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.

Dear Live Nation CEO Michael Rapino-

My name is Bradley J. Burt. I served with the FPC security team in Madison, Wisconsin, from Sept. 19, 2023, to Nov. 8, 2024. My correspondence sent to you is the second part of my documentary, ‘The devil is Live Nation,” which shares my gonzo devil’s eyewitness in the form of your CEO Joel Plant and his venue security management cult at Frank Productions.

My docuseries exposes Live Nation and its abuse of disabled employees and its disgusting churn rate of internal customers working on the FPC security team. Please read my blogs on my website, Outpost 422, and visit my Facebook page. Venue security managers desperately retaliated against me as a member of the press and labelled me with threatening violence by Plant, who is the 49 out of 51 percent of your stake as a CEO representing Live Nation and you as the dominate stakeholder of Frank Productions.

My concerns are for future disabled veterans who frequent all FPC venues living at the Valor Bldg. on E. Washington St. roughly three blocks from the Sylvee. The company started retaliating by constructively dismissing me and removing me from working back of house for exercising Plant’s whistleblower policy regarding management abuse. I went to Sen. Ron Johnson for assistance to protect me from future administrative backlash, which manifested through a “can and ban” punishment for speaking up.

“An employee who believes that a supervisor or appointing authority has initiated or administered, or threatened to initiate or administer, a retaliatory action against that employee in violation of s. 230.83 may file a written complaint with the division of equal rights, specifying the nature of the retaliatory action or threat thereof and requesting relief, within 60 days after the retaliatory action allegedly occurred or was threatened or after the employee learned of the retaliatory action or threat thereof, whichever occurs last.”

Today timestamps and relays to the director of the Dept. of Wisconsin Vocational Rehabilitation the false allegations made by the Frank Productions Management Team sought to punish me for coming forward as a whistleblower that led to my termination. The allegations in my ban letter are cancelled because I not only availed, I was a whistleblower but cannot be upheld because FPC is also an entity of interest listed in my DVR contract. Plant’s allegations are bogus.

In a similar case, I was victimized by a person who made violent threats to my safety and find the administrative malice committed by FPC security managers to label me as a threat to the operation is blatant retaliation over my story, I profiled by a company called “Freedom Firearms” featured in the video.  Live Nation is in violation of oppressing my civil rights as a disabled veteran. The allegations made by your CEO damage the mission of my brand, which is a living firsthand diary exhibit of Machiavellianism carried out by mafia managers, which is the training they receive from Senior Security Manager Dave Fulbright and the passive aggressive grooming at the Sylvee by his next in command, Mike Newhouse, who was at my termination meeting.

“State of Wisconsin workers under the Whistleblower Law (Wis. Stat. § 230.80) are protected when they report violations of law, rules, and regulations and if they report mismanagement or abuse of authority. However, to obtain protection under this law, the employee needs to first report either in writing to their supervisor, or in writing to the appropriate governmental unit.”

On Sept. 17, I filed a letter with Plant sharing the trolling by former Majestic venue manager, Juanita Jackson and her behavior. I provided Plant’s retained strategic human resources advisor, Lake Effect HR & Law Representative Jenifer Lindberg, with a deposed statement and a fact sheet about reporting microaggressions with disabled employees. I then notified a credible state agent through Outpost 422, which is my relay to her and the Wisconsin Homeland Security Council.

Orpheum Venue Manager Evan Nikolai initiated the retaliation through his Shift Lead Jadon Bower. I reported the occurrence to Human Resources Manager Haley Davis, which then led to me going to the press for my protection. I am writing to you to inform you FPC wrongfully terminated employees are coming forward in the press and will begin sharing their stories at http://www.bobcobb.news.blog, under the gonzo pseudonym publishing pen name, Bob Cobb, who are a protected citizen reporting agency of Outpost 422.

Respectfully Submitted,

###OP422

 

Fri Nov. 15, 2024, 3:35 p.m.—Contacted Sun Prairie Police regarding my ban letter I received from Frank Productions. I am filing a false allegation and malicious falsehood claim against Joel Plant after terminating me alleging making threats via communication to his shift lead, Jadon Bower.

Prior to the termination, Bower intimidated me for talking to his ex-girlfriend whom I thought was his sister. I made that clear after he confronted me at the Red Zone during Badger game day on Oct. 26 roughly 4 p.m. during halftime. The incident happened in front of the security camera by the Annex entrance adjacent to the ticket taking station. His ex-girlfriend, “Zoe,” unsure of her last name, eventually walked off the job after Bower threatened me to stop talking to her.

I mentioned to Bower she was sitting with his girlfriend “Cozy” who worked as a shift lead at FPC, which is the acronym for Frank Productions. Plant did not offer an opportunity to explain like in a previous interview with his retained agency, Lake Effect HR & Law, who was the investigative party regarding being trolled by former Majestic Venue Manager Juanita Jackson who is long-term friends with Bower.

Since Oct.11, the day Jackson announced her resignation in front of all on the company’s Humanity wall where she trolled me, Bower began his profiling of me. Bower’s malice sought to betray my trust, then went to the company as a whistleblower to get me fired. At no point was any threat made, only an assertion to stay on management’s side and to keep our relationship professional.

Around 3:41 p.m., shortly after speaking with Madison Police dispatch, I filed a complaint against Plant for false allegations and malicious falsehood, who embellished my threat to safety and exploited Bower’s coming forward to ban me with a letter and admonish me from entering his venues listed in his letter. An Op-Expose two storytelling style blend titled “Case No. 224-505-110: The desperate measures to harangue a disabled veteran at FPC” will follow at Outpost 422.com.

If you are a victim of wrongful termination by FPC Live in Dane County, please fill out the contact form and would like to share your story. 

FOR IMMEDIATE RELEASE

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

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.

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.

###OP422

CANNED and BANNED: Local disabled veteran calls out Frank Productions’ ableism leading to termination by CEO

[Calls out womanizing shift lead and FPC’s trolling of people with disabilities]

Nov. 11, “Veterans Day” 2024, Las Vegas—CEO Joel Plant of Frank Productions endorses his management’s intimidation tactics with staff members who asserts bogus claims of “meeting firearm mentioning,” which led to a venue ban and termination Nov. 8 at his 29 Livingston St. facility.

Fear, loathing, canning and banning of a Madison-area disabled veteran describes the heavy hand of Plant and his corporate management ruffians at the Sylvee. Hazing clients in the Wisconsin Division of Vocational Rehabilitation program is Frank Productions’ disability new hire onboarding method. Up until now, staff members have been reluctant to speak up and speak out against trolling in the workplace by management.

Frank Productions is a group of veteran haters who pride themselves on running a business without them. Plant would rather fill FPC Live’s part-time security staff with students from the University of Wisconsin-Madison than to consider hiring veterans from the Valor building up the street. Despite being eligible for a $2,500 hiring credit, Plant prefers haranguing Burt over a false narrative and a bogus termination, rather than implement a “No Troll Zone” Burt suggested he do at the Sylvee with the money, shortly after being ignored by human resources and management, who saw nothing wrong with the conduct of a coworker named Alex Cotrell that Burt brought forward in a post-election day complaint.

“We have told you that FPC accepted the documentation you provided and implemented the requested accommodations. We may ask for updated information in the future.” Plant explained after Burt was hired 12 months later. The interactive dialogue process form is not required to be filled out for disabled veterans and their record privacy who release information through self-reporting with their primary care provider. “There is no conflict here from our end.  Please let Ms. Davis know if your accommodation needs change in any way.”

The occurrences with Burt’s employers after college witnessed the escalation of aggressive behavior like trolling on the company’s Humanity wall, bogus allegations of threatening guests, demanding the filling out of an interactive dialogue questionnaire one-year after hire and an fundamentally inept persnickety human resources manager and her unwarranted demands, while corroborating with management after their friend and former Majestic Venue Manager Juanita Jackson tenured her resignation, who led the pack as an award-winning troll of staff members.

Both Marcus Corp. and Live Nation, doing business as Frank Productions in the Dane County area prey on people with disabilities who run short-staffed and uneducated regarding the needs of disabled veterans this Veterans Day 2024. Both demand those with disabilities fill out an interactive dialogue questionnaire before consideration accommodation. Those who speak up will be “canned and banned.”

Both companies are micro aggressive while Marcus Corp. openly posts signs with double exclamation marks with associates, Frank Productions uses passive aggressive communication, Marcus Corp. trolls people with disabilities through devices like “Net Promoter Score” software for propaganda allowing management to intimidate associates, while at the Capitol, shift leads at the Sylvee and the Majestic discuss management’s plans for “constructive dismissal.”

Corporate employers in the media industry use intimidation and cancellation tactics to absolve themselves from controversy. In this case, their HR informant, Jadon Bower, intimidated Burt for speaking to his ex-girlfriend who was working with him and engages in territorial behavior as a shift lead when staff members come near his turf. His turf is the Sylvee and the Red Zone, endorsed by Plant, Davis and his management team, who groom and back him. Burt sent him text messages explaining he “stay on his side” after his cancellation of concerns for trolling and request he act professional when working with Burt.

Bower, along with the Majestic team, see nothing wrong with bullying and intimidating people with disabilities and when they speak up, they get “canned and banned,” which is the mechanism Plant used on Nov. 8, who did not offer an opportunity to rebuttal in the termination meeting with Burt. Now Burt is on the Live Nation ban list for standing up to a womanizer and ableist whose values do not align with the Sylvee’s “All Are Welcome Here” statement on the door. Burt asked Bower and his Sylvee Venue Manager Mike Newhouse, “What would Grandma Sylvia think of all of this?”

As the brand owner of Outpost 422, Burt reports his interactions with Frank Productions and Marcus Corp. to Wisconsin Watch, the Wisconsin Homeland Security Council and the Division of Vocational Rehabilitation as a client. Burt has tracked his entire experience working for both companies in class projects and has invented a mindfulness diary writing style. Both companies have attempted to harangue Burt who’ve come up short in the past.

“I wanted to write a quick e-mail to disavow you of a couple of misconceptions you may have after our conversation yesterday.  The interactive process to determine what accommodation can be offered is indeed a process and is not something that will be resolved right away.  For the process to begin, we will need the documentation Paige outlined to you,” Brian Cornell, director of human resources operations for Marcus Corp. explained after withholding the information from Burt when hired by Marcus Palace Cinema under his DVR contract. “We understand you will not be able to get this immediately but wanted to make clear what was necessary for you to provide.  Although you can certainly ask for help from Assistant Managers during your shifts, Human Resources will be the ones working with you on the subject of accommodations.”

Corporate citizens operating in the Dane County area are inept when hiring disabled veterans. The Op-Expose style Frank Productions claims met the “mentioning of firearms” mark Plant used to assert Burt’s ban, received an “A” as a college gonzo journalism experimental law review style but Plant was not going to entertain anything other than what he perceived as a threat. Plant does not take into consideration Burt is currently blending two styles of journalism from law review to Op-Ed writing and the Freedom Firearms video, which was the exhibit of discussion for firing Burt, represents an interactive law review style blending with the Title IX video Burt used for his independent study.

Plant does not take into consideration the context of the conversation and the events that led up to Burt messaging Bower. Burt followed up with a discussion about his trip to Las Vegas on Veterans Day where Burt plans to film a follow up story with Battlefield Las Vegas and was asking for Bower’s input. Plant also does not take into context Burt’s ERD complaint ongoing in appeal with Marcus Corp. who identified the same profile Plant asserts with Burt’s ban regarding safety concerns.

Frank Productions runs a turnstile operation like Marcus Corp. On Veterans Day, similar to a bus stop downtown where people come and go frequently. Burt asks all who read please consider how disabled veterans represent Title IX who are discounted by ruthless CEOs and human resources directors in the corporate citizen community. These two corporate citizens mistreat disabled veterans.

Burt is coming clean about being trolled by both companies in his patent and will continue reporting to Wisconsin Watch during the interim. If you would like to interview Burt, email leads111@proton.me.

###OP422

The letter below outlines the aggressive shift lead leadership modeled by Frank Productions who represents Live Nation. Ironically, Plant banned Burt for the same behavior his management demonstrates. 

 

 

 

 

FOR IMMEDIATE RELEASE

Saturday Nov. 9, 2024, 1:15 p.m. Madison, Wis.—The text exchange leading to my termination set boundaries with trolling. The company, through CEO Joel Plant, asserted a ban and now am filing a wrongful termination complaint, which resulted from “constructive dismissal.” The excerpt below is the denouement for the entire story from the moment I was hired until fired by Frank Productions who allows shift leads to make love on the clock and keep their job.

THE TERMINATION LOATHING: Banned after being terminated Nov. 5, 2024

“Stay on your side.” My initial response to Shift Lead Jadon Bower’s “wym” text. It was in this moment I stood up to his ongoing gas lighting, manipulation and psychological abuse who then went to Human Resources. No harassment was committed because Bower asked, “what do you mean?”

I showed him my screen shots and shared examples how I use screenshots for storytelling, which was hyperinflated by human resources during the meeting. Our job as press is to inform our subjects immediately when we begin profiling them and provided transparency regarding the story and the style with two examples from class projects. Through Wisconsin Watch, I build real-life gonzo stories from the 11th hour of abuse and intimidation by management to inform our veteran community of abusive employers in Dane County and across the globe.

Up until now, I have kept my security life separate from my brand until I needed my brand to protect me from HR targeting as a documentarian. The upcoming Op-Expose, which is my style, shares our entire conversation as a public complaint exhibit. I texted Bower to settle my debts and make peace with the future as coworkers.

“With management, you are not staff.” My voice to text response asserting boundaries stated. The company has a hard and fast smart phone policy making clear texting is a distraction and that those who abuse phone usage can be terminated. I spoke with a coworker regarding what I should do off duty about Bower’s role and his leadership responsibility after he intimidated me for talking to his ex-girlfriend.

“You are a supervisor,” my text stated. “That’s what your role is managing us as a team.” What I meant was he must act like an unbiased moral agent as our team representative and clean up his lewd behavior. Bower has a reputation for womanizing and was alleged by staff members during security meetings acting lewdly taking a quickie with a coworker on the clock, which should’ve banned him and didn’t, while other coworkers were fired for doing the exact same thing.

“You don’t want to end up like those other people,” Bower said to me in the elevator awhile after placing me in the position. “You are well on your way to being ‘like them’ in human resources.”

“Like them,” meaning people with disabilities. Management at Frank Productions treats people with disabilities with passive aggressive intimidation and abused me psychologically by placing me in an elevator with bright lights that manifested migraines for months on end, like predecessor Kashawnda Kelly, who was the primary elevator operator to avoid getting singled out. The director of DVR and Sen. Ron Johnson’s office were cc:d with emails for the company for reporting purposes sharing the company’s attempt to invade my privacy with medical records information, which led to me “self-reporting” my condition properly and Plant stepped in when his Human Resources Manager Haley Davis demanded I turn over the completed “interactive dialogue process” questionnaire that lawyers who facilitate workshops at DVR tell us not to fill out according to my counselor.

After the elevator incident at the Sylvee, the company was looking for every excuse to fire me after coming forward. I came forward after being trolled by former Majestic Manager Juanita Jackson who resigned effective Oct. 11. The company retained Lake Effect HR & Law to investigate my allegations.

I was not given an opportunity to discuss this. Plant was not going to allow for any comment. Plant, exerting his authority, asserted two employees corroborated a narrative that I was intimidating to a guest without revealing the source and was not allowed to defend claims made against me.

“I’m going to the press over how management handles the situation with Alex and Dave’s ableism with Juanita.” His brother Alex tried selling me “that’s just how Dave is.” Dave meaning Dave Fulbright who has a reputation for hating on disabled hires and tries to socially isolate them as punishment.

“I’m blowing the whistle most likely on Veterans Day at Larry Flynt’s Hustler Lounge like I do in this video.” The video mentioned was the “Freedom Firearms” video that is my first “Op-Expose” formatted style. I explained to Plant my firearm video was a part of my Outpost 422 independent study at the University of Wisconsin-Whitewater at the termination meeting who claimed it didn’t matter despite being graded with an “A” by my proctoring professor.

Firearms were mentioned and the company is asserting a ban despite the feature being about a trip with my child to Chicago and attending an ad. Yet, Bower’s reputation, the HR informant, was alleged being reported to human resources for his lewd conduct during the night shift at Breese Stevens Field and the company made him a shift lead. The incidents led to the company papering me and preying on the opportunity to fire me and did.

This is what Frank Productions views as acceptable. When calling out lewd and psychologically abusive behavior by shift leads, especially womanizing under Title IX raised concerns, you will be Plant’s target for exercising his whistleblower policy. For the full transcript outlining the text between my shift lead and venue manager that led to my termination, email me at leads111@poton.me.

In the previous press release, a public statement was made regarding being banned from future FPC events. What the company won’t tell you is that Jadon Bower, my shift lead and gas lighter, came at me over being nice to his ex-girlfriend Zoe when working at the Red Zone on Badger gameday.

Bower’s complaint to human resources stemmed from bringing concerns forward at the Tammy Baldwin event. The 11th hour diary below shares my concerns I brought before Human Resources Manager Haley Davis.

Previously, the company also terminated a coworker named Sean O’Brien and is on a firing spree. At no point have I ever been aggressive with any coworker or guest. I have done all I can to diffuse conflict when being trolled.

Wednesday Nov. 6, 2024, 2:45 p.m.—At approximately 8:08 p.m. on Tuesday Nov. 5, 2024, Alex Cotrell came into my workspace at the front door of the Orpheum where security screening began. The doors were opened at 8 p.m. and guests started coming in. Mr. Cotrell indicated he missed the safety meeting and missed out on crucial information for the Tammy Baldwin Orpheum event. I briefed him regarding the information that was shared about being extra careful during ingress with bringing guests in. I was assigned as a security screener to check bags and had a special request by my venue manager. I explained to Mr. Cotrell about my specific orders to divert the second screening gate on the left side and was instructed by Orpheum Venue Manager Evan Nikolai. Mr. Nikolai instructed me to stop guests from entering the second gate and wait for further instruction. Mr. Cotrell began getting combative with me questioning specifics about how I was performing my job, which I perceived as an attempt to micromanage how I should do my job. I asked him politely to talk to Mr. Nikolai.

Instead, he started arguing with me in front of our important guests and distracted me while I was instructing a guest to put their items in the bin and open their zippers. Mr. Cotrell started speaking loudly demanding I explain to him why I was not doing the job the way he did and claimed my orders didn’t make sense. This led to me stepping back and asking to be excused to avoid Mr. Cotrell’s escalation of conflict and his attempt to embarrass me when I was trying to perform my duties. I called my shift lead, Jadon Bower, over to diffuse Mr. Cotrell and notified Mr. Bower I felt harassed and intimidated for following Mr. Nikolai’s orders. I then was switched with a coworker and re-assigned to work the Johnson St. doors. I later approached Mr. Bower about my concerns for trolling by Mr. Cotrell who replied, “I didn’t see anything” even though he was the one who diffused the situation. I asked Mr. Bower to please bring the topic of trolling teammates before management at his next security meeting and please brief teammates before instructing them to work in their assigned stations when coming in late. Mr. Cotrell distracted my focus and made my life difficult.

This is the third time Mr. Cotrell has attempted to escalate conflict in front of guests and artists and seek to file a formal complaint with human resources. The first two times, I asked Mr. Fulbright to separate Mr. Cotrell from my workspace. One of the times Mr. Cotrell called me out on the radio in front of all to hear regarding how to check credentials. Mr. Fulbright agreed to talk to Mr. Cotrell and ask him to stop.

The two incidents prior to the event happened at the artist gate at Breese Stevens Field. Mr. Cotrell is acting beyond his scope by correcting staff members and asking he be terminated. I notified my assistant manager, Julia Peterson, I would be filing my complaint with human resources and have not heard back from the company. I ask the company to require Mr. Cotrell to cease and desist his demeaning behavior during the interim, and if possible be separated from me when scheduled when we are scheduled on shifts. Ms. Haley Davis instructed I contact her if I am being harassed and was last night by Mr. Cotrell who trolled me in front of guests of extreme importance.

Respectfully submitted,

Bradley J. Burt

The company also did this to another coworker named Keshawnda Kelly. Kelly and several others have witnessed Frank Productions’ work practices along with Bower’s conduct on the job. The company is a group of UW Madison progressive narcissists who are a menace to the Madison community.

 

As of today, I was terminated by Joel Plant, CEO of Frank Productions. I was called into a meeting regarding a text conversation with my coworker and have been notified I am banned for sharing this video:

Freedom Firearms: Five facts about Wisconsin concealed carry laws

I was notifying my shift lead of my press release previously published regarding the trolling happening since coming forward with my concerns after I was trolled at the Tammy Baldwin event. I am a client of the Wisconsin Vocational Rehabilitation Program and Frank Productions was my employer. According to Disability Rights Wisconsin, I have a strong case.

I accompanied the previous video with a Title IX video I made that were two of a part of my independent study series. My only intent was to notify my shift lead of the update with a previous project regarding how to act civil with coworkers. Previous, the shift lead tried to gaslight me for talking to his ex-girlfriend and the incident led to excusing him from the upcoming story as an anchor with raising funds at the local Luke House free meal dining facility around the corner from the Sylvee where I was working and will be speaking publicly about my concerns for artists despite the bogus claims made by Mr. Plant.

 

My termination represents retaliation by Frank Productions. If you are a disabled veteran, you must know what will happen to you if you try to advocate in human resources. Now I must report back to the DVR agency and am here today providing this expose to you.

My reputation as being friendly with guests was solid. The company wrongfully terminated me after speaking up. This is my 11th hour diary entry:

Friday Nov. 8, 2024, 4:34 p.m.—I was approached by Mike Newhouse to come with him. We walked quickly to the office. Mr. Newhouse stated I sit tight in the conference room and wait for “Joel,” who is the chief executive officer, to show up who was on his way. Mr. Plant sat down and waited for Human Resources Manager Haley Davis to log in onto the big screen T.V. Mr. Plant called the meeting to order and stated, “We are going to terminate you.” Sitting there pondering, I wondered why. Previously, I connected with my Shift Lead Jadon Bower about my press release and how an episode at the Orpheum played out between human resources and was notified I had sent a message containing firearms that was a form of a training storytelling style. I discussed with Mr. Bower my occurrence with an individual trolling me during the event. I then started talking to Mr. Newhouse about enforcing a “No Troll Zone” with ingress and that we needed to discuss a “no argument policy.” The narrative is false. I did not intimidate anyone. Matter of fact, I was trying to de-escalate. I am now banned for advocating for equal rights. Please continue to advocate for all protected classes and stay tuned next for the full expose of Frank Productions and my time spent as a employee contracted through the Division of Vocational Rehabilitation. A full story is in the works and will be publishing my experience working on the Madison security team.

What y0u just read is my form of news copy I am trying to patent. Prior to my termination, I had been discussing a fundraiser for Luke House. The termination is retaliation for what happened with the Majestic venue manager when I began speaking up with Human Resources Manager Haley Davis.

Frank Productions trolls disabled veterans. My termination happened after speaking up. Now, an expose will be coming next.

I am going before the Madison Common Council with my concerns for the Valor Building and disabled veterans who go to shows at the Sylvee, the Majestic, High Noon Saloon, Breese Stevens Field and the Orpheum.

Prior to the termination, Lake Effect HR & Law Human Resources Strategic Advisor Jennifer Lindberg met with me during a meeting regarding a whistle blower complaint against former Majestic Venue Manager Juanita Jackson and those who worked with who identify as disabled.

At no point was anyone threatened. A full expose of screenshots will be made available in an upcoming press release absolving Outpost 422 of the claims made by Frank Productions.

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.

7532 Conifer Ct. Unit G 18 | De Forest, Wisconsin 53532

FOR IMMEDIATE RELEASE   

Investigating the student veteran dropout reality at the University of Wisconsin-Madison

 [Outpost 422 provides insight through lived experience]

 Madison, Wis, October 11, 2024—The readjustment and reintegration crucible student veterans face at the University of Wisconsin-Madison is the reality they will most likely not graduate.

The university’s student veteran retention trends are on a steady decline since the pandemic revealing those who enroll eventually drop out by the end of their freshman year. The university’s “Retention and Graduation Rates” research findings, provided by the Office of the Provost, revealed that a low 42.9 percent of those who enrolled in 2020,  listed amongst the “Military Student Veterans” category, would likely graduate after their third year. The needs of student veterans and their success must be investigated and is one of the research topics of discussion at Outpost 422—the gonzo research diary of a nontraditional disabled student veteran who branded his Wisconsin G.I. Bill journey while attending multiple campuses in 2022.

The UW Madison/Madison College transfer agreement experience

Preparation for transferring is also another barrier with enrolling in the Madison College/UW Madison transfer agreement, which starts the student veteran out at the Truax campus. The university’s professors who teach at Madison College, screen students prior to transfer and mark the ones who are not a good fit with a “BC” letter grade knowing the student must achieve a 2.7 GPA. A “BC” grade limits the ability to access resources available when transferring.

“Why should I have to deal with you?” A UW Madison alumnae speech professor teaching at Madison College in 2019, who openly discussed how the “BC” bad mark works, asked Outpost 422’s founder after class. “You are just going to drop out anyway.”

UW Madison transfer instruction at Madison College prepares student veterans by offering to meet with them after class and during office hours, along with writing support that the university is not required to provide, thus creating confusion and loose ends along with social isolation after transferring. Student veterans benefit when social supports such as a chaplain or on-site social worker are provided on campus by the Dept. of Veterans Affairs for perception checking before approaching a professor. The president of the university will not endorse providing VA social workers on campus through the Veterans Integration to Academic Leadership Program (VITAL) on university campuses due to being a federal program at a state facility, meanwhile Madison College does.

There is a solution. Outpost 422 is a portfolio of successful class projects along with a journal of conflict resolution. A graduated veteran helps newly enrolled and currently enrolled veterans succeed, which is the purpose of the free service. The service profiles the student veteran lived experience.

The student veteran, despite the perception of a veteran hating professor, is a valuable resource who stimulates the university with G.I. benefits. The crucible is the perception by student veterans that professors who let their intrusive thoughts manifest are protected, while the student deals with academic abuse. The solution is simple: provide student veterans with a mentoring service modeled by the brand Outpost 422.

• The brand shares strategies that help future student veterans succeed.
• The brand also offers a direct line of support easily found in the contact section of the toolbar of the website (click on the ###OP422 link below).
• The Facebook page shares the experience.
• The website provides resources like the University of Wisconsin-Madison writing handbook.
• The service is free and developed by the author who fully exercised the Wisconsin G.I. Bill and is currently being developed at the University of Wisconsin-Milwaukee for research publication.

If being branded as a badger leads to dropping out, what can be done? Simple. Try enrolling at Madison College and transferring to one of the other universities instead. The Wisconsin G.I. Bill, which does not work like the other federally granted benefits, is a secondary option. The student veteran decides the pathway to success who will not be penalized for a failing grade like federal G.I. benefits.

The professor’s perception of student veterans is the key to unlocking the answer why they feel shunned, especially when a professor preaches communism requiring student veterans endorse. Student veterans deserve respect, and the most recent political neutrality policy adopted by the university is a positive start but cannot enforce at Madison College because the institution is a technical college. Adversarial exchanges stem from universities being underprepared for receiving student veterans according to Student Veterans of America, who acts as research advocate on campus.

“Congruence between self-perceived and other- perceived lack of university support barriers strongly protect against the negative impact of high self-perceived lack of university support barriers on poorer adjustment to college,” researcher Lisa M. McAndrew and her team’s report to the VA shared. “Congruence is less protective when self-perceived.”

While the institution advocates for other protected classes, student veterans fall behind and the discussion about what can be done can easily be answered through the advocacy at Outpost 422. Success can be trained through the VA’s “5 Column Thought Record” changing how the veteran perceives their relationship with their professor, then request a mediator de-escalate and connect the professor with options when dealing with navigating the professor’s lack of respect and frustration. Adopting VITAL on all college campuses is a start.

As a registered trademarked journalism reporting service, the brand gives student veterans a voice in the press. The reporting outlet also seeks diary contributions and can do so by filling out the contact form for a consultation. Stigma follows student veterans each semester and Outpost 422 helps navigate the way out.

###OP422