attend after the training after the fact of them trying not to show any signs of retaliation for the fact of ongoing protected EEO activity. g. Supervisor refused to allow/approved or certify my overtime, of respond to my request to be assigned to a different supervisor. From April 2014 to October 2014, my supervisor refused to allow/approved my overtime. I arrived at work only to find that my timesheet had not been certified and I was told that the Deputy Director was my supervisor Tracy Keenan and Mr. Van Dongen stated that she would not have to sign it since I am no longer under the Quality team. I brought it to the Quality Manager attention (whom I am assigned according to my PD as Quality Management Analyst) attempting to make him aware that my workload was back up with my other duties and I had been working for the Commander /Deputy Directors along with tasks from other team members that I know that I was going to need some overtime to complete the end of the year closeout. (I got no supporting response from Mr. Van Dongen) He was aware that I had been staying late (tolerated overtime) along with Mr. Randy Cottrell who stayed late working as …show more content…
The request for supervisory change was not directed to my direct supervisor, but it was recommended to me by the union representative Nancy Dibble from the periods that they were working to get some resolution on the hostile work environment to DLA Energy HQ management office. This was around September 8 and 9, 2014. I had contacted Nancy Dibble the union rep and told her that I needed her help to get transferred out of the Houston DLA Office location because, it was hard working and not being fairly compensated, especially after seeing others traveling and putting in for overtime that is questionable but, I needed to follow policy and procedures to put in for any compensation for my
Hello David, Thanks for your question. Do we need to have a certain amount in reserve? -Yes, with this loan you’ll need at least 20% of the purchase price as a deposit. Since the total worth of the property is $600,000 you would need at least $120,000 as deposit. I hope this information has helped.
Additionally, in order for Eliza to demonstrate that there was a causal connection between her complaint and her transfer, she must establish that her supervisor had actual knowledge of her complaints before they there retaliatory decision. Luckie, 389 F.3d 715. In this case, after Eliza filed a complaint with the EEO’s Office, she was confronted in the break room by Lieutenant Morgan. (C.26)
Scott, I called the 800 number and was unable to get anything accomplished. I was on hold for about 20 min. until someone finally was able to pick up. They require the account number with information, and they also will ONLY speak with the person authorized in the account.
I spoke with Michelle Chilies-Kusiolek, Chief (RMO). Ms. Chilies Kusiolek declined to give age, race, color or gender. She stated that she is aware of the incident and the alleged racial slur. She contacted the Human Resource department to give her guidance on what would be the appropriate course of action.
DIR was prepared. Third complaint report (DOI 8/6/2014 at Schenectady Avenue and Lincoln Place)
Name of Case: LaChance vs. Erickson Court: U.S. Court of Appeals, Federal Circuit, and the U.S. Supreme Court Parties and their roles:. LaChance, director, Office of Personnel Management petitioner; Erickson et al Responded Relevant facts: Federal employees made false statements to agency investigators with respect to their misbehavior. The legal issue(s) raised: The legal issue raised was that the respondents, federal employees were charged by their agencies because each of them made false statements to the agency investigators with respect to their misconduct.
Employees are not necessary required to prove the employer or supervisor with an opportunity to resolve the complaint or grievance prior to engaging in a concerted and protected activity action (Holley, Jennings, & Wolters, 2012). In an article by the Duane Morris Institute, it provided several instances where the National Labor Relations Board was successful in getting discharged employees, like Keeler and Drake, reinstated employment with full back pay and/or settlement. One case reported employees were discharged from walking off the job in protest of a change in work rules, similar to Drake and Keeler (Redeker,
As far as your example of FMLA violations, and the unjustified termination of Weth, I have seen similar situations. Not necessarily based on the use of FMLA, but in situations where the performance evaluations were not properly used. I recall one situation where a sergeant took over
Hap went to the City to use a dozer to doze off the pile the contractor left on the airport, the City Administrator told him they do not loan equipment, they could enter into an agreement but that would need council approval. Hap got upset, went into the Library and had a conversation with the Mayor ( not sure how heated as another department employee went outside as he was embarrassed with how Hap was acting),the Mayor came outside from that conversation and told our employee she felt threatened by what happened in the library. Hap went to the office and told the employees “ if they assisted the City in any way they would be sent home for the day or terminated. ( got an answer that said sent home, the other said terminated, I believe the terminated). When did this happen?
This is Steven Fields. Former G4S Officer from the West Chester office. I was scheduled at 2 pm Wednesday(Dec 3rd) afternoon. Once I entered the shack I was confronted immediately by Scott. Without warning He said take that laptop back to your car.
I have no received my 10% extra bonus that He had agreed upon when I covered an extra shift when another worker could not come in. I was not allowed to take my 30 minute lunch break as it is my right according to the contract because I had apparently taken to long ringing up all the customers at the checkout. I was not allowed to have a day off because I forgot to take the trash out on a Friday afternoon. I was not allowed to leave work early on January 16th as it is a right according to the law, because He does not approve of my religion.
This was done in your case. Please note that disciplinary has its own appeal process which you utilized, exhausting your administrative
Power is known to get the best of people and the supervisor lets it get to him and they end up getting into a
This week at my field agency, I took part in the following activities which includes; attending team meeting, supervision, observed intake, individual, family as well as group sessions with the dual-clients.’ I conducted individual and family sessions with the observation of my supervisor; took referrals and scheduled/ rescheduled clients’ appointments. My supervisor sat in with me at my initial sessions, however, I am currently conducting a few of my sessions without supervision. After the first supervision, my supervisor directed me on how to type in the progress note into Patagonia, the Medical Health System utilized by the Health Department to document clients’ clinical assessments as well as progress notes.
Tacoma’s manager had to obtain his approval for all actions, whereas the other offices often made decisions independently. As a further example, he regularly checked and traveled to the Great Plains office more than the others but did not intervene with their regular duties. He exhibited a “supporting” role for them because the manager was reliable, but their shortage of staff and recent personnel