Wisconsin Supervisor Killed During Meeting with Worker

August 8, 2012

  • August 8, 2012 at 1:07 pm
    wvagt says:
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    Tragic story to be sure, but why is IJ covering it?

  • August 8, 2012 at 2:02 pm
    Libby says:
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    A warning to other Supervisors, perhaps??

    • August 8, 2012 at 5:22 pm
      Jacque says:
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      A warning about what exactly? Did you know the supervisor? Did he treat the employee poorly? Or are you just making a poor statement from sheer ignorance?

  • August 8, 2012 at 7:16 pm
    Alain Garus says:
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    I withness many supervisor being overzealous in the past and firing employees under false pretenses (even if proven employee was doing the right thing in the circumstance)when they feel it’s time to make a example.
    I’ve been fired myself after my 4th day of work from Eaton Corp, Fl in front of 5 other employees by HR young Girl for no reasons at all. I sent a e-mail to the CEO aftermath and broke the silence on these malpractices. We need a labor board reform or start a petition on the net to stop this kind of harrassment or verbal abuse from insecure co-workers or supervisor and other management puppet. By the way they passes a law against harrassment at work in 2005 in Canada. In U.S. they can fire, harass, or make them work in a unsafe manner or force employees to work 6 days/week way too easy without any penalities or compensations. Very retarded country on HR relations compare to others.

  • January 10, 2013 at 2:02 pm
    Jim Schultz says:
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    Workplace harassment, whether by management or coworker, is a violation of the Occupational Safety & Health Act of 1970. It will require documentary evidence such as signed statement(s) by witnesses. Other forms might include unsubstantiated worker write ups, security video footage, manager disciplinary actions, OSHA 300 Logs, police reports, etc.

    It will take concerted activity to gather and present such evidence to management as well as showing that it’s more than 1 or 2 people. NEVER give your employer the original or only copy of any evidence. If they refuse to act then take you evidence to the local OSHA office. Again, provide copies not originals unless required to do so. In an event be sure to retain one or more copies of all documents. Keep them in a secure location.

    • May 3, 2013 at 11:20 am
      uct says:
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      Jim – I worked in a factory here in St. Louis for 5 years in my early 20’s. We were a Union factory (Steelworkers) and still forced to deal with 6 day work weeks (mandatory) for 6 to 8 months of each year. Our shifts were 10 hours per day (mandatory) and “only” 8 hours on Saturdays. The Union & company would not make changes to the schedule. Injuries were rampant as we dealt with sheet metal and the work pace was incredibly fast.

      The plant had about 2,400 employee’s at the time. Everyone signed a petition and took it to both the Union and the company. No changes were made. After an accident where someone lost half his foot in a machine accident (due to being overly tired from 6 consecutive months of mandatory overtime), we opted to contact OSHA. They came out, did an inspection and found the working conditions to be horrible. The company was asked to make several changes or risk be non-compliant and face some steep fines.

      What does the company do? Well, they made changes. They moved the factory to Mexico within a year and made the plant in St. Louis a part-time job. About 1,800 people lost their jobs and the remaining folks work about 6 months out of the year, then are laid off the rest of the time. The remaining workers can’t leave as the majority have over 20 years in and would lose their retirement (which isn’t that great) if they left.

      Twenty years ago, calling OSHA would have been my suggestion as well. In todays world, a company can move freely & easily, and the workers have little say.

      The reality is, if you contact OSHA, or anyone else for that matter, you are putting your job at risk. Sad, but true.



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