Jenny [Jordan] Williams, Tropicana HR, Tropicana, Tropicana Products, Tropicana Manufacturing Jenny Williams engages in hiring discrimination and fraud against employees and company. Rehires ex-felon husband in violation of Tropicana' "firm" No hire / No re-hire policy, AND.. Bradenton Florida

It looks like PepsiCo has been doing some "damage control" here!

They are doing it by means of "housecleaning".

Jenny Williams was FIRED, although I think the official language used was "packaged out".

Kahreem Williams was FIRED, but he is a union member and the union got him his job back, but I think that will be the last time as he may be on his last strike. But, he gets off FELONY PROBATION in Feb 2009, so he may be able to get another job when it happens! If the new company does not mind that he is a REGISTERED SEX OFFENDER!

Randall Parker was fired, but I think the official terminology was "relocated". He simply couldn't get the job done, and his job was on the line for a long time. He was all talk, no action.

Javier Feliciano is being "relocated" to Phoenix. I cannot see how this is any sort of promotion as I lived in Phoenix and know the PepsiCo facilities there. This is a step down in my opinion.

**Does anyone see what appears to be happening here?**
Almost everyone involved in my case has been either "let go", or "relocated" already, or has some sort of "career change" in the works!

AND...FYI...As far as the arbitration case goes...
I won...Tropicana lost..HOWEVER...
PepsiCo / Tropicana executives made the decision NOT TO COMPLY with that arbitration order...although both parties agreed in writing to do so.

It just shows that Tropicana went into this arbitration proceding in bad faith. Once again, I will state the obvious based on actions of the company. They REFUSE to be held accountable BY ANYONE! They feel they are "above the law".

FYI..ALSO..The USDOL ruled in my favor by issuing a "right to sue" determination 10-23-2007 in my ADA discrimination / retaliation complaint after a year+ long investigation.

As of today, my EEOC complaint for the retaliation that followed my OSHA complaints is still open. I feel strongly that I was terminated due to these legitimate complaints.

Teamsters Local 173 has a date set for ARBITRATION in August 2008.

At the request of the Union, and the Attorney for the Union, and the USDOL/OFCCP investigator, I am prohibited from posting any new information here about Tropicana or its management.

I will follow that advice.

Thank you all for your input in this case.

As of today, my EEOC complaint for the retaliation that followed my OSHA complaints is still open. I feel strongly that I was terminated due to these legitimate complaints.

Teamsters Local 173 has a date set for ARBITRATION in August 2008.

At the request of the Union, and the Attorney for the Union, and the USDOL/OFCCP investigator, I am prohibited from posting any new information here about Tropicana or its management.

I will follow that advice.

Thank you all for your input in this case.

As of today, my EEOC complaint for the retaliation that followed my OSHA complaints is still open. I feel strongly that I was terminated due to these legitimate complaints.

Teamsters Local 173 has a date set for ARBITRATION in August 2008.

At the request of the Union, and the Attorney for the Union, and the USDOL/OFCCP investigator, I am prohibited from posting any new information here about Tropicana or its management.

I will follow that advice.

Thank you all for your input in this case.

As of today, my EEOC complaint for the retaliation that followed my OSHA complaints is still open. I feel strongly that I was terminated due to these legitimate complaints.

Teamsters Local 173 has a date set for ARBITRATION in August 2008.

At the request of the Union, and the Attorney for the Union, and the USDOL/OFCCP investigator, I am prohibited from posting any new information here about Tropicana or its management.

I will follow that advice.

Thank you all for your input in this case.

Notice to all Tropicana Employees, past or present.

If you have heard Kahreem Williams brag about getting reprimands pulled from his file, please sign a statement and/or call me. Mark Moran, or Bob Opfergelt to get ahold of me, or just go to the Union Hall and leave a message with Twila to call me.

Also, if you have any other knowledge of Jenny Williams pulling reprimands, I need that info too.

And, if you were one of the people present when Randy Miniachi spoke to me on this issue in the rail dock break room a couple of months ago, I would like that statement too. There were 5-6 people present.

Thank you.

Steve L.

Well, Randy Miniachi totally backed out on the statement he made to me regarding Kahreem getting his reprimands pulled from his file allegedly by Jenny Williams.

I guess he will also lie about using the company computer on company time to get on his "myspace" site as well. I have personally witnessed him doing this in the rail dock lead office.

And, of course Kahreem lied about ever bragging about getting reprimands pulled.

However, one thing remains constant. I will take a polygraph to verify my statements of what I have seen and what these people have said to me or around me. I know what i heard.

I guess now Kahreem will lie about being a registered sex offender, and being incarcerated too.

Unbelievable.

Javier,

This should help you with your "investigation". This information backs up my claim 100% on Rip Off Report that Kahreem Williams was rehired at Tropicana after release from incarceration in direct violation of the "firm" no hire / no rehire policy of felons at Tropicana. I guess this policy is only "firm" unless you are married to an HR Manager.

Furthermore, I have proof now that the HR Dept engaged in fraud against the employees of Tropicana, as well as other applicants who have been turned away due to a past felony conviction. [I have actual witnesses that have been turned away, that will sign statements] Not to mention the fraud against the company and the union. He maintains a hire date before his incarceration.

According to the POSTED seniority list on the union bulletin board, which is effectively property of the union as per the contract, Kahreem's initial hire date was 10-22-2001, and a department seniority date of 10-10-2005, which is AFTER his incarceration release [DC# R40292] and start of supervision as a registered sex offender which was 8/14/2005. He is still on FELONY probation until 8/13/2009. His offense date was 1/01/2003.

Now, this is ALL public record, and in no way "confidential" as you like to call everything.

This is all I need for my additional EEOC complaint against the HR department, and this information is going to PepsiCo, QTG, etc. Now that you have come after me with 5 bogus reprimands at one time and a bogus suspension. And, since I am off work, I now have 8-12 hours per day to write letters and work on my websites and web blogs instead of 1-2 hours per day. This works out nice.

Thank you,

Steve

I now know that all parties involved in this post are aware of this post.

I am puzzled that no rebuttal has been made on these issues.

My offer is still firm to take a polygraph on the statements I still stand by.

I now know that all parties involved in this post are aware of this post.

I am puzzled that no rebuttal has been made on these issues.

My offer is still firm to take a polygraph on the statements I still stand by.

I now know that all parties involved in this post are aware of this post.

I am puzzled that no rebuttal has been made on these issues.

My offer is still firm to take a polygraph on the statements I still stand by.

I now know that all parties involved in this post are aware of this post.

I am puzzled that no rebuttal has been made on these issues.

My offer is still firm to take a polygraph on the statements I still stand by.

THIS IS HOW THE ORIGINAL REPORT SHOULD HAVE BEEN WORDED:

Jenny Williams formerly known as Jenny Jordan until she married Kahreem Williams, violated the 'firm' company hiring policy by ALLEGEDLY re-hiring or causing to have re-hired her husband, RECENTLY released from INCACERATION.

I know several people with very old felonies and juvenile felonies that cannot get hired at Tropicana. This firm hiring policy of Tropicana can be verified with Ed Padilla at Express Personnel in Bradenton, as well as the Manatee Jobs Office in Bradenton. I HAVE ONCE AGAIN VERIFIED THIS POLICY, AND HAVE TESTIMONY OF ONE PERSON WHO WAS TOLD THIS BY ED PADILLA, AND HIS APPLICATION WAS REFUSED. THIS PERSONS NAME IS GERALD "Jerry" FOSSA. HE WILL TESTIFY.

This is blatant employment discrimination based on DISCRIMINATORY HIRING PRACTICES and MORE federal charges WILL to be filed IF THIS SITUATION IS NOT FIXED IMMEDIATELY.

AND, her [JENNY WILLIAMS] husband, Kahreem Williams ALLEGEDLY gets his reprimands pulled from his file by Jenny Williams, to avoid termination. I BELIEVE this to be true as he has bragged ABOUT THIS IN MY PRESENCE,and in front of several others IN THE RAIL DOCK BREAK ROOM about this on AT LEAST ONE OCCASION.

This can be verified by one lead person I know of, Randy Miniachi. [IF RANDY BACKS OUT ON VERIFYING THIS, I HEREBY CHALLENGE EVERYONE INVOLVED TO TAKE A POLYGRAPH]. THIS WILL QUICKLY DETERMINE WHO THE LIARS ARE.

Again, these are hard facts and cannot be ignored.

This is the ethics policy of Tropicana Management and Tropicana HR. Does PepsiCo know about this? If they don't, they will shortly. [THEY DO NOW]. :)

Steve
Bradenton, Florida
U.S.A.

NOTE: THIS INFORMATION IS BELIEVED TO BE AS ACCURATE AS POSSIBLE, AS I BELIEVE IT TO BE. NOTHING IN THIS STATEMENT IS INTENDED TO BE DEFAMATORY IN ANY WAY. THE PURPOSE IS ONLY TO FIX A PROBLEM.

Javier,

If you like, I can just file an EEOC complaint on this issue, and a grievance with the union. Both of those make it public record, or you could just deal with it the way it should have been dealt with a long time ago.

Let me know, I already have the complaints prepared. I just need a reason to file them.

You are familiar with the Federal Whistleblower Act, right?

Javier,

Validation does not have to be in the form of physical documentation to be valid. First pary conversations and validated third party conversations are often acceptable, even in a court of law.

As far as the felony and incarceration history, this is public record and is readily available. I am not out to defame this man's character, or expose the specific charges. I am not out to get Kahreem.

As far as the termination upon incarceration, that is automatic, right? Thereore, no documentation is needed on that, right? And, in turn, if you demand documentation from me, the only way you could challenge credibility of that information would be to open that man's personnel record at our meeting. Are you prepared to do that?

Therefore, his rehire after release from incarceration is obvious, right? He is working at Tropicana as of today, and as of today that policy is in place, right? Kahreem has only a small amount of seniority on me, based on the posted seniority list. The no hire/ nor rehire policy was in effect on Kahreem's seniority / hire date, right?

>>

Now, to address Jenny and the pulling of Kahreem's reprimands, etc. I am a first hand witness to Kahreem bragging about it one day in the rail dock break room. If it wasn't true, that is on him at this point.

Randy engaged in conversation with me in front of other employees in that same breakroom where he expressed his frustration on this issue.

And, I worked one weekend where Kahreem was scheduled and he flat out defied the schedule, did a no call no show for the entire weekend where he was scheduled Sat and Sun. This is AWOL under company policy and is a termination offense, right?

I believe all of this is obvious, and is common knowledge of many employees who have been at Tropicana many years.

Kahreem,

If you are reading this, I have no personal problem with you. I do have a problem with the way your wife does business, and her overall atitude and integrity.

I have worked with you and never had any problem with the way you did your job, or treated me.

However, the rules have to apply to everyone equally, and that is where you get involved.

I remember 1 weekend not too long ago when we were all there and you were scheduled and did a no call no show. That is AWOL under company policy and is a termination offense. However, you showed up Monday as scheduled and nothing was done.

How does that make your co-workers feel when you can get away with that, but we can't, all because your wife works in HR?

It's just not right, and she should be fired for letting it happen along with any other management who was aware of it.