Saturday, October 12, 2013

Thermotron How to spot a PSYCHOPATH- employee training

ok
sure

well thermotron
training is how to be a psychopath--

Greogoy V Johnson  was the pet of thomas bannach-- who bragged it was ok to defraud your co workers-- and steal

Hil sybesma-- said he had the same moral character-- and stealing was not bad-- it was working the system

fred plont said - you should only look out for your self

Mark lamers " he dosen't know any "good people" at thermotron


thermotron former employee


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Monday, Mar 3, 2008
Posted on Sun, May. 27, 2007
A job lost and perspective gained

MIKE DRUMMOND

Kevin Holt of Gastonia bears little likeness to the chiseled warriors depicted in Army posters.
He's 41, heavyset and has a habit of pushing his eyeglasses to the bridge of his nose.
He's a citizen-soldier.

The former sailor enlisted in the National Guard in July 2004 as a way to supplement his income and heed a call to service.

Last summer, between supervising a chow line at Camp Speicher outside Tikrit, Iraq, and running food convoys, Holt sat at dusty computer keyboards, hunting and pecking the answers to his online college course. He hoped a business degree would help him land a job.

Thermotron Industries, based in Holland, Mich., fired Holt in April 2005, near the height of the Bush administration's call-up of National Guard members and just a week after Holt told the company he was being deployed to Iraq.

Holt serviced Thermotron's environmental test chambers, which expose electronics and other devices to temperature extremes. He covered a patch of the Southeast for the privately held, mid-sized company, making about $54,000 a year.

Holt says Thermotron accused him of trying to bill the company for Yellow Pages advertising he had ordered for his side repair business. BellSouth had mailed the bill to Thermotron by mistake, an error Holt said his boss had resolved more than eight months before.

The married father of two worked seven years for Thermotron, which has a growing defense-contract business. The termination was an about-face for a company that two months before firing him had given Holt another glowing annual evaluation.
Fellow soldiers in the National Guard's 505th Engineer Battalion said they thought the timing of the firing looked fishy. They told him about the law designed to protect civilian jobs of part-time soldiers called to active duty.

Holt tried to get his job back. He filed complaints with state and federal labor departments. He thought his case was a slam-dunk.

Thermotron sent letters in its defense. It produced copies of the Yellow Pages bill it said proved Holt tried to deceive the company. The company denied that a supervisor had told Holt the billing mistake had been resolved.

Holt provided documents but couldn't produce anything showing Thermotron fired him because his military service conflicted with the company's need for a repairman in the Southeast.
Channels prove fruitless

Like thousands of service members, Holt's journey through government channels proved futile."They wanted documents," Holt says of labor officials. "But I was getting ready to go to war."
By November 2005, with Holt in Iraq, state and federal labor officials had sent letters to his house.
The agencies ruled Thermotron fired him "for cause."
Richard Castillo, the U.S. Labor Department's assistant director in Michigan, said Holt could request the agency refer the case to the Justice Department for possible litigation.

But Castillo would recommend "no further action be taken."
Ronald Lampen, Thermotron's vice president of service operations, noted agencies ruled in the company's favor. "Holt's allegations are unfounded and untrue," Lampen told the Observer in a phone call. He refused to answer further questions, then hung up.
A call to a job

Above Kevin Holt's backyard workshop, a massive portrait of Jesus stands watch.
"Bad things will happen to you in life," Holt says. "Ultimately, God is still on the throne. The sun came up this morning. The world will not end."

Last October Holt returned home to hugs, red-white-and-blue bunting around the mailbox ... and a job interview.

Espec North America had heard Holt was no longer with competitor Thermotron. After e-mailing Holt in Iraq, the company agreed to talk with him when he got back.
In November, he became Espec's newest employee.
Going from civilian to soldier, from Gastonia to Tikrit and back, from unemployed to employed in a little over a year has imbued Holt with perspective.

"I grew up a lot during the experience," he says. "I never lost a job before. Never experienced unemployment. I always feared facing that. But the calamity I thought was going to happen, didn't happen."

He enrolled in school again, this time to work on a master's in theology through an online program.
"I feel called," Holt says, "to serve as an Army chaplain."
As a Guard member, Holt says he's willing to return to Iraq or wherever his country needs him.

He also abides by the gospel of Luke, the passage that admonishes "Love your enemies," and "pray for those who mistreat you."

Wednesday, October 9, 2013

Unmasking the Jezebel Spirit at thermotron management

yes

thomas bannach said it was "norman" to lie cheat steal and embezzle -- at thermotron -- Dean Tripp said that thomas Bannach was a lier and thief-- when he worked for him and he really did'nt have the "character to be a manager--

robbery thief backstabbing is the thermotron management stlye--

and it's ok to spread lies about every one --- Gregory V Johnson-- was Thomas Bannach "inside" pervert--

and at thermotron-- everyone will believe their lies--

just lie to everyone-- because -- Gee isn't everyone a lier and a thief??

Sunday, October 6, 2013

Thermotron false wittness - Strange Guy But I Like 'Em-- thermotron management training

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..
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/..


 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

 

Friday, October 4, 2013

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 to expire.

Wednesday, October 2, 2013

Why Atheists Laugh at holland michigan Religion dutch and christian reformed thermotron

yes

get a start at thermotron-- and lear the real truth -- that the bible leaves out

as Hil Sybesma says-- robbery thief and embezzlement is not really stealing--

it's called working the system--

and How about gregory V Johnson -- said he was not as big of a thief as Hil sybesma

Richard Dawkins - "What if you're wrong?"thermotron harassment is normal with thomas bannach and jim Roelofs -- gee that are all corrupt

ok

sure you want to work with thermotron liers and theves, embezzlers and back stabbers

Contact Tamera Kennedy--- for your own opportunity to be a liar and a thief at THERMOTRON


thermotron harassment is normal with thomas bannach and jim Roelofs -- gee that are all corrupt


jim roelofs - "What if you're wrong?" bo bjarno

Thomas Bannach thermotron employee harassment

thermotron harassment is normal with thomas bannach

geekissmyass.blogspot.com/

20 hours ago – yes at thermotron employee's lasted only about 4 to 6 months with ...Harassment in the Workplace Part 1 thermotron training with thomas ...
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..