3. Mr. Johan was given a final written warning that was sanctioned by me and witnessed by Michael Director of Materials Management for insubordination and failure to stay on task. His behavior did NOT change. .
4. IF his supervisor used any derogatory language in Mr. Johan presence, if was no different than the language used in routine conversation by Mr. Johan to his own co-workers and friends. I can personally guarantee that Mr. B NEVER called ANYONE a derogatory name. I"m positive he did use language like "come on you guys, quit fuckin" around! We gotta get this shit (work) out of here- He NEVER told Johan or anyone else "You"re an asshole!" or anything even close to it. This is the same "street" language that I personally have heard them ALL use in passing conversation among themselves EVERY day. So why is it that they can speak it to another, or hear it from another, but AFTER they are fired, THEN the supervisor (who's responsibility is to keep them on task weather they like it or not) was treating them unfairly or offending them? What this is all about is a "screw up" that was increasingly watched, counseled, and warned. It was easy for him to gain support among his peers in a campaign against the supervisor as Mr. B was always pushing (and it was an "up-hill battle") for them to stay on task and get the work done. Consequently, it is no surprise that Mr. Johan friends all say he (Mr. B) was mean and unfair. Mr. B's job was to ensure that people were working. Now we are punishing him (Mr. B) for doing his job and doing it well, and rewarding Mr. Johan for not only NOT doing his job but encouraging his (and everyone else's) insubordination. .
5. In Mr. B's HR interview concerning the matter, every time Mr. B brought up an issue with regards to Johan, it was considered irrelevant or "hearsay." Yet anytime anyone else said anything that was negative to Mr. B it was apparently taken as fact (hearsay or not).
