After being denied three months worth of benefits beginning in October 2014 because of an honest mistake that I made when I failed to report 3 days of income while collecting benefits last July, I decided to request a telephone hearing. This was a total waste of time. You might as well be a criminal and a fraud in the Peach State if you make an honest mistake certifying for unemployment. Never mind that one week of unemployment is about what I make in 1 day of work. I do not mind paying the money back and even paying a penalty. That is only right. But deny me of $3,000 in benefits and bar me from collecting unemployment until January of 2016? Never mind that the employer misrepresented my actual start date and treated me like dirt. Remember, this is a “right to work” state! The employer is innocent until proven guilty and the employee is, well, guilty. I checked with my state senator’s office about what to do about what I felt was unfair. After all was said and done, I informed the Department of Labor that I wanted to escalate the process and requested a second hearing before a board of three individuals appointed by the governor. So what do I get in the way of correspondents from the Georgia Department of Labor? Another love letter saying that I have to explain to them why I certified for a week of benefits TWO YEARS AGO. After checking my records, I was able to confirm that I was not even collecting any money from this employer during the week in question. In fact the letter did not even have the correct week ending date listed. I have emails and timesheets that prove I did not work during the week in question. Do you think that will make a difference? Gee, do you think the Ovepayment Department is MAD because I have CHALLENGED their ruling TWICE? Sorry DOL but it is not my fault that, through your stupidity, you gave away “$58.7 million in overpayments October 1, 2008, and March 31, 2011” (Source: U.S. Department of Labor) of the employer’s and taxpayer’s money to true frauds in past years. Don’t put that albatross around my neck. Don’t harass me because I am exercising my right to appeal your rulings. Note that OTHER states have laws that actually PROTECT employees in situations where it can be proven within a reasonable doubt that the employee did not knowingly commit unemployment fraud. But not HERE in the Peach State. I was born and raised in Georgia, but this sort of thing makes me ashamed to say so.
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This complaint and/or review was posted on HolySmoke.org on 20:43 pm, March 11, 2019 (CST) and is a permanent record located at: https://www.holysmoke.org/scam/georgia-department-of-labor-review/.
The reviews & complaints posted about Georgia Department of Labor was submitted by a member or guest on this website. Any and all opinions and information are published as is. HolySmoke.org does not edit or remove any aspect of the report and is simply a consumer grievance free-speech platform. As such, HolySmoke.org cannot be held liable for the complaints and reviews posted about Georgia Department of Labor as per Section 230 of the Communications Decency Act.
Georgia Department Of Labor Reviews & Complaints
Friend was fired due to prejudism at walmart (ex military, we all know how liberals hate the military..) he worked the hardest there, everyone else sat arpund and did nothing yet he was fired unfairly, all the things I heard and saw there makes me sick!! He put in a claim to the athens department (pos) of labor, they unfairly denied him, made a fasle statement that he lied and said he didn”t do his job! That pi*es me off, department of labor needs to be reviewed now!!!
Georgia Department Of Labor Reviews & Complaints
Good afternoon, My name is james getts, former medical practice manager for todd d. Cable, md, llc, d/b/a independent pain management. I was summarily terminated by my employer on august 27, 2018 at 11:50 a.M. For what I believe to be wrongful cause and discrimination. Summary of events: I was met at the door of my employment by a county sheriff”s deputy and the university hospital (evans campus) security guard in order to terminate my employment. This was a surprise to me and as ordered, I handed over my office key to the officer, who stated that I was terminated (no cause given) and that “your final 2 week check will be mailed” (net amount $1, 406.26 for pay period august 13-26). The date is now september 4, 2018, and I have yet to receive this check, and I cannot get my employer to acknowledge my requests to provide information on its delivery or whereabouts. Thus, my family has been put in a significant financial situation and is at risk of non-payment of utilities and/or mortgage. Events leading up to my termination on august 27, 2018 at 11:50 a. M: – I am a disabled veteran and I required emergency medical care from the veterans affairs emergency department on the morning of august 20, 2018 for a service connected injury – incurred while deployed in a combat zone in 2009. I told my employer that I was having chest pains and shortness of breath and left the office at approximately 10 a.M.in response, my employer initially tried to keep me at the office despite active chest pains. My wife arrived at my request and forcibly removed me from the office and took me to the v.A. E.R. I was kept at this e.R. All day for treatment and evaluation, and was unable to return to work until the following day due to the medications I was given. I returned to work the following day despite having tightness in my chest due to pressure from my employer to get back to work. I worked the full day on 21 and 22 august despite feeling fatigued and fell visibly ill on 22 august, as noted and remarked on by other employees. On the morning of 23 august I drove myself to university prompt care for continued tightness/pain in my chest/shortness of breath, and what was diagnosed as a severe respiratory infection likely related to my hospitalization at the va er on 20 august 2018, and related to my service in environmental hazard conditions in iraq in [protected]. This infection was highly contagious and rendered me unable to work on 23-24 august, 2018 under doctors orders due to severe coughing and vomiting exacerbating my chest pains. The doctor ordered me to rest for two days to prevent further cardiovascular complications with my heart and lungs. On 23 august, while being treated for service connected injuries and illnesses, my employer, todd d. Cable, m.D. Posted my job for interview and replacement. He conducted an interview for my replacement on august 25, 2018 without my knowledge and without communicating his intentions to replace me for being on medical leave as a protected veteran, undergoing emergency care. I believe in addition to terminating me for legitimate medical leave as a disabled veteran, my employer also used my medical absence as an excuse to terminate me for the following underlying reasons: 1. I refused to be complicit in illegal payroll activities as the practice payroll officer/manager. Specifically, dr todd cable demanded that the hourly employees of the practice work the weekend of 25-26 august. He stated that “he was not going to pay the employees working the weekend overtime,” and was going to “pay them under the table” with “other monies” at their base rate only. All employees that were scheduled to work that weekend would have accumulated approximately 45-55 hours for the pay period, and dr cable was insistent that he would not pay the overtime, nor the taxes on the overtime. I objected to this plan and was belittled and dismissed for attempting to comply with federal and state labor laws.in objecting to his illegal intent and plan on approximately 17 august 2018, I became the subject of regular passive-aggressive demeaning comments daily from dr rose marie classi, m.D. (his spouse and non-employee) and experienced what I can only describe as a hostile work environment, whereby his spouse was given authority over me, and disallowed me to make any official decisions effecting practice safety, hippa regulations, occupational safety hazard prevention and reporting. Due to my insistence on federal and state compliance, I was regularly dismissed and belittled despite attempting to uphold the legal and ethical fiber of labor – and other – laws. I feel I was the victim of a hostile work environment brought on my disagreements and non-complicit stance or participation in illegal intent and actions. Second, due to several close calls with occupational exposure concerns of medical assistants and office staff routinely in contact with treated patients, I demanded osha regulations be followed for the safety of exposed employees. The osha program was non-existent when I arrived at this practice in may 2018, and was suppressed and deemed “not necessary” despite creating the entire osha/msds program from the ground up myself, and publishing their osha manual – for which employees were discouraged to read by dr cable, and further suppressed any trained from this manual. After several close-calls with needle-sticks and potential patient bodily fluid exposures, I made the call to inform osha of the owner”s gross neglect and dismissal of employee safety and the federally required osha program. I filed my complaint on the evening on 25 august, 2018. I received a call back from osha the morning of 27 august 2018, stating they would follow up on my complaints that day, specifically the hepatitis-b and hiv exposure plan violations that places the employees in direct danger of contracting these harmful viruses. I find it no coincidence, that I was fired punitively and in retaliation for reporting my employer”s practice for osha violations (ref. Osha complaint #: [protected]). In addition to multiple other hippa, medicare/medicaid, financial irregularities, this practice is a hostile work environment for the following reasons: 1. Qualified candidates for medical positions were often not hired based upon the doctor”s discrimination against: (a) women in preference to male medical assistants and nurse practitioners, (b) military and military spouses due to their “ability to be called away at any time.” I was personally offended by his stance on military given my veteran and army reserve officer status. I was of course dismissed when I told him he cannot conduct discriminatory practices and line of questioning like this in interviews, or include this in his reasons not to hire a candidate, (c) family situations were often used as discriminators in interviews and used against qualified candidates when making final hiring decisions (i.E. Candidates often discarded for being single mothers – this happened at least 5 times), (d) age was used as a consistent discriminator in interviews, as dr cable did “not want to pay for experienced personnel” and preferred younger talent due to their likely acceptance of a lesser wage. Further evidence of his discriminatory practices, dr cable cites that he found a draft file copy of a resignation letter dated 22 august 2018.in this draft for my eyes only, I cited that my reserve unit is set to mobilize in fy19 and that I would like to consider (at the time) a resignation date effecting september 7, 2018. This letter was in my personal files, not intended for communication until a later date, not signed by me, and not sent, printed, or communicated to dr. Cable in any form or fashion. During the period of when I was under emergency medical care, dr. Cable decided to “discover” this document and further show his discrimination against military members and families by using my reasons of a fy19 mobilization as a reason to immediately expedite my termination and replacement (proof in text/email form from dr cable), thus not allowing me to work even the proposed (draft) intent of working until september 7, 2018. In the end, my termination was the result of a hostile work environment, retaliation for making a formal osha complaint, and persistence in trying to be state a federally compliant. I see this termination as punitive, and this is further evidenced by my employer refusing to give me my final paycheck as aforementioned. (dr. Cable did withhold the previous practice manager”s paycheck for months out of punitive feelings toward her, so there is precedent for this, and cause for my concern). I have also not received the required dol form 800 required by georgia code 34-8-190, thus I am unable to file for unemployment properly. I appreciate in advance your time and attention to this matter. I cannot express how disappointed that I and my family are, and how hurt we have been by these individuals. I want to prevent this from happening to future employees of this practice. I also have a three-page notarized copy of my acknowledgement of my termination to my employer available, however, it is being reviewed/corrected by my attorney. I can make this available at any time. I also have a 6 page description of my grievances against this medical practice, also being reviewed by my attorney. Thank you again in advance, Sincerely, James a. Getts, m. Div., cmom
Georgia Department Of Labor Reviews & Complaints
Hello, I recently filed an appeal on an outstanding claim which ended up as dockett #23717. The decision was given in my favor. I recieved back payment immediately for 2 weeks and then on checking into the system found that my claim was still active. Then I recieved a letter from the ga dol dated 11/15/18 advising me to make sure I filed on the claim no later then 11/25/18. I attempted to sign back on to my claim later that morning to file my weekly certification and found it was now inactive. I immediately e-mailed the ga dol to ask for instructions on how to proceed and was contacted by return e-mail from ms janet hutchenson. I gave her all the info she asked for and was advised that I needed to refile my claim. I did. Confirmation #4862331. I recieved an email from the ga dol advising that I had filed a claim #[protected]. I reached out to ms hutchenson several times that day for adice which she promptly provided. I also advised her that I had to have a claim filed no later then 11/25/18. Ms hutchenson advised me that once she saw I had filed my claim again she would tell me the next step. She came back with the ga dol was going to be closed for holidays, reopening 11/26/18. I countered back with a return e-mail reminding her that I had to be in the system by 11/25/18. She countered back with she had been giving me instructions on how to refile a claim not file an appeal. I was very clear from my first email on what I was doing. I returned an e-mail apologising for not making myself clearer, reminding her again of my “have to” file date. I never got a response. I have all these e-mails if you need to see the paper trail. With no response and a letter from the appeals court giving me the 11/25/18 date, I went ahead and filed a new claim on my own as stated, initiated a new pin number at that time and then later on that evening I set up a job search file and entered my searches #9979193. I have screen captures of all of these if you need to see them. On checking later that night, everything worked and looked good. Today, 11/26/18, #1. My pin# is gone I cannot sign into my claim. #2. Ms hutchenson advised me on weds, the day before thanksgiving she would contact me today (monday). She did not. My “have to” file date has passed, my claim was there before thanksgiving and now it’s gone. Please advise me of how I should proceed, how I make the ga dol aware of this situation. Thanking you in advance for your help, Robert b. Sapp
Georgia Department Of Labor Reviews & Complaints
I am Kerry Lewis who worked for Thomas D slagle Since October 20, 2018. Thomas provided his workers with a credit card for supplies when needed. I was the live in shop manager. As April 2018 Thomas has removed me without notice and has not paid me money owed for services. Thomas has made statements that owes me money but yet has failed to pay me. There was a balance of $1100 spent on the company credit card by myself in which it was stated I was owed money by Thomas himself. Thomas has locked me out of all my belongings and and Did not give a legal 30 to 60 day notice of having to move.