FOR IMMEDIATE RELEASE

Friday Nov. 8, 2024, Madison, Wis.—Since graduating college in 2023 as a client of Wisconsin Dept. of Vocational Rehabilitation, my contract required me to find an employer and try working for 90 days. Unfortunately, the two employers who hired me are not disabled veteran friendly who see nothing wrong with ableism and withholding sensitive information during the hiring process starting with how the client must report and request accommodations.

The two employers are dirty and have witnessed coworkers drop off like flies after being trolled aggressively by managers and members of human resources. Both Marcus Corp.’s Senior Human Resources Business Partner Desiree Ingerman and Frank Productions Human Resources Manager Haley Davis demand you as a disabled veteran fill out their “interactive dialogue process.”

“Management did not ‘mislead’ you as you assert.  Far from it.  The job description was provided when you applied for the position as part of the posting. You were initially hired into the Theatre Associate Operations position, which was a job title that encompassed both box office and usher,” Ingermann exclaimed on Jan. 12, 2024, in an email response calling out management for withholding “roles and responsibilities” information during onboarding. “Since you were hired, the job descriptions for these roles have been separated.  That said, the role and expectations of an usher at our Marcus Theatre properties have stayed the same.”

When requesting disability accommodations, both company representatives will make your life difficult who do not value you as an employee. Both companies withheld this information when approached for accepting the job and ask you as a disabled veteran to think twice about what your role is once hired. These companies are not your friend who will dig in hard with retaining human resources strategic advisors to protect their managers.

Both Marcus Corp. at the Marcus Palace Cinema in Sun Prairie, Wisconsin, and Frank Productions in Madison, have one thing in common—you will be marginalized and trolled by fellow employees who do not favor veterans as a protected class. Both are turnstile companies who lose employees left and right with sordid management practices. Know your rights.

You do not need to avail your disability information. Both companies will do all they can to cover up their negligence starting with trolling you through management. Please click on the link and share this with your employer.

“The form clearly indicates it is to be completed by a health care provider. What you provided was self-reported, not completed by a health care provider,” Davis said after filling out VA Form 10-5345 and meeting with a VA primary care provider. Davis did not avail the need to fill out the form as a contingency upon hire whom I made clear prior to hire detailed information about my DVR contract. Davis backtracked and then the company retained a HR strategic advisor who then demanded I fill out the form after working for 12 months. “We will act on the information you have provided until we get the completed IDQ form.”

Both Ingermann and Davis use ruthless email tactics to intimidate you. Stand your ground by getting feedback first. Both parties set deadlines and demands that are not legitimate according to the William S. Middleton Memorial Veterans Hospital’s “Veterans Privacy Guide” available on the fifth floor through a patient advocacy request with the privacy director.

Disabled veteran beware: Both of these human resources representatives will intimidate you. Contact Disability Rights Wisconsin if your accommodations are denied. The director of DVR is aware of both of these companies and their business practices who is the recipient of Outpost 422 reports.

If you would like to to discuss your situation, please fill out the contact form below.