This Is Why We Can't Have Nice Things: 2 Stories of Managers Who Deserve Diarrhea

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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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Episode Transcript

Speaker 2 (00:02):
Had you actually read the email, you would know that
the podcast you are about tolisten to could contain explicit
language and offensive content.

Speaker 1 (00:10):
These HR experts' views are not representative of
their past, present or futureemployers.

Speaker 2 (00:18):
Welcome to Jaded HR, the podcast by two HR
professionals who want to helpyou get through the workday by
saying everything you'rethinking.
I'm Warren.

Speaker 1 (00:26):
I'm Cece.

Speaker 2 (00:29):
Hey everybody, before we get going, this is Editing
Warren and we're going to talkthrough this episode about a
couple of videos.
It may be easier for you if youfollow the links in the show
notes to see these YouTubevideos on your own ones from
Reddit, but we'll put the linksin the show notes so you can
follow along with us.
It may not be as easy to followwithout seeing the videos in

(00:54):
reference.
Thanks y'all.
All right, so well.
We were just talking.
Both of us have so much goingon, so much fun stuff, some
things I'd love to share on theair, but it might have to wait
till a little time.
What's to say, the differencebetween comedy and tragedy is
time.
So maybe give it, let this oneage a little bit before, and

(01:16):
then maybe I won't be sotriggered.
But I think, with our topicstoday, which you found, all of
them, uh well, I'm gonna.
I have one thing I'm going tobring, but you triggered me.
Each and everything you sent metriggered me at a different
level or a different way.

Speaker 1 (01:34):
So yeah, this is going to be fun-jaded.
It was literally that meme.
From what is that show?
Community?
Where like he walks back in theroom with pizza and everything
is on fire, like that's how Ifelt the internet was this week,
where he walks back in the roomwith pizza and everything is on
fire.
That's how I felt the internetwas this week.
I detoxed from some of mysocial media and then I came
back and we have all three ofthe stories that came up this

(01:56):
week that were kind ofwork-related and I was like this
is why we can't have nicethings.
I turn around, I come back,everything's on fire.

Speaker 2 (02:06):
Oh, kind of sort of maybe.
But speaking of what, this iswhy we can't have nice things.
I mean the taylor swiftengagement.
We have all these news channeltvs on our in our lobby, every
it doesn't.
We have fox, we have cnn, wehave cnnbc.
We have all of them out there.
All of of them were coveringthe Taylor Swift engagement.

Speaker 1 (02:26):
Yes, rightfully so.

Speaker 2 (02:28):
Donald Trump was making a statement about it and
I couldn't hear it and I was toofar away to read the captions
underneath.
We keep it on mute with thecaptions because you have so
many TVs all competing againsteach other, so I couldn't read
the caption, but the headlinewas Trump commenting on it.

Speaker 1 (02:44):
I'm like the president commenting on their
engagement that man better keepher 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 todayand they said this is the
american version of a royalwedding and and I'm like, this
is this is our royal wedding.

Speaker 2 (03:05):
No, people at my work were talking about that too.
It ended up in order, like Iwent to the break room and I'm
coming back and I go through thelobby.
When I do that, it's theeasiest way for me.
And also I do like looking atthe TVs and seeing what the
headlines are, and normally thisFox has this and CNN has this
and CNBC has that and whateverelse is in there, but all of

(03:29):
them had the same thing.
I'm like, well, I was first Ithought, oh my God, did somebody
die?
Like when they're all coveringthe same thing like that, that's
all it was the engagement.
And I was like, oh, I thoughtit was fine.
But then, as people were comingin the lobby and talk, we're
talking about this is a royalwedding, this is going to be the
American royal wedding and Iwas saying, well, she's already

(03:49):
a billionaire, but she shouldpay-per-view it so she can make
another billion dollars off ofthat.

Speaker 1 (03:54):
Right so anyways, I love it she should, I would go
buy tickets to go see it, justlike I did the tour.

Speaker 2 (04:01):
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 theworld today, because we've had
too many shitty things going onin the world lately and we're
going to be talking about somein the hr world.
Let's see, here I I cut you offbecause when you said this is

(04:22):
why we can't have nice things,that tay.

Speaker 1 (04:24):
Taylor Swift song just popped in my head which, by
the way, that was an excellentreference and an excellent segue
, Warren Bravo.

Speaker 2 (04:31):
The old guy can do it .
Every once in a while I canpull it out.
But I've been meaning to ask myson, who is, if he's any bigger
of a Swiftie he'd have arestraining order.
Is that a song about anothercelebrity?
Because she makes so many songsabout so many other people and
it sounds sort of like that is adig at somebody.
I just I don't have the the popculture references to know who,

(04:54):
so maybe that'll be a patreonepisode yeah, you can.
We can get my son on board toteach me about that, okay, so
before I go too far, I want todo our thank yous, get those.
Like I said, we want to dothose earlier and recognize our

(05:14):
Patreon supporters, who areHallie, the original Jaded HR
Rockstar, michael and Bill yousent a message, I sent you an
email, so please look at youremail and reply.
I want to see what we can makehappen for you there.
So, anyways, thank you for yoursupport, Bill.

Speaker 1 (05:27):
read your messages.

Speaker 2 (05:30):
If you like.
The intro says if you'dactually read the email.
No, no, bill.
Anyways.
So that's our thank yous, andAndrew Culpa is the announcer
and the music is the underscoreorchestra devil the devil.
So that's out of the way and wecan talk some fun hr stuff.
But I'm going to start thingsoff light, and I was I'm going

(05:51):
to share with you my screen.
So once upon a time, as youknow, 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 adon, or this post on instagram,
and it seems like they'rewanting.
As summer winds down, you wantto get something special for

(06:12):
your team.
Why not a unforgettable day atthe water park?
Imagine the excitement andbonding experience around the
way it goes on.
So, as an hr professional, whatdo you think of having a team
building exercise at a waterpark?
No, no, no, no.

Speaker 1 (06:32):
That's my nightmare.

Speaker 2 (06:36):
Your nightmare.
Yeah, as soon as I saw that, Iwas like I would not do a water
park.
Actually, if another departmentor team came to me and said, oh
, we're going to do this for ourteam building, I would advise
drastically against it.
If not, try and put my footdown and say, no, we're not
doing that.
I don't know.
No, just no.

(06:58):
You're asking for trouble withthat situation.

Speaker 1 (07:06):
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 (07:18):
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 Iworked at the water park.
We had a season pass holder andtwo times a week I would be the
manager on duty.
So I was responsible for thewhole water park and this lady

(07:40):
came every single day and shehad complaints every single day
and our policy on swimsuits wasif it was allowed on the local
beaches by the county, it wasallowed in the water park.
Basically, you basically meanyou couldn't be topless and

(08:00):
that's about all it meant.
So thongs, everything else wasallowed and and she hated it.
And she was like this is.
She came to me one daycomplaining about all the thongs
is that was a particularly busyday for thongs and such.
And she came to me and with aor somebody had to get me call

(08:24):
me because she had a complaint.
So I had to go talk to her andI've seen more tail today than
I'd see in an aquarium and I'mlike, oh gosh, that was, that
was her, one of her things.
And my, my 15 year old son he'sso embarrassed.
I'm like he is not embarrassed,he is not not enjoying this.
The, the views.

(08:45):
I remembering 15 year oldwarren.
No, your 15 year old son is notbothered 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 butthat's a hard, no.

(09:05):
Yeah was, but that's a hard no.

Speaker 1 (09:06):
That's a hard no for team building.
Why can't we just do a funescape room or something I don't
know?
Or wine tasting?
How about a nice wine tasting?

Speaker 2 (09:17):
We're actually having an employee event and HR is not
involved in the morale eventswe call them.
And since it's the start ofcollege football season and this
episode gets released onThursday Thursday night I forget
the time, right now it's 730East Carolina plays North
Carolina State at Raleigh.
So turn it on, wear your purpleand cheer.

(09:38):
We're 14-point underdogs.
And the Military Bowl againstNC State in January, we were
14-point underdogs and we won,so let's see what we got.
So, anyways, our theme is atailgate.
So we're doing that on Wednesdaythat will be tomorrow,
wednesday and then on Friday,since it's ESPN's College Colors

(09:59):
Game Day, we're tellingeverybody to wear your favorite
sports paraphernalia, whetherit's a jersey or or something
like that.
So it's going to be, we'regoing to have a little fun with
that.
So I like that, I'm lookingforward to it.
So yay, so yeah, but I I thinkI was going to say I this can
sort of kind of tie into thefirst story you sent me.

(10:22):
So why don't you, why don't youset us up on this?
And we'll put a link in theshow notes to the YouTube video
we're talking about.
If you haven't seen it, italready had like a really insane
number of views when I watchedit earlier this week.

Speaker 1 (10:36):
Yeah, so this happened at a resort in Alaska
and the resort is owned byCarnival, like the cruise line
umbrella company.
So if you could imagine, thenthey have a lot of individuals
because it's Alaska specificallyand it's in the wilderness,

(10:56):
just like on a cruise ship, thepeople that work and employed
for the company often live onthe site where the resort is,
often live on the site where theresort is.
There's like a video out thereof this guy and he is filming
without like knowledge.
It looks like he has his phonein his pocket, but he's an
employee and he's a bartenderwho had a late shift and he

(11:21):
approached the manager and said,basically, I need to sleep in.
It's unacceptable that you arebanging on the door at 9 am,
like at the neighbors.
So his neighbors, like whoeverlived next to him, were also
employees and the manager camebanging at their door at 9 am

(11:45):
specifically because they bothcalled out sick.
So the manager, I guess, wantedto check if they like we really
don't know from the video,speculating whether or not like
well, we can speculate that sheactually wanted them to come to
work because she did say thatthey were like understaffed and
she needed them.
And he said that's unacceptable, that basically you wouldn't do

(12:09):
that if this was like a regularjob, like you wouldn't drive to
an employee's house and pullthis crap with them, so why are
you doing it here?

Speaker 2 (12:19):
I'll just interrupt there.
If you remember I think we eventalked in Germany Tesla was
doing that to their employeeswho who called out sick, they
were going, managers were goingto the employees houses and if
you called out sick and checkingin on you.

Speaker 1 (12:33):
Yeah, that's a nightmare.
So the altercation now I dowant to point out because it
does, I think it kind of comesinto play a little bit only
because there's a couple ofthings that I think escalated
the situation further.
But he's, he has his camera inhis shirt pocket and he's
talking with his hands and youcan tell by his hands that he is

(12:55):
, 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 totalk about this, you need to
take it up with HR.
Like the manager, you need totake it up with HR, that's all.
And he's like I will.
So she, I guess.
Later it cuts to them walkinginto what I assume is the HR

(13:15):
person's office and she runslike, walks ahead of them and on
camera like he's filming shegoes, and on camera like he's
filming she goes, he's out thereyelling at me.
So first of all, he was not, Idon't know Warren like you
watched it too.

Speaker 2 (13:34):
Do you think like he was yelling at her?
I, okay, I don't think he wasyelling at her.
I think he came in hot.

Speaker 1 (13:38):
He didn't come in hot .
He was frustrated.

Speaker 2 (13:40):
He came in hot and I think I've got two pages of
notes written on this.

Speaker 1 (13:47):
I love it.

Speaker 2 (13:49):
Because I texted you, you sent it to me.
I watched the video.
I only got five minutes inbefore 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 like40 minutes long.
It may not be 40 minutes, butit's long.
I got triggered very early onwith it.

(14:11):
So, yes, I think he came in hot.
I wouldn't say he was yellingat her, but then again, we don't
know.
As you said, there was a cut inthere and when they go from it
looks like the restaurant area,into the, into Jeff's office,
and I did not believe Jeff wasHR.
I don't think anybody there was.
I didn't take it that anybodywas HR, but but I could be

(14:35):
completely, completely wrong onthat, is it?
It really it looks like thisRobin manager is like the
restaurant manager and thingslike that.
So yeah, but one of the thingsI wanted to point out is my
number.
This is the first thing I wrotedown.
This reinforces the pointAlways assume your employees are

(14:57):
recording you, because they'reserotypically recording you,
especially in these things.
And then JJ knew what he wasdoing.
Why would you go in thererecording it if you're going to
have a subtle conversation withyour manager and we don't know
what transpired before hestarted recording.

(15:18):
But why are you going to go inthere recording to complain?
Hey, why did you knock on thedoor my neighbor's door so much?
She did it for five minutes andleft and came back and banged
on the door again, or somethinglike that, and things like that.
Hey, that's not cool.
He went in there with an agendaand he was going to stir the
pot and I think, probablybecause he worked there, he knew

(15:39):
the reaction he was going toget from Robin if not Robin and
Jeff, who are the evil doers inthis, 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, extremelyfar from innocent on this at so,

(16:03):
yeah, he's not innocent, butI'm Robin, I'm assuming as a
manager, this Jeff guy, I'massuming as a manager.
They, they took a bad situationand let's say, hey, here's some
gasoline, let's let's see if wecan make this, light it on fire
.
Yeah, what can we do?
What could we do to make thiswork?

(16:23):
So fire, yeah, what can we do?
What could we do to make thisworse?
So I'll let you continue fromthere so then like they walk.

Speaker 1 (16:28):
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 sitsdown and they start talking,
he's frustrated, frustrated.
So in his voice he isfrustrated, but he is being
quiet, like he's not yelling.

(16:49):
No, he's not like getting inanyone's faces, he's sitting
where Jeff told him to sit.

Speaker 2 (16:57):
And Jeff pulled out a chair for him.

Speaker 1 (16:59):
He pulled out a chair for him, he sat down and
they're having this conversationand, like, the whole
conversation has to do with like, oh, specifically, robin robin
has no respect for the employees.
The employees are afraid tospeak out because they're eight,
they're on j1 j1.
They're j1 employees, so theyfeel like if they speak up,

(17:21):
they're gonna get fired and sentback, like they're going to
lose their visa and then justlike all this stuff, and it's
like we give you feedback butyou don't hear the feedback and
you don't care because you don'tcare about us.
So that's why, like I hear,like I heard what you were
saying before, but this is likeI feel like this is a long time
brewing.
So I do think you're right, jjknew what he was doing by

(17:45):
bringing the camera in to belike 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 thishas been brewing because they
also mentioned some players,like like previously, especially
like one particular woman whojust recently got fired, izzy

(18:05):
and it's just like he's justbasically saying you don't care,
you don't care.
And then he turns to Jeff andhe said, jeff, like we've been
giving you feedback, and Jeffturns around and gas on the damn
fire, jeff, he just is likewell, you're just a bartender.

Speaker 2 (18:25):
Yes.

Speaker 1 (18:26):
To which anybody, I want to say, the only people who
say you're just a bartender oryou're just a server or you're
just.
This has never worked in thehospitality industry.

Speaker 2 (18:39):
Yeah.

Speaker 1 (18:39):
So like, and also it just my jaw hit the floor when
he was just like you're just abartender, like, how
disrespectful are you?

Speaker 2 (18:50):
And, like I said, that's where one of the many
bombs went off and JJ sort oflost it at that point.

Speaker 1 (19:00):
Oh, I did skip ahead a little bit.

Speaker 2 (19:02):
You're right, yes, but I did want to go back myself
to back to Robin giving wherethey're in the restaurant bar
area, and he's talking to herFirst.
She gives way too muchinformation, you don't?
Hey, I need to talk to whoeverwas in the other room.
I forget their names.
I didn't write it down and putit in my notes or anything like

(19:23):
that.
So now telling them oh, theycalled out sick, both the
roommates calling out sick, okay, whatever.
But she was right when she saidthis is not between me and you.
He really wanted to.
He was pushing the button, thisis.
And then he was going into thisis harassment.
This is harassment.

(19:43):
And someone not if it wasanother student banging on the
door at 9am, you wouldn't besaying it's harassment.
You know another J1, I do havefrom tying this into the last
part of I work with J-1s.
Now, the year after I left, theJ-1 laws changed a lot from my
understanding and I don't workwith them anymore.
So I don't know all of it, butit did change a lot.

(20:07):
But she also tells she told himyou'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'ssort of running away.
Now it looked to me like she wasquick-stepping it.
She was not casually strollinginto Jeff's office when she goes

(20:28):
to say that he's yelling at me.
So that was one thing that shewas absolutely in the wrong for.
But just say hey, you're goingto 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 itzero stars, I would.

(20:53):
If I could give it zero starswould, yeah, she, she apologized
, but I can a little, a littlebit.
So the manager went to thehouse and he, she woke everybody
up.
No, she just woke jj up.
But she's all anti-manager onit.
And did she have the right todo that?
Yeah, she has a right.
Was it the right thing to do?
May does it, may no mean.

(21:15):
But she goes on to say how J-1shave to stay there.
Like I said, the year after Ileft the water park, the laws
changed with J-1s you would haveJ-1s you would hire from.
It didn't matter the country orwork ethic, they hired, they
came, they did their onboardingpaperwork and you never saw them
again.
Poof gone.
They just wanted a trip to theUnited States.
You never saw them again, poofgone.
They just wanted a trip to theUnited States.

(21:36):
And a lot of areas that dependon tourism really depend on
these J-1 students a lot.
I mean, when I was there, thewater park could not have
operated without them becausewhen the summer started in May,
high school kids were still inhigh school, so we needed the
J-1s because we didn't have anyhigh school kids.

(21:57):
Then, as much as I'vecomplained about the high school
kids were still in high school,so we needed the j1s because we
didn't have any high schoolkids.
Then, as much as I'vecomplained about the high school
kids.
And then there these people areusually 18 to like 25 ish, and
then at the end of the seasonthe high schoolers and some of
the american college kids havealready gone back to school.
So we needed them again.
And you, one thing I learned youyou vary up the countries you
bring students in from becausethey have different start times.

(22:17):
So you have the country a theycan be there when you're opening
in may and but they're going toleave in the middle to the late
so they can get back to school.
In country b.
They start later so you canhave them at the ends of your
season.
So there's a little strategybehind it stuff.
But anyways, she says they haveto stay there.
Technically, yes, but theydon't.

(22:38):
It's not absolute, and this isone thing that drove me nuts
about the, about the.
The host I'm gonna call her rayspader you have two white
people and she's using the term.
They're cornering him in onjeff's office.
They never corn.
Jeff pulled out my chair and hesat down just because I will

(23:01):
say running, I think robinrunning and acting all afraid
and lying on him.
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 outthere.
Let's not go finding it whereit might not actually be,

(23:22):
especially if she's just.
I'm not trying to defend Robinin any way, shape or form.

Speaker 1 (23:27):
No, no, no, because Robin's horrible at a job.

Speaker 2 (23:28):
That's a trigger for me doing, calling something
racist just because maybe awhite person and a person of
color have a disagreement?
It's not.
Am I a racist because I don'tagree with everything johnny c
taylor does at sherm?
No, I can disagree with johnnyc taylor because he says weird
things and does weird things deilet's talk about but anyways,

(23:49):
you can.
It doesn't have to be so thatthe race fading is is a as a
trigger.
I I don't like it.
So anyways, I'll stop it andI'll.
I went on much longer than Iwant to like I said this
triggered me at so many levelswith that, so I will say like I
agree with her.

Speaker 1 (24:09):
I think there are microaggressions happening there
.
I think was out like he's notnumbered, but he's one person of
color in a room with two whitepeople.
She's already screaming.
He's not screaming but she'sclaiming oh my god, he's yelling
at me protect oh, she said itvery excitedly.

Speaker 2 (24:27):
She said it very excitedly.

Speaker 1 (24:28):
He's yelling at me, or whatever she was, she was
excited like but like, but shewasn't screaming, but she was
like he's yelling at me.
And then in the office therewas the other piece that I don't
know if you remember, but hewas talking, he was frustrated,
his volume was not loud I don'treally think that anyone else in

(24:49):
other offices would be able toclearly hear what he's saying.
But the guy Jim, jeff orwhatever tells him to stop
yelling and then he's like I'mnot yelling and he goes.
Well, you need to lower yourenergy energy and that is.
that's a microaggression in andof itself.

(25:10):
You should not like telling aperson of color when you're the
only one, like when when there'sonly other white people in the
room that they're yelling, thatthey're attacking, that they're
being aggressive when they'renot, is in itself, a little bit
of a racist act.
So now, yeah, I understand whatyou're saying.
There's a lot of other seriousthings happening, but these are

(25:34):
the reasons why DEI trainingsand shit happen.
Like, like this is why becausenow, as we're going to see, this
is escalating the situation,because what I'm feeling is that
JJ is hearing these things andhe even I don't know if it was
in the same video or a differentvideo, but at the end he does

(25:54):
do an update and he makes fun ofthat line Like the I'm going to
lower my energy.

Speaker 2 (26:01):
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 alink to the show in the show
notes for this.
So please, so you get whatwe're talking about, maybe I'll
go in the front at the beginningand I'll edit and I'll say
please stop listening to thepodcast for five minutes or 40

(26:23):
minutes or however long it is.
Watch this video and then comeback so you have the pre-work.

Speaker 1 (26:28):
This is pre-work for the discussion.

Speaker 2 (26:30):
Yeah, it had a ton of views.

Speaker 1 (26:33):
I do.
I do believe there is like someracist undertones there,
whether they knew it or not, andlike that's, I think, the whole
point of like these.
These are like specifictrainings that we have to do,
that, that certain cultures andand they're gonna have
sensitivity to it.
So maybe you shouldn't, jeff,put gas on the fire and be like

(26:55):
like I don't know.
And then the fact that hecalled him just a bartender, and
then I think everything there'sdefinitely whether it's racial,
whether it's just the fact thathe's a bartender, whether they
think that he's disposablebecause he's just a bartender,
like there's a lot of thingshere that are just not good.

Speaker 2 (27:15):
And I, yeah, and I, I got a lot of your points and I.
The microaggressions, yes, I'llsay they're there as well.
But yeah, jeff, he, he threw acouple of gallons of gas in
separate times.
So the first thing was you'rejust a bartender.
Then that's when JJ startsreacting, that's it, and and

(27:36):
then he starts getting.
He gets louder, he gets muchmore vocal and he's.
He said I don't remember whodrops the F bomb first.
I kind of think it was JJ.
I don't know, don't put me onthat.
And then Jeff goes, get the fuckout of my office.

Speaker 1 (27:52):
Get out of my office and pack your bags.

Speaker 2 (27:55):
Yeah, and he and he, and at that point, regardless,
you got to get out of the office.
And yeah, but they, but Jeffdoesn't.
Jeff continues the conversationfor some time after that.
If you're, if you told him toget the fuck out of my office
and you continue theconversation, you're inviting
anything that follows after 're?
It's just you're inviting it.

(28:16):
So he was not managing thesituation well at all.
But the only defense I'll sayfor j or jeff is he, robin
wasn't completely blindsided inthis, jeff was, and I don't know
.
But yeah, if you're going tosay get the fuck out of my
office, fine, say get the fuckout of my office, I don't if

(28:37):
sometimes you need to.
But once you say that they'redead 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'regoing to take, you take that
stand he by saying get the fuckout of my office.
That's the standard we're goingto take.
You take that stand he, he bysaying get the fuck out of my
office, that's your Hill, you'reabout to die on, and by

(29:00):
continuing it you're.
You're not doing yourself anyfavor.
I don't think that, so I'll letyou continue.
You're doing a better job thanI can with this.

Speaker 1 (29:10):
Yeah, so then they go out of the office.
Now they're having a very louddiscussion in like the.
I don't know where the copymachine is.
Where there's other officesaround and the way I don't know
if you noticed, but the weirdpart was is like at this point I
think jj's like, well, I'mgetting fired.
So this is my moment, this ismy.

(29:32):
What is that movie?
Shit, you're gonna have to editthat what.
It was like the stoner movieand he's like fuck you, fuck you
, fuck you, you're cool, fuckyou anyway oh gosh, yeah, I
forget which one that is yeah, Iknow what you're saying.
I remembered it so anyway, youcould edit that out, but this is

(29:53):
his moment to just basicallylight everything on fire and say
like screw you, screw you,you're cool.
And he basically just let itloose about how.
Oh, and I did forget to mentionthat jj is a us citizen, so at
this point, right, wrong orindifferent, he's using this as
an opportunity to what hebelieves is to stand up for the

(30:16):
jay ones.
And they're like working, likejust kind of their working
conditions and and herleadership style and how she's
rude and disrespectful.
So that goes on for a littlebit.
And then I thought this wasreally weird and kind of cringy
because we were talking about itbefore.
Like again, it's two whitepeople standing across from one

(30:37):
person of color and he liketurns to her and like kind of
pats her on the shoulder likethey're there, and he says you
shouldn't be talking to, youshouldn't be hearing this, you
shouldn't be talking to her likethis.
And I was like that's justweird.
Like you should have excusedher from the get-go, like you
should have just kicked her outof the office.

(30:59):
Like now you're gonna make ashow like they're there.
They're there, my sweet littlelamb.
Like you should not hear thisand you know, and before then.

Speaker 2 (31:08):
So robin leaves the well jj's, he's decided the
bridge is going down and he'slike you're.
He's telling Robin, you're apiece of shit, you know, he's
going way off on her and I guessshe gets up on her own and
leaves the office and then shehasn't said a word with this and

(31:30):
I don't remember how she cameback and I don't remember how
she came back.
But then Jeff and her leavetogether, together.
It was like something along thelines and I could be way off
that, oh, if you're not gonnaleave, we'll take they both,
jeff and Robin leave into thatlittle common area with a copier
and a water cooler and things,and it's still going on and yeah

(31:52):
, he's, he's, he's anyways, he'sjust going on.
But I gave back to somecritiques on Robin and Jeff.
I'm going to give my critiquesnow on a little bit more.
On JJ.
I talked about it.
It's not harassment, you justdidn't like they're knocking on
the door and he says you can'tgo knocking on people's doors.
That's not how you can.

(32:13):
And in a lot of these facilitiesand, like I said, one of the
laws I knew did change with J-1s, where in the Outer Banks of
North Carolina the residentshost families and they charge
these kids rent.
I say kids, the students rentfor living in the house.
That changed where the companythat was sponsoring their visa

(32:35):
had to provide housing for them.
They could charge rent for thehousing if they wanted to Some
did, some didn't but theycouldn't put them up in a host
family any longer.
That was another thing.
But a lot of places before hadthese dormitories for the J-1
students, a lot of the bigresorts and things like that.
So it's probably on theproperty there that they're

(32:55):
living, I'm imagining, or if not, right across the street for it
, so you can do it.

Speaker 1 (33:00):
Yeah, I'm like I don't know what the laws are,
Like that's not my like, I don'tknow what you can and can't do.
I'm going to assume there'sprobably something and some kind
of a housing agreement thatsays like there's stuff there
that they can, maybe not.
I don't know.
I'm going to assume there's ahousing agreement that has to be
signed yeah, they're, they'reat least.

Speaker 2 (33:20):
Let's just say from my experience there should be
one.
That's a whole nother story.
But then the one thing jjcomplained 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 calledmanaging.
That is true, that is true.

(33:41):
One of the things that and itwasn't unique to J1s, actually
the one that started this thatour old timekeeping system that
they use.
After seven minutes you werepaying 15 minute increments.
So after seven minutes you gotanother 15 minute increments.
So after seven minutes you gotanother 15.
So people were clocking ineight minutes early, so they
would get 15 minutes.
And they hung out in the roomwhere the time clocks were until

(34:06):
seven after to clock.
They weren't doing any work.
They're waiting for the clockto say seven after, so they can
clock out and get that extra 15minutes.
And we actually started beingin the room where you clock in
and clock out.
You're done, you're clockingout now Because imagine 200
people not 200 at shift, but 100plus people at shift each

(34:29):
taking, getting another 15minutes of under time just by
sitting there.
No, you're not doing that,you're not just sitting there
waiting for the clock.
So I don't know exactly whatcontext is, but I, from my
experience, I can see thathappening get out, get moving,
clock in, clock out, whatever.
I can see that yeah, I'm gonna.

Speaker 1 (34:47):
I'm reading between the lines with what he's saying.

Speaker 2 (34:49):
I don't, I'm like it's probably worse than that I
think it's probably worse thanthat.

Speaker 1 (34:55):
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 notlike respect, like the people
who work there are not seen orrespected really, and they, they
feel that that's what I'mgetting, and I think that it's

(35:17):
especially from Robin, whoprobably is just like the clock
in, clock out queen, but I don'tknow if she's like like I say I
don't get, I don't, I'm notgetting a warm and fuzzy feeling
from the two of these.

Speaker 2 (35:29):
No, definitely I'm not.

Speaker 1 (35:31):
And I, oh, go ahead, oh, no, go you.
No, I was just saying like Idon't get the warm and fuzzy
feeling.
I can definitely understandthat they're like there probably
is some kind of a culturaldifference and I'm not.
I'm gonna say that robinprobably doesn't have like the

(35:53):
emotional EQ to pick up on thatand 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 everybodyeveryone, everyone at the
beginning.

Speaker 2 (36:06):
Everybody triggered me within five minutes of
watching this.
What I was going to say, though?
If obviously he's just abartender.
So this is in a restaurant bartype situation.
From my experience I worked myway through college in the back
of the house in restaurants sheseemed like she might have been
a pretty good, nice manager.

(36:27):
The hospitality and restaurantindustry is not necessarily
known for having the greatestmanagers, and restaurant
industry is not necessarilyknown for having the greatest
managers.
At least in my experience ofworking my way through high
school and college and inrestaurants getting yelled and
screamed.
You think having someone likeGordon Ramsay call you a donkey
or whatever he's calling people,that would have been a dream.

(36:49):
At some of the places I worked,I saw dishes being thrown.
I would people getting berated.
I saw, yeah, restaurants Idon'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 betoo many of those out there.

(37:11):
I'm sure there's exceptions tothe rule, but yeah, see that's
funny.

Speaker 1 (37:15):
My experience of working in a restaurant was like
I had I always had awesomemanagers, because the managers
were just as dysfunctional as us, like that's always been.
But I will say, like I doremember I I had to like put a
bunch of appetizer plates on mytable before I left for the day.
That was like one of the thingsyou had to do before your lunch
shift was over and you had tostack them up at the table for

(37:36):
the the next shift and I had abig stack of them and they all
slipped and about like 20 someLike plates Like just dropped
out of the floor, like justbroke, and my manager walked
back there and he reamed me outfor it.
He's like what?
Like literally he was throwingF-bombs.
Like what the fuck are youdoing?
Like what the fuck is wrongwith you?

(37:57):
Do you know how much my head is?

Speaker 2 (37:58):
uh, and I was just like shot like the back of house
people applaud or do somethingbecause oh yeah people applaud
when the dishes are broken, likeoppa, and then back at the
house we would applaud and we so.
Not only would the the front ofthe house person who dropped
whatever and broke it get yelledout by the manager, but the
back of the house people got ittoo.

(38:19):
Is we're sitting thereapplauding and doing things like
that?

Speaker 1 (38:22):
and yeah, it was yeah , but but then later in the
shift I went to go like checkout and I was so timid because I
was so afraid, because I hadnever had anyone.
I literally had never anyoneoutside of my parents at this
point in my life like screamactually to this day, like I
don't think anyone's reallyscreamed at me, but like your,
your manager's screaming at youand he was just like counting my

(38:43):
money and he like just kind ofmade a stupid joke and then we
laughed and then it was likeover and it's very much a
feeling of like when you're inthe trenches, when it's busy,
when shit's hitting the fan, youmay like scream and yell at
each other.
It's like a hockey fight, butat the end of the day, like
you're a team and you go andhave a drink and it's all fine

(39:05):
and that's super toxic inhindsight but it was fun, it's
fine.

Speaker 2 (39:10):
I'm a better person for it.
Yeah, I was just thinking aboutmy restaurant days and thinking
maybe I would have liked havinga Robin Because, like I said,
yeah, not going to be a casestudy of good management in too
many restaurants.

Speaker 1 (39:24):
No, she's not.
She's not great.
I think there's just like a lotof layers to this and of course
, like I said before, we're onlyseeing one side.
But if I was a betting person,I don't think that what he's
saying about Robin is false.

Speaker 2 (39:42):
No, I would put money .
That it's true.
She went banged on the door.
Hey, both you and your partneror your roommate are sick today.
Yeah right, Get your asses inhere.

Speaker 1 (39:52):
And, by the way, as someone who enjoys a cruise I'm
saying this specifically becauseI think it's the carnival is
the mother company of thisresort.
Don't send your employees outsick, because I, as a patron who
, if I'm going on a cruise to bevery blunt who is paid like a

(40:12):
couple thousand dollars on acruise, I don't want to come
back with some weird neurovirusshit.
If you're sick and you're inthe service industry, stay away
and keep people away fromcustomers, because that's my
biggest pet peeve.
If someone is snotting and sick, I don't want them touching my

(40:34):
beverages, I don't want themtouching my food.
I want you to go feel better.
Just go feel better.

Speaker 2 (40:41):
So this is sort of tying in.
We were talking aboutorganizational development and
organizational behaviorbeforehand.
This would be a case study oforganizational behavior on crack
.
But the last thing before wemove on the only job I ever
walked out on.
I worked at Lone StarRestaurant.
I actually worked there forlike five years and if you work

(41:03):
in the back of the house, yougot these stars and after you
got like nine stars or whatever,you got a green cap which puts
you sort of on the pseudomanagement track.
So I got my green cap there.
It means you can operate everystation, you're clean, you're
fast, you'reous, whatever.
The criteria is to get each ofthose little stars.
And I got my green cap.
And then the general managerwho, up to that point, liked me,

(41:25):
she brings me in and, okay,being a green pack, it puts you
on the track for management.
You can maybe be, and she'sputting all this.
I'm like, well, I'm about tograduate from college and I said
restaurants are working my waythrough college, I'm not really
going to be pursuing a career inthe restaurant industry and
from then everything changed.

(41:46):
But this is the only job Iwalked out on, and not to return
or walked out on period.
But so the day before, a fewdays earlier, the manager the
kitchen manager asked me to pickup a shift and, being a college
kid, I wanted money.
So, yes, I picked up a shiftand it might've been for the

(42:09):
next day.
And then that next day I I gothit with something and I was I
was legitimately sick and Icalled and I called out with
plenty of time and this illnesshit me.
I was at the mall buying newshoes to go to work in, because
mine, you know, if you'reworking in the back house,
grease really breaks down therubber soles of a shoe, so

(42:32):
you're going through shoesregularly.
So I was at the mall gettingsome new shoes and I got hit
with something awful.
Anyways, I called out with nocell phones in the early
nineties, or that might've beeneven the late early nineties,
yeah, early nineties.
I called out from work and whenI got back and then I went in
the next day for my next shift,it was one of those things that

(42:54):
comes, it hits you like a ton ofbricks and then the next day
you're fine, went in and thatmanager is reaming me and says
you just, you accepted this dayoff.
I said you accepted the shiftand dah, dah, dah dah.
This is the general manager,not the kitchen manager.
The kitchen manager was beingsilent through all this and I
was like.
I was like, yeah, I don't knowwhat hit me, it just hit me hard
.
I know what hit me, it just hitme hard.

(43:15):
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 timeI'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 goingto say to me.
Oh no, you just have such a badattitude.
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 inbusiness today.

Speaker 1 (43:40):
Take that.

Speaker 2 (43:41):
So I think we basically he gets fired and then
JJ asks oh, are you going totake me back to Anchorage or am
I going to have to do that on myown?

Speaker 1 (43:53):
That was funny.

Speaker 2 (43:55):
I thought that was pretty funny.
Other comments I had on thehost she's, she both says these
things are laws and then shegoes but I don't, I don't know,
I don't know.
I'm not a lawyer or anythinglike that, I'm not a lawyer.
Like legally, after three daysyou can ask for a doctor's note.
You can ask for a doctor's noteon day one.
It's there's no.
At least in any state I'veworked in not needed.
At least in any state I'veworked in, not needed.

(44:16):
But basically they can't fightback because they'll get
deported.
She said no, these people Ihated when we brought in so many
J-1s.
They would come in we wouldsponsor a thing, their J-1, and
then they would leave us and gowork at Walmart and they're free
to do that.
They're not indentured servantsor anything like that.

Speaker 1 (44:42):
And she goes on talking about it's late.

Speaker 2 (44:44):
I didn't I I honestly don't know how anything about
j1's work, so that was that wasinteresting to me.
This is lawsuit territory.
I'd like to have her explainthat.
And it's anyways that therewere some things I wrote on the
host.
But the comments, the host goesthrough some of these comments
and that that's you know.
Just like I don't read commentson YouTube videos, I don't read
comments on TikTok.

Speaker 1 (45:05):
That's where the fun is, warren, I know.

Speaker 2 (45:07):
I know I'll be sitting there, my wife will be
playing.
It sounds like the same TikTokthing a million times.
Oh, I'm just reading thecomments as it's going through
and I'm like, oh, you know, hereI am, I'm swoop, swoop, next,
next, next.
I don't, unless it's somethingI'm really interested in now,
but one of the comments you havea case.
Really, what case does she have?
And then someone put wrongfultermination, discrimination,

(45:30):
well, wrongful termination.
Once you start, regardless ofwhat jeff did, once you start
saying f?
You and calling her a piece ofshit and doing this, you're not
going to have much of a case.
And then this is one of thecommenters 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 (45:51):
Everyone's a lawyer.
Yeah, I think I would like likeI said, I don't have all the
answers I wish I knew if therewas.
Like I'm curious to know ifthere is some kind of like a
housing agreement for employeesthat would either dictate like
what the managers can and can'tdo, like it wouldn't you know if
it's between these hours andthese hours, these are your

(46:12):
hours Like is there anythingoutlined like that?
Outlined like that?
I always think that's kind ofinteresting.
I've never worked somewherewhere I also had to live.

Speaker 2 (46:25):
I mean, I don't really know how that works
either.

Speaker 1 (46:27):
But yeah, this is a messy mess.

Speaker 2 (46:29):
We sent people to pick students up because they
would have a shuttle van to pickthem up and sometimes the
shuttle would be two hoursbetween rounds and so if they
miss the shuttle or something,sometimes a manager will get in
their car and go pick them up attheir, their host family or
actually the water park rented alot of like six unit, six three

(46:52):
bedroom units where we put twoper unit, two per bedroom in
there and things like we'd gopick them up.
I would never do it.
I was like no, I'm not doingthat, 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 aboutthe update.

Speaker 1 (47:11):
Oh yeah.

Speaker 2 (47:13):
According to JJ, Jeff was let go.

Speaker 1 (47:17):
Yeah, deservingly so no crap.

Speaker 2 (47:19):
Even if JJ, like I said, I think there was a lot of
baiting going on on JJ's parthe went in guns, loaded, camera
rolling, he knew the reaction hewas going to get from Robin, if
not Robin and Jeff.
He knew what they've alreadyset their MOs of, how they
operate and how they manage.

(47:40):
So it was just easy pickings.
And then.
But he's now, he's working atthe same place as he is, and
things like that.
But apparently he said Jeff andRobin have received death
threats.

Speaker 1 (47:52):
So please stop sending those out.

Speaker 2 (47:53):
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 tellpeople to not.

Speaker 1 (48:05):
Don't touch the poop we talk about the.
Internet, and then we move onthe final thing the host said.

Speaker 2 (48:15):
which one of the final things she said that I
absolutely positively couldn'tdisagree with more.
She says it would be such abenefit to have an employee like
JJ who will speak up foremployees.
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

(48:39):
there, he's going to stir upshit, he's going to be recording
it, like no just a little bitof a shit stir.

Speaker 1 (48:45):
Yeah, I like that in a person, though no, not as an
employee.
Not as an employee.

Speaker 2 (48:53):
As an employee, like it as HR.

Speaker 1 (48:54):
I like a shit stir, yeah, yeah, but yeah, a friend,
I like a shitster.

Speaker 2 (48:57):
Yeah, yeah, but yeah, I couldn't disagree more.
Someone's going to hire him.
Is there going to like anemployee who will speak up?
No, there's a differencebetween speaking up and stirring
the pot.

Speaker 1 (49:10):
Yeah.

Speaker 2 (49:11):
You know, like I said , he's probably had a very
similar interaction with Robin,if not Jeff.

Speaker 1 (49:19):
That's why he wanted to record it.

Speaker 2 (49:19):
That's what I'm thinking Maybe not about banging
on the door, but some otherthing happened that he felt was
not right and was mishandled.
And okay, here's the otherthing about my experience with
J1s.
I don't think that one year Iworked at the water park.
I heard the word unfair.

(49:39):
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, yourdefinition of unfair is not meet
my definition of unfair, ofunfair, and I'm not being an
a-hole by saying that just like,oh, there's needs to be.

(50:01):
One person got on the radios andI'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 tobe, for only two people to be up
here, and like one person cando it, why are you putting it on
the radio that this is illegaland dangerous for him to be up
there by himself doing operatingthis ride?
No one person could do.
I have done it and things likethat.

(50:22):
You know, I, it's just the, theletterful, the.

Speaker 1 (50:26):
The definition of unfair was, so everything was
unfair I think that I'm justlaughing because I was thinking
about what you were saying aboutthe hosts as well, about saying
things are illegal, things areillegal.
I don't know.
I'm like I don't know if that'sa, that's a j1 thing or just a
people who think they know thelaw thing.

(50:47):
Like, yeah, there is, there isthat piece of like like I'll
just go back to the, thecomments right, like these key
legal keyboard warriors who arelike I work in hr and I know
everything in hr and you'regonna get a payday and it's like
probably not, or like this is a, this is illegal.

(51:08):
Unfortunately, a lot of thingsaren't illegal, like things that
feel like they should beillegal aren't.
So, you know, oh, whatever, oh,I think that's just because
I've worked with individuals whoare just, you know, they're
they're american citizens, butthey're also like, they know the
law on everything and they'rethe ones who do exactly what aj
or jj does, and they're the onesthat are their brothers,

(51:29):
cousins, sisters.

Speaker 2 (51:30):
Brother is a lawyer somewhere and they said or works
in hr.

Speaker 1 (51:35):
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 womangot fired from her jobs, like
terminated for performance,right for performance, and she
knows it.
But it's never her fault, it'salways their fault and them

(51:56):
terminating her is going to beillegal.
And we've been sitting therelike staring at her and being
like there's nothing.
You don't have a case like moveon.
And she'd be like so litigious,like I'm going to get a lawyer,
and I'm like why don't you justget a new job Like move on.

Speaker 2 (52:12):
Exactly that I.
I subscribe.
I have several news aggregators.
I'm a news junkie for things Ilike, but when the headline
starts like I'm an HRprofessional and this, or I'm a
lawyer and this, that's like theworst quick clickbait ever
because it's going to besomething completely stupid.

(52:32):
Something completely.
Those headlines just drive mestupid.
Something completely, thoseheadlines just drive me.
I'm a recruiter and this is thenumber one way to get a job.
No, it's not.

Speaker 1 (52:44):
HR hates this one trick.

Speaker 2 (52:47):
Here's the trick that'll get you a job.
Here's how to beat the AI inthe recruiting system.
We're going long, but I'm goingto keep going long, because,
well, we're going long, but I'mgoing to keep going long.
Okay.

Speaker 1 (53:02):
Because.
So this is a grocery chaincalled Meijer, spelled
M-E-I-J-E-R.
I know, because we have one onthe planet Exactly, and when I
moved here I was like Meijer.
I'm like no, it's Meijer.
So anyway, meijer is a grocerychain.
It is based out of Michigan andit's kind of popular within the

(53:22):
Midwest.
So they have a location,unfortunately, here in Ohio, but
it's near Cleveland, so thattracks.
Just kidding, we love all ofyou but not kidding.
So so this is like kind of nearCleveland, and a 19-year-old

(53:43):
special needs employee namedJames was arrested for eating
approximately $110 worth of foodover the span of three months.
So the food was mostly fruitcups and chicken from the deli
counter where he worked.
I heard from another sourcethat allegedly this was food

(54:06):
that was toward the end of theshift that was going to be
disposed of because theycouldn't sell it, so he would
take food that was going to bedisposed of anyway.
That's what I heard elsewhere.
I don't know if that's true ornot, so anyway, this was added
up to about a dollar a day.
So instead of addressing theissue when it happened like you

(54:29):
see it as a manager, and you saystop, don't steal, let's talk
about this Instead of addressingit, the management monitored
and documented every time Jamestook some food for months, and
then they involved the police.
So a video shows the storemanager explaining the alleged

(54:52):
theft to James while he wasbeing handcuffed, which is
fucking atrocious.
Yeah, I have no words for thissituation.

Speaker 2 (55:04):
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, etcetera, but switching gears or
bouncing back around with my, mysquirrely brain.
That was another.
That was one of the perks ofworking in the restaurant
industry.
The food yeah, you bring foodhome, leftover food home, or

(55:30):
when I worked it, I worked at apizza place for a while.
You got to bring one, make onepizza and bring it home every
night, and then the orders thatweren't picked up or anything
else like that.
If you wanted to take it, youcould take it and nobody cared.
That was that was the way itwent.
And in working the kitchen wehad Scooby snacks working.

(55:50):
I mentioned Lone Star, the, thepart of the beef tenderloin
that you can't really use.
It's not usable for anything.
Those were Scooby snacks forthe kitchen workers.
And you do things like that andI don't know.
There was just that's one ofthe perks.
And if it's being thrown awayanyway or it's not going to be

(56:11):
used, maybe talk to the kid andsay, hey, at the end of the
shift you can have some.
They could have turn thisaround.
That could have been amotivation for this kid.
Hey, you knock it out of thepark.
Today you can have a couple ofchicken strips or a fruit cup or
whatever it was, If that's whatmotivates him.
Yeah, I mean, I can't fathomcalling the police over one

(56:35):
hundred $110 of stuff overmonths of time.
I don't know how I didn't lookand see how recent this was
really recent.

Speaker 1 (56:44):
This was last week or like a week ago.

Speaker 2 (56:46):
Last week.
I wonder if Mayer has put astatement out about it.

Speaker 1 (56:51):
I really haven't.
So another content creator whois a C, a CMO with a company.
She was talking about how thisthere she's calling it the Bud
Light response of silence.
So I'm not exactly sure whatshe's referencing there.
It's something probably BudLight did and they should have

(57:12):
spoke when they didn't.
But at this point, like Meyershould have come out, they
should have been makingstatements and how she explained
how she would have done.
It was basically basically,let's put a statement out, let's
separate ourselves far awayfrom that decision as possible.
Let's say that that's not ourpolicy and that we don't agree
with it.
Let's get rid of that manager.

(57:33):
Let's do like, let's see what wecould do in the community bring
the kid back, like she kind ofhad, like this whole plan, and
they have been silent.
However, they did say in theirsilence so I guess they're not
being too, too silent, but theybasically did say that this was
thoughtful and deliberate.
I'm not I'm going to say thatdidn't come from a corporate
office, though I'm going to saythat came probably from the

(57:56):
store, because I don't thinkanyone from the corporate office
would say that this was athoughtful and deliberate action
.

Speaker 2 (58:03):
Of a special needs person.

Speaker 1 (58:05):
Of a special needs.
Anyone from the corporateoffice would say that this was a
thoughtful and deliberateaction Of a special needs person
, of a special needs person.
And someone else explained Iknow Kroger's does this, meyers
does.
I know a lot of grocery chains.
They do partner withorganizations to help with
disabled individuals, employthem, get jobs, and so Meyers
has this relationship with oneor two organizations, or however
many, to help them staff.
And so Meijer has thisrelationship with like one or
two organizations, or howevermany, to help them staff.

(58:26):
And the fact that they did this.
And the other thing that makesme think is I'm jumping around
what if this is a foodinsecurity issue as well?
So now you have someone who islike a vulnerable individual in
our community and, instead ofhaving a conversation with them,
letting them know that whatthey're doing is against policy,

(58:48):
but hey, like, why, like, whyare you doing this?
That was a missed opportunity.
And the fact that you were likeI'm just thinking that they're
watching the cameras and they'repurposely ticking off a dollar
a day, meaning this was going on.
Well, they did say for likethree months.
This was going on for like 110days, let's say Like they were

(59:10):
just watching, waiting for this.
It's disgusting.

Speaker 2 (59:14):
And how much management time was taken
watching this kid spend.
It cost them a hell of a lotmore than $110 of time and it's
going to cost them a hell of alot more than $110 in lost

(59:34):
customers.
If I were in an area that had amire, I would think twice.
I'm very big about somecorporate.
I don't want to say what is theright word.
Boycotts some corporate.
I don't want to say what is theright word Boycotts.
I'm not huge on them, but whenI have an opinion, there are
actors I will not see theirmovies.
They might be blockbuster gang.
I think this is a deployablehuman being.

(59:55):
I'm not going to support them.
I'm not going to see theirmovie.
Tom Cruise who I said Tom.
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 (01:00:11):
no, I'm not.
Yeah, I will not see a tomcruise because I'm the same way
I won't watch a netflix moviewith if it's on netflix.

Speaker 2 (01:00:19):
I haven't seen maverick.
I think the last thing I sawwith him might have been like
one of the very early MissionImpossible movies.
And and then I I was lookingfor, I read a book and then I
looked for the movie and it wasTom Cruise.
I was like ah, like okay, thenI'm not gonna watch this that's
funny.

Speaker 1 (01:00:37):
That was a coincidence.
I was just cracking a joke, butthat's funny no that, but
there's.

Speaker 2 (01:00:41):
There's stores that I won't support because of
various things their stances orlack 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, butit comes to my door.

Speaker 1 (01:01:01):
It comes to my door almost every other day.

Speaker 2 (01:01:05):
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-daydelivery.
We actually were expecting abig delivery today and nothing
came.
I meant to go look on Amazonand see where it is.

Speaker 1 (01:01:19):
But anyways.

Speaker 2 (01:01:20):
Meyer screwed this one.

Speaker 1 (01:01:22):
So, bad.

Speaker 2 (01:01:24):
The video you sent me .
It was from a cop camp, thepolice camp, and you're seeing
it from the police's point and Igot the feeling that policeman
did not want to be there doingit, but I think he was doing it.
I mean, if they want to presscharges.
And then I would want to knowhow many other things are going

(01:01:52):
on, because petty theft in aretail environment is rampant.

Speaker 1 (01:01:54):
I mean you know what?
That is an excellent question.
I would like to see if they areprosecuting anyone else in that
store, for the same petty theftlike why is it just this person
?
That is an excellent question.

Speaker 2 (01:02:10):
And also speaking of another piece, when you work
with some of those organizationsthat promote the employment of
the disabled, not every time,many times, they will send a
coach with that new employee andthat coach will work side by
side with them at your locationfor a period of time to help get

(01:02:30):
them trained and get themacclimated and things.
And then they will also bethere, that organization that is
sponsored because they wantfull employment of these people,
because one that I've workedwith in the past.
Their motto is just in my mindbut the motto is something about
better life through work,because some of these people
that are disadvantaged they justwant to work and they don't

(01:02:51):
care if it's at a grocery storeor McDonald's or 7-Eleven, they
want a job, they want thatself-fulfillment of earning
their own way.

Speaker 1 (01:03:00):
Yeah, yeah.

Speaker 2 (01:03:02):
And being out in the world.
They and being out in the world.
They want to be out in theworld and some of them just need
that opportunity.
But these organizations if theydid get it through an
organization, if you have aproblem with them, they have
actual professional coaches whoknow a little.
I don't know if they'repsychologists or therapists,
licensed therapists or anythinglike that, but will work with

(01:03:24):
these people.
And if you're having a problem,hey, you know petty theft.
Hey, being on time, they willwork with you.
So maybe the manager didn'teven have to pull out the big
guns and call the cops.
Hey, if they use, maybe he justwalked in on his own and
applied or applied online.
He just walked in on his ownand applied or applied online.
I don't know.
But a lot of thoseorganizations will provide

(01:03:45):
ongoing support for their atleast the one focus group of one
here, the one I work with onceupon a time.
Their big thing was we willprovide ongoing support for as
many years as that person iswith you and our person is with
you and it's I just feel.

(01:04:08):
I feel very badly for the kid.
I hope there's someone else inI a.
First and foremost, I hope thecharges were dropped.
B I hope that there's anotheremployer in that area, unlike jj
, where they're the hosts.
There's some people lining upto hire jj.
That's not her words, butpeople want an employee like JJ.
No, they don't, but there'sgoing to be another employer out

(01:04:28):
there.
You know, we can use someone,we can work with them, we can do
something.
This kid should have anotherjob.
So if you're, whatever the townis outside of Cleveland, try
and find this kid and hook himup.

Speaker 1 (01:04:46):
Because you know seven hills, ohio, seven hills,
seven.
Yeah, I hope that, and and thisis just to the group of
individuals who thought this wasthe correct course of action
this was incredibly heartless.
I don't think that anythingshould have escalated to the
point of arresting someone forstealing chicken and fruit cups,
and I hope you get diarrhea,like really bad, and I hope that

(01:05:12):
it happens in the store and youcan't get to the bathroom fast
enough, and I hope people arearound to watch you and I hope
someone records it and I hopethey put it on the internet,
like put it on Reddit, and thatyou're just humiliated for the
rest of your life.
So I wish diarrhea upon you.

Speaker 2 (01:05:31):
I love it.
I love it.
So, uh, yeah, yeah, this thisis like said.
This triggered me.
I've mentioned before my son ison the autism spectrum.
I would I've mentioned beforemy son is on the autism spectrum
I would, even though the kid isover 19 or over 18, as a parent

(01:05:51):
, I would be on them.
I would be, I would quit myfull-time job to be on them if I
could, because this is just so,so, absolutely ridiculous and
it's just so.

Speaker 1 (01:06:00):
I don't know ridiculous, and it's just.
I don't know what I fear.
What I fear is what it is isprobably like not probably, I
don't want to say probably.
What I fear is that this was away for them to terminate him
that was ironclad because he isa person who is disabled and if

(01:06:21):
they felt like he wasn'tperforming, they would not be
able to get rid of him.
So let's build a case that isironclad for stealing against
company policy and we can getrid of him that way, and if that
is what is happening, I wouldbe very mad Again.

Speaker 2 (01:06:37):
diarrhea upon you.
I went to a labor andemployment seminar and this has
been many, many years ago, butthe speaker was an attorney and
they were advocating if you havean employee who's committing a
crime and I'm sure it's not over$110 of chicken nuggets and
fruit cups or whatever that'scommitting a crime and you want

(01:06:59):
to fire them for it, you shouldhave them prosecuted.
And their whole thing wasbecause if you, then you're free
to give a reference.
Hey, john Doe stole from us andwe pressed charges, or
something like that.
Like I said, I'm sure she wasspeaking more along the lines of
embezzlement and more thanchicken nuggets yeah chicken
tenders here come on, More thanchicken nuggets.

Speaker 1 (01:07:20):
Yeah, chicken tenders here Come on.

Speaker 2 (01:07:23):
So, but I just remembered that.
So, yeah, Well, we did have athird story.
I think we will save that foryou.
Sent another one over to me.
I think we'll save that one.

Speaker 1 (01:07:34):
It's not as heavy.
It's just stupid people beingstupid.

Speaker 2 (01:07:38):
Yeah, I know nothing about that one, but that's what
makes our show fun, the stupidpeople being stupid, so anyway,
that one.
But that's what makes our showfun, the stupid people being
stupid, so anyway.
Thank you for listening to thiswhole episode.
I hope you enjoyed it.
Please think about supportingus on Patreon, leaving a review,
telling your friends all thosefun things, and we will talk to
you in a couple of weeks.
So, as always, I'm Warren.

Speaker 1 (01:07:57):
I'm Cece.

Speaker 2 (01:07:59):
And we're here helping you survive I almost
said survive diarrhea, survive.
Hr1.

Speaker 1 (01:08:07):
I hope you survive diarrhea where's the stop button
?

Speaker 2 (01:08:39):
there we go.
Thank you.