Public Mediation

Thomas Emeigh vs. Boehringer Ingelheim Corp

Boehringer Ingelheim permits personal retaliation. Please help!

T. E. vs. Boehringer Ingelheim Corp - Ohio Facility
900 Ridgebury Rd, Po Box 368, Ridgefield, Connecticut, 06877-0368, United States
Amount Involved: $4,595.00
Complaint(s): Discrimination | Policy | Income loss
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Statement of Claim
Complaints Involved (4) - View
Claimant says:
"I served Boehringer Ingelheim for more than 4 years.

While working there, among the many other conflicting things they told you, I had received a very confusing notice one day that shoe laces were not permitted to be stored inside a shoe locker, but that it was OK to have a knife in there – this after almost four years of having shoe laces in my shoe locker, and never having been told that I could not.

I was discharged from Boehringer Ingelheim because of what I felt was retaliation from a manager for personal reasons. The facts back that up, because the reasons given for my write-ups were not only petty in my estimation, but also were for things that many employees did on a daily basis, which led me to believe that I was being singled out.

And none of those things would in any way have led to the manufacture of inferior product, which in my estimation also meant that a formal write-up was nothing more than a smokescreen “paper trail.”

The main thing that I was discharged for, though, had been for something that the company had allowed to continue for more than four months: an alleged policy violation of which they not only had not informed me, but was something that they even PERMITTED some of their employees to do.

There is also company precedent for this. Boehringer Ingelheim had discharged another employee under similar circumstances. In this case it was for the alleged storing of outside vitamins in his personal locker almost a month before, yet he was not let go until a paper trail had been devised for him, too – a paper trail which also included many of the things we had heard about from the company on a weekly basis that other employees were doing.

In my case, even though I many times asked them to show me the specific policy which I violated, so that I could see for myself whether or not my actions did indeed violate this policy, and whether or not I had been informed of this policy beforehand, the only response I ever got was that their policy would not permit them to show their policies to non-employees.

I also have in my possession a document from the very state (Ohio) where I worked that my discharge was not justifiable under the law.

I informed Boehringer Ingelheim of all this, and even filed for mediation of this dispute. Although they did make it appear like they were trying to resolve it, when I told them that I felt insulted by their “final offer,” they ignored every subsequent attempt to re-open the dialog.

I had thirteen days of paid time off that was still due to me, but the company decided that I was not eligible for that pay because I had been discharged before using that paid time off, and according to their policy I forfeited that pay.

Another policy of theirs said that for the same reason I was not eligible for the year-end bonus of 7% of my annual salary – a bonus which I had EARNED because I had helped them reach the goals they set for that bonus to begin with.

Had I not been unjustly discharged, I would have been in the employ of Boehringer Ingelheim, thus fulfilling their requirements according to company policy.

This unjust discharge – the end result of a personal retaliation which was contrary to what the company claimed to its employees upon initial hire; and the discharge of 4 employees under very similar circumstances BY THE SAME PERSON to me qualifies as a personal retaliation – cost me much more than just the compensation which I claim, but all I ask is that Boehringer Ingelheim rectify this matter.

After I filed this claim, Boehringer Ingelheim did finally try to “settle” this with me at a mediation session, but simply made the same offer as before – an offer which was not even the for the amount of the bonus which I had earned, let alone for the amount of back pay that I claim."
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What Claimant Wants Hide
1. Compensation: 104 hours of paid time. May 27, 2016 $1,820.00
2. Compensation: 7% annual bonus May 27, 2016 $2,775.00
3. Other – Copy claim to regulators May 27, 2016 $14.99
4. Other – Pay for claim posting cost May 27, 2016 $7.99
5. Other – Physical delivery charges May 27, 2016 $2.99
Just make me happy!
Claimant invites Boehringer Ingelheim Corp - Ohio Facility to make a fair offer to resolve this complaint.
Cash total : $4,620.97
  • 0
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Respondent's Counteroffer

There has been no response to this claim from Boehringer Ingelheim Corp - Ohio Facility. This claim will remain posted until resolved
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  • Question: by Mike Turner — The Law Is My Passion.
    • On: 06-16-2016
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  • Did you feel that the value of the bonus and the accumulated vacation provided an incentive for dismissal (as an unspoken cost-cutting strategy) or was that just chance? 
  • 1
  • Contributed Solution: by Sonya Shore On 06-15-2016
    View more
    Accumulated leave and bonus should be paid More...
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