Transworld entertainment employee handbook

People get laid off all the time. Every position is underpaid compared to other places. No raises or promotions. No single person is appreciated, just seen as another replacable worker. Pros 2 weeks vacation, hour lunch. Cons everything else. While my store manager and assistant managers were great, upper management is awful. Sales associates are expected to sign customers up for a discount card and magazine program that is a borderline scam, as it is a free trial that charges the customers each month, but we are told not to use the words trail, cancel, or cost in our pitch.

An employee's hours are based on what percentage of people they sign up, and they receive no other compensation for it. Pros Your coworkers are usually great people. Cons No compensation, unreasonable demands from upper management, treated poorly. Amount of work put in didn't correlate to better rewards. Pros loved the atmosphere. Cons no benefits. Great place to work if you love all things entertainment.

Get a discount that varies based on what your buying. Good first job to consider, and to teach you customer service. Pros Discount, paid time off and vacation time. Cons Stressful. You'll work your buns off for this company, do things you don't have to do for others, double your production rates but never earn a permanent position. I was the only second shift employee who was brought on as seasonal help that learned and excelled with case picking. Returns workers give attitude to everybody.

Co workers taking unscheduled breaks when there is tons of work to get done. Favoritism is an art form with this company. You have unpaid vacation. You can't start the k unless you're 21 years old. You can be the best worker there is and they will not treat you like one. If you want a career with a great company please go somewhere other than transworld. Yes There are 6 helpful reviews 6 No There are 1 unhelpful reviews 1. Cons low pay high benefits lack of advancement.

Pressure sales with a megalomaniac CEO who indulges in nepotism. The epitome of soulless corporate greed on a smaller scale with no interest in contributing anything good to society. Pros Music. Cons Terrible Hours , Poor Pay. Exciting, fast paced environment devoted to assisting customers in all things entertainment. As a District Manager with stores in up to 4 states, work hours and scheduled varied greatly from week to week. The field and home office management are extremely professional, positive, helpful and overall, fantastic to work for and work with as long as you have a strong work ethic and commitment to driving sales and achieving profit goals.

I found ever aspect of the positions I held to be fun, exciting, challenging and rewarding. It was difficult to leave such a great company with exceptional co-workers, attentive management wonderful customers and fun stores. Pros Exciting, fun environment, great benefits package , challenging and positive culture. See DeWitt v. Lieberman, 48 F. Thus, the first element of the affirmative defense is met. Big v. Supermarkets, Inc. Credit Lyonnais-U.

Branches, No. Plaintiff argues that there is a genuine issue of material fact as to whether Trans World had an effective anti-harassment policy because it failed to take reasonable steps to remedy O'Dell's complaint of sexual harassment. Specifically, plaintiff complains that: 1 Lauritsen did not take any action to determine if it was appropriate for Rosen to supervise O'Dell; and 2 Trans World's investigation was ineffective.

Before an employer can reasonably respond to sexual harassment, it must have adequate notice of the harassment. See Fierro v. Saks Fifth Ave. Lauritsen had no such notice. Not only did O'Dell never inform Lauritsen of Rosen's misconduct, but his knowledge that plaintiff and Rosen had "one or two dates" does not constitute constructive notice. See Murray v. New York Univ. Furthermore, no reasonable jury could conclude that Trans World's sexual harassment policy was ineffective.

Heller sought to meet with O'Dell promptly after O'Dell complained of sexual harassment. Indeed, on several occasions, Trans World asked O'Dell's attorney to permit plaintiff to participate in its investigation. Plaintiff repeatedly refused Trans World's requests. This was patently unreasonable. See Woodward v. Ameritech Mobile Communications, Inc.

Neither Heller's breach of confidentiality nor Trans World's initial refusal to communicate with O'Dell's attorney justifies plaintiff's refusal to cooperate with Trans World's investigation. Baccarat, Inc. United States v. New York City Transit Auth. Having refused to cooperate with Trans World's investigation, thereby undermining its legitimacy, plaintiff cannot now claim that defendant's investigation and sexual harassment procedures were ineffective. See Ellerth, U. Evidence of " any unreasonable failure [by the employee] to use any complaint procedure provided by the employer The policy rationale underlying such a rule is sound.

Otherwise, Title VII's remedial and deterrent purposes would not be served. See Faragher, U. In analyzing whether an employee acted unreasonably in failing to avail herself of an employer's internal complaint procedures, the Second Circuit has employed a burden-shifting analysis. The employer has the initial burden of demonstrating that an employee has failed to avail herself of the complaint procedures.

See Leopold, F. The burden of production then shifts to the employee to come forward with one or more reasons why the employee did not make use of the procedures. An employee's "credible fear that her complaint would not be taken seriously or that she would suffer some adverse employment action as a result of filing a complaint" satisfies the employee's burden of production. Caridad, F. Evidence must be produced to the effect that the employer has ignored or resisted similar complaints or has taken adverse actions against employees in response to such complaints.

Trans World has satisfied its initial burden of demonstrating that O'Dell unreasonably failed to take advantage of Trans World's remedial procedures. O'Dell first complained of Rosen's sexual harassment on December 29, , nearly one year after Rosen first began pursuing O'Dell and approximately four months after Rosen became O'Dell's supervisor. Such a lengthy delay alone demonstrates that O'Dell unreasonably failed to take advantage of Trans World's preventive and corrective opportunities. Pace Univ.

Furthermore, after having complained of sexual harassment, plaintiff refused to participate in Trans World's investigation. As already noted, her refusal to participate in the investigation, although upon the advice of counsel, was unreasonable. See supra Part III. The burden of production now shifts to O'Dell to come forward with evidence that her failure to avail herself of Trans World's remedial procedures was caused by a credible fear that her complaint would not be taken seriously or that she would suffer an adverse employment action.

O'Dell offers two explanations. First, plaintiff argues that after Lauritsen was informed of the "situation" between her and Rosen, he stated that he would "make some changes after the holiday season", and that this statement threatened her with an adverse employment action.

Second, plaintiff contends that she did not believe that a sexual harassment complaint would be taken seriously by Trans World because she heard Trans World's Chief Executive Officer "CEO" curse while in O'Dell's store, which she believed was prohibited by the sexual harassment policy. Neither of plaintiff's proffered justifications are adequate.

Lauritsen's statement was allegedly made on December 24, , five days before O'Dell finally complained of Rosen's conduct. Based on its timing alone, this statement cannot excuse plaintiff's lengthy delay in reporting Rosen's misconduct to Human Resources.

Moreover, no reasonable jury could find that Lauritsen's comment threatened plaintiff with retaliation. As already noted, Lauritsen did not know of Rosen's sexual harassment, even if he knew of a "situation" concerning the poor professional relationship between O'Dell and Rosen. O'Dell's subjective interpretation of Lauritsen's statement as a threat of retaliation is therefore untenable.

As this Court has previously stated:. Fierro, 13 F. See also Leopold, F. Plaintiffs second asserted justification fares no better.

Plaintiff has not alleged that the CEO sexually harassed her or in any way condoned sexual harassment by others. Meng, 73 F. Nor has she adduced any evidence that the employer has ignored or resisted discrimination or sexual harassment complaints by other employees. Finn-Verburg v. Plaintiff's allegation that the CEO uttered an expletive which may have offended her sensibilities in no way suggests that the company's sexual harassment procedures were ineffective.

Accordingly, summary judgment on plaintiff's hostile work environment claims is granted. Section of Title VII prohibits an employer from "discriminat[ing] against any of its employees New York City Bd. For purposes of this motion, Trans World has conceded the first two prongs. Defendant primarily contests the third prongthat O'Dell suffered an adverse employment action following her complaint of sexual harassment to Heller. Plaintiff contends that she was constructively discharged in retaliation for her complaint of sexual harassment.

In support of her claim of constructive discharge, plaintiff argues that she believed that Trans World would not take her sexual harassment complaint seriously. This fear was based on the following acts: 1 Heller did not keep plaintiff's complaint of sexual harassment confidential for twenty-four hours, as she had promised; 2 Trans World initially refused to communicate with O'Dell's counsel; and 3 O'Dell was told that her doctor's note was insufficient, leading her to believe that "Trans World was attempting to create an issue about her medical condition".

In order to maintain a claim for constructive discharge, plaintiff must show that Trans World deliberately made her working conditions so intolerable that she was forced into an involuntary resignation. See Spence v. Maryland Cas. Plaintiff must demonstrate that Trans World created working conditions that were "so difficult or unpleasant that a reasonable person in the employee's shoes would have felt compelled to resign.

The most common constructive discharge cases involve scenarios where the employee is threatened with firing unless she resigns. See Dean v. Westchester County Dist. Attorney's Office, F. Cramer Rosenthal McGlynn, Inc. The Second Circuit has stated that the mere dissatisfaction with work assignments, unfair criticism, or working conditions that can be categorized as unpleasant, do not constitute a constructive discharge.

See Spence, F. It is also insufficient that the employee disagreed with the business judgment of the employer. See Pena v. Brattleboro Retreat, F. The employee's subjective perceptions are not determinative. See Nobler v.

Beth Israel Med. Plaintiff's constructive discharge claim fails for three reasons. First, failing to take a sexual harassment complaint seriously does not constitute a constructive discharge. Courts finding instances of constructive discharge have required more serious conduct than that alleged by plaintiff.

Life Ins. The company has changed hands since I was employed there so I really don't know what the work environment is like at present but hopefully it has improved. Pros Free boutique items and CD's, great corporate meetings.

Cons Top down management style not condusive to new ideas. Was this review helpful? Yes No. Report Share. If you have an "in" with the company, they will put you on salary if you're lucky.

Yeah, fun times. Screw that. Pros Nothing. Cons Everything. I had fun working here, pay was terrible. Store manager was awesome but upper management was not so great and job was threatened based on lack of selling magazine subscriptions. This company keeps hemorrhaging money and closing stores down left and right. Use to be great to work for when they were a private company and now that they went public several years back. Pros Good products.

Cons Bad pay and job security. This was before the company went public but that division was literally THE division that kept that SAD business afloat. Good luck Kaspian. I used to think this manager was going to have a stroke every single day. HIS face would get so red it always looked like his head was going to pop off his fat neck. These days he would have had a lawsuit for verbal harassment against him. Cons All of management. Your experience matters.

Help out others considering your employer. Rate your employer. Horrible culture. Everyone was looking over their shoulder for the ax. No loyalty to long time employees. Horrible company to work for. Verbally abusive to its staff. Pros Industry. Cons Worked teams on unrealistic staffing requirements. Very productive work environment and chance to work on major theatrical movie releases. Sign in Start a verification. Browse directory. Verify Trans World Entertainment Employees Truework allows you to complete employee, employment and income verifications faster.

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