Tyrone Turner’s Appeal

26 Sep

As a student of United States history, I found David Walker’s Appeal to be very moving and a great example of self-help and what private citizens can do to promote societal changes. In the spirit of David Walker, I present Tyrone Turner’s Appeal. This is an appeal to elected officials to revisit “At Will Employment” doctrine and replace it with a “Just Cause Termination” standard. I have personally witnessed and experienced the vicious bite of the current system, and things most certainly have to change.

lecture

Robert Greene lists one of the strategies in his book, The 33 Strategies of War, as “Transform Your War Into a Crusade: Morale Strategies”. Well, I am at war with the “At Will Employment” doctrine and seek its death.

Will you join me in this fight or will you sit by and wait until you or someone you care about is affected?

Take a look at the below template below. You can copy and paste it into the body of an email or create a document that you can fax, hand-deliver, or snail mail it to your elected officials. I faxed and emailed copies to my elected officials.

Here is the template:

____________________________________________________________________________________

VIA [EMAIL or FAX]

[Date]

[Title and Name]
[Email Address or Fax Number]

Re: Replace “At Will Employment” with “Just Cause Termination”

Dear [Title and Name]:

Thank you in advance for taking time out of your busy day to read my letter. I am one of your constituents and I voted for you in the last election. In our struggling economy, many of your constituents are underemployed or unemployed. Those of us that are unemployed may have become so via being fired. A lot of terminations are done on the premise of “At Will Employment.” A viable alternative to this standard was proposed in The Model Employment Termination Act by the National Conference of Commissioners on Uniform State Laws back in 1991, but there has not been any true reform yet. A copy of the proposed law is attached.

My arguments will cover the fairness of it all and more pragmatically, the domino effect that “At Will Employment” has caused on our society’s economy and quality of life as far as public safety is concerned. I will also touch on the growing prevalence of the “Bully Boss.”

Thank you for all that you’re doing to create jobs in my district, but once a job is attained it must be kept. It goes without saying that a new hire must do her/his part to remain employed, but perhaps the employer has a duty to the employee by giving that employee a fair way to defend herself/himself at work and avoid losing her/his job. This is where “At Will Employment” falls very, very short.

Under the current “At Will Employment” standard that is the current practice in 49 out of 50 states in our union, an employer may terminate the employment of an employee at any time for any reason or no reason at all. As long as that reason isn’t discrimination or retaliation against a protected class as stated in Title VII of the Civil Rights Act of 1964, an employee’s employment may be terminated and the onus is on the terminated employee to prove that she/he was discriminated or retaliated against. It is a given that this is unfair being that if someone is in fact a victim of illegal discrimination or retaliation, they are reeling from that ordeal that has been further exacerbated by losing their job. People rely on the income generated by their jobs to handle the basics; food, clothing and shelter. Once they lose their income, their world literally comes crashing down.

When individuals are terminated, they add an additional burden to our already stressed governmental budget. They will file for unemployment, food stamps, welfare, seek public housing, lose their health insurance and rely on public clinics and hospitals, etc. These services create bigger government and tie-up money that can be used elsewhere. Mental health issues may also ensue as a result of a job termination. When someone’s mind “isn’t right,” they may resort to violence, therefore becoming a public safety concern.

Companies and organizations are well aware of the current state of our stressed economy so some of them are being a little more callous with the way they treat employees. In a September 20th, 2013 FORBES article entitled “How To Deal With A Bullying Boss,” Jacquelyn Smith discusses how workplace bullying creates a hostile work environment. A copy of the article is attached. The thing that really jumped out at me in the article was again, how private citizens have to do all of the work to protect themselves and there are no legal restrictions against workplace bullying. Certainly that has to change.

[Title and Name], now is the time to usher in a new Progressive Era by replacing “At Will Employment” with “Just Cause Termination.” If an employee is a poor performer or problematic in some other way (e.g., tardiness, absenteeism, insubordinate, etc.), it is not terribly difficult for an employer to document and present such as a just reason to terminate that employee’s employment. The corrective action process should be clearly outlined and adhered to. As your constituent that voted for you in the last election, please look into replacing the “At Will Employment” standard with the “Just Cause Termination” standard.

I am ready, willing and able to support your efforts in bringing this change about at the grassroots level.

Thank you so much.

Sincerely,

[Your Signature in Blue Ink]
[Your Name]
[Your Address]
[Your Address Line 2]
[Your Phone Number]
[Your Fax Number – if available]
[Your Email Address]

Attachments

____________________________________________________________________________________

If we all pull together, A Change Gonna Come.

As this video shows, when the little guy fights back, the bully backs off.


Thanks for your time and please stand up for your rights.

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