Law/Employment Law

I worked for a company who violated laws I reported this through the Open Door Policy and i recieved harsh punishment such as manufactured false adverse actions with suspensions, and a wrongful termination(submitted false docments to hide the truth, denied benefits) . I was injured on the job and I reported to my superiors in a timely manner. I was told by my superiors that this would effect their bonuses so the HR Director stuck in a drawer and hid the truth. I was denied benefits (workers compensation, unemployment) and they continue to win in each court based on false submission. The laws did not apply to me as a black minority with protected rights. I am a role model employee and was in full compliance of laws but my employer was not. I did not commit the adverse actions that I was sanctioned, terminated for (No Call No Show). At the Supreme Court Level what laws should I cite as the reasons they should take my case. What are the federal rules and laws for my employer not being in compliance and filing and submitting false information into federal courts (Department of Labor, Court of Appeals, The State Board of Workers Compensation and the Workers Ccompensation Court of Appeals, The Federal District Courts 11th Circuit and the Court of Appeals, Equal Employment Opportunity Commission. Also list the rules and laws for noncompliance of employers and for misconduct and fraud.

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Firstly, my employer New London Healthcare Center terminated my long-term employment and denied me unemployment benefits for an adverse action I did not commit and thus constitutes an illegal adverse employment action. Title VII of the civil rights act

The issue of compensation benefits not applying to me was referenced to company policy. I did not violate any rules, policies or guidelines and was in full compliance on the day of my termination July 1, 2015. New London Healthcare Center was noncompliance with federal and state rules, laws and regulations. New London Healthcare Center maliciously submitted false manufactured illegal documents into government courts of law to intentionally hide the truth and to avoid sanctions. New London Healthcare Center had no legitimate reason to terminate me, or to submit false information. There is no justification for what New London Healthcare Center did.

The Department of Labor (DOL) administers and enforces more than 180 federal laws.

codes are the assents forced on business accomplices if there should be an occurrence of Most critical to organization resistance. Extreme measures are implemented for noncompliance of rules and laws.

Fraud

To prove that my job loss came about through fraud, I will show all of the following:

• New London Healthcare Center/Insurer (employer) made a false representation.

• Joan Bernard, Nursing Director made the false illegal representation to the Department of Labor with a noncompliance late illegal submission of a separation notice. Joan Johnson, Assistant HR Director in charge knew of the false representation.

• New London Healthcare Center (employer intended to deceive me and the Department of Labor-please see separation notice/Employee Handbook for Class “C” Type immediate termination). Joan Bernard & Joan Johnson are both trusted members of the Open Door Policy of FAIRNESS. Joan Bernard, did not comply with New London Healthcare Center rules and protocols and illegally made false representation while under administered oath (both written and oral false statements, perjury), and Joan Johnson (trusted member of management) did not take necessary actions (failed to do her job to protect me and intentionally ignored my rights as a protected class citizen. Joan Johnson, HR Director made multiple perjured statements on December 7, 2016 before Judge Johnny Mason and continues to withhold the truth.

• I did rely on the representation, and was denied unemployment benefits, and injured workers compensation benefits. According to Joan Bernard I was terminated after an adverse action of a “No Call, No Show” cited perfectly from the New London Healthcare Employee Handbook. Joan Bernard termination date shows I was terminated on July 1, 2015 and elongated it down (after I filed for employment benefits), to show that I was terminated on July 31, 2015, to show proof that she was in compliance of laws. This is fraud because Joan Bernard (trusted member/Open Door Policy), did violate the New London Healthcare Center protocols, rules and guidelines as well as state, federal employment rules and laws of noncompliance and illegal activity. Joan Bernard also submitted that I was still employed and in the system at New London Healthcare Center as a current employee. This is further proof of violation of New London Healthcare Center rules, protocols and guidelines, and further violations of noncompliance with state and federal rules and laws. New London Healthcare Center employee Handbook clearly state that a Class “C” Type Offense is grounds for immediate termination. New London Healthcare Center was noncompliance and did not have a legitimate reason to illegally terminate me. New London Healthcare Center did not have a legitimate reason to submit into the court of law falsified documents, manufactured illegal documents other than to cover up illegal documents. Joan Johnson HR Assistant Director claimed to have so much knowledge in her title, however, she was also a full participant and had full knowledge of what she was covering up was illegal and fraudulent. Joan Johnson and Joan Bernard are superiors who committed fraud to government officials and neither trusted member took the initiative to make necessary corrections and continued to willingly and knowingly hide the truth with no remorse for their wrongdoing.

• I was harmed in multiple ways by this false illegal representation.

New London Healthcare Center/Insurer/Superiors/Attorneys acted badly on purpose, in an intentional effort to cover up their noncompliance and avoid sanctions and penalties. Upon further review of separation notice to the Department of Labor, New London Healthcare Center Employee Handbook and documentation to the Department of Labor Appeals Tribunal, Supreme Court, The Department of Workers Compensation, Equal Employment Opportunity Commissioner (EEOC), both written and oral means altered and false representations were intentionally made to gain favor in court rulings. This is violation of my rights and violation of laws. New London Healthcare Center violated these employment laws, and committed fraudulent acts by intentionally false representing and submitting documents that they had full knowledge to be false into the government courts. Upon further review of the incident report you will see discrepancies and conceptions of fraud based on an altered document with a new revision date. This incident report was revised and Joan Johnson is the only one with access (which she stated, but denied revising). Deceptive practices: December 07, 2016 (please see Court reporter report), Joan Johnson, Maissa Kamara, and Attorney Mark Irby all denied revising the document and making alterations, which clearly shows deception and fraud making their testimonies not credible and noncompliance with state and federal rules and laws. July 1, 2015, Upon, asking Joan Bernard for a modified work duty (workers compensation injury on May 07, 2015), I was told she had none and would have to fire me. Moments later I watched her call in a team to who she granted power to harass me and lead to my long-term employment termination. I did not do anything wrong and I did not break any laws. New London Healthcare Center did not have a legitimate reason to illegally terminate me, deny me medical treatment or to submit an altered document into government courts of law other than fraud and covering noncompliance of laws. New London Healthcare Center Attorneys submitted well researched and documented New London Handbook protocols, rules and guidelines, however, they failed laws of ethics and willingly and knowingly intentionally hid the truth.

Workers Compensation

I am dissatisfied with the ruling of Judge Mason which was favorably ruled upon based on perjured false statements, misrepresentation, altered document and misconduct based on fraudulent practices. I am seeking a full investigation based on misconduct, failure to comply to laws and code of ethics laws based on misconduct. I stand firm on my truth that New London Healthcare Center was noncompliance and should be held accountable and responsible for their illegal wrongdoing. New London Healthcare Center did not comply with rules and laws and vengefully plotted against me as a scapegoat to take the downfall for their illegal wrongdoing, misconduct and discrimination. I am seeking an investigation into the misconduct of New London Healthcare Center/Insurer/Superiors/Attorneys to be held accountable for the laws that they violated and were noncompliance according to mandated laws and rules. I am seeking full restoration of my good name and my character by which defamation of character (false reports) were made by my former employer New London Healthcare Center

Insurer/Superiors/Attorneys. New London Healthcare Center was noncompliance of laws and went beyond measures to hide the truth and did cause massive damages and a permanent disability that cannot be reverse by denying my medical care.

The Occupational Safety and Health (OSH) Act is administered by the Occupational Safety and Health Administration (OSHA). Safety and health conditions in most private industries are regulated by OSHA or OSHA-approved state programs, which also cover public sector employers. Employers covered by the OSH Act must comply with the regulations and the safety and health standards promulgated by OSHA. Employers also have a general duty under the OSH Act to provide their employees with work and a workplace free from recognized, serious hazards. OSHA enforces the Act through workplace inspections and investigations. Compliance assistance and other cooperative programs are also available.

Workers' Compensation

New London Healthcare Center intentionally denied my workers Compensation claim and consistently pretended that it was under investigation based of false pretense which is fraudulent practices. I was told by another Superior Jeanie Hermes that “A new workers compensation claim would hurt their bonuses.” My claim was hidden and filed dormant in the drawer according to Joan Johnson Assistant HR Director as she stated “She saw it, but didn’t read it, and just filed it in the drawer.” This statement alone made on December 07, 2016, clearly shows that I was in full compliance as work injury employee/pt. was reported to my superior Maissa Kamara 2nd Shift Supervisor and she reported to the next Chain of Command Joan Johnson HR Assistant Director, who admitted to just filing in the drawer, without reading or making further actions. This further shows clarity that New London Healthcare Center/Insurers/Superiors/Attorneys were non compliance to laws. It also shows that New London Healthcare Center/Insurers/Superiors/Attorneys did intentionally commit misconduct to cover up their illegal wrongdoing.

Secondly, submitting false information to the court is a serious violation called document fraud. Section 8 U.S. Code § 1324c of the United States law states, “It is unlawful for any person or entity to knowingly to forge, counterfeit, alter, or falsely make any document for the purpose of satisfying a requirement of this chapter or to obtain a benefit. https://www.law.cornell.edu/uscode/text/8/1324c

Section 18 U.S. Code § 1623 may also apply to the lawyers submitting false documents; part of this law states that “Whoever under oath (or in any declaration, certificate, verification, or statement…knowingly makes any false material declaration or makes or uses any other information, including any book, paper, document, record, recording, or other material, knowing the same to contain any false material declaration, shall be fined under this title or imprisoned not more than five years, or both.” https://www.law.cornell.edu/uscode/text/18/1623

In regards to workplace injury, the laws vary by state. However, it is a legal requirement for employers in every state to provide to their employees a reasonably safe and healthy work environment. Under the OSH Act, employers are responsible for providing a safe and healthful workplace. Here is an important resource with pertinent advice in regards to falls and injuries in the workplace. https://www.nolo.com/legal-encyclopedia/i-was-injured-work-what-my-legal-rights.html

You might also find this useful http://www.injuryclaimcoach.com/work-accident-claim.html