Report a problem
Judy's Book takes violations of our Terms of Use very seriously. We encourage
you to read through our
Terms of Use
before filling report with us.
After careful review, we may remove content or replace a content warning page before
viewing content deemed offensive, harmful, or dangerous.
Additionally, we are aware that there may be content on Judy's Book that is personal
in nature or feels invasive. Please note that Judy's Book is a provider of content
creation tools, not a mediator of content. We allow our users express their opinions,
but we don't make any claims about the content of these pages. We strongly believe
in freedom of expression, even if a review contains unappealing or distasteful
content or present negative viewpoints. We realize that this may be frustrating,
and we regret any inconvenience this may cause you. In cases where contact information
for the author is listed on the page, we recommend that you work directly with this
person to have the content in question removed or changed.
Here are some examples of content we will not remove unless provided with a court
order:
Personal attacks or alleged defamation
Political or social commentary
Distasteful imagery or language
If we've read the Terms of Use and believe that this review below violates our Terms
of Use, please complete the following short form.
|
Businiess name:
Inter City Public Safety
|
|
Review by:
citysearch c.
|
|
Review content:
This an excpert of a letter that I am writing to the Labor Board. \r
\r
This is a “whistle-blowing” letter regarding Ruben Cazares, the owner of Inter-City public Safety located at 707 L. Street, Chula Vista CA 92154. I was an employee of his and had been absent for a period of time due to illness. When I was able to return, he had already replaced me. Although, I have filed a complaint with the labor commission regarding outstanding wages and uniform costs, I felt it is important to inform your agency of the unscrupulous and fraudulent labor practices (i.e. non-payment of wages or overtime, pay-period manipulation, non-compensations of uniforms) of his company so that future employees will not be exploited and that past employees may be compensated. \r
\r
Ruben Cazares practices a payroll scheme that pays semi-monthly on the fifth and twentieth of every month. However, the actual payroll accounting is done bi-weekly. Therefore, he accounts for 26 pay periods per year, however only pays 24 of them. Consequently, the employee becomes further and further behind on payments. (When he hires an employee, he will have him or her wait up to two (in my case three) bi-monthly payroll periods thus putting the employee already a month behind.) Then, if one works for a period of time and later leaves the company, Mr. Cazares may or may not pay depending upon the relationship with him or her at the time of separation. I have never witness him pay anyone the full amount at the time the employee leaves the company. One has to return every pay period to acquire his or her outstanding pay. Even then Mr. Cazares or may not pay entirely, thus defrauding the worker of wages. (This was the issue in my case). \r
\r
I was not paid overtime. I was told by former supervisors, Luis Carbajal that the company does not pay overtime to anyone. He will have a person work a sixth or seventh consecutive eight hour day in a week and not pay for it at all. He usually claims that it is an error says he will pay but he never does. Attached, is proof of this in my case. \r
Any additional equipment such as flashlights, belts, pepper-spray, etc. are provided by the employee. \r
If you refer to the San Diego Superior Court website under civil cases you will see that he and his company are named in several cases, one is specifically with the Division of Labor Standards Enforcement. \r
Thank you for your time. \r
|
Reasons for reporting (512 characters left):
|
|
Reasons are required.
|
|
or
Cancel
|