AT Thermotron it is "normal" to require the field service technician to "lie,cheat, and defraud the customer> This is a Violation of federal Law.. in that it is a RELIGIOUS violation..

Thermotron training and testing of Federal Laws Prohibiting Job Discrimination Questions And Answers

AT Thermotron it is "normal" to require the field service technician to "lie,cheat, and defraud the customer>

This is a Violation of federal Law.. in that it is a RELIGIOUS violation..

if your religion prohibits this activity..

Thermotron is "NOT an "Equal pay or equal work"..

if you ask for a "JOB description.". because you are doing the work of another.. less qualified worker..

they will harrass you and spread the word that "you have an attitude" problem..








Federal Laws Prohibiting Job Discrimination Questions And Answers
Federal Equal Employment Opportunity (EEO) Laws


I. What Are the Federal Laws Prohibiting Job Discrimination?

Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin;


IF you are not a party person on the road .. and "do "not" falsefy you working hours.. and "EMBEZZLE" a little bit..

it will make the other Field serice engineers/technicians.. and the reagional manager .. unconfortable..


it is "necessary to "embezzle" just -a-little-bit- 2 fit-in !!










the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination;


the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older;

Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments;


Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government;


Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and


the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrimination. 

The U.S. Equal Employment Opportunity Commission (EEOC) enforces all of these laws. EEOC also provides oversight and coordination of all federal equal employment opportunity regulations, practices, and policies.

Other federal laws, not enforced by EEOC, also prohibit discrimination and reprisal against federal employees and applicants.

The Civil Service Reform Act of 1978 (CSRA) contains a number of prohibitions, known as prohibited personnel practices, which are designed to promote overall fairness in federal personnel actions. 5 U.S.C. 2302. 


The CSRA prohibits any employee who has authority to take certain personnel actions from discriminating for or against employees or applicants for employment on the bases of race, color, national origin, religion, sex, age or disability.


It also provides that certain personnel actions can not be based on attributes or conduct that do not adversely affect employee performance, such as marital status and political affiliation.


The Office of Personnel Management (OPM) has interpreted the prohibition of discrimination based on conduct to include discrimination based on sexual orientation.



The CSRA also prohibits reprisal against federal employees or applicants for whistle-blowing, or for exercising an appeal, complaint, or grievance right. 


The CSRA is enforced by both the Office of Special Counsel (OSC) and the Merit Systems Protection Board (MSPB).

Additional information about the enforcement of the CSRA may be found on the OPM web site at http://www.opm.gov/er/address2/guide01.htm; from OSC at (202) 653-7188 or at http://www.osc.gov/; and from MSPB at (202) 653-6772 or at http://www.mspb.gov/ .

Discriminatory Practices


II. What Discriminatory Practices Are Prohibited by These Laws?







Under Title VII, the ADA, GINA, and the ADEA,


it is illegal to discriminate in any aspect of employment, including:


hiring and firing;


Thomas Bannach:



has over 30 years with Thermotron .. hiring and firing, and harrasment, and defrauding his co-workers..



THER IS NOTHING WRONG TELLING YOUR NEXT EMPLOYER .. THAT THIS IS THE POLICY AT THERMOTRON..SO DON'T LIE ABOUT IT..

IT IS COMMON AT THERMOTRON.. TO DISPARAGE .. AN EMPLOYEE.. AS HE IS LEAVING AND AFTER HE IS GONE!!

compensation, assignment, or classification of employees;

transfer, promotion, layoff, or recall;

job advertisements;

recruitment;

testing;

use of company facilities;
training and apprenticeship programs;

fringe benefits;
pay, retirement plans, and disability leave; or
other terms and conditions of employment.

Discriminatory practices under these laws also include:

harassment on the basis of race, color, religion, sex, national origin, disability, genetic information, or age;

retaliation against an individual for filing a charge of discrimination, participating in an investigation,


or opposing discriminatory practices; employment decisions based on stereotypes or assumptions about the abilities, traits, or performance of individuals of a certain sex, race, age, religion, or ethnic group, or individuals with disabilities, or based on myths or assumptions about an individual's genetic information;



and denying employment opportunities to a person because of marriage to, or association with, an individual of a particular race, religion, national origin, or an individual with a disability. Title VII also prohibits discrimination because of participation in schools or places of worship associated with a particular racial, ethnic, or religious group.


Employers are required to post notices to all employees advising them of their rights under the laws EEOC enforces and their right to be free from retaliation. Such notices must be accessible, as needed, to persons with visual or other disabilities that affect reading.

Note: Many states and municipalities also have enacted protections against discrimination and harassment based on sexual orientation, status as a parent, marital status and political affiliation. For information, please contact the EEOC District Office nearest you.

III. What Other Practices Are Discriminatory Under These Laws?
Title VII

Title VII prohibits not only intentional discrimination, but also practices that have the effect of discriminating against individuals because of their race, color, national origin, religion, or sex.

National Origin Discrimination

It is illegal to discriminate against an individual because of birthplace, ancestry, culture, or linguistic characteristics common to a specific ethnic group.


A rule requiring that employees speak only English on the job may violate Title VII unless an employer shows that the requirement is necessary for conducting business. If the employer believes such a rule is necessary, employees must be informed when English is required and the consequences for violating the rule.
T

he Immigration Reform and Control Act (IRCA) of 1986 requires employers to assure that employees hired are legally authorized to work in the U.S. However, an employer who requests employment verification only for individuals of a particular national origin, or individuals who appear to be or sound foreign, may violate both Title VII and IRCA; verification must be obtained from all applicants and employees. Employers who impose citizenship requirements or give preferences to U.S. citizens in hiring or employment opportunities also may violate IRCA.

Additional information about IRCA may be obtained from the Office of Special Counsel for Immigration-Related Unfair Employment Practices at 1-800-255-7688 (voice), 1-800-237-2515 (TTY for employees/applicants) or 1-800-362-2735 (TTY for employers) or at http://www.usdoj.gov/crt/osc.

Religious Accommodation

An employer is required to reasonably accommodate the religious belief of an employee or prospective employee, unless doing so would impose an undue hardship. Sex Discrimination

aNOTHER cHAMBER COMPANY ..


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this company will require you to violate your Religious beliefs.. if you believe that lying , cheating and defrauding people is wrong..

they also will harrass .. and disparage you if u do not agree with them on their company policy expressed by Bill Bench the V-P.. of engineering..

lying and cheating the customer is "considered "normal".. on installation or repair... on repair .. try to keep the unit cunning until the "warrenty-runs-out"

then it's contract work!!









Title VII's broad prohibitions against sex discrimination specifically cover:







Sexual Harassment - This includes practices ranging from direct requests for sexual favors to workplace conditions that create a hostile environment for persons of either gender, including same sex harassment.


Thermotron and Thomas bannach and Daniel J Okeefe.., and who ever they have that week in as a "national Servioce manager"

will disparage employees and will call them GAY... behind their backs..



NOW you can go over to ESPEC Chamber company


and you can Meet some of the same people that got their


EMPLOYMENT Harrassment and Manipulative training

Yes, that special training at Thermotron







Dealing With Manipulative People


An Excerpt from the book:

In Sheep's Clothing


By George K. Simon





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(The "hostile environment" standard also applies to harassment on the bases of race, color, national origin, religion, age, and disability.)