Wrongful Termination DVR Report: Exposing the biased logic of FPC’s Joel Plant, and my firing at Frank Productions in Madison, Wisconsin

FOR IMMEDIATE RELEASE

Thursday Nov. 14, 2024, Madison, Wis. —On Nov. 8, 2024, three days before Veterans Day, three conspirators seeking to protect a Title IX violator sat in my termination meeting after calling out my shift lead, Jadon Bower, for his abusive conduct via text. I was asking him to keep our relationship professional moving forward, along with notifying him I was profiling his gaslighting and intimidation by his management to the press at my reporting outlet the Jaded Patriot Press.

The incident occurred around noon. I saw something and said something to him before my shift started. By 3:45 p.m., I was fired.

I was led into the conference room while pulling security on the dock by my venue manager and then confronted by FPC CEO Joel Plant about a series of voice to texts due to the Live Nation phone usage policy I sent to his shift lead. The meeting was called to order by the CEO over an incident of intimidation at another employer’s business for talking to Bower’s ex-girlfriend at the Annex/Red Zone in Madison, Wisconsin, within a week before termination, who was a member of our security team. The press release journal entry shares the 11^th hour experience standing up to a cult of managers who prey on staff at the Sylvee, Majestic, Orpheum and Breese Stevens Field and their constructive dismissal and desperate firing tactics.

“An employee can’t simply quit and claim that they were constructively discharged, which requires[sic] an employee to prove that their working environment was so unusually adverse that a reasonable employee in their position would have felt compelled to resign,” Find Law.com’s Olivia Wathne’s article “Constructive Dismissal and Wrongful Termination” explains. Wathne is a former civil litigation attorney. “And the employer either intended to force such resignation or had actual knowledge of the intolerable working conditions.”

Prior to my shift, I texted Bower notifying him of my stance as a disabled veteran Title IX advocate with his approach. Bower intimidated me at the Annex during a Badger game for talking to his ex-girlfriend and fellow member of our security staff about FPC Live’s leadership house cleaning encouraging her to apply. The company fired several people before my termination but did not ban those who made death threats, had sex on the clock or stole money after letting people into shows for free we were briefed about on the team.

The broken logic found in the mind of FPC’s chief executive officer, and his moral agency demonstrate Corporate Machiavelli business practices by Live Nation. My name is Bradley J. Burt. I am a whistleblower who called out violations in contrast to my Universities of Wisconsin Title IX training and am profiling the events that led up to Plant firing me in front of Sylvee Venue Manager Mike Newhouse, the initiator of the firing, and Human Resources Manager Haley Davis, who relayed to Bower I ruffled her feathers due to her ineptness with accommodation documentation and requesting supports as a patient of the Dept. of Veterans Affairs.

My diary blends gonzo journalism with a public relations press release style as an agent of the press who notified the company prior to my termination I was coming forward to the media as a representative. I texted Bower over an incident that happened on Badger game day where we worked and FPC took full advantage engaging in termination over a Red Zone incident. My texts initiated I was no longer enabling Bower’s psychopathy, which affected our team and led to his ex-girlfriend quitting from his intimidation.

The company did not allow me the right to rebuttal nor offer facts that I was being wrongfully terminated. Instead, Plant asserted I turned over my badge, my shirt and return all items I had in my possession to the company. Plant uses contempt prior to investigation to fire those he believes are threatening to his operation and did so after notifying him I was going to the press.

After spending close to three hours in a meeting with Plant’s strategic human resources advisor, Jennifer Lindberg of Lake Effect HR & Law, I made clear I was an agent of the press and revealed to Bower in our text exchange I would be profiling him and his managers as ableists and specifically him as a Title IX violator of women. I did not take the job for the purpose of needing a job. I was required by the Wisconsin Dept. of Vocational Rehabilitation to do so and report back to my counselor about my progress.

Each blog on my trademark’s website provides a report from ringside when intimidation and ableism manifest. Plant’s motive to fire me began when I came forward as a whistleblower. Many reports were sent to Davis in human resources yet the trolling by coworkers continued, which is referred to as “constructive dismissal” carried out by Newhouse and relayed back by Bower the day of the incident.

Both are guilty of embellishing a corroborated story, which only demanded I accept my termination and ban despite being notified by Lindberg that if retaliation presented itself, to notify Davis and send a report and did.

“An employee claiming to have been constructively discharged must show that the conditions giving rise to the resignation were sufficiently extraordinary and egregious to overcome the normal motivation of a competent and reasonable employee to remain on the job,” Wathne states.

Before examining Plant’s broken logic and demonstration of moral turpitude with my firing, let’s examine Davis’s ineptness as a human resources manager with the demand I have my “interactive dialogue questionnaire” filled out by a primary care provider, and in this case is the VA. Davis makes zero sense after getting persnickety and rude over how the VA primary care system reports to employers, which supports my ineptness claim that Davis has no clue how to onboard veterans as a protected class. Davis made my life hell for denying her access to my records for the future protection of disabled veteran hires who appeared on the big screen behind me the day of my termination like a demon veering down at me in anticipation of possession.

I was given an ultimatum I meet with a primary care provider and did only to be told the VA is not a legitimate accommodation reporting source because at the VA, patients “self-report” their conditions. My ban is proof Davis was at the helm to expose me as a threat to coworkers who dismissed my retaliation concerns prior to my firing, who was on the warpath to fire me once her mental health suspected diagnosis was confirmed and was denied the right to profile me under the Privacy Act of 1974. I am now experiencing wrongful termination after the resignation of Juanita Jackson who trolled me on the company’s Humanity wall and seeking a panel of attorneys for assembling a press conference regarding the mistreatment and abuse of staff with disabilities.

“Generally, a continuing pattern of extraordinary and egregious conduct is required before an employee’s resignation will be considered a constructive discharge. A single negative evaluation or other isolated acts don’t typically establish intolerable or unusually adverse employment conditions,” Wathne’s article defines as a qualifier for corrective dismissal. “However, in severe situations, a single act, such as a crime of violence by the employer against an employee or the employer’s requirement that an employee commit a crime, may be enough to constitute unusually adverse conditions.”

Frank Productions ignored my needs, punished me with corrective dismissal, marginalized my retaliation complaint after being trolled by coworker, Alex Cotrell, then fired me for availing I was a member of the press with the technicality that I mentioned firearms in the textual exchange between Bower as a means to profile me with a ban even though the story used to terminate me was an industry profile about the “Freedom Firearms” company and their ad for concealed carry applications.

A term being patented by Outpost 422 referring to conjuring false narratives to profile a person as a threat to avoid bad publicity.

Plant’s broken logic comes in the form of “DemonSpeak™,” which is a term I invented through my trademark for profiling Machiavellian leadership like his managers who run the Sylvee and Majestic like a cult. The company’s turnstile reputation and witnessing of Newhouse’s abuse of coworkers Mari La Flore, Keshawnda Kelly and Mellisa Miller, and now me. Newhouse is an ableist along with his counterpart, Dave Fulbright and the broken logic is Plant’s protection of predators who run his company.

Bower is their puppet. He knows not what he does. Like true Judas fashion, Bower wears his betrayal in allegiance to Newhouse and Fulbright as a shift lead well.

I close with this: “How can Frank Productions fire an employee who works with another employee at two places?” Simple. Plant can’t and did.