DISCUSSION: PAPERING—WHAT YOU AS A DVR CLIENT MUST KNOW

Papering is the process of stacking an employee’s file with performance-related information without their knowledge, especially employers who identify as corporate citizens.

Shift leads and assistant managers will name drop an employee in their reports for human resources to begin the process of dismissal, then ignore them and get them fired with socialization isolation “at-will” firing tactics.

This happened to me as a DVR client working for two employers fresh out of college, which led to filing of a complaint, which is the topic of discussion. The road ahead seeks transforming the Outpost 422 reporting service into a paralegal resource free for DVR clients to use as a part of my contract.

“When preparing to terminate a worker, you want to be able to produce the most solid documentation to defend a potential lawsuit,” Business Management Daily published on April 15, 2013, then updated on July 26, 2024. “Just make sure supervisors know to document employee performance and behavior at the time it occurs—not just before or after the employee leaves the building.”

The great fact you must know as a DVR client in Wisconsin is that corporate citizen employers like FPC, along with Marcus Corp., will take the position of papering like Business Management Daily. The only difference? Marcus Corp. does not fire you whereas FPC’s CEO does.

From lived experience, upon being hired, both companies did not request I fill out their accommodations request forms until after 12 months. Imagine walking out of your “stellar” performance review to then receiving a ban letter from FPC. This is called “papering.” Socialization isolation being a person with a disability is the nature of my crux in my Jaded Patriot Press gonzo reporting observation. Retaliation and unfavorable treatment led to blowing the whistle to protect disabled veterans who fall for the trap believing their job is safe being an employee with a disability.

FEAR AND LOATHING DIARY REPORTING

On Dec. 27, 2024, a preconference appeal hearing reconvened at 1 p.m. The subject, brought appearing before a Wisconsin administrative law judge, sought to understand the appeal filed by the investigator, in the form of a faxed letter I sent, which outlined the Respondent’s papering process and the appeal filing I did not request, along with where the case should go next.

A 30-minute scheduled hearing lasted 47 minutes arguing over semantics and interpretation of the complaint I filed without an attorney due to Wisconsin Complainant attorneys bailing out due to conflicts of interest with the Respondent.

The Jaded Patriot Press was on the scene taking notes regarding the Respondent’s position and where the case was heading next. The gonzo on the scene faced the fear of appearing before a judge without counsel with no “as your attorney” advisement to avoid the loathing.

The facts brought before the court shared, I retained an attorney and had not heard from the individual as of yet. Details of the case will be availed at a later date once a decision has been made by the judge whether or not to move forward with the appeal hearing.

The deliverable: What happens to you as a client of the Wisconsin Division of Vocational Rehabilitation when you exercise “If You See Something, Say Something” and witness “papering” in the form of the “Interactive Dialogue Process Questionnaire” by both companies who employed me as a DVR client refusing to address the process was not the same for disabled veterans who use the Dept. of Veterans Affairs as a primary care provider.

STATEMENT OF FACTS

Communications with Live Nation doing business as Frank Productions LLC and Marcus Corp. of Marcus Theatres, as a whistleblower reported stalking, trolling, gaslighting, intimidation and pedophilia discussion by teammates after reporting occurrences to Human Resources, which qualifies as “suspicious activity.”

Within a matter of weeks, the companies demanded I certify my disability after sharing how the process works when onboarding a disabled veteran suspected of having post-traumatic stress disorder (PTSD), which used as a termination weapon by FPC. The company cannot force you as a disabled vet you fill out their questionnaire according to the information my DVR counselor shared with me.

“Disparate treatment occurs when an employer treats some individuals less favorably than other similarly situated individuals because of their race, color, religion, sex, or national origin,” U.S. Equal Employment Opportunity Commission states. “To prove disparate treatment, the charging party must establish that respondent’s actions were based on a discriminatory motive.”

Both companies will overwork you. One will prey on your every move to libel you with a Dept. of Homeland Security domestic terrorism identifier with a ban letter while the other will intimidate you with “WolfThink,” which is a groupthink form of corporate communication currently being reported for brand development at Outpost 422.

The focus group is called “#SunPrairieQRF,” which is a sheepdog coalition guarding the Sun Prairie community from the wolves of corporate citizenship and their Corporate Machiavelli business practices you must steer clear from.

The question raised to the judge was, “Why was the information not presented during orientation after availing I was a client of the Wisconsin Division of Vocational Rehabilitation (DVR)?”

Discrimination, retaliation and hostile work environments were the subject of two whistle blows by the Outpost 422 agency as a DVR client. We are required to report our progress and use the registered trademark for tracking the outcome of events when intimidation manifests.

the company’s withholding allowing them a part-time hiring credit for disabled veterans in the State of Wisconsin.

The issue the State of Wisconsin does not understand is that the blogs at Outpost 422 track the first five years of the brand’s development as a sheepdog reporting service to fellow disabled veterans living in Dane County as a past county service officer for the American Legion.

CONCLUSION

What Human Resources management does not want you to know is where to locate resources and argue “substantive evidence.”

Use this profile writing style found in the description of this YouTube video to create a diary writing method when you suspect you are being papered to manage your frustration. Passive aggressive communication is the first sign, which is considered “unfavorable treatment” when requesting accommodations.

The subject of accommodations requests will avail whether or not your employer is disability friendly. The counselors at DVR take a hands-off approach and will not get involved when an employer withholds the Interactive Dialogue Process Questionnaire until 12 months after employment.

Make sure when a company onboards you that you have the proper VA form before taking the assignment from DVR. Check with your counselor and try enrolling in the job developer program first. The program may take awhile but the reward is bypassing the undue harm these companies put me through for standing up for veteran record privacy.