Posted on 06/02/2016 1:00:40 PM PDT by lowbridge
So yet again the actual facts in the story prove the head line an out and out LIE from the Clinton machine and their willing propaganda stooges.
B.S. Trump wouldn’t do that to anyone in the military, she’s being paid by Soros, Clinton and the Bushes, Romney, and anyone else against Trump.....
Settlement means “we will pay you a clown fee to just go away”
So she works there for six months and already gets a vacation? A bit hard to believe.
That's going to bust her lie right there..........There is not an employer in this country that isn't aware of the obligation of a reservist to serve a weekend a month and the demand that the employer respect that obligation..........
SHE'S A LIAR!
She worked there for 5 months and took a vacation, too??
That’s common treatment from many employers for enlisted members of reserve components. Several employers told me the same. No administrative remedies are carried out. An enlisted rank soldier simply deals with it, tries to survive it and get out before long.
This is just another cockroach climbing out of the sewer to scratch for cash and trying to damage the prospects of the TRUMP Presidency.
“she needed two days a month off in order to serve” .........?? School on weekends????
Precisely
With my HR/Payroll background but without having all the information in this particular case, I can’t make a judgement as to whether her claim was legitimate or not, however, if it is true, even in part that they terminated her because of military status as a reservist, that is illegal under The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA). Just because some employers do not follow the law, that does not make it right.
In her deposition related to the class action suit of which she is not a part (she was not a student but I presume was called to testify regarding her employment and knowledge of their selling practices at Trump U but would not be entitled to any settlement if there is one related to this case as she is not a plaintiff), she said - "At the end of my [performance] evaluation, they wrote that it was a problem that I was in the military," wrote Sommer. She said she took her two days a month of duty in the middle of the week to free her time on the weekends as an event planner for Trump University.”
Still, she said, her supervisors wrote on her performance she was a "weekend warrior," which she saw as "derogatory" since she had served in combat in Iraq.”
“Sommer was fired in 2007 for what the company said was poor performance, but Sommer said they had actually asked her to work more hours shortly before the firing, and she refused.”
I am not sure about the being asked to shorten a vacation when she was allegedly called to come to work vs. the asking her to work more hours discrepancy – could be sloppy reporting – don’t know.
http://www.newsmax.com/Politics/iraq-war-veteran-claims/2016/06/01/id/731850/
This article notes that “a few months before Sommer was fired from Trump University in 2007, another veteran, Air Force Senior Master Sgt. Richard Wright, was fired from his job as a mentor at the Trump Institute, an affiliate of Trump University. Wright had just returned from a deployment to Afghanistan when his bosses told him that “all of your absences” had forced the company to “reevaluate your position with the Trump Institute.”
In either cases if the terminations were based on performance and or absences unrelated to military service, to note, in particular in writing (if true) on Sommer’s performance review that she was a "weekend warrior” and noting that her military reservist duties were a problem, it’s no wonder she got a settlement. Wright also received a settlement in his wrongful termination suit.
She did and received a settlement. She’s not going to get any additional money out of this suit because she was deposed as a witness, not as a plaintiff.
So she works there for six months and already gets a vacation? A bit hard to believe.
She worked there for 5 months and took a vacation, too??
That is not as unusual as you might think. It would all depend on the company’s policies, how vacation time is awarded – as earned, based number of hours, weeks or months worked, on seniority or awarded annually in a lump sum up front (I’ve seen it awarded in any number of ways), and on how long one has to be employed before taking time off (90-days – 6 months – a year), or what was negotiated at the time of hire. Over the years I’ve seen new hires negotiate during the hiring process, to either get additional vacation time or take it before it’s earned if the new hire has pre-existing vacation plans. At my last job, I had one new hire be granted two weeks of vacation that was taken two weeks after being hired as that is what they negotiated when hired. And he was not the only one.
"refused to come back from VACATION??? What's that got top do with the Army Reserve? This woman is a fool and idiot opportunist.
Refused to come back from vacation or refused to cut her presumably pre-approved vacation short – big difference.
That's going to bust her lie right there..........There is not an employer in this country that isn't aware of the obligation of a reservist to serve a weekend a month and the demand that the employer respect that obligation..........
You would be surprised how many employers are not aware of The Uniformed Services Employment and Reemployment Rights Act (USERRA). A few jobs back worked for an employer that had a reservist who was called up for 2 weeks of National Guard training. The owner of the company did not want allow him to take the time off claiming it would be a business disruption and threatened to terminate the employee if he went. The employee attempted to make an accommodation, requested his Guard unit CO to delay his required two-week training to another time but was unsuccessful (the Guard will often try to make reasonable accommodations but the employer in this case could not prove why it was a business disruption). I had to as the HR/Payroll person, “educate” the owner as to the law and our legal obligations. If you do an internet search on USERRA violations, you will find many cases where employers were found in violation.
I am not rendering an opinion as to whether Sommer was terminated for her military service or not – I don’t have enough facts, but I am disturbed that so many here are disparaging her.
She got a prior settlement in her wrongful termination case which she under a confidentially agreement is not to discuss. But then she was separately deposed as a witness in the Trump U class action suit. Whether she volunteered or was summoned, i.e. the plaintiff’s attorneys through the discovery process went on a hunting expedition for employees who had been wrongfully terminated – in either case, she’s not AFAIK spoken to the press, not given interviews, but if she was deposed and asked questions regarding the circumstances of her termination, the confidentially agreement would not apply. And as I said earlier, she’s not going to profit from this suit if it goes against Trump U because she was a witness and is not a plaintiff.
I think a lot of people her are disparaging her without knowing all the facts and details and assigning motives to her which may not be the case.
The disparagement comes from the timing
Whose timing? The judge’s timing? Yes, I can understand disparagement over that. But what did Sommers do other than her 2012 deposition being released by the judge? She didn’t initiate that.
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