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Potential Class Action for unlawful garnishment of sick pay

Posted by Clayton Roloff 
ATTENTION ALL CURRENT AND FORMER FARMERS INSURANCE GROUP EMPLOYEES:

The U.S. Department of Labor is investigating a complaint which alleges that FIG has violated the Consumer Credit Protection Act, Title 3, Wage Garnishment.

CASE: 1479829 - File: 2007-340-07525

U.S. Department of Labor
Wage & Hour Division
1222 Spruce St., Room 9.102B
St. Louis, MO 63103

IF YOU ARE A VICTIM, OR HAVE ANY INFORMATION RELATING TO UNLAWFUL FIG BUSINESS PRACTICES PLEASE CONTACT THE BELOW INVESTIGATOR IMMEDIATELY!

CONTACT: Investigator Michelle McAfee
(217) 793-5176
(217) 793-5028


This allegation (scheme) has occurred when an FIG employee has taken an FMLA absence from work. FIG has a published sick leave paid benefit/entitlement that provides an amount of 100/50% paid sick leave based upon years of employment with the company. The company pays this benefit at the regular biweekly interval.

Regardless of taking an FMLA absence, FIG forces you to make contact with their TPA, Liberty Mutual Life Assurance of Boston who acts as the gatekeeper for determination of the FIG short/long term disability plan.

FIG also then pays the sick leave entitlement voluntarily, but the employee handbook states, if you are found not to be qualified as disabled under the plan, then the funds must be repaid. FIG makes all final determinations under the plan.

Upon return to work, if you are allowed to return, any employee who was not pregnant, in a coma, legs run over by a train or tried to commit suicide etc. is deemed not disabled under the plan and must REPAY the sick leave entitlement.

Even if you protest, FIG will then TAKE this money from your future pay in large biweekly sums which will force the employee into financial crisis.

Any money taken by FIG goes into the forfieture slush fund of which the distribution and accounting is SECRET!

Anyone with insurance education and experience knows the terms Waiver and Estoppel.

Well folks, when FIG makes a voluntary sick leave entitlement payment to you, they have ELECTED under federal statutes to pay you the entitlement and have waived their right to force you to be subjected to a more stringent standard of their definition of disability under the plan which could disqualify a disability/sick pay benefit. Regardless of the repayment verbiage in the handbook, FIG would be estopped from recovering any sick leave payment made to you.

The federal statute is violated when FIG takes the contested repayment money from your wages without consent, and thus creates an unlawful garnishment that has not been filed with a local court of jurisdiction.

You are urged to come forward with any information or documentation that verifies this unlawful business practice toward dedicated current or former employees...



Edited 2 time(s). Last edit at 08/23/2007 04:37PM by administrator.

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ATTENTION CURRENT AND FORMER EMPLOYEES OF FARMERS INSURANCE GROUP, ET AL, AND ALL SIMILIARLY SITUATED PEOPLE;

FOR IMMEDIATE NOTIFICATION POST:

>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>\\\\\\^//////<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<

THE UNITED STATES DEPARTMENT OF LABOR WAGE HOUR DIVISION HAS COMPLETED THE INVESTIGATION OF THE ABOVE DESCRIBED VIOLATIONS OF THE FAMILY MEDICAL LEAVE ACT AND FOUND A SUSTAINED VIOLATION.

A MONETARY AMOUNT OF ACTUAL DAMAGES WAS DETERMINED TO BE OWED OF $1,095.54 FOR THE ILLEGAL ACTIONS OF FARMERS INSURANCE GROUP, ET AL FOR THE VIOLATION OF CERTAIN F.M.L.A. STATUTES RELATED TO EMPLOYESS F.M.L.A. ELIGIBILITY, EMPLOYEE NOTIFICATION TIME TO ENVOKE F.M.L.A. PROTECTIONS, UNLAWFUL GARNISHMENT OF SICK PAY, ETC. A REPORT OF THE FORMAL INVESTIGATION, AND DETERMINATION IS PENDING HARD COPY RECEIPT SO THIS POST IS STILL CONSIDERED ALLEGED WILLFULL MISCONDUCT TO AN EMPLOYEE.

ANY CURRENT OR FORMER CLAIMS EMPLOYEES, UW, SIU, ADJUSTERS, ETC., OR PART OF THE UMBRELLA COMPANIES WHO HAVE BEEN PINCHED ON ANY F.M.L.A. ISSUE, AND TOLD YOU DID NOT QUALIFY FOR F.M.L.A. PROTECTIONS, SICK PAY ISSUE, DISCHARGED WHILE UNDER F.M.L.A., OR HAD WAGES UNLAWFULLY GARNISHED SHOULD POST COMMENTS NOW TO BE HEARD.

TIME LIMITATIONS ALSO APPLY FOR THE TIMELY FILING OF A FORMAL COMPLAINT WITH THE DEPARTMENT OF LABOR, WAGE AND HOUR DIVISION OR THE EQUAL EMPLOYMENT OPPORTUNITY COMMISSION TO MAKE A FORMAL COMPLAINT WHICH MAY PROTECT YOUR LEGAL RIGHTS. SPEAK TO A QUALIFIED LEGAL ADVISOR REGARDING ANY ISSUE TO GET PROPER LEGAL ADVICE OR COUNSEL.

FARMERS HAS AGREED WITH THE D.O.L. TO REPAY THE WITHELD MONETARY PUBLISHED SICK PAY BENEFIT BALANCE OWED BY A CHECK NOW TO THE FORMER EMPLOYEE, HOWEVER THEY WILL NOT ADMIT LIABILITY OR GUILT FOR VIOLATIONS. THE ACCEPTANCE/EXECUTION OF THE ACTUAL BALANCE OWED CHECK WOULD NEGATE ANY CIVIL REMEDY, LIQUIDATED, PUNITIVE OR ATTORNEY'S FEES/DAMAGES THAT A JURY COULD AWARD.

A "RIGHT TO SUE" LETTER WILL BE REQUESTED FOR A REVIEW OF THIS MATTER BY AN EXPERIENCED EMPLOYMENT LAW LEGAL ADVISOR, AND ALL SIMILIARLY SITUATED AFFECTED EMPLOYEES ARE URGED TO COME FORWARD OUT OF THE CLOSET NOW!!!!

CURRENT AFFECTED EMPLOYESS MAY BE PROTECTED FROM RETALIATION BY THE FEDERAL OR SOME STATE WHISTLEBLOWER STATUTES. SEEK COUNSEL ON THIS MATTER FROM A QUALIFIED LEGAL ADVISER OR ANY EMPLOYMENT ISSUE. THIS POST IS NOT INTENDED OR PROFFERED AS QUALIFIED LEGAL ADVICE, AND ARE PERSONAL OPINIONS REGARDING ALLEGATIONS UNTIL THE ACTUAL D.O.L. (OR E.E.O.C.) DETERMINATIONS DOCUMENT ARE POSTED ON RECORD.

FARMERS INSURANCE GROUP, ET AL MUST BE EXPOSED TO A JURY OF OUR PEERS, AND ADJUDICATED TO FORCE A CHANGE OF THE UNLAWFULL BUSINESS EMPLOYMENT PRACTICES IT IMPOSES ON F.M.L.A. (OR A.D.A.) PROTECTED EMPLOYEES.

AN E.E.O.C. INVESTIGATION OF ALLEGED VIOLATIONS OF THE AMERICANS WITH DISABILITY ACT IS CURRENTLY PENDING AGAINST THE COMPANY...

>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>winking smiley))+(((<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<<

ANOTHER PANDORA'S BOX BLACK EYE MAY AGAIN TARNISH "THE SYMBOL OF SUPERIOR SERVICE" RELATED TO EMPLOYEES. (A PERSONAL OPINION)

??????????????????????????????????????????????????????????????????????????????????

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Re: Potential Class Action for unlawful garnishment of sick pay
August 09, 2007 04:39PM
Clayton's Department of Labor wage/hour settlement notice for the FMLA violation can be viewed here: [www.farmersinsurancegroupsucks.com]



Edited 1 time(s). Last edit at 08/09/2007 04:45PM by administrator.

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ATTENTION ALL FARMERS INSURANCE GROUP CURRENT AND FORMER EMPLOYEES:
^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^

I HAVE NOW RECEIVED A SLUSH FUND CHECK EMBLAZENED WITH THE "FARMERS" LOGO AS A LOW BALL OFFER FOR SETTLEMENT OF AN "OVERPAYMENT" WHICH WAS TAKEN FROM MY PAY CHECKS FOR SICK PAY I WAS ALLEGEDLY NOT ENTITLED TO BECAUSE I WAS NOT "DISABLED" WHILE ON F.M.L.A. UNDER THE FARMERS DEFNITION IN THEIR CORPORATE DOCUMENTS.

NEEDLESS TO SAY I WILL NOT BE CASHING THIS CHECK, (WHICH WOULD WAIVE ANY FUTURE CIVIL REMEDY RELATED TO F.M.L.A.) AND WILL POST THE CHECK FOR VIEW SHORTLY SO ALL "MORAL" FARMERS EMPLOYEES TO SEE.

FARMERS TRIED TO PULL THE OLD "FAST ONE" WITH THIS <QUICK CHECK>, JUST LIKE IN LOW BALL OFFERS ON FARMERS CLAIMS (MY PERSONAL OPINION) UNFORTUNATELY, FARMERS CONVIENIENTLY FORGOT TO DISCLOSE THAT I HAD ALSO DEMANDED BY CERTIFIED LETTER MY 3 WEEKS VACATION (2007) PAYOUT UPON MY TERMINATION, AND TO WHICH I HAVE A HR LETTER STATING I WOULD NOT GET THE VACATION PAY AS IT WAS APPLIED TO THAT NASTY "OVERPAYMENT" OF SICK LEAVE BENEFITS. UNFORTUNATELY, AGAIN FARMERS IS HEADED DOWN THE WRONG MORAL PATH AND MUST BE EXPOSED AGAIN. ACTION WILL BE TAKEN ON THIS VACATION ISSUE TO RETURN THE MONEY RIGHTFULLY OWED ME.

OH, AND BY THE WAY - FARMERS MATH IS VERY FUZZY, AS ARE THEIR CLAIM ADJUSTMENTS. (IN MY PERSONAL OPINION) THE TOTAL AMOUNT OF SICK LEAVE ORIGINALLY PAID - LESS THE MONEY THAT WAS STOLEN (IN MY PERSONAL OPINION) FROM MY PAY CHECKS, AND LESS THE WITHELD 3 WEEKS VACATION PAY - WELL FOLKS, FARMERS WOULD HAVE COME OUT TAKING HUNDREDS MORE THAN WHAT WAS ALLEGEDLY THE "OVERPAYMENT".

ALSO IT SHOULD BE KNOWN FARMERS CORPORATE EMPLOYEE POLICY TO FORCE A 5 DAY WAIT FOR F.M.L.A. NOTIFICATION ON EMPLOYEES WHO HAD GIVEN IMMEDIATE NOTICE WAS UNLAWFULL. THE CALI BOYS (FARMERS LEGAL HENCHMEN) HAVE SAID THE CORPORATE WIDE POLICY WILL BE CHANGED.

^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^
FOLKS, THIS IS REALLY A "DAVID Vs. GOLIATH" SCENARIO. THE EVIL PRACTICES IN EMPLOYEE TREATMENT MUST BE EXPOSED TO A JURY OF OUR PEERS. ANY EMPLOYMENT LAW ATTORNEYS ARE ENCOURAGED TO CONTACT THE MODERATOR REGARDING POTENTIAL CLASS ACTION - CONTINGENT OR PRO BONO REPRESENTATIONS FOR ALL SIMILIARLY SITUATED INDIVIDUALS.

++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++
>>> E.E.O.C. DISCRIMINATION COMPLAINT UPDATE <<< (KCBCO) ^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^

THE E.E.O.C. INVESTIGATION OF AN A.D.A. DISCRIMINATION COMPLAINT IS PROGRESSING.

ANYONE WITH AGE OR DISABILITY DISCRIMINATION RELATED INFORMATION OR DOCUMENTATION SHOULD CONTACT THE FOLLOWING INVESTIGATOR IMMEDIATELY;

U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSIION - ST. LOUIS OFFICE
1222 SPRUCE ST., ROOM 8.100
ST. LOUIS, MO 63103

INVESTIGATOR: LUCILLE SLATER
(314) 539-7906
^^^^^^^^^^^^^^^^^^^^^^^^^^^^
E.E.O.C. CHARGE: 28E-2007-00928
^^^^^^^^^^^^^^^^^^^^^^^^^^^^

FARMERS HAS A POSITION LETTER OUT ON THIS ALLEGED COMPLAINT WHICH I HAVE NOT SEEN YET. HOWEVER, ANY CURRENT OR PAST EMPLOYEE WHO HAS EXPERIENCED ANY DISCRIMINATION BY FARMERS MANAGEMENT OR H/R IN VIOLATION (ALLEGED COMPLAINT) OF THE CIVIL RIGHTS ACT OF 1964, TITLE VII, SHOULD NOW SEEK QUALIFIED LEGAL OPINIONS. THERE ARE STRICT TIME LIMITS IN WHICH A CURRENT OR FORMER EMPLOYEE MUST FILE AN ALLEGED COMPLAINT WITH THE STATE (ANY) COMMISSION ON HUMAN RIGHTS OR THE E.E.O.C. DIRECTLY. THIS IS NOT INTENDED TO BE LEGAL ADVISE, BUT IS AN ADVISORY FOR ANYONE WITH A FARMERS ISSUE TO SEEK OUT A LICENSED ATTORNEY OR CALL YOUR LOCAL LEGAL AIDE ORGANIZATION WHICH MAY OFFER FREE LEGAL ADVISE.

+++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++

>>>>>>PLEASE NOTE<<<<<<

ANYONE WISHING TO FAX IN ANY ANONYMOUS FARMERS DOCUMENTS WHICH SUPPORT ANY KIND OF DISCRIMINATION OR NEFARIOUS EMPLOYMENT PRACTICE PLEASE DO SO NOW!!!!!

>>>>>>>>>>>>>>>>>>> CONFIDENTIAL FAX: (484) 993-4245 <<<<<<<<<<<<<<<<<<<<<<<<<
^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^

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ON OCTOBER 3, 2007 A CIVIL LAW SUIT WAS FILED IN THE 21ST JUDICIAL CIRCUIT, ASSOCIATE CIRCUIT COURT OF ST. LOUIS COUNTY MSSOURI.

THE SUIT ALLEGES BREACH OF CONTRACT AND THE IMPLIED COVENANT OF GOOD FAITH AND FAIR DEALING.

THE ALLEGATION OF FACTS SURROUNDS THE ABOVE THREAD INFORMATION WHICH IS BASED UPON FARMERS WITHOLDING OF ILLEGAL (IN MY & DEPARTMENT OF LABOR OPINION) SICK PAY REIMBURSEMENTS, AND OF VACATION PAY DISBURSEMENT UPON TERMINATION.

ACTUAL DAMAGES SOUGHT ARE $5,330.06 AND COURT COST.

HOW EVIL AND HEINOUS CAN FARMERS BE TO DEPRIVE A SICK FORMER EMPLOYEE THESE BENEFITS THAT ARE AN IMPLIED CONTRACT IN THEIR OWN EMPLOYEE MANUAL???? THE SUIT WILL BE POSTED SHORTLY SO ALL CAN SEE THE DIRTY LITTLE TRICKS FARMERS USED TO HURT MY FAMILY...

IF FARMERS TREATS 5 YEAR DEDICATED EMPLOYEES LIKE THIS - HOW WILL THEY TREAT >>YOU<< AS A CUSTOMER?

UH OH - I MIGHT BE PISSIN OFF THE CALI BOYS BY SPREADING THIS NEWS!!!

OF INTEREST TO COME TO COME:>>>>

DISCLOSURE OF FILES OF A MANAGER WANTING TO HOLD-UP CLAIM CLOSURES UNTIL OUTRAGEOUS INVESTIGATION DEMANDS TO DRILL TOO DEEP WERE MET. INEXPERIENCED MANAGERS' REPEATED FAILURE TO LISTEN TO FACTS BY AN EXPERIENCED FORMER POLICE INVESTIGATORS TO CLOSE DOWN INVESTIGATIONS WITHOUT MERIT... MANAGER TRAINED AT THE FT. HUACHUCA U.S. INTELLIGENCE CENTER WEST (CENCOM) AND AN NSA SPOOK FOR 7 YEARS. IS THIS THE TYPE MANAGER >>YOU<< WANT LOOKING INTO QUESTIONABLE INSURANCE CLAIMS THAT MAY ACTUALLY BE LEGITIMATE????

ALSO TO COME:>>>

THE USE OF A PRIVATE EYE VENDOR - NATIONAL RESEARCH SYSTEMS, INC. IN BOCA RATON, FL. THESE HENCHMEN (IN MY OPINION) AR PAID TO ROOT OUT ANY NEGATIVE INFORAMTION ON FARMERS LINE EMPLOYEES, BUT SEEM NOT TO LOOK AT INEPT FARMERS MANAGERS OR THEIR PRACTICES... CALLS TO THE FARMERS "DIAL" ETHICS REPORTING LINE ON BAD MANAGERS ALSO GETS NO INVESTIGATION OR RESULTS! THEY WON'T EVEN TELL YOU THE DISPOSITION OF A COMPLAINT.... (COVER-UPS?)

MUCH MORE EXPOSURE TO COME: >>> PLEASE POST YOUR TRUE WORK HORROR COMMENTS....

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Clayton,
I recently took an FMLA leave. I was prepared to return to work and was told by HR to send an email to my boss. He never responded. I was advised he will not speak with me. I then contacted HR again and was told that a written release letter is required from my Doctor which needs to be forwarded to Liberty Mutual who, will then, forward it to Farmers HR. I was also advised by HR that they have to wait for instructions from Liberty as to what action will be taken for me to return to work (Liberty Mutual advised me a written letter is usually not required and they also said, they do not instruct Farmers on how to do anything). HR then advised me that I may not have a job to return to due to work loads etc...This whole process has been a bunch of "back and forth" confusion.
I was interested in what you had written and am now wondering if I will end up in the same boat.

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I worked for Farmers Insurance at the OKC Helppoint for 6.5 yrs. And for the past 2 years in between april-june they would start taking money out of my checks saying that i owed them for back pay from FMLA for the following year. HR would teel me that i was overpaid but i kept track of my FMLA & never caught it myself. I would ask for proof & they never would provide me with anything. Is this apart of what is going on?

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Thank you for your patience in waiting for my response. I can provide you some insight for what Farmers chose to put me through to return to work, but each situation is different based upon your status at Farmers, in my personal opinion...

When I took FMLA my manager told me to contact Liberty Mutual within 5 days to fill out a certification application. It should be known the U.S. Dept. of Labor had found Farmers in violation of FMLA act 3, in that you the employee can notify the employer or Liberty Mutual, and potentially protect your rights to be off work - return to work immeidately on day 1. Why is this important? First off it can help shield you should Farmers want to give you the boot within that 5 day period, and which you would have no recourse. This is especially true in an employment at will state like Missouri.

Secondly, it will memorialize the facts of your circumstances. Are you taking the leave to care for your own serious medical condition, care for a family member, child bearing or an adoption. The company verbaige (handbook and memos) are vague at best, but the company MAY require you to have medical or other persons certify the cause of illness or etc. if they DO NOT TRUST YOU. It is always wise to make verbal, fax and mail notification to your supervisor, HR and Liberty Mutual and keep them papered-up with any change in your return to work status.

Thirdly, you must be very carefull when you calculate the time allowed for your FMLA leave, and if you go over by even one day Farmers will (in my case) cut off your employment.

How this all gets confusing because Farmers camoflagues its sick pay benefit within the umbrella of their short term disability coverage. (in my personal opinion) Both are considered an FMLA by Farmers and Liberty Mutual. LM will send you letters which show both as an FMLA. You may be forced to have your med providers or others fill out certification forms, provide med records etc. The point of my claim/case is that Farmers voluntarily paid me the sick leave benefit without me asking for or wanting short term disability. The sick leave (in my interpretation and opinion) is a seperate benefit and is even explained on different pages in the hand book. The rub is if you are allowed to return to work and Liberty Mutual says you were not sick enough (?) or for whatever excuse, you do not qualify for the short term FMLA, that you may be required to repay the sick pay given to you. Friends, in my opinion, this practice is hog wash. When the company pays you sick pay it publishes - for being sick (under Dr. Care) I consider it a prima fascia claim to an implied contract of the sick pay policy they publish.

The Dept. of Labor caught Farmers trying to take back the sick pay from my checks when I was allowed to return to work. That is why there is a link in the above posts showing this violation happened to me, and has undoubtedly happened to many of you.

One other note, Farmers had posted my job on C-Coast just 1 month after I wnet on FMLA, and HIRED my replacement BEFORE I was then fired when I returned, so they may use the old Staffing Levels excuse to move or eliminate your position.

My advise for anyone seeking an FMLA aside from child bearing is to be on your toes - your job and sick pay are not secure. In my opinion, always seek a qualified employment law attorney to always stand up for your rights

Remember to always send out and keep a good paper trial of notifications, and compliance measures you have completed for Farmers and Liberty Mutual. These companies will often play you against one another so you will miss a deadline that can be fatal to your job.

I noted the latest customer satisfaction ratings from J.D. Powers on the main page, and how CLOSE TO THE BOTTOM FARMERS IS in H/O policy satisfaction RATED BY THE CUSTOMER. It is just very scary now to be employed by this company WHO DOES treat the customer BETTER than the employee, or the customer and employees LIKE DIRT!

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Dear Sas:

6.5 years is a long time to hang in there at OKC-Helpoint. Hang in there! Just to answer your question, or at least on how I was treated - Farmers will NOT provide any documentation on accounting, payroll or for performance records of your unit co-workers to verify your rating.

Farmers consistently denies any wrong doing in any wrongful act it does, and will hide behind their attorneys if challenged in court. If HR or the payroll department refuses your request to discuss the sick pay garnishment issue you have choices. This is not legal advise on my part, and you are best suited to seek a qualified legal opinion before taking any action. If you want to keep your job with Farmers, immediately shut up and forget about the sick pay. Your job could be in jeopardy if you persist, however an alternative is to discuss the matter with a qualified employment attorney and file a complaint with the U.S. Dept. of Labor Wage/Hour Division. The DOL investigates quickly and can in many cases get some monies returned. Nothing is guaranteed however, and consider your employment risk.

I pushed Farmers over various issues, and have them in court, but I still have no job after almost a year. So, think about you and your family before you take on the giant.

By the way, anyone have a good job lead for H/O claims or SIU in St. Louis? Let me know!

Thanks.

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Wow!! This is SO similar to what I am going through right now. I was not made aware of Liberty Mutual handling SDI on a percentage of my salary, then having to go claim the difference from the State, even though the employee handbook still has their OLD policy. I was told to file FMLA with Liberty Mutual when I injured my finger and my MD took me off work for a week to let an open wound heal that could not be stitched. My next paycheck was short about $600. That's how I found out about the SDI. So, faced with two mortgages for the month of Dec/Jan, I filed my SDI paperwork only to find out that there is a 49 day time limit. Since my claim will be post marked 4 days past that 49 days, That many days will be deducted from from my SDI check. So I will get paid for one day, out of the five I was gone, and Farmers gets to keep my money.
My tax refund from the State will cover my bounced mortage (but was about my credit score and my overdraft fees?), but when I tried to explain how I felt about the lack of information, all the manager did was offer to loan me 20 bucks...

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I was fired 8/17/10 for having 3 points over on my adherence. I worked at the Farmers HelpPoint in Olathe Kansas for 9 1/2 years. Liberty Mutual and Work Force did not keep current records on my FMLA. I have letters with one date for June saying my time was up and then another letter for July or August that said my time was used up in April. Needless to say, points were added back on, I was put on formal written warning so when I was late getting to work, 3 points were added and I was terminated. No severence pay nothing. I also had to use all of my PTO days up.

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Guess what everyone, it is 2010 and this is STILL going on!!!! I was on FMLA due to a WC injury and they claim I owe them over $7000 because of a "mistake" they made in accounting. When I requested an accounting of this "mistake" I was given 2 different amounts and was told my vacation time earned for the year will not be honored because I quit this year. And the department that made the "mistake" was the same department that sent me the 2 differing accounting statement.

They just can't get their act together.

Figures.....they're still the same underhanded company they always have been.

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Dear Lynn:

The Vacation Pay theft is another issue in my opinion that exploits and discriminates employees who leave.

The FIG hand book stated as back in 3/2/07 that you are entitled to your annual vacation pay accrued when you terminate employment. I assume it still has the same policy today. If you work 1 day in a new year you are eligible for this full vacation benefit to be paid.

I quit and had 3 weeks vacation due for payment under their own written policy but they refused to pay. I had no way to make them pay.

In my opinion, I would suggest a sharp attorney or firm querry former employees who quit or were fired to get the facts for a potential Class Action Law Suit.

I have a gut feeling that employees under duress who were fired or quit were denied their rightfull vacation benefit to be paid upon last employee payment. I bet you that those who left under "Good Terms" were paid the vacation benefit. Any evidence of witholding the benefit would be prima fascia evidence of willfull discrimination. Thus, a big ole law suit should ferret out more bad employment practices.

Why don't they just practice what they preach? It is more beneficial financially and morally to do what is right by your own company policy. If you discriminate, the Jury and God will be your Judge...

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Hey there. Has anyone heard wether or not the claims reps class action suit was settled? The last I heard, a couple of years ago was that the claim was denied by some court in Oregon. Well, my buddy that I worked with just received two checks for more than $18K.
Please email me if anyone has heard about this.

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Want to hear a real joke. I worked for a DM by the name of Don Swanson in San Diego, who has never been able to keep any agents working for hi. WHY? If you understand what insurance companies do, analyst data, right. Don discovered that new agents work harder to build up a book of business, much harder that 10 regular agents. So he hires new agents and once they reach 100 policies, he finds a way to can you, he said I was selling packed insurance deals to my 120 clients.And then turns them over to his own ssecratary and claims the premiums for him self.

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I just wanted to post that farmers and their agents are underhanded in how they use FMLA. I had a my brother get sick, go into a comma, and pass away within 2 weeks and the agent showed up to the hospital, rosary and funeral, and also asurred me everything was ok. Then come the Monday after the funeral (which ws thursday) I was told I no longer had a job waiting for me. I am fighting them through unemployment, but I completely agree with everyone that farmers is an underhanded company with no heart for the employees that bring them the money to build all of their monster building and for the CEOs to take their lavish vacations. I am thouroughly disgusted with farmers.

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I was a claims analyst for Farmers/21st Century in Lake Mary Florida, after complaining 4xs about my supervisor he fired me for going in the break room to answer a emergency call, this while people around me where using their cell phones at their desk. I packed my stuff and went home, they asked me to come back the next day and informed me he didn't have authority to fire me..however they wanted to"investigate" my findings..i told them my blood pressure was high and i refused to work for this ass any longer. Mind you he's been written up by HR numerous times for discrimination to women and a variety of things. He refuses to help you when you ask him. My doctor wrote me up and they had me calling Liberty, they cut my benefits and didn't pay me and then when Liberty wanted me to go see a specialist for 400.00 i told them i didn't have the money..she suggested I file a workers comp claim. I didn't , they fired me..didn't pay me anything and i just got my 1st ue check 3 months later, they said i didn't qualify for FMLA due to not being with company a year. I can't afford a attorney..any suggestions. I lost my benefits no pay..ect..oh by the way Jeff Bell direct manager of Customer Service gave me a award for being such a good employee..which resulted in 125.00 in AWARD $s which i never got..they put it on my check and taxed it, when i inquired about the award $s they told me it was too late!! you only have 30 days to claim prizes..NEVER HEARD This..FARMES SUCKS.

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Re: Potential Class Action for unlawful garnishment of sick pay
August 03, 2011 01:55AM
Yes I have a suggestion, email me at reddraco69@hotmail.com. I am a founding member of a class action lawsuit against this company and this is exactly what my attorney does.

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I am a former employee of Farmers, having been employed by them for 9 years, the last 4 as a Marketing Consultant. I was granted FMLA due to a medical situation at which time my immediate manager proceeded to alter goals, demand completion of tasks and create performance goals that were unachieveable given my situation. When I tried to push back and get help from HR I was told that this manager was consistently a problem but that there wasn't much anyone could do. Eventually because of the bogus goals and expectations established by this individual I was terminated for failure to meet established goals, despite the fact that I was still under FMLA protection. I am wondering if there is still a class action suit and if so how I can join. I can be reached at gil.lowe@att.net

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Hi all, I too have found my way into this 'same-boat'. I did NOT have high blood pressure and anxiety before working at KCHP1. My FMLA was not going to be extended and I was and am in no shape to return to the madness without having continued fatal health issues...my supervisor requested I put something in writing that I am quitting. I basically wrote the same sentence as above gathered my stuff and left. HR \ payroll has screwed up my paychecks each time. In the month of Dec 2010 my paychecks were fowled up 3 times !! With this kind of BS there is no chance of recovering to a state of well being to enable a return to 'work'. I have requested copies of my payroll stubs 4 times now. And, 4 times now I've been told "ok they will be printed out and mailed to you today" ...at least the sound like they are smiling while they lie. I have not received a payroll stub since the new e-time site was launched. I am certain my pay for 2010 has been incorrect - and am still unable to get a copy of any paystub !! I lasted 5 years at HP but now suffer for it and long for some justice.

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For anyone with this related FMLA, sick pay problem, etc. Can you tell us who your supervisor was, who the HR rep was, how the performance review probe stats changed from your usual assignment performance. Any emails or??? Share what you want on this site.

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I worked for Farmers for 10 years. I was had an FMLA on my oldest daughter which protected me for a year. On December 27, 2011 my supervisor came to me asking me if I had the new papers I needed filled out and turned into Liberty Mutual. I informed her I was not aware that I needed new papers but I will get them done a.s.a.p. She said well I was suppose to respond to them 10 days ago and just have not yet. I had the papers done and turned into my daughters doctor on the 27th. On December 30, 2011 after working my full shift before the holiday weekend I was terminated from my position with Farmers because I did not have my papers done in time. Is the wrong or what?

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This has been going on for years & why they get away with it is amazing. You can talk to other folks that work for other companies that had similar situations in same states (most everywhere) & they will clearly tell you that the companies they worked for did not practice this sort of activity, but Farmers did & apparently still does. Apparently they skirt the very edge of the law in each individual state to get away with this practice & many others that are wrong & have ruined the lives of many good people. There needs to be a few major news correspondence stories about this company. Perhaps that will get the attention of the right law farms out there to take on this Goliath that many will tell you they are in essence afraid to tackle because of the diffuculty, time, delays, & extensive cost that they will lay out while Farmers has many of these entities at their disposal. The good employees & past employees of Farmers/Foremost/Zurich Insurance direly need a David in their life.

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I used to work there from 2008 - 2014 they did this to me and Liberty Mutual and Farmers denied my leave of absence claim. Then when I returned back to work they took the money out of my paycheck without warning and in large sums leaving me broke. I went to HR they refused to do anything.

Farmers Insurance Rated Worst Farmers Insurance Sucks T-shirts Farmers Insurance Alternatives

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