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Chantal Lacasse, a 26-year-old woman with epilepsy and learning disabilities, was first a beneficiary of Didlake’s job placement services.
Didlake, Inc., is a 501(c)(3) non-profit organization that provides rehabilitative services to, creates employment options for, and renders other direct assistance to over 2,000 individuals with disabilities.
Bonavito- Larragoite, another Agency chiropractor, acupuncture privileges beyond the scope of her certifications; that Dr. Hogue appeals from the district court’s grant of summary judgment in favor of the Army in an employment discrimination lawsuit raising, among other things, claims under the Age Discrimination in Employment Act (“ADEA”). Greer would accept a 14-day suspension and would attend an Anger Management Program. Taylor denied drinking and highlighted Du Vall’s history of racial harassment, suggesting that Du Vall made the accusation because of racial animus.
Bonavito-Larragoite double billed a patient; and that Dr. On appeal, Hogue argues that the district court erred in granting summary judgment to the Army, and presents his arguments on what evidence in the record is credible. The agreement further provided that the agency would hold Mr. lists a penalty of reprimand or greater.” Finally, the agreement stated that “Mr. Jerry Mc Cullough, Hughes’s predecessor as fire chief, investigated both the drinking allegations and Taylor’s complaint of racial harassment, and in the process learned that coworkers previously had reported that Taylor smelled of alcohol.
Mc Cullough did so, preparing a written order—as required under the collective bargaining agreement with the firefighters’ union—directing Taylor to “take a test for alcohol,” though without specifying the type of test. Morrison worked as a firefighter at the Naval Submarine Base New London in Groton, Connecticut. Morrison’s position was designated as “Non-Critical Sensitive.” As a condition of his employment, he was required to maintain a security clearance. Morrison’s eligibility for a security clearance, citing concerns regarding his personal finances. Morrison appealed the revocation to the Navy’s Personnel Security Appeals Board. Morrison’s history of financial delinquency and his continued debt of more than ,000. Morrison the option to retire preemptively, in lieu of the termination. Morrison had expressed concern that his retirement benefits would be jeopardized if he were fired, and he ch ose to retire effective as of July 13, 2012. Morrison’s retirement benefits were never at risk due to his pending termination, as he would have received his retirement benefits regardless of whether he retired or was terminated. Morrison filed an appeal with the Merit Systems Protection Board, claiming that his retirement was involuntary, and thus he had, in effect, been unlawfully removed from his position. COURT DECISION: (.pdf) (.html) ☀ Fraternal Order of Police v. Background After a meeting with management, the grievant swore at one of his supervisors (the initial misconduct).
Lieutenant Manning then drove Taylor to a nearby hospital for the procedure. The Navy subsequently initiated removal proceedings for Mr. It issued him a notice of proposed removal on March 28, 2012, based on his failure to maintain the requisite security clearance. Morrison pro- tested the proposed removal, but on July 13, 2012, Regional Fire Chief Stephan Cox wrote a letter finalizing the decision to remove him. The Agency sent the grievant a memorandum informing him that it was initiating an investigation into that misconduct, reassigning him to a limited-duty position, and temporarily revoking his authorization to carry a firearm by placing him on the Agency’s do-not-arm list.
Between December 2013 and late April 2014, Lacasse was counseled and disciplined four times for inappropriate workplace behavior.
By policy, Didlake places an employee with a disability on a paid suspension when prior counseling fails to resolve an ongoing behavioral issue to allow the employee to regroup and become successful in the future.
Mc Cullough regarded Taylor’s refusal to take the blood test as insubordinate, and he placed Taylor on administrative leave pending further investigation. The EEOC sued on her behalf, claiming that “[a] prohibition of dreadlocks in the workplace constitutes race discrimination because dreadlocks are a manner of wearing the hair that is physiologically and culturally associated with people of African descent.” The EEOC’s lawsuit, in other words, sought to expand the definition of “race”—a term undefined in Title VII—to include anything purportedly associated with the culture of a protected group. Ward, a former Census Bureau employee, challenged her removal before the Merit Systems Protection Board (MSPB). (hereinafter “Caris”), alleging a hostile work environment, sex discrimination, and retaliation under Title VII of the Civil Rights Act of 1964, 42 U. [...] In February 2011, Phillips alleges she became aware that Heddon was spreading rumors about a sexual relationship between Phillips and another co-worker. The grievant served the suspension roughly seven months after the initial misconduct.
Although Mc Cullough’s written order did not mention a blood test, Mc Cullough testified that he told the hospital staff, through Manning, to administer one. Kates’ approval at the time he performed the surgeries. Approximately three months later, the Agency proposed to suspend the grievant.