I don't know. It would be worth looking into. There's always taking out a full page add in the paper, advertising about Alltel's family friendly activities.

I appreciate the idea but my goal is not to make them look bad, although that would be a nice side-effect. I just wonder how a company can advertise people coming to get there love and then when they come for love, they find molestation.

It's gotta hurt, I know. But in our industry many of the employer laws don't apply. Kinda like IT, which if you work in IT, you basically agree to let your employer screw you whenever they want to.

I would advise you contact the Alltel Human Resourse rep for your area first, as they are required to be notified of any termination action on the part of management. They would also let you know about FMLA coverage if it applied to you. I am curious though, you said you were terminated for Septemeber results? This implies your August results weren't great either (below minimum CQA) and a performance improvement program would've been initiated and governed by your Setemeber results. Also if you were approved to be out you would've been prorated by the exception hours if you were excused for vacation, personal days, training days, etc. But if you were under PIP for August results timeoff wouldn't have been approved for September. It sounds li...
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Interesting.

Have ever received a formal written or verbal reprimand?

I was under the assumption that the PIP (performance improvement plan) was a company-wide program...If you were entitled to a PIP, you could not be fired for low sales unless they were for 2 consecutive MONTHS, not weeks.

A girl in my market too maternity leave for over a month and she is in no danger of being terminated. There was, however, paperwork necessary for taking this much time off of work...

Just to clarify, are you a WC for a Direct retail or are you working for an indirect agent...?