Job Corps Fraud Blog

Nationwide mismanagement of Job Corps calls for action!

Audit Reports of Job Corps from the Office of the Inspector General (OIG)

The following link will take you to the Office of the Attorney General’s (OIG) website.  You will find audit reports where Job Corps Centers and Job Corps Contractors did not follow required policy procedures in the areas of awarding sub contracts to vendors. And, where numbers and statistics where overstated in order to bring the center higher in overall rankings. The very first one speaks of questionable “overstatement” of costs by MTC Corporation (Management and Training Corporation) of over one million dollars.  Take note, MTC is a name you will hear often in the audit reports for their continuing practice of “overstating” costs and erroneous records reflecting “overstated” outcomes on their reports. OIG says “this is a continuing problem.” Read the reports… Read the rest of this entry »

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Filed under: Adams and Associates, Contractors, Department of Labor, DOL, Fraud, Improper billing, Job Corps, Job Corps Centers, Management and Training Corporation, number manipulation, OIG Reports, Performance, Shriver Job Corps Center, , , , , , , , ,

Anti-Job Corps Protests at Center (2008) Iroquois Job Corps Center

Read the news article here:

Back in 2008 former employees, students, others and an attorney picketed outside the Iroquois Job Corps Center in Medina, New York.  The center is managed by ETR (Education and Training Resources).  Some of the complaints involved mismanagement by high level staff, discrimination and unfair discharge policies.

Six former employees and one student  from Iroquois had filed charges in the past against the center with the New York State Office of Human Rights and the EEOC (Equal Employment Opportunity Commission). Attorney Michael O’Keefe, representing the former plaintiffs was present at the protest. All cases were allegedly investigated” and discharged with a ruling of no probable cause. Attorney Michael O’ Keefe said:

“In my opinion Division of Human Rights did not investigate properly.”

Rhett Dallas, with corporate support from the Boston Regional Office of the Department of Labor said:

“Since ETR — Educational and Training Resources — took over the center on Jan. 1, 2005, the Iroquois Job Corps has climbed from the 117th ranked position to 40th. “When the numbers come out next week, we’re going to be higher,” Dallas said, attributing the center’s success to good management”.

In my opinion, such a meteoric rise in three short years can also be attributed to high pressure on employees to produce more, and new ways to manipulate numbers on the part of the contractors.  If we are to believe all the published newspaper reports and Office of the Inspector General’s Audit Report findings of number manipulation and fraud posted on this website and the internet it appears that something seriously has gone awry here. Shouldn’t someone have questioned what methods the center used to rise above the ranks so quickly?

Job Corps is in the business of protecting it’s image at all costs, and it is a well known fact that many Job Corps Centers have incestuous relationships with their local press and DOL authorities.  It is our hope that someday, all of Job Corps’ wrongdoing will be brought to light to the American public.  For me, having seven claimants hire an attorney and having all seven cases dismissed is a cause for suspicion and great concern.  When will someone wake up and investigate the investigators?

Filed under: Contractors, Department of Labor, DOL, Education and Training Resources (ETR), Employees, Fraud, Iroquois, Job Corps, Lawsuits, Newspaper Reports, , , , , ,

Reader’s Comments 7/20/2010

-from Nancy RE: Treasure Island Union files unfair labor practice charge against Adams & Associates

So true ALL of it, wouldn’t you think that something that is “suppose to be monitored ” by the DOL, it the last place you would see “discrimination”. Well guess again, because in the Job Corps, particularly one’s run by ETR, discrimination is WORSE than ANY where else in the United States. Trumped up, FALSE reviews, Lies about people that “arent’ SLIME BUCKETS, because they are the only one’s that survive there any length of time at all. Falsified documentation. I spoke with a young man name (removed by Job Corps Fraud), who worked at Oneonta. He’s from the United Emerites, and has “dark skin”. Wouldn’t you think he wouldn’t be discriminated against?????? Well guess again, short of calling him every thing but the N word, that is the treatment he said he got working as and ILA at the Job Corps.

-from Josephine RE: Treasure Island

He was probably discriminated against, not because he had “dark skin”, but because he was perceived as an “Arab” and therefore, a terrorist.

-from Edward RE: Treasure Island

Yes it is definitely a disadvantage to be a salaried employee at Iroquois. Some of them work twelve hours a day and come in on weekends and yet are not allowed to take time off when needed
Regarding the performance evaluations, you cannot attain above a “good” rating. It does not matter anyhow because the raises are so miniscule. Most staff will not receive a raise more than 2%. This enables ETR to have money left over to pay the huge quarterly bonuses to upper management. They get rewarded for manipulating the numbers.

-from Nancy RE: Treasure Island

What difference does it make, ISN’t IT still discrimination.

-from a Job Corps Student on Job Corps An Unfailing REcord of Failure

I am currently attending a Job Corps and am very disappointed. I feel it is below standards.

Filed under: Adams and Associates, Comments, Contractors, DOL, Education and Training Resources (ETR), Iriquois Job Corps, Job Corps, Labor unions, Oneonta Job Corps Center, Reader's Comments, , , , , , , , ,

A Former HR Employee’s Story

“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 inadvertently reported foul  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?”

Filed under: Department of Labor, DOL, Employees, Job Corps, OIG Reports, Reader's Comments, wage and hour investigations, , , , , , , , , , , ,

June 18, 2010 Job Corps Readers Comments

Regarding Education and Training Resources and Iroquois Job Corps Center:

-Victor

“ETR has been the contractor at Iroquois since January 2005. They take no interest in the students or staff at the center. During my tenure working for ETR which covered four and a half years, their president and other top corporate staff set foot on center around nine or ten times. That is incredible to me. We were never even trained on our jobs until two months after they took over operations. They could care less about all of the staff members lives they have ruined and the futures of the students after they leave center. The DOL is very much aware what is going on at Iroquois but for some reason just turns their head.”

Regarding Injuries and Workmen’s Compensation at Job Corps:

-Eve

“Has anyone ever heard of someone getting hurt at job corp and going on Workmen’s Compensation??? PLEASE HELP ME.. What happened to everything?? My e-mail is LangleyGov@aol.com WRITE ME THERE THANXXX.”

Filed under: DOL, Education and Training Resources (ETR), Iriquois Job Corps, Reader's Comments, , , , , ,

Reader’s Comments about Job Corps

“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. Read the rest of this entry »

Filed under: Comments, DOL, Job Corps, OIG Reports, Reader's Comments, , , , , ,

DOL Open Government Website

DOL Open Government Website:

Filed under: Department of Labor, DOL,

Job Corps Fraud for Taxpayers

Hopefully, this blog will be a “one stop” place for researchers, reporters, parents, students and staff to find information about their particular Job Corps Center.  Come to this site if you want to find out if there are ongoing problems with the Job Corps Centers in your state.

Please be patient, there is a massive amount of information that will be included on this site which will need to be updated at least daily. Use the pages at the top to find your particular Job Corps Center or check the “Job Corps Centers” pages to see if your center is mentioned on this site.  Again, this blog was begun on February 27, 2010 and it will take a long time to post all the information in a easy, readable format.  There will be a page for you to describe your experiences at your Job Corps Center.  Thank you for using appropriate language.

My first few links will be about 2009 Kittrell Job Corps, NC and Shriver Job Corps, Devens, MA, where I was employed.


http://www.youthtoday.org/publication/article.cfm?article_id=3551

This is an article by Jamaal Abdul-Alim, he reports on Shriver, Gadsden and Atterbury Job Corps Centers

CLICK HERE FOR THE 2009 OIG REPORTS ON ADAMS’ THREE CENTERS: Shriver, Gadsden and Atterbury

“Adams did not consistently ensure compliance with Job Corps requirements for safety in one of three areas tested — student misconduct.” 2009 OIG Performance Audit Report

2008 Report on DOL “…unimplemented recommendations and the almost two million dollars in fines that had to repaid to the Government for the following Job Corps Centers” (see page 24 for the totals) Kittrell, Laredo, Grafton, Cincinnati, Oconaluftee, San Diego

http://www.governmentattic.org/2docs/DOLabor_UnimplementdRec_2002-2008.pdf

Filed under: Adams and Associates, Atterbury Job Corps, Contractors, DOL, Gadsden Job Corps, Grafton Job Corps Center, Job Corps, Job Corps Centers, Kittrell Job Corps Center, Laredo, Legislative and Congressional Reports, Newspaper Reports, Ocanaluftee Job Corps Center, OIG Reports, San Diego Job Corps Center, Shriver Job Corps Center, Youth Today, , , , , , , , , , , , ,

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What’s On this Website?

Make sure to click on the individual categories listed on this page... *Office of the Inspector General (OIG) Audit Reports showing number manipulation, fraudulent statistics and false inflation of numbers of graduated students... *Legislative and Congressional Reports detailing testimonies from Senators and Congressmen that Job Corps is inneffective... *Newspaper articles and books about Job Corps

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