Jaded HR: Your Relief From the Common Human Resources Podcasts
Jaded HR is a Human Resources podcast about the trials and tribulations of life in a human resources department….or just a way for Human Resources Professionals to finally say OUT LOUD all the things they think throughout their working day.
Jaded HR: Your Relief From the Common Human Resources Podcasts
This Is Why We Can't Have Nice Things: 2 Stories of Managers Who Deserve Diarrhea
LINKS for context:
https://youtu.be/9vGQ1VvylS8?si=to_V9RELAhvz4Gnm
https://www.reddit.com/r/ThatsInsane/s/rrCihdYAtK
Ever witnessed management decisions so shocking they leave you speechless? This episode dives into three workplace scenarios that'll make your jaw drop – and your blood boil.
First, we discuss why water parks might be the worst team-building venue imaginable. As Warren shares from his experience managing one, "I've seen more tail today than I'd see in an aquarium" isn't exactly the feedback you want from your company outing. We break down why swimwear and colleagues simply don't mix, no matter how fun the slides might be.
The conversation takes a serious turn as we analyze a viral confrontation between an Alaskan resort employee and management. When managers barged into employee housing demanding sick workers show up, one bartender decided to record the interaction. What follows is a masterclass in how NOT to handle workplace conflict – from false accusations to the dismissive "you're just a bartender" comment that ultimately ignited a termination. We unpack the racial microaggressions, power dynamics, and management failures that turned a fixable situation into a PR nightmare.
Most disturbing is our final story about a 19-year-old special needs employee at Meijer grocery who was arrested for eating approximately $110 worth of food over three months. Rather than addressing this through coaching or compassionate conversation, management monitored him for months before involving police – a decision that speaks volumes about their values. As HR professionals, we're outraged by this callous approach to managing vulnerable employees.
These stories highlight critical workplace issues around power, dignity, and proportional responses to problems. Whether you're in HR or management, these cautionary tales demonstrate why leading with empathy isn't just morally right – it's essential to functioning workplaces.
Subscribe, share your thoughts, and join us in exploring the sometimes jaded world of human resources – where we say everything you're thinking but can't say out loud.
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Had you actually read the email, you would know that the podcast you are about to listen to could contain explicit language and offensive content.
Speaker 1:These HR experts' views are not representative of their past, present or future employers.
Speaker 2:Welcome to Jaded HR, the podcast by two HR professionals who want to help you get through the workday by saying everything you're thinking. I'm Warren.
Speaker 1:I'm Cece.
Speaker 2:Hey everybody, before we get going, this is Editing Warren and we're going to talk through this episode about a couple of videos. It may be easier for you if you follow the links in the show notes to see these YouTube videos on your own ones from Reddit, but we'll put the links in the show notes so you can follow along with us. It may not be as easy to follow without seeing the videos in reference. Thanks y'all. All right, so well. We were just talking. Both of us have so much going on, so much fun stuff, some things I'd love to share on the air, but it might have to wait till a little time. What's to say, the difference between comedy and tragedy is time. So maybe give it, let this one age a little bit before, and then maybe I won't be so triggered. But I think, with our topics today, which you found, all of them, uh well, I'm gonna. I have one thing I'm going to bring, but you triggered me. Each and everything you sent me triggered me at a different level or a different way.
Speaker 1:So yeah, this is going to be fun-jaded. It was literally that meme. From what is that show? Community?
Speaker 1:Where like he walks back in the room with pizza and everything is on fire, like that's how I felt the internet was this week, where he walks back in the room with pizza and everything is on fire. That's how I felt the internet was this week. I detoxed from some of my social media and then I came back and we have all three of the stories that came up this week that were kind of work-related and I was like this is why we can't have nice things. I turn around, I come back, everything's on fire.
Speaker 2:Oh, kind of sort of maybe. But speaking of what, this is why we can't have nice things. I mean the taylor swift engagement. We have all these news channel tvs on our in our lobby, every it doesn't. We have fox, we have cnn, we have cnnbc. We have all of them out there. All of of them were covering the Taylor Swift engagement.
Speaker 1:Yes, rightfully so.
Speaker 2:Donald Trump was making a statement about it and I couldn't hear it and I was too far away to read the captions underneath. We keep it on mute with the captions because you have so many TVs all competing against each other, so I couldn't read the caption, but the headline was Trump commenting on it.
Speaker 1:I'm like the president commenting on their engagement that man better keep her name out of his mouth do not touch taylor swift. Yeah, like I, I'm very excited. This is someone. I was talking to someone today and they said this is the american version of a royal wedding and and I'm like, this is this is our royal wedding.
Speaker 2:No, people at my work were talking about that too. It ended up in order, like I went to the break room and I'm coming back and I go through the lobby. When I do that, it's the easiest way for me. And also I do like looking at the TVs and seeing what the headlines are, and normally this Fox has this and CNN has this and CNBC has that and whatever else is in there, but all of them had the same thing. I'm like, well, I was first I thought, oh my God, did somebody die? Like when they're all covering the same thing like that, that's all it was the engagement. And I was like, oh, I thought it was fine. But then, as people were coming in the lobby and talk, we're talking about this is a royal wedding, this is going to be the American royal wedding and I was saying, well, she's already a billionaire, but she should pay-per-view it so she can make another billion dollars off of that.
Speaker 1:Right so anyways, I love it she should, I would go buy tickets to go see it, just like I did the tour.
Speaker 2:so I would I would go I would go to an imax experience oh, yeah, yeah, true, yeah, but that's some cool, positive things going on in the world today, because we've had too many shitty things going on in the world lately and we're going to be talking about some in the hr world. Let's see, here I I cut you off because when you said this is why we can't have nice things, that tay.
Speaker 1:Taylor Swift song just popped in my head which, by the way, that was an excellent reference and an excellent segue, Warren Bravo.
Speaker 2:The old guy can do it. Every once in a while I can pull it out. But I've been meaning to ask my son, who is, if he's any bigger of a Swiftie he'd have a restraining order. Is that a song about another celebrity? Because she makes so many songs about so many other people and it sounds sort of like that is a dig at somebody. I just I don't have the the pop culture references to know who, so maybe that'll be a patreon episode yeah, you can.
Speaker 2:We can get my son on board to teach me about that, okay, so before I go too far, I want to do our thank yous, get those. Like I said, we want to do those earlier and recognize our Patreon supporters, who are Hallie, the original Jaded HR Rockstar, michael and Bill you sent a message, I sent you an email, so please look at your email and reply. I want to see what we can make happen for you there. So, anyways, thank you for your support, Bill.
Speaker 1:read your messages.
Speaker 2:If you like. The intro says if you'd actually read the email. No, no, bill. Anyways. So that's our thank yous, and Andrew Culpa is the announcer and the music is the underscore orchestra devil the devil. So that's out of the way and we can talk some fun hr stuff. But I'm going to start things off light, and I was I'm going to share with you my screen. So once upon a time, as you know, I've worked at and this will kind of sort of, in a way, maybe tie into another one of our topics today water park. I used to work at put this ad on, or this post on instagram, and it seems like they're wanting. As summer winds down, you want to get something special for your team. Why not a unforgettable day at the water park? Imagine the excitement and bonding experience around the way it goes on. So, as an hr professional, what do you think of having a team building exercise at a water park? No, no, no, no.
Speaker 1:That's my nightmare.
Speaker 2:Your nightmare. Yeah, as soon as I saw that, I was like I would not do a water park. Actually, if another department or team came to me and said, oh, we're going to do this for our team building, I would advise drastically against it. If not, try and put my foot down and say, no, we're not doing that. I don't know. No, just no. You're asking for trouble with that situation.
Speaker 1:No, I don't want to see anyone in their swimwear that I work with. I don't want my eyeball. No, I don't. I don't. No, hate it, hate it. Denied.
Speaker 2:Honestly, bathing suits are becoming more and more and more revealing all the time, both men and women's bathing suits. And yeah, I just. It does remind me of when I worked at the water park. We had a season pass holder and two times a week I would be the manager on duty. So I was responsible for the whole water park and this lady came every single day and she had complaints every single day and our policy on swimsuits was if it was allowed on the local beaches by the county, it was allowed in the water park. Basically, you basically mean you couldn't be topless and that's about all it meant. So thongs, everything else was allowed and and she hated it. And she was like this is.
Speaker 2:She came to me one day complaining about all the thongs is that was a particularly busy day for thongs and such. And she came to me and with a or somebody had to get me call me because she had a complaint. So I had to go talk to her and I've seen more tail today than I'd see in an aquarium and I'm like, oh gosh, that was, that was her, one of her things. And my, my 15 year old son he's so embarrassed. I'm like he is not embarrassed, he is not not enjoying this. The, the views. I remembering 15 year old warren. No, your 15 year old son is not bothered or disturbed by any of this or anything. So, yeah, it was crazy. So yeah, we'll just pick up, but yeah, that was. I forget exactly what. The last thing we said was but that's a hard, no. Yeah was, but that's a hard no.
Speaker 1:That's a hard no for team building. Why can't we just do a fun escape room or something I don't know? Or wine tasting? How about a nice wine tasting?
Speaker 2:We're actually having an employee event and HR is not involved in the morale events we call them. And since it's the start of college football season and this episode gets released on Thursday Thursday night I forget the time, right now it's 730 East Carolina plays North Carolina State at Raleigh. So turn it on, wear your purple and cheer. We're 14-point underdogs. And the Military Bowl against NC State in January, we were 14-point underdogs and we won, so let's see what we got. So, anyways, our theme is a tailgate.
Speaker 2:So we're doing that on Wednesday that will be tomorrow, wednesday and then on Friday, since it's ESPN's College Colors Game Day, we're telling everybody to wear your favorite sports paraphernalia, whether it's a jersey or or something like that. So it's going to be, we're going to have a little fun with that. So I like that, I'm looking forward to it. So yay, so yeah, but I I think I was going to say I this can sort of kind of tie into the first story you sent me. So why don't you, why don't you set us up on this? And we'll put a link in the show notes to the YouTube video we're talking about. If you haven't seen it, it already had like a really insane number of views when I watched it earlier this week.
Speaker 1:Yeah, so this happened at a resort in Alaska and the resort is owned by Carnival, like the cruise line umbrella company. So if you could imagine, then they have a lot of individuals because it's Alaska specifically and it's in the wilderness, just like on a cruise ship, the people that work and employed for the company often live on the site where the resort is, often live on the site where the resort is. There's like a video out there of this guy and he is filming without like knowledge. It looks like he has his phone in his pocket, but he's an employee and he's a bartender who had a late shift and he approached the manager and said, basically, I need to sleep in.
Speaker 1:It's unacceptable that you are banging on the door at 9 am, like at the neighbors. So his neighbors, like whoever lived next to him, were also employees and the manager came banging at their door at 9 am specifically because they both called out sick. So the manager, I guess, wanted to check if they like we really don't know from the video, speculating whether or not like well, we can speculate that she actually wanted them to come to work because she did say that they were like understaffed and she needed them. And he said that's unacceptable, that basically you wouldn't do that if this was like a regular job, like you wouldn't drive to an employee's house and pull this crap with them, so why are you doing it here?
Speaker 2:I'll just interrupt there. If you remember I think we even talked in Germany Tesla was doing that to their employees who who called out sick, they were going, managers were going to the employees houses and if you called out sick and checking in on you.
Speaker 1:Yeah, that's a nightmare. So the altercation now I do want to point out because it does, I think it kind of comes into play a little bit only because there's a couple of things that I think escalated the situation further. But he's, he has his camera in his shirt pocket and he's talking with his hands and you can tell by his hands that he is, he is a person of color and, like this does kind of come into play a little later. So she's like if you need to talk about this, you need to take it up with HR. Like the manager, you need to take it up with HR, that's all. And he's like I will. So she, I guess. Later it cuts to them walking into what I assume is the HR person's office and she runs like, walks ahead of them and on camera like he's filming she goes, and on camera like he's filming she goes, he's out there yelling at me. So first of all, he was not, I don't know Warren like you watched it too.
Speaker 2:Do you think like he was yelling at her? I, okay, I don't think he was yelling at her. I think he came in hot.
Speaker 1:He didn't come in hot. He was frustrated.
Speaker 2:He came in hot and I think I've got two pages of notes written on this.
Speaker 1:I love it.
Speaker 2:Because I texted you, you sent it to me. I watched the video. I only got five minutes in before I'm replying to you. Oh, I'm triggered at multiple, multiple levels At this point. Yeah, and only five minutes. This video, I think it's like 40 minutes long. It may not be 40 minutes, but it's long.
Speaker 2:I got triggered very early on with it. So, yes, I think he came in hot. I wouldn't say he was yelling at her, but then again, we don't know. As you said, there was a cut in there and when they go from it looks like the restaurant area, into the, into Jeff's office, and I did not believe Jeff was HR. I don't think anybody there was. I didn't take it that anybody was HR, but but I could be completely, completely wrong on that, is it? It really it looks like this Robin manager is like the restaurant manager and things like that. So yeah, but one of the things I wanted to point out is my number. This is the first thing I wrote down. This reinforces the point Always assume your employees are recording you, because they're serotypically recording you, especially in these things.
Speaker 2:And then JJ knew what he was doing. Why would you go in there recording it if you're going to have a subtle conversation with your manager and we don't know what transpired before he started recording. But why are you going to go in there recording to complain? Hey, why did you knock on the door my neighbor's door so much? She did it for five minutes and left and came back and banged on the door again, or something like that, and things like that.
Speaker 2:Hey, that's not cool. He went in there with an agenda and he was going to stir the pot and I think, probably because he worked there, he knew the reaction he was going to get from Robin if not Robin and Jeff, who are the evil doers in this, the management team that are evil doers in there. So he knew what he was doing, he got the reaction he wanted and he is extremely, extremely far from innocent on this at so, yeah, he's not innocent, but I'm Robin, I'm assuming as a manager, this Jeff guy, I'm assuming as a manager. They, they took a bad situation and let's say, hey, here's some gasoline, let's let's see if we can make this, light it on fire.
Speaker 2:Yeah, what can we do? What could we do to make this work? So fire, yeah, what can we do? What could we do to make this worse? So I'll let you continue from there so then like they walk.
Speaker 1:So first of all she's like blatantly lying, like oh my god, he's yelling at me, which I'm like, okay, I think let's calm down. And then again, like he sits down and they start talking, he's frustrated, frustrated. So in his voice he is frustrated, but he is being quiet, like he's not yelling. No, he's not like getting in anyone's faces, he's sitting where Jeff told him to sit.
Speaker 2:And Jeff pulled out a chair for him.
Speaker 1:He pulled out a chair for him, he sat down and they're having this conversation and, like, the whole conversation has to do with like, oh, specifically, robin robin has no respect for the employees. The employees are afraid to speak out because they're eight, they're on j1 j1.
Speaker 1:They're j1 employees, so they feel like if they speak up, they're gonna get fired and sent back, like they're going to lose their visa and then just like all this stuff, and it's like we give you feedback but you don't hear the feedback and you don't care because you don't care about us. So that's why, like I hear, like I heard what you were saying before, but this is like I feel like this is a long time brewing.
Speaker 1:So I do think you're right, jj knew what he was doing by bringing the camera in to be like I need you know. I don't know why he did it, just to make this video, maybe who knows. But at the same time, like this has been brewing because they also mentioned some players, like like previously, especially like one particular woman who just recently got fired, izzy and it's just like he's just basically saying you don't care, you don't care. And then he turns to Jeff and he said, jeff, like we've been giving you feedback, and Jeff turns around and gas on the damn fire, jeff, he just is like well, you're just a bartender.
Speaker 2:Yes.
Speaker 1:To which anybody, I want to say, the only people who say you're just a bartender or you're just a server or you're just. This has never worked in the hospitality industry.
Speaker 2:Yeah.
Speaker 1:So like, and also it just my jaw hit the floor when he was just like you're just a bartender, like, how disrespectful are you?
Speaker 2:And, like I said, that's where one of the many bombs went off and JJ sort of lost it at that point.
Speaker 1:Oh, I did skip ahead a little bit.
Speaker 2:You're right, yes, but I did want to go back myself to back to Robin giving where they're in the restaurant bar area, and he's talking to her First. She gives way too much information, you don't? Hey, I need to talk to whoever was in the other room. I forget their names. I didn't write it down and put it in my notes or anything like that. So now telling them oh, they called out sick, both the roommates calling out sick, okay, whatever.
Speaker 2:But she was right when she said this is not between me and you. He really wanted to. He was pushing the button, this is. And then he was going into this is harassment. This is harassment. And someone not if it was another student banging on the door at 9am, you wouldn't be saying it's harassment. You know another J1, I do have from tying this into the last part of I work with J-1s. Now, the year after I left, the J-1 laws changed a lot from my understanding and I don't work with them anymore. So I don't know all of it, but it did change a lot. But she also tells she told him you're going to have to talk to HR and rather than saying okay, I will, and carrying his butt to HR, he follows her as she's sort of running away.
Speaker 2:Now it looked to me like she was quick-stepping it. She was not casually strolling into Jeff's office when she goes to say that he's yelling at me. So that was one thing that she was absolutely in the wrong for. But just say hey, you're going to have a good talk. You know, I'm sorry. And she apologized. And how sincere was it. On a scale of 1 to 10, a 2. You know she was. You know, if I could give it zero stars, I would. If I could give it zero stars would, yeah, she, she apologized, but I can a little, a little bit. So the manager went to the house and he, she woke everybody up. No, she just woke jj up. But she's all anti-manager on it. And did she have the right to do that? Yeah, she has a right. Was it the right thing to do? May does it, may no mean.
Speaker 2:But she goes on to say how J-1s have to stay there. Like I said, the year after I left the water park, the laws changed with J-1s you would have J-1s you would hire from. It didn't matter the country or work ethic, they hired, they came, they did their onboarding paperwork and you never saw them again. Poof gone. They just wanted a trip to the United States. You never saw them again, poof gone. They just wanted a trip to the United States.
Speaker 2:And a lot of areas that depend on tourism really depend on these J-1 students a lot. I mean, when I was there, the water park could not have operated without them because when the summer started in May, high school kids were still in high school, so we needed the J-1s because we didn't have any high school kids. Then, as much as I've complained about the high school kids were still in high school, so we needed the j1s because we didn't have any high school kids. Then, as much as I've complained about the high school kids. And then there these people are usually 18 to like 25 ish, and then at the end of the season the high schoolers and some of the american college kids have already gone back to school. So we needed them again.
Speaker 2:And you, one thing I learned you you vary up the countries you bring students in from because they have different start times. So you have the country a they can be there when you're opening in may and but they're going to leave in the middle to the late so they can get back to school. In country b. They start later so you can have them at the ends of your season. So there's a little strategy behind it stuff. But anyways, she says they have to stay there. Technically, yes, but they don't. It's not absolute, and this is one thing that drove me nuts about the, about the. The host I'm gonna call her ray spader you have two white people and she's using the term. They're cornering him in on jeff's office. They never corn. Jeff pulled out my chair and he sat down just because I will say running, I think robin running and acting all afraid and lying on him.
Speaker 2:Maybe that has some racial to it, but she's like oh, a brown person's, I, I. There's so much real racism, xenophobia, anti brown person's. There's so much real racism, xenophobia, anti-semitism. There's so much real stuff out there. Let's not go finding it where it might not actually be, especially if she's just. I'm not trying to defend Robin in any way, shape or form.
Speaker 1:No, no, no, because Robin's horrible at a job.
Speaker 2:That's a trigger for me doing, calling something racist just because maybe a white person and a person of color have a disagreement? It's not. Am I a racist because I don't agree with everything johnny c taylor does at sherm? No, I can disagree with johnny c taylor because he says weird things and does weird things dei let's talk about but anyways, you can.
Speaker 2:It doesn't have to be so that the race fading is is a as a trigger. I I don't like it. So anyways, I'll stop it and I'll. I went on much longer than I want to like I said this triggered me at so many levels with that, so I will say like I agree with her.
Speaker 1:I think there are microaggressions happening there. I think was out like he's not numbered, but he's one person of color in a room with two white people. She's already screaming. He's not screaming but she's claiming oh my god, he's yelling at me protect oh, she said it very excitedly.
Speaker 2:She said it very excitedly.
Speaker 1:He's yelling at me, or whatever she was, she was excited like but like, but she wasn't screaming, but she was like he's yelling at me. And then in the office there was the other piece that I don't know if you remember, but he was talking, he was frustrated, his volume was not loud I don't really think that anyone else in other offices would be able to clearly hear what he's saying. But the guy Jim, jeff or whatever tells him to stop yelling and then he's like I'm not yelling and he goes. Well, you need to lower your energy energy and that is.
Speaker 1:that's a microaggression in and of itself. You should not like telling a person of color when you're the only one, like when when there's only other white people in the room that they're yelling, that they're attacking, that they're being aggressive when they're not, is in itself, a little bit of a racist act. So now, yeah, I understand what you're saying. There's a lot of other serious things happening, but these are the reasons why DEI trainings and shit happen. Like, like this is why because now, as we're going to see, this is escalating the situation, because what I'm feeling is that JJ is hearing these things and he even I don't know if it was in the same video or a different video, but at the end he does do an update and he makes fun of that line Like the I'm going to lower my energy.
Speaker 2:I was thinking well played. I was saying well played JJ. When he did that in his update. I was like that was really good. Like I said, there will be a link to the show in the show notes for this. So please, so you get what we're talking about, maybe I'll go in the front at the beginning and I'll edit and I'll say please stop listening to the podcast for five minutes or 40 minutes or however long it is. Watch this video and then come back so you have the pre-work.
Speaker 1:This is pre-work for the discussion.
Speaker 2:Yeah, it had a ton of views.
Speaker 1:I do. I do believe there is like some racist undertones there, whether they knew it or not, and like that's, I think, the whole point of like these. These are like specific trainings that we have to do, that, that certain cultures and and they're gonna have sensitivity to it. So maybe you shouldn't, jeff, put gas on the fire and be like like I don't know. And then the fact that he called him just a bartender, and then I think everything there's definitely whether it's racial, whether it's just the fact that he's a bartender, whether they think that he's disposable because he's just a bartender, like there's a lot of things here that are just not good.
Speaker 2:And I, yeah, and I, I got a lot of your points and I. The microaggressions, yes, I'll say they're there as well. But yeah, jeff, he, he threw a couple of gallons of gas in separate times. So the first thing was you're just a bartender. Then that's when JJ starts reacting, that's it, and and then he starts getting. He gets louder, he gets much more vocal and he's. He said I don't remember who drops the F bomb first. I kind of think it was JJ. I don't know, don't put me on that.
Speaker 2:And then Jeff goes, get the fuck out of my office.
Speaker 1:Get out of my office and pack your bags.
Speaker 2:Yeah, and he and he, and at that point, regardless, you got to get out of the office. And yeah, but they, but Jeff doesn't. Jeff continues the conversation for some time after that. If you're, if you told him to get the fuck out of my office and you continue the conversation, you're inviting anything that follows after 're? It's just you're inviting it. So he was not managing the situation well at all. But the only defense I'll say for j or jeff is he, robin wasn't completely blindsided in this, jeff was, and I don't know. But yeah, if you're going to say get the fuck out of my office, fine, say get the fuck out of my office, I don't if sometimes you need to. But once you say that they're dead to you, you don't continue the conversation. And if you need them to leave, you can say I need you to leave or I'm going to call security, but don't play there. If that's the stand you're going to take, you take that stand he by saying get the fuck out of my office. That's the standard we're going to take. You take that stand he, he by saying get the fuck out of my office, that's your Hill, you're about to die on, and by continuing it you're. You're not doing yourself any favor. I don't think that, so I'll let you continue. You're doing a better job than I can with this.
Speaker 1:Yeah, so then they go out of the office. Now they're having a very loud discussion in like the. I don't know where the copy machine is.
Speaker 1:Where there's other offices around and the way I don't know if you noticed, but the weird part was is like at this point I think jj's like, well, I'm getting fired. So this is my moment, this is my. What is that movie? Shit, you're gonna have to edit that what. It was like the stoner movie and he's like fuck you, fuck you, fuck you, you're cool, fuck you anyway oh gosh, yeah, I forget which one that is yeah, I know what you're saying.
Speaker 1:I remembered it so anyway, you could edit that out, but this is his moment to just basically light everything on fire and say like screw you, screw you, you're cool. And he basically just let it loose about how. Oh, and I did forget to mention that jj is a us citizen, so at this point, right, wrong or indifferent, he's using this as an opportunity to what he believes is to stand up for the jay ones. And they're like working, like just kind of their working conditions and and her leadership style and how she's rude and disrespectful. So that goes on for a little bit.
Speaker 1:And then I thought this was really weird and kind of cringy because we were talking about it before. Like again, it's two white people standing across from one person of color and he like turns to her and like kind of pats her on the shoulder like they're there, and he says you shouldn't be talking to, you shouldn't be hearing this, you shouldn't be talking to her like this. And I was like that's just weird. Like you should have excused her from the get-go, like you should have just kicked her out of the office. Like now you're gonna make a show like they're there. They're there, my sweet little lamb. Like you should not hear this and you know, and before then.
Speaker 2:So robin leaves the well jj's, he's decided the bridge is going down and he's like you're. He's telling Robin, you're a piece of shit, you know, he's going way off on her and I guess she gets up on her own and leaves the office and then she hasn't said a word with this and I don't remember how she came back and I don't remember how she came back. But then Jeff and her leave together, together. It was like something along the lines and I could be way off that, oh, if you're not gonna leave, we'll take they both, jeff and Robin leave into that little common area with a copier and a water cooler and things, and it's still going on and yeah, he's, he's, he's anyways, he's just going on. But I gave back to some critiques on Robin and Jeff. I'm going to give my critiques now on a little bit more. On JJ. I talked about it. It's not harassment, you just didn't like they're knocking on the door and he says you can't go knocking on people's doors. That's not how you can.
Speaker 2:And in a lot of these facilities and, like I said, one of the laws I knew did change with J-1s, where in the Outer Banks of North Carolina the residents host families and they charge these kids rent. I say kids, the students rent for living in the house. That changed where the company that was sponsoring their visa had to provide housing for them. They could charge rent for the housing if they wanted to Some did, some didn't but they couldn't put them up in a host family any longer. That was another thing. But a lot of places before had these dormitories for the J-1 students, a lot of the big resorts and things like that. So it's probably on the property there that they're living, I'm imagining, or if not, right across the street for it, so you can do it.
Speaker 1:Yeah, I'm like I don't know what the laws are, Like that's not my like, I don't know what you can and can't do. I'm going to assume there's probably something and some kind of a housing agreement that says like there's stuff there that they can, maybe not. I don't know. I'm going to assume there's a housing agreement that has to be signed yeah, they're, they're at least.
Speaker 2:Let's just say from my experience there should be one. That's a whole nother story. But then the one thing jj complained about the managers are telling people to get up, get out, out, get moving. I wrote this down, clock in, clock out, and I put that's called managing, that's called managing. That is true, that is true.
Speaker 2:One of the things that and it wasn't unique to J1s, actually the one that started this that our old timekeeping system that they use. After seven minutes you were paying 15 minute increments. So after seven minutes you got another 15 minute increments. So after seven minutes you got another 15. So people were clocking in eight minutes early, so they would get 15 minutes. And they hung out in the room where the time clocks were until seven after to clock. They weren't doing any work. They're waiting for the clock to say seven after, so they can clock out and get that extra 15 minutes. And we actually started being in the room where you clock in and clock out. You're done, you're clocking out now Because imagine 200 people not 200 at shift, but 100 plus people at shift each taking, getting another 15 minutes of under time just by sitting there.
Speaker 2:No, you're not doing that, you're not just sitting there waiting for the clock. So I don't know exactly what context is, but I, from my experience, I can see that happening get out, get moving, clock in, clock out, whatever. I can see that yeah, I'm gonna.
Speaker 1:I'm reading between the lines with what he's saying.
Speaker 2:I don't, I'm like it's probably worse than that I think it's probably worse than that.
Speaker 1:I think, again, this is just my interpretation of a story, like of a recording. We don't have any more context, but there there just seems to be this feeling of they're not like respect, like the people who work there are not seen or respected really, and they, they feel that that's what I'm getting, and I think that it's especially from Robin, who probably is just like the clock in, clock out queen, but I don't know if she's like like I say I don't get, I don't, I'm not getting a warm and fuzzy feeling from the two of these.
Speaker 2:No, definitely I'm not.
Speaker 1:And I, oh, go ahead, oh, no, go you. No, I was just saying like I don't get the warm and fuzzy feeling. I can definitely understand that they're like there probably is some kind of a cultural difference and I'm not. I'm gonna say that robin probably doesn't have like the emotional EQ to pick up on that and I'm also going to say like I'm saying everyone's at fault, I'm saying the whole lot of them are all at fault, but everybody everyone, everyone at the beginning.
Speaker 2:Everybody triggered me within five minutes of watching this. What I was going to say, though? If obviously he's just a bartender. So this is in a restaurant bar type situation. From my experience I worked my way through college in the back of the house in restaurants she seemed like she might have been a pretty good, nice manager. The hospitality and restaurant industry is not necessarily known for having the greatest managers, and restaurant industry is not necessarily known for having the greatest managers. At least in my experience of working my way through high school and college and in restaurants getting yelled and screamed. You think having someone like Gordon Ramsay call you a donkey or whatever he's calling people, that would have been a dream. At some of the places I worked, I saw dishes being thrown. I would people getting berated. I saw, yeah, restaurants I don't think are ever going to be a whatever you call it a uh, demonstration of best practices, of management. You won't. I don't think there's gonna be too many of those out there. I'm sure there's exceptions to the rule, but yeah, see that's funny.
Speaker 1:My experience of working in a restaurant was like I had I always had awesome managers, because the managers were just as dysfunctional as us, like that's always been. But I will say, like I do remember I I had to like put a bunch of appetizer plates on my table before I left for the day. That was like one of the things you had to do before your lunch shift was over and you had to stack them up at the table for the the next shift and I had a big stack of them and they all slipped and about like 20 some Like plates Like just dropped out of the floor, like just broke, and my manager walked back there and he reamed me out for it. He's like what? Like literally he was throwing F-bombs. Like what the fuck are you doing? Like what the fuck is wrong with you? Do you know how much my head is?
Speaker 2:uh, and I was just like shot like the back of house people applaud or do something because oh yeah people applaud when the dishes are broken, like oppa, and then back at the house we would applaud and we so. Not only would the the front of the house person who dropped whatever and broke it get yelled out by the manager, but the back of the house people got it too. Is we're sitting there applauding and doing things like that?
Speaker 1:and yeah, it was yeah, but but then later in the shift I went to go like check out and I was so timid because I was so afraid, because I had never had anyone. I literally had never anyone outside of my parents at this point in my life like scream actually to this day, like I don't think anyone's really screamed at me, but like your, your manager's screaming at you and he was just like counting my money and he like just kind of made a stupid joke and then we laughed and then it was like over and it's very much a feeling of like when you're in the trenches, when it's busy, when shit's hitting the fan, you may like scream and yell at each other. It's like a hockey fight, but at the end of the day, like you're a team and you go and have a drink and it's all fine and that's super toxic in hindsight but it was fun, it's fine.
Speaker 2:I'm a better person for it. Yeah, I was just thinking about my restaurant days and thinking maybe I would have liked having a Robin Because, like I said, yeah, not going to be a case study of good management in too many restaurants.
Speaker 1:No, she's not. She's not great. I think there's just like a lot of layers to this and of course, like I said before, we're only seeing one side. But if I was a betting person, I don't think that what he's saying about Robin is false.
Speaker 2:No, I would put money. That it's true. She went banged on the door. Hey, both you and your partner or your roommate are sick today. Yeah right, Get your asses in here.
Speaker 1:And, by the way, as someone who enjoys a cruise I'm saying this specifically because I think it's the carnival is the mother company of this resort. Don't send your employees out sick, because I, as a patron who, if I'm going on a cruise to be very blunt who is paid like a couple thousand dollars on a cruise, I don't want to come back with some weird neurovirus shit. If you're sick and you're in the service industry, stay away and keep people away from customers, because that's my biggest pet peeve. If someone is snotting and sick, I don't want them touching my beverages, I don't want them touching my food. I want you to go feel better. Just go feel better.
Speaker 2:So this is sort of tying in. We were talking about organizational development and organizational behavior beforehand. This would be a case study of organizational behavior on crack. But the last thing before we move on the only job I ever walked out on. I worked at Lone Star Restaurant. I actually worked there for like five years and if you work in the back of the house, you got these stars and after you got like nine stars or whatever, you got a green cap which puts you sort of on the pseudo management track. So I got my green cap there. It means you can operate every station, you're clean, you're fast, you'reous, whatever. The criteria is to get each of those little stars. And I got my green cap. And then the general manager who, up to that point, liked me, she brings me in and, okay, being a green pack, it puts you on the track for management. You can maybe be, and she's putting all this.
Speaker 2:I'm like, well, I'm about to graduate from college and I said restaurants are working my way through college, I'm not really going to be pursuing a career in the restaurant industry and from then everything changed. But this is the only job I walked out on, and not to return or walked out on period. But so the day before, a few days earlier, the manager the kitchen manager asked me to pick up a shift and, being a college kid, I wanted money. So, yes, I picked up a shift and it might've been for the next day. And then that next day I I got hit with something and I was I was legitimately sick and I called and I called out with plenty of time and this illness hit me. I was at the mall buying new shoes to go to work in, because mine, you know, if you're working in the back house, grease really breaks down the rubber soles of a shoe, so you're going through shoes regularly. So I was at the mall getting some new shoes and I got hit with something awful. Anyways, I called out with no cell phones in the early nineties, or that might've been even the late early nineties, yeah, early nineties.
Speaker 2:I called out from work and when I got back and then I went in the next day for my next shift, it was one of those things that comes, it hits you like a ton of bricks and then the next day you're fine, went in and that manager is reaming me and says you just, you accepted this day off. I said you accepted the shift and dah, dah, dah dah. This is the general manager, not the kitchen manager. The kitchen manager was being silent through all this and I was like. I was like, yeah, I don't know what hit me, it just hit me hard. I know what hit me, it just hit me hard.
Speaker 2:I said I couldn't come to work, I wasn't going to be able to. And she just out of me. I said I said really. I said this is the first time I've. I said I've never been late, I've never missed a shift. I've been here for years. And this is what you're going to say to me. Oh no, you just have such a bad attitude. I'm like okay, bye. And I just, I just, that was, if Lone Star had not been mean to me, they'd still be in business today.
Speaker 1:Take that.
Speaker 2:So I think we basically he gets fired and then JJ asks oh, are you going to take me back to Anchorage or am I going to have to do that on my own?
Speaker 1:That was funny.
Speaker 2:I thought that was pretty funny. Other comments I had on the host she's, she both says these things are laws and then she goes but I don't, I don't know, I don't know. I'm not a lawyer or anything like that, I'm not a lawyer.
Speaker 2:Like legally, after three days you can ask for a doctor's note. You can ask for a doctor's note on day one. It's there's no. At least in any state I've worked in not needed. At least in any state I've worked in, not needed. But basically they can't fight back because they'll get deported. She said no, these people I hated when we brought in so many J-1s. They would come in we would sponsor a thing, their J-1, and then they would leave us and go work at Walmart and they're free to do that. They're not indentured servants or anything like that.
Speaker 1:And she goes on talking about it's late.
Speaker 2:I didn't I I honestly don't know how anything about j1's work, so that was that was interesting to me. This is lawsuit territory. I'd like to have her explain that. And it's anyways that there were some things I wrote on the host. But the comments, the host goes through some of these comments and that that's you know. Just like I don't read comments on YouTube videos, I don't read comments on TikTok.
Speaker 1:That's where the fun is, warren, I know.
Speaker 2:I know I'll be sitting there, my wife will be playing. It sounds like the same TikTok thing a million times. Oh, I'm just reading the comments as it's going through and I'm like, oh, you know, here I am, I'm swoop, swoop, next, next, next. I don't, unless it's something I'm really interested in now, but one of the comments you have a case. Really, what case does she have? And then someone put wrongful termination, discrimination, well, wrongful termination.
Speaker 2:Once you start, regardless of what jeff did, once you start saying f? You and calling her a piece of shit and doing this, you're not going to have much of a case. And then this is one of the commenters put I am HR and this is illegal. Get a lawyer. So you're going to get paid, paid, paid. And I'm like, oh gosh.
Speaker 1:Everyone's a lawyer. Yeah, I think I would like like I said, I don't have all the answers I wish I knew if there was. Like I'm curious to know if there is some kind of like a housing agreement for employees that would either dictate like what the managers can and can't do, like it wouldn't you know if it's between these hours and these hours, these are your hours Like is there anything outlined like that? Outlined like that? I always think that's kind of interesting. I've never worked somewhere where I also had to live.
Speaker 2:I mean, I don't really know how that works either.
Speaker 1:But yeah, this is a messy mess.
Speaker 2:We sent people to pick students up because they would have a shuttle van to pick them up and sometimes the shuttle would be two hours between rounds and so if they miss the shuttle or something, sometimes a manager will get in their car and go pick them up at their, their host family or actually the water park rented a lot of like six unit, six three bedroom units where we put two per unit, two per bedroom in there and things like we'd go pick them up. I would never do it. I was like no, I'm not doing that, but they would go pick them up and things like that. And so it happens. But I wanted to also talk. We talked a little bit about the update.
Speaker 1:Oh yeah.
Speaker 2:According to JJ, Jeff was let go.
Speaker 1:Yeah, deservingly so no crap.
Speaker 2:Even if JJ, like I said, I think there was a lot of baiting going on on JJ's part he went in guns, loaded, camera rolling, he knew the reaction he was going to get from Robin, if not Robin and Jeff. He knew what they've already set their MOs of, how they operate and how they manage. So it was just easy pickings. And then. But he's now, he's working at the same place as he is, and things like that. But apparently he said Jeff and Robin have received death threats.
Speaker 1:So please stop sending those out.
Speaker 2:I bet you there might be a cease and desist order involved in. That is what that sounds like, that he might have received a cease and desist on that to tell people to not.
Speaker 1:Don't touch the poop we talk about the. Internet, and then we move on the final thing the host said.
Speaker 2:which one of the final things she said that I absolutely positively couldn't disagree with more. She says it would be such a benefit to have an employee like JJ who will speak up for employees. Dah, dah, dah, dah, dah, dah, dah, dah. And I was like hell. No, I would never hire JJ, because we know he's going to be there, he's going to stir up shit, he's going to be recording it, like no just a little bit of a shit stir.
Speaker 1:Yeah, I like that in a person, though no, not as an employee. Not as an employee.
Speaker 2:As an employee, like it as HR.
Speaker 1:I like a shit stir, yeah, yeah, but yeah, a friend, I like a shitster.
Speaker 2:Yeah, yeah, but yeah, I couldn't disagree more. Someone's going to hire him. Is there going to like an employee who will speak up? No, there's a difference between speaking up and stirring the pot.
Speaker 1:Yeah.
Speaker 2:You know, like I said, he's probably had a very similar interaction with Robin, if not Jeff.
Speaker 1:That's why he wanted to record it.
Speaker 2:That's what I'm thinking Maybe not about banging on the door, but some other thing happened that he felt was not right and was mishandled. And okay, here's the other thing about my experience with J1s. I don't think that one year I worked at the water park. I heard the word unfair. More than that. In the rest of my entire, everything was unfair, everything was unfair. This is unfair, this is unfair. I'm like you know, your definition of unfair is not meet my definition of unfair, of unfair, and I'm not being an a-hole by saying that just like, oh, there's needs to be.
Speaker 2:One person got on the radios and I'm a manager, my radio is on so I can hear what's going on, and this is unfair, this is illegal and dangerous for me to be, for only two people to be up here, and like one person can do it, why are you putting it on the radio that this is illegal and dangerous for him to be up there by himself doing operating this ride? No one person could do. I have done it and things like that. You know, I, it's just the, the letterful, the.
Speaker 1:The definition of unfair was, so everything was unfair I think that I'm just laughing because I was thinking about what you were saying about the hosts as well, about saying things are illegal, things are illegal. I don't know. I'm like I don't know if that's a, that's a j1 thing or just a people who think they know the law thing. Like, yeah, there is, there is that piece of like like I'll just go back to the, the comments right, like these key legal keyboard warriors who are like I work in hr and I know everything in hr and you're gonna get a payday and it's like probably not, or like this is a, this is illegal.
Speaker 1:Unfortunately, a lot of things aren't illegal, like things that feel like they should be illegal aren't. So, you know, oh, whatever, oh, I think that's just because I've worked with individuals who are just, you know, they're they're american citizens, but they're also like, they know the law on everything and they're the ones who do exactly what aj or jj does, and they're the ones that are their brothers, cousins, sisters.
Speaker 2:Brother is a lawyer somewhere and they said or works in hr.
Speaker 1:And they said this is just like I could just tell you like how many times my weird, our old, our old neighbor that's? That's a story for another show. But how many times this woman got fired from her jobs, like terminated for performance, right for performance, and she knows it. But it's never her fault, it's always their fault and them terminating her is going to be illegal. And we've been sitting there like staring at her and being like there's nothing. You don't have a case like move on. And she'd be like so litigious, like I'm going to get a lawyer, and I'm like why don't you just get a new job Like move on.
Speaker 2:Exactly that I. I subscribe. I have several news aggregators. I'm a news junkie for things I like, but when the headline starts like I'm an HR professional and this, or I'm a lawyer and this, that's like the worst quick clickbait ever because it's going to be something completely stupid. Something completely. Those headlines just drive me stupid. Something completely, those headlines just drive me. I'm a recruiter and this is the number one way to get a job. No, it's not.
Speaker 1:HR hates this one trick.
Speaker 2:Here's the trick that'll get you a job. Here's how to beat the AI in the recruiting system. We're going long, but I'm going to keep going long, because, well, we're going long, but I'm going to keep going long. Okay.
Speaker 1:Because. So this is a grocery chain called Meijer, spelled M-E-I-J-E-R. I know, because we have one on the planet Exactly, and when I moved here I was like Meijer. I'm like no, it's Meijer. So anyway, meijer is a grocery chain. It is based out of Michigan and it's kind of popular within the Midwest. So they have a location, unfortunately, here in Ohio, but it's near Cleveland, so that tracks. Just kidding, we love all of you but not kidding.
Speaker 1:So so this is like kind of near Cleveland, and a 19-year-old special needs employee named James was arrested for eating approximately $110 worth of food over the span of three months. So the food was mostly fruit cups and chicken from the deli counter where he worked. I heard from another source that allegedly this was food that was toward the end of the shift that was going to be disposed of because they couldn't sell it, so he would take food that was going to be disposed of anyway. That's what I heard elsewhere. I don't know if that's true or not, so anyway, this was added up to about a dollar a day. So instead of addressing the issue when it happened like you see it as a manager, and you say stop, don't steal, let's talk about this Instead of addressing it, the management monitored and documented every time James took some food for months, and then they involved the police. So a video shows the store manager explaining the alleged theft to James while he was being handcuffed, which is fucking atrocious. Yeah, I have no words for this situation.
Speaker 2:Yeah, you hit it square on the head. Poor management, this poor kid. The manager said hey, buddy, let me talk to you about this. This is not what we do here, et cetera, but switching gears or bouncing back around with my, my squirrely brain. That was another. That was one of the perks of working in the restaurant industry. The food yeah, you bring food home, leftover food home, or when I worked it, I worked at a pizza place for a while. You got to bring one, make one pizza and bring it home every night, and then the orders that weren't picked up or anything else like that. If you wanted to take it, you could take it and nobody cared. That was that was the way it went. And in working the kitchen we had Scooby snacks working. I mentioned Lone Star, the, the part of the beef tenderloin that you can't really use. It's not usable for anything. Those were Scooby snacks for the kitchen workers.
Speaker 2:And you do things like that and I don't know. There was just that's one of the perks. And if it's being thrown away anyway or it's not going to be used, maybe talk to the kid and say, hey, at the end of the shift you can have some. They could have turn this around. That could have been a motivation for this kid. Hey, you knock it out of the park. Today you can have a couple of chicken strips or a fruit cup or whatever it was, If that's what motivates him. Yeah, I mean, I can't fathom calling the police over one hundred $110 of stuff over months of time. I don't know how I didn't look and see how recent this was really recent.
Speaker 1:This was last week or like a week ago.
Speaker 2:Last week. I wonder if Mayer has put a statement out about it.
Speaker 1:I really haven't. So another content creator who is a C, a CMO with a company. She was talking about how this there she's calling it the Bud Light response of silence. So I'm not exactly sure what she's referencing there. It's something probably Bud Light did and they should have spoke when they didn't. But at this point, like Meyer should have come out, they should have been making statements and how she explained how she would have done. It was basically basically, let's put a statement out, let's separate ourselves far away from that decision as possible. Let's say that that's not our policy and that we don't agree with it. Let's get rid of that manager.
Speaker 1:Let's do like, let's see what we could do in the community bring the kid back, like she kind of had, like this whole plan, and they have been silent. However, they did say in their silence so I guess they're not being too, too silent, but they basically did say that this was thoughtful and deliberate. I'm not I'm going to say that didn't come from a corporate office, though I'm going to say that came probably from the store, because I don't think anyone from the corporate office would say that this was a thoughtful and deliberate action.
Speaker 2:Of a special needs person.
Speaker 1:Of a special needs. Anyone from the corporate office would say that this was a thoughtful and deliberate action Of a special needs person, of a special needs person. And someone else explained I know Kroger's does this, meyers does. I know a lot of grocery chains. They do partner with organizations to help with disabled individuals, employ them, get jobs, and so Meyers has this relationship with one or two organizations, or however many, to help them staff. And so Meijer has this relationship with like one or two organizations, or however many, to help them staff.
Speaker 1:And the fact that they did this. And the other thing that makes me think is I'm jumping around what if this is a food insecurity issue as well? So now you have someone who is like a vulnerable individual in our community and, instead of having a conversation with them, letting them know that what they're doing is against policy, but hey, like, why, like, why are you doing this? That was a missed opportunity. And the fact that you were like I'm just thinking that they're watching the cameras and they're purposely ticking off a dollar a day, meaning this was going on. Well, they did say for like three months. This was going on for like 110 days, let's say Like they were just watching, waiting for this. It's disgusting.
Speaker 2:And how much management time was taken watching this kid spend. It cost them a hell of a lot more than $110 of time and it's going to cost them a hell of a lot more than $110 in lost customers. If I were in an area that had a mire, I would think twice. I'm very big about some corporate. I don't want to say what is the right word. Boycotts some corporate. I don't want to say what is the right word Boycotts. I'm not huge on them, but when I have an opinion, there are actors I will not see their movies. They might be blockbuster gang. I think this is a deployable human being. I'm not going to support them. I'm not going to see their movie. Tom Cruise who I said Tom.
Speaker 2:Cruise that they're, they're who. It's a tom cruise. Bing, bing, bing, bing. You same answer. I've not seen maverick. I've, I don't know, the last, the last top, the last tom cruise movie I might have seen, might have been like wait, is that someone you're really like?
Speaker 1:no, I'm not. Yeah, I will not see a tom cruise because I'm the same way I won't watch a netflix movie with if it's on netflix.
Speaker 2:I haven't seen maverick. I think the last thing I saw with him might have been like one of the very early Mission Impossible movies. And and then I I was looking for, I read a book and then I looked for the movie and it was Tom Cruise. I was like ah, like okay, then I'm not gonna watch this that's funny.
Speaker 1:That was a coincidence. I was just cracking a joke, but that's funny no that, but there's.
Speaker 2:There's stores that I won't support because of various things their stances or lack of stance, maybe on certain things, because I have choices. I could go Now honestly. 99% of our money goes to Amazon, whether you like Bezos as a character in Among Himself, but it comes to my door.
Speaker 1:It comes to my door almost every other day.
Speaker 2:The only thing is where I live so far are deep in the sticks. We don't get two-day delivery. We're lucky if we get five-day delivery. We actually were expecting a big delivery today and nothing came. I meant to go look on Amazon and see where it is.
Speaker 1:But anyways.
Speaker 2:Meyer screwed this one.
Speaker 1:So, bad.
Speaker 2:The video you sent me. It was from a cop camp, the police camp, and you're seeing it from the police's point and I got the feeling that policeman did not want to be there doing it, but I think he was doing it. I mean, if they want to press charges. And then I would want to know how many other things are going on, because petty theft in a retail environment is rampant.
Speaker 1:I mean you know what? That is an excellent question. I would like to see if they are prosecuting anyone else in that store, for the same petty theft like why is it just this person? That is an excellent question.
Speaker 2:And also speaking of another piece, when you work with some of those organizations that promote the employment of the disabled, not every time, many times, they will send a coach with that new employee and that coach will work side by side with them at your location for a period of time to help get them trained and get them acclimated and things. And then they will also be there, that organization that is sponsored because they want full employment of these people, because one that I've worked with in the past. Their motto is just in my mind but the motto is something about better life through work, because some of these people that are disadvantaged they just want to work and they don't care if it's at a grocery store or McDonald's or 7-Eleven, they want a job, they want that self-fulfillment of earning their own way.
Speaker 1:Yeah, yeah.
Speaker 2:And being out in the world. They and being out in the world. They want to be out in the world and some of them just need that opportunity. But these organizations if they did get it through an organization, if you have a problem with them, they have actual professional coaches who know a little. I don't know if they're psychologists or therapists, licensed therapists or anything like that, but will work with these people. And if you're having a problem, hey, you know petty theft. Hey, being on time, they will work with you. So maybe the manager didn't even have to pull out the big guns and call the cops. Hey, if they use, maybe he just walked in on his own and applied or applied online. He just walked in on his own and applied or applied online. I don't know. But a lot of those organizations will provide ongoing support for their at least the one focus group of one here, the one I work with once upon a time. Their big thing was we will provide ongoing support for as many years as that person is with you and our person is with you and it's I just feel.
Speaker 2:I feel very badly for the kid. I hope there's someone else in I a. First and foremost, I hope the charges were dropped. B I hope that there's another employer in that area, unlike jj, where they're the hosts. There's some people lining up to hire jj. That's not her words, but people want an employee like JJ. No, they don't, but there's going to be another employer out there. You know, we can use someone, we can work with them, we can do something. This kid should have another job. So if you're, whatever the town is outside of Cleveland, try and find this kid and hook him up.
Speaker 1:Because you know seven hills, ohio, seven hills, seven. Yeah, I hope that, and and this is just to the group of individuals who thought this was the correct course of action this was incredibly heartless. I don't think that anything should have escalated to the point of arresting someone for stealing chicken and fruit cups, and I hope you get diarrhea, like really bad, and I hope that it happens in the store and you can't get to the bathroom fast enough, and I hope people are around to watch you and I hope someone records it and I hope they put it on the internet, like put it on Reddit, and that you're just humiliated for the rest of your life. So I wish diarrhea upon you.
Speaker 2:I love it. I love it. So, uh, yeah, yeah, this this is like said. This triggered me. I've mentioned before my son is on the autism spectrum. I would I've mentioned before my son is on the autism spectrum I would, even though the kid is over 19 or over 18, as a parent, I would be on them. I would be, I would quit my full-time job to be on them if I could, because this is just so, so, absolutely ridiculous and it's just so.
Speaker 1:I don't know ridiculous, and it's just. I don't know what I fear. What I fear is what it is is probably like not probably, I don't want to say probably. What I fear is that this was a way for them to terminate him that was ironclad because he is a person who is disabled and if they felt like he wasn't performing, they would not be able to get rid of him. So let's build a case that is ironclad for stealing against company policy and we can get rid of him that way, and if that is what is happening, I would be very mad Again.
Speaker 2:diarrhea upon you. I went to a labor and employment seminar and this has been many, many years ago, but the speaker was an attorney and they were advocating if you have an employee who's committing a crime and I'm sure it's not over $110 of chicken nuggets and fruit cups or whatever that's committing a crime and you want to fire them for it, you should have them prosecuted. And their whole thing was because if you, then you're free to give a reference. Hey, john Doe stole from us and we pressed charges, or something like that. Like I said, I'm sure she was speaking more along the lines of embezzlement and more than chicken nuggets yeah chicken tenders here come on, More than chicken nuggets.
Speaker 1:Yeah, chicken tenders here Come on.
Speaker 2:So, but I just remembered that. So, yeah, Well, we did have a third story. I think we will save that for you. Sent another one over to me. I think we'll save that one.
Speaker 1:It's not as heavy. It's just stupid people being stupid.
Speaker 2:Yeah, I know nothing about that one, but that's what makes our show fun, the stupid people being stupid, so anyway, that one. But that's what makes our show fun, the stupid people being stupid, so anyway. Thank you for listening to this whole episode. I hope you enjoyed it. Please think about supporting us on Patreon, leaving a review, telling your friends all those fun things, and we will talk to you in a couple of weeks. So, as always, I'm Warren.
Speaker 1:I'm Cece.
Speaker 2:And we're here helping you survive I almost said survive diarrhea, survive. Hr1.
Speaker 1:I hope you survive diarrhea where's the stop button?
Speaker 2:there we go. Thank you.
