The company I worked for, Frank Productions (FPC) in Madison, Wisconsin, terminated me after I came forward as a whistleblower regarding ableism as a contracted client of the Wisconsin Division of Vocational Rehabilitation.

In the wake of the events, through the Customer Contact Skills Course at Madison College, the Outpost 422 registered trademark is pleased to announce the formation of a “Sheepdog 101” workshop as a new internal customer service industry profiling method.

WolfThink applies to the ideology of Lt. Col Dave Grossman, which is mainly used by law enforcement. The ideology believes a wolf is a sociopath and my eyes have witnessed two employers, after 12 months of employment, use a Corporate Machiavelli grooming method, the “Interactive Dialogue Process Questionnaire,” as a means of intimidation through intrusion with my primary care provider records.

My primary care provider is the Dept. of Veterans Affairs. Four human resources agencies attempted to assert their demands I provide them with full disclosure by my primary care provider. One stepped down and changed its course, which is the University of Wisconsin-Milwaukee.

If you are a disabled veteran contemplating signing a vocational rehabilitation contract with the State of Wisconsin, who is currently enrolled in college awaiting an appeal decision, DO NOT. You will be harrassed and intimidated by the employer and the agency can only observe and not get involved. Meanwhile, you will undergo anguish if the employer suspects you have Post-traumatic Stress Disorder like what happened to me.

VA patients “self-disclose” and this will make your inept human resources manager paper you through constructive dismissal, who has zero clue how the VA medical records system works, once you call out their ineptness. There is hope. Contact DCBA.UWLegalClinics@gmail.com if you live in Madison, Wisconsin, which is where Outpost 422 is headquartered. Email the Wolf Watcher newsroom, who reports to Wisconsin Watch, the Secretary of the VA and press releases to local and national news media at: leads111@proton.me. My intent is to help you save face and avert an employer who is a disabled veteran wolf.

PSA DEMO: Bob Cobb the Capitol Wolf Watcher Report

WOLFTHINK DISABILTY EQUAL RIGHTS RETALIATION WORKSHOP

The director of the Wisconsin Division of Vocational Rehabilitation has instructed me to seek legal counsel for retaliation who is a witness to the email chain between myself and the company’s CEO Joel Plant, who was my terminating official. The retaliation began after I sent the CEO a 12-month DVR report. My report led to the resignation of his Majestic Venue Manager Juanita Jackson and her intimidation of me in front of all employees on the company’s Humanity message board.

I followed the proper procedures with §230.80 Retaliation for Being a Whistleblower and believe I have a strong case. Can you assist me? I also have another case pending a pre-conference hearing on Dec. 27. I did not request an appeal. I conceded. However, I also self-filed my complaint and did not realize I was eligible to file a complaint under the same law and have a recording of the meeting that took place with Marcus Palace Cinema General Manager Tom Reichelt who denied my request to have a third-party present.

Both Frank Productions and Marcus Corp. did not act ethically when I asked to have a third-party representative of the veteran community or DVR present. I asked Sylvee Venue Manager Mike Newhouse, “is this disciplinary?” Mr. Newhouse pointed to the window and Mr. Plant came in to announce I was being terminated. The retaliation by both companies stems from my response to their requests to fill out the “Interactive Dialogue Process Questionnaire” that both the Dept. of Veterans Affairs and DVR indicated I do not fill out, which sought answers to my mental health condition and my ability to work around others.

Both companies demanded I fill out the form 12 months after hire, which I perceive as a threat. Human Resources Manager Hailey Davis was provided with the proper procedures by the VA regarding her request. Yet, she acted in a persnickety manner regarding the VA’s “self-reporting policy” I have zero control over. Both companies used the questionnaire as a contingency for employment and used constructive dismissal tactics, including a false allegation of “threatening violence” when I reported retaliation to Ms. Davis.

I also have incriminating evidence of bias against Ms. Davis who promoted my aggressor, Jadon Bower, to shift lead despite his lewd conduct with another co-worker and shift lead, Cozy Rost, that had me contemplating reporting the company to the Better Business Bureau with its business practices. The company’s motive to retaliate stems from the hyperinflated incident where I shared an example of how I would create an “Op-Expose” convergent media press release, absolving me as the brand CEO of Outpost 422 as form of crisis communication regarding the company’s tolerance of violations to Title IX-related issues I brought forward as a WolfThink® Reporter, which is the service my brand provides.

I did not, up until now, report anything to the press until I exhausted my whistleblower avenues with the CEO. Title IX includes disabled veterans, and I am a protected class who called out his abuse. Now I have been banned and labelled as a threat with my peers in the Madison community for bringing my concerns forward. Machiavellianism by management was the subject of my whistleblowing.