THERMOTRON /ELAINE JOHNSON VP MANAGEMENT TRAINING
Contact Tamera Kennedy— for your own opportunity to be a liar and a thief at THERMOTRON
jim roelofs – “What if you’re wrong?” bo bjarno
yes as a note– thomas bannach and bo bjarno started with joyce palmer — then psaint- then Von– then Cheryl black– then Virgina norris–
yes being an abusive pervert and drunk– is normal at thermotron– “make it HARD on your co worker” is the directive of thermotron management –
ok
jim roelofs fires bo bjarno
Jim Roelofs is here but kicking back a little, we have tried to give him more responsibility several times and he says “No thanks”.
He’s reached that stage where he realizes responsibility has more drawbacks that positives and is real comfortable where he is – smart.
It amazes me how things repeat themselves and if you just pay attention to history you have a pretty good idea of what’s going to happen next.Hope things are well with you .Tom P.
interesting that jim r is with u.. because “Curt” who replaced bo bjarno.. said all he did at thermotron was walk around with a good grip on his ankles..
When we told chryel the 4th secretary that left the office, to mention to tom bannash .. that bo bjarno was drunk every day and it scared her..
all jim roelofs did was conspire to defraud him..
I had worked with him for 2 years drunk and asked dick Mc Kinley about it .. when he was hired..
But thomas bannach and bo bjarno — started the employee harrasment with Joyce palmer
and it continued with 3 or 4 more people over the next 2 years..
lying cheating stealing harassment and defrauding employees
this is the Thermotron model for management behavior–
and as Gregory V Johnson spent his time — stealing and robbing the customer and functioning as a false wittness for thomas bannach–
Contact Tamera Kennedy— for your own opportunity to be a liar and a thief at THERMOTRON
as Bo bjarno style was get the customer or any one drunk .. and then find out how much money they had in the budget.. he was a flaming alcholic/..
and with greg johnson the pet thief, embezzler and banniah’s false wittness.. it was a pretty horrible place to work..
THERMOTRON / WAGES FOR THESE POSITIONS RANGE BETWEEN $9 – $11 PER HOUR. A JOB LIKE THE ONE ABOVE WILL GUARANTEE YOU A LIFE OF ABJECT POVERTY. OCCUPY!
Thermotron / Wages for these positions range between $9 – $11 per hour.
Holland —
Thermotron will be the Employer Of The Day Nov. 29 at the Ottawa County Michigan Works! service center, 121 Clover St. in Holland.
The event will last from 9 a.m. – 2 p.m. Candidates are asked to bring an updated resume. Applicants are welcome to use the computer equipment at the Ottawa County Michigan Works! service center to create/update their resume, and print hard copies as necessary.
Thermotron is looking to hire about 11 people will have at least two human resources representatives ready to interview interested candidates.
The Holland-based company manufactures environmental test chambers and equipment
. Open positions at Thermotron include: marketing support, mechanical engineer, welder, brake press operator, cabinet assemblers, shipping, refrigeration, assembler
, and entry-level assembly.
Wages for these positions range between $9 – $11 per hour.
Copyright 2011 The Holland Sentinel. Some rights reserved
The Joy of working a thermotron
where low wages is our priorty !!!
thermotron start at the bottow and stay there
Oh Yippee a chance to work for $9-11/hour. Let’s do some math:
If this person works 40 hours/week for 11/hour, he will gross 22,880 annually. He’ll probably net about 18,500/year or about 1550/month. That number assumes 100% employer-paid healthcare which we all KNOW is not gonna happen. Let’s look at some very minimal expenses:
100 gas for the car
100 car insurance
150 utilities
750 rent/mortgage
300 groceries
100 car insurance
150 utilities
750 rent/mortgage
300 groceries
Wow. That leaves him a total of$150 extra each month (maybe). But we certainly don’t need anything like a law mandating a living wage do we? After all, we wouldn’t want those ‘job creators’ over at Thermotron to go somewhere else.
Yup, a job like the one above will guarantee you a life of abject poverty.
Occupy
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THERMOTRON FALSE WITTNESS – STRANGE GUY BUT I LIKE ‘EM– THERMOTRON MANAGEMENT TRAINING
THERMOTRON FALSE WITTNESS – STRANGE GUY BUT I LIKE ‘EM– THERMOTRON MANAGEMENT TRAINING–
Jim Roelofs
yes
at thermotron making up stories to defraud your co workers
training 4 management– Fred Plont and–vince jesinsky — mark lamers gregory v johnson
THERMOTRON WITH GREGREY V JOHNSON THE PET THIEF, EMBEZZLER AND THOMAS BANNACH FALSE WITTNESS..
jim roelofs – “What if you’re wrong?” bo bjarno
im Roelofs is here but kicking back a little,
we have tried to give him more responsibility several times
and he says “No thanks”.
He’s reached that stage where he realizes responsibility has more drawbacks
that positives and is real comfortable where he is – smart.
It amazes me how things repeat themselves and if you just pay attention to history you have a pretty good idea of what’s going to happen next.Hope things are well with you .Tom P.
interesting that jim r is with u.. because “Curt” who replaced bo bjarno.. said
all he did at thermotron was walk around with a good grip on his ankles..
When we told chryel the 4th secretary that left the office, to mention to tom bannash .. that bo bjarno was drunk every day and it scared her..
When we told chryel the 4th secretary that left the office, to mention to tom bannash .. that bo bjarno was drunk every day and it scared her..
all jim roelofs did was conspire to defraud him..
I had worked with him for 2 years drunk and asked dick Mc Kinley about it .. when he was hired..
But thomas bannach and bo bjarno — started the employee harrasment with Joyce palmer
and it continued with 3 or 4 more people over the next 2 years..
lying cheating stealing harassment and defrauding employees
this is the Thermotron model for management behavior–
this is the Thermotron model for management behavior–
and as Gregory V Johnson spent his time — stealing and robbing the
customer and functioning as a false wittness for thomas bannach–
Contact Tamera Kennedy—
for your own opportunity to be a liar and a thief at
THERMOTRON
as Bo bjarno style was get the customer or any one drunk ..
and then find out how much money they had in the budget.. he was a flaming alcholic/..
with greg johnson the pet thief, embezzler and banniah’s false wittness.. it was a pretty horrible place to work..
Thomas bannach– it’s ok to lie cheat steal embezzle — a little bit– and lie about your co workers– Ok that is ok too
FINDING YOUR IDOLS– THERMOTRON IT’S YOUR JOB TO LIE AS NECESSARY
many or is it a lll
Gee i didn’t want to lie but they told me to
AT THERMOTRON IT’S OK ——IS IT GOING TO ” BREAK YOUR HEART– WHEN THEY ARE GONE
THERMOTRON UNDERSTANDING WORKPLACE
HARASSMENT NORMAL PRACTICE
Understanding Workplace Harassment
at russles technical products — Bill said it was your JOB– to defraud – to the customer when ever necessary, lie cheat and deceive was part of the JOB– just as Don Bench — said every one complained about their salary– because he kept wages low–
and as Bill was drumming out an employee
Bill Bench — said — “Well
is it going to ” BREAK YOUR HEART– when they are GONE
ya when at thermotron . it was the same — defrauding the employee’s. it’s ok because “He’s got a problem!!
AT thermotron it’s OK to refer to your co-workers as Gay.. as if they were a homosexual.. even though they are not!–
this is called politics.. ask, honey dipper danny boy.. o’keefe)
he likely to say” Well i HEARD about youuu”
because his managers were told to be dishonest.. and back stab their co-workers. and defraud them
dave waterfield another hire of dan okeefe.. believed what ever lies that were told to him,
like roger cannary.. if harrassed the co workers.. and disparaged them behind their backs..
tom bannish was a PRO- at this..
and bragged that everone would believe his lies, and not question his directives..
WHEN dick mcKenley the sales manager with
tom bannish started spreading lies about joyce palmer the sales support woman.. i called up and asked them why they were drumming her out?
and as tom patterson told me .
. welli guess they then attacked U, because
you were not the type of “companyman” they like.. and they attacked U and harrased U to teach the rest of the
” holland clowns ” get in line!!
and as tom patterson at espec said.. he quit
because after dan okeefe demenstraded his manager style.
. he “didn’t have STUPID WRITTEN ON HIS FORHEAD.!!
Understanding Workplace Harassment
Workplace Harassment is a Form of Discrimination
Unlawful harassment is a form of discrimination that violates Title VII
of the Civil Rights Act of 1964 and other federal authority.
Unwelcome verbal or physical conduct based on race, color, religion,
sex (whether or not of a sexual nature and including same-gender
harassment and gender identity harassment), national origin, age
(40
and over), disability (mental or physical), sexual orientation, or retaliation (sometimes collectively referred to as “legally protected characteristics”) constitutes harassment when:
The conduct is sufficiently severe or pervasive to create a hostile work environment; or
A supervisor’s harassing conduct results in a tangible change in an employee’s employment status or benefits (for example, demotion, termination, failure to promote, etc.).
Hostile work environment harassment occurs when unwelcome comments or conduct based on sex, race or other legally protected characteristics unreasonably interferes with an employee’s work performance or creates an intimidating, hostile or offensive work environment.
Anyone in the workplace might commit this type of harassment – a management official, co-worker, or non-employee, such as a contractor, vendor or guest. The victim can be anyone affected by the conduct,
not just the individual at whom the offensive conduct is directed.
Examples of actions that may create sexual hostile environment harassment include:
Leering, i.e., staring in a sexually suggestive manner
Making offensive remarks about looks, clothing, body parts
Touching in a way that may make an employee feel uncomfortable, such as patting, pinching or intentional brushing against another’s body
Telling sexual or lewd jokes, hanging sexual posters, making sexual gestures, etc.
Sending, forwarding or soliciting sexually suggestive letters, notes, emails, or images
Other actions which may result in hostile environment harassment, but are non-sexual in nature, include:
Use of racially derogatory words, phrases, epithets
Demonstrations of a racial or ethnic nature such as a use of gestures, pictures or drawings which would offend a particular racial or ethnic group
Comments about an individual’s skin color or other racial/ethnic characteristics
Making disparaging remarks about an individual’s gender that are not sexual in nature
Negative comments about an employee’s religious beliefs (or lack of religious beliefs)
Expressing negative stereotypes regarding an employee’s birthplace or ancestry
Negative comments regarding an employee’s age when referring to employees 40 and over
Derogatory or intimidating references to an employee’s mental or physical impairment
Harassment that results in a tangible employment action occurs when a management official’s harassing conduct results in some significant change in an employee’s employment status (e.g., hiring, firing, promotion, failure to promote, demotion, formal discipline, such as suspension, undesirable reassignment, or a significant change in benefits, a compensation decision, or a work assignment). Only
individuals with supervisory or managerial responsibility can commit this type of harassment.
A claim of harassment generally requires several elements, including:
The complaining party must be a member of a statutorily protected class;
S/he was subjected to unwelcome verbal or physical conduct related
to his or her membership in that protected class;
The unwelcome conduct complained of was based on his or her
membership in that protected class;
The unwelcome conduct affected a term or condition of employment and/or had the purpose or effect of unreasonably interfering with his
or her work performance and/or creating an intimidating, hostile or offensive work environment.
What is Not Harassment?
The anti-discrimination statutes are not a general civility code. Thus, federal law does not prohibit simple teasing, offhand comments, or
isolated incidents that are not extremely serious. Rather, the conduct
must be so objectively offensive as to alter the conditions of the
individual’s employment. The conditions of employment are altered
only if the harassment culminates in a tangible employment action or
is sufficiently severe or pervasive to create a hostile work environment.
Report any incident of harassment immediately to your supervisor, any member of management and/or to the Director of the Office of
Workplace Diversity.
Note
Any employee wishing to initiate an EEO complaint arising out of the alleged incident of harassment must contact an FCC EEO Counselor or other EEO official within 45 calendar days of the date of the incident. For information on how to contact an EEO Counselor,
visithttp://www.fcc.gov/owd/counselors.html. The employee should not wait until the agency’s internal harassment inquiry is completed
to contact a counselor if waiting will allow the 45-day time limit t
