Job Corps Fraud Blog

Nationwide mismanagement of Job Corps calls for action!

Readers Responses to Job Corps and National Labor Unions (Part One)

From Susie-

“i can’t say enough good things about job corps
i think you’re all way off base
my son was in job corps at 16
got his ged and drivers license
and finish one trade in office technology
his second(computer networking) trade lost their instructor to a higher paying job
so after 2 months and still no new instructor
no one would take half the pay of a jr college instructor
my son chose to
come home
and has always had a job till lately when the jobs just dried up every where
so he decided to go back to job corps
and try a more hands on trade
he is now 20 and was excited to go back
and likes the idea of a union
he’s going to learn heavy equipment repair
i dare anyone to argue the point that it takes a huge financial burden of the families of young adults just spinning their wheels
they pay for everything
and my son came home much more nature then when he left the first time
i’m sure the same will happen again.”

Response from Harold-

Susie:

“I would like to address a few of your comments.

You state “you are all way off base” and then you follow up with “after two months and still no new new instructor, no one would take half the pay of a junior college instructor, my son chose to come home.” Well, Susie that’s one of the things that we have addressed in this blog – sub-standard pay. You said it yourself – so how are we off-base?

Then you say “they pay for everything”. Do you know that “they” are the taxpayers of this country? The corporations that run these centers don’t pay anything, they just take money from the taxpayers and it through a their bank account and into their pockets.

We also state that there are many success stories coming out of Job Corps – but that doesn’t excuse the fraud on the part of the contractors and the government that is supposed to be monitoring these programs. I am willing to bet that you have not worked at a Job Corps Center; therefore, you are entitled to your opinion, however misinformed you are.

You can’t possibly have read all the information contained in this blog and think we are “off base”.”

From Sandra-

“Your son is 20 yrs old and spinning his wheels? Maybe if he actually had to pay for an education he wouldn’t be spinning his wheels so much. The huge financial burden taken off your family is assumed by taxpayers – it is not free. Maybe your son should be giving something back to the taxpayers that paid his way.

The GED at 16 was a short-cut for him. In some states, like New York, a Job Corps student can’t get a GED at 16, they can’t even take the test until they are 17. The Dept of Ed in NY states that they also have to have been enrolled in Job Corps for at least three months before they can take the GED test. But contractors have forced the Academic Depts on their centers to violate the state Dept of Ed’s rules and send students to take the test before they have been in the program for three months. This is so they can play their number manipulation games.

They also have forced the Academic Depts to ignore the state’s guidelines for reading and math levels before a student should take the GED. That’s why so many students fail the exam and have to earn a “high school” diploma from one of the on-line high school mills. This is also why GED testing sites (run by traditional educational institutions) are so upset with Job Corps programs – their students can’t pass the GED and these numbers are reflected in a test site’s statistics.”

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Filed under: Contractors, Fraud, Job Corps, Reader's Comments, , , ,

12 Responses - Comments are closed.

  1. Eve says:

    Has anyone ever heard of someone getting hurt at job corp and going on W.COMP??? PLEASE HELP ME.. What happened to everything?? my e-mail is LangleyGov@aol.com WRITE ME THERE THANXXX

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  2. Jordan Firley says:

    Can you get back in Job Corps after being terminated??

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    • Howard says:

      Yes, but it depends on what you were terminated for. You need to talk to a recruiter at your local one-stop or call Job Corps to find out.

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  3. Tim says:

    The appeal process does not take long. It has to be submitted in writing to the regional corporate office (this would be Columbia, MD Adams & Associates employees), and then to the company president for final approval. I only saw one case out of about seven in a two year time-frame in which a termination decision was overturned. It’s not impossible, but difficult.
    I can attest to Christopher’s allegations as a former employee in Human Resources. It was common practice to do everything possible to dismiss an employee if they were able to perceive what was really going on at the center, if they “knew too much” already, or if they weren’t personally liked by management. If management had the slightest inkling that you had them figured out, then the disciplinary inquest would begin to find flaws in your performance so that termination could be recommended. This recommendation had to be approved by the corporate office before it could be executed. In my case, termination was recommended after I had used my temporary managerial signing authority to approve two hospital bills from an employee who had been injured on the job. This employee had initially refused to visit the local hospital emergency room, but followed the directive by his immediate manager to be evaluated. His treatment was not covered under his insurance plan or the Workman’s Compensation program that was currently in place. The first reimbursement got approved for the employee and processed without question. The second did not get processed even though I had all approval signatures and followed the same procedure as I did for the first. The Finance Manger had “noticed” this was an unusual situation after already processing the first reimbursement, and had disagreed with the employees request after the fact. He did not like me personally because I wouldn’t give his dysfunctional Accountant the “special treatment” she expected. Instead of telling her to stop complaining and whining about how she didnt think I “liked her”, he blamed his inability as a manager to correctly discipline her for gossiping in the workplace on me, and was constantly looking for ways to get me into trouble. Anyway, the employee reimbursement issue was determined to be my fault. My termination recommendation was so lame and without merit that it was obviously denied by the corporate office, but shortly before this my poor excuse for a “manager” asked me if everything was o.k. because I had been unusually quiet in the office. I’m sure she was able to sense that I had things figured out, since I wanted as little dialogue with her as possible. This same “manager” joined my health club a few weeks later. I did not attempt to engage in any contact with her on a social level, but still gave her the required “respect” of a direct report while in the workplace. I think this confirmed to her what she had originally suspected, and termination was again recommended for me after I inadvertantly reported foul or language being used while attempting to accomplish a task with a nearly impossible deadline. This task was completed, but the decision was already made to proceed with termination. It was proven during a DUA hearing that there was no misconduct or willful disregard to the employer units best interest. The state of Massachusetts ruled in my favor, and I won my case.

    The only positive aspect of being employed there was that the workplace was only a two minute commute, which worked out well during the 2008 gas crisis. The dental plan was also good, but I hated every second of working there. The pay scale was low, and only the employees who were “robotic” and agreed with everything management said and did were eligible for merit increases and the monthly awards that were given out. That was the price, and those were the payoffs.

    The most contradictory element in all employee relations was the evaluation process. No matter how positive or “perfect” an employee’s performance was, there had to be something negative included as an “area needing improvement”. If nothing was documented in this area, the evaluation would be sent back to the reporting manager, and “something wrong” would have to be found. However, the results of the 2009 audit by the Office Of The Inspector General revealed that management was falsifying statistics and inflating numbers to continue to receive funding from Congress. The Department Of Labor also conducted a separate investigation which revealed that hourly employees were not being compensated for working through lunch breaks, along with not being paid their legal overtime rate beyond 40 weekly hours. If overtime hours were recorded on a time card, or if a lunch break not taken, the time card would be rejected and a “correction” would be required before it could be processed for payroll. How could their “policies” regarding employee evaluations (or anything else) be respected if they were ordered by the DOL to reimburse hourly employees thousands of dollars in overtime back pay (some employees received in excess of $2,000.00), and their false reporting resulted in reprimands from the OIG and fines of over $14,000.00?

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    • Harold says:

      Tim,

      If I didn’t know you were talking about Adams and Associates, I would have thought you were describing ETR’s (Education and Training Resources) method of getting rid of staff they find threatening or who they didn’t like. I saw these same methods used by all the centers I have worked on (5).

      I recently spoke with an old friend who now happens to work (in the public schools) with someone I worked with many years ago. He told her that he had been fired twice from Job Corps and that it had nothing to do with job performance, but like any job,it had everything to do with politics.

      Adams and ETR run centers in employ-at-will states and get away with all kinds of abuse because the states allow them to. There is no effective oversight of these companies and the staff of the Depts of Labor and One Stops know
      exactly what is going on at these centers, but they are powerless to do anything other than to grant unemployment benefits to wronged employees. Meanwhile, Roy Adams is reported to be a millionaire of long standing through his Job Corps contracts, and Brian Fox, CEO of ETR, is well on his way to becoming wealthy off the backs of staff and students, if he isn’t already a millionaire.

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    • Christoper says:

      I was not an employee at job corps i was a student just throwin it in for the records

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  4. Chris says:

    Hi my name is christopher turner recently i was terminated from job corps for a bunch of load at the center i was at staff members had problems with harrassing students and i was one of them which resulted in my termination from the program when incidents would occur i would go to those whom i was supposed to and they would say that they would handle the situations well they didnt instead of a few employees losing there jobs students who are there to change their life get screwed funny thing is i loved job corps and i want to go back so the question is if a student is terminated from the job corps program how would they get back in without waiting a year i appealed my termination as instructed too and havent heard back so besides appealing what can i do

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    • Unfortunately, I think the only thing you can do for now is wait for the appeal process to progress. I’m not a 100% certain (because I worked mostly in employment) but, I think the appeals process takes awhile. Maybe one of our readers can help and answer your question better than I. Keep checking back. Thanks for your post.

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    • James says:

      Chris,

      You have the option to call your state and federal government representatives, if your termination was questionable, and ask them to call the Regional Office where the appeal is taking place on your behalf. If the center was justified in terminating you, depending on your offense, you might have to wait a year to re-enter Job Corps, or, you will not be readmitted if your offense was at the most serious level.

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      • Christoper says:

        i was considered a level 2 termination for problems they were aware that i had such as anger issues and behavioral problems i had requested prior help before the termination however in the end i do not think i had problems i think i was trying to spread equality staff at job corps walk around big headed for one reason; they are government employees to them we were noted as scum and were basicaly in mates the job corps i attended was nothing like the the pamphlet i read there would be days when staff would write a student up for scratching their buttocks then their were the days when 7 or 8 people would get terminted for stupid reasons. I think the hardest thing for an individual going into job corps would be the child/adult transition im twenty years old and i dont wanta say im a child but im sure not an adult yetat mingo you werent allowed to be your self they expected one to walk around like a robot and omg you better be 1 hell of an butt kisser or else your gonna be labled a get em out asap individual And the weird thing is i want to go back um does anybody know as to how long the appeal process takes and what can be done to show the apeals people that i mean busines meaning what can i do to help myself get back into job corps w/out waiting a year

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      • Harold says:

        Chris,

        Call your Regional Job Corps office and talk to someone there about the situation. They will tell you how long the appeal process will take and what your status is.

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  5. Hi there!

    I’m new to this forum and just wanted to say hi. So Hi!

    bye!

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