Managed Care department.

Mrs. Brown before you do anything I have some paper work which I would like you to read before you confront anyone.

One last thing I also forward a email-request to Mr. Stephen Small-Warner for re-assignment in suggestion to the Admitting Office.

Thank You
Amir Rizvi
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