the a.p.c.g
Seeks to Prove Unethical Practices Against Local Employees & Owners
Prohibited acts of wage theft & forgery were NOT turned over to the police by Hotel Execs to hinder further investigation.
What Action Led to The Hotel Audit?
Besides the employee's last paycheck, how is it possible to continue to receive paychecks from an employer, when the employer's own records show the employment ended (terminated) on 3/20/2020? There is no way the employee should have received payments on 4/3/2020, 4/10/2020 and 4/17/2020. The only possible way for this to take place is clear and convincing forgery (fraud) which also reflects wage theft and is/was the reason for the forgery of timesheets to have started in the first place (aiding & abetting). The employee would have been arrested for these illegal actions. Also, the employer used a biometric timeclock, the employee should have been arrested if he clocked in and out to receive these payments from 4/3/2020 to 4/17/2020 after his employment ended on 3/20/2020. The reason he wasn't arrested is because it was someone else who forged, approved and processed these payments intentionally to cover up other deliberate acts of fraud.
The employee didn't find out that his employment ended until 6/15/2020, when he returned from the Covid shut down. This was also confirmed on 8/5/2020 through an ADP investigation. What's interesting is that the 3/20/2020 termination should have been a Covid-19 furlough along with everyone else who was furloughed and returned as this employee returned to the Asbury Hotel on or about June 15, 2020, only, and never worked at Asbury Ocean Club again. They shut down the toxic payroll once they realized they forgot they were committing fraud. All payroll is approved and processed. ADP shows who approves timecards.
These acts are illegal. Aiding and Abetting is also illegal. Mr Dembrun was NOT the only one who appears to be unethical, and it appears that someone was aware of this but wanted to make it look like an isolated incident in hopes of retaining their contract, in which they later lost.
Obstructing an investigation is obstruction of justice. How is this not obstructing justice if vital information was withheld from the police investigation by stating they will turn over their findings after conducting their own internal investigation and then failed to do so? These actions or a lack of such led to mass retaliation, and a mass loss of employment, ect for local residents who did nothing wrong, spearheaded and contributed to the opening and further success of the Asbury Complex which are undisputed facts. NJSA 10:5-12.8(a)
2021 "Civil Court" Finding For NJ CEPA
ADP Timecard Proof! two jobs must be entered "separately"
Loyalty, Trust & the Law, were Breached against The Hotel owners and Local residential Employee's...
IStar provided opportunities for employment within the community of Asbury Park NJ and were violated by NON-local residents, they and both employers entrusted. A selected group of NON-local individuals not only violated the predecessor employer and the property owner's trust. These induvials committed unethical actions against local employees by way of wage theft, falsification of timecards/business records, retaliation and omitted facts to successor employer who relied of this misrepresentation that caused the successor employer to willfully ignore, indirectly support and continue the retaliation through willful indifference and failing to comply with their own policies and investigation process they enforce and have employees acknowledge. Monmouth County Superior Court Law Division records proves all of this to be true. NJSA 10:5-12.8(a)
We have reached out to the owners, who was violated by this situation as local employees were. We have not heard back from them as of yet, as local residents are encouraged to reach out to them. Action was taken against one individual; the others remain employed with managerial positions and promotions and were far away from detection of authorities. We believe this was done to isolate the incident to try and save one's contract.
Public Statements.
The owners: IStar and their VP did not deserve this kind of unethical treatment within a workplace they created in Asbury Park, which provided employment for the local resident first.
The VP for IStar, who is a very nice gentleman, stated “iStar is first and foremost dedicated to the community of Asbury Park" The Asbury Park Sun and that "IStar is committed to working with the community to find a solution that works for all of Asbury Park. Istar's goal is to keep the spirit of this eclectic community while finding ways to create lasting economic value for those who choose to call Asbury Park home" The Asbury Park Sun - IStar also encourages the community to Get Involved and to ask questions.
aiding & abetting
NJ Bans NDA & Non-Disparagement Clauses
“Survivors of discrimination, retaliation, and harassment now have a legal right to tell their story. A right that cannot be taken away from them by a settlement agreement,” Chief Justice Stuart Rabner wrote in the May 7, 2024, ruling.
