The PBA caught wind of the settlement and McAsuland sent a letter to Marty asserting that due to the espress contractual language in both the PBA and SBA MOAs prohibiting demotion, the PBA would file a grievance for each tour worked by Brown as a Police Officer. Common PA consensus is that this arguement has no
The Investigator met with Investigator Michael Dattilio from Hellertown Police Dept. 685 Main St. Hellertown, Pa. 18055 (610) 838-7040 in reference to Judge Tidd’s investigation. Dattilio explained that Tidd, acting as attorney for Adams Plumbing, wrote up an agreement on April 26, 2013. The agreement between Douglas Adams, owner of Adams Plumbing, and former employee, Stephanie Gail Molloy, who acknowledged by written statement, that she improperly took funds from Adams Plumbing when she was the office manager. The agreement determined that Molloy would repay $88,000 to Adams.
P alleges false arrest. P alleges he was visiting his grandmother in a NYCHA building when MOS approached him and arrested him for trespassing. P alleges that a trespass notice was issued to him by NYCHA which prohibited him entering NYCHA property which is not his residence. P alleges that he was removed from the excluded people list and he showed the MOS paperwork showing that he was removed from the list. P alleges at the precinct he suffered an asthma an attack and was taken to the hospital.
Williamson v. City of Houston, 148 F. 3d 462, Court of Appeals, 5th Circuit (1998) Facts: Linda Williamson worked as a police officer in a specialized division in the Houston Police Department. Williamson alleged a coworker, Doug McLeod, engaged in harassing behavior that created a hostile work environment for eighteen months. McLeod continued the harassing behavior after she told him it was offensive and to stop. Williamson reported McLeod’s harassment to their supervisor, Sergeant Bozeman.
The New Jersey Supreme Court ordered the New Jersey Attorney General to investigate the police departments of the townships of Bellmawr and Barrington, suspected of "ticket fixing". The investigation showed that in Bellmawr, Police Chief Edward Garrity, a police officer, and a court clerk were involved and in Barrington, three police officers were involved in fixing tickets. Before being questioned all the employees are warned of the following: • Anything said may be used in a criminal proceeding; • The privilege existed to refuse to answer if the answer would tend to be self-incriminatory; • Refusing to answer would cause a removal from their office.
I find Officer Martin’s Level III (Electronic Device) Use of Force to be within Division policy. I also find Officer Pinkerman’s Level I (Physically placed onto the ground) to be within policy. Mr. Youngs appeared to be in a mental crisis, had previously harmed himself before officers arrived on-scene, and was in need of immediate medical treatment. Mr. Youngs was not following the commands of officers and attempted to run back into his apartment, where he could have obtained a weapon and caused further harm to himself.
. ," and the reason must have some logical relationship to the needs of the business. Buck v. Billings Mont. Chevrolet, Inc., 248 Mont. 276, 281-82, 811 P.2d 537, 541 (1991). To overcome summary judgment for good cause, Chigurh must prove that he was neither let go for economic reasons nor for managerial discretion.
According to ESPN the letter alleges on March 30th The same exact day that Corey Myers, Clint Myers son, resigned as associate coach stating it for “family reasons” several of the players approached Clint Myers with proof in the text messages of a student- athlete’s phone proving that coach Corey Myers
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.
McQueary filed a lawsuit against Penn State based on the Whistleblower Act (CNN.com,
(Social Media, 2010, p.3). Officer Noname’s actions have caused a domino affect of several variables that if not dealt with immediately and effectively, could damage the perception and effectiveness of this department. This is why I am requesting termination of his
During the 2014 evaluation cycle Det. Thomas developed a strained relationship with some patrol officers, as he included irrelevant material in reports, in a manner to shine light on other officer’s deficiencies. He was instructed not to utilize narratives in that manner but document in memo form and advise. I was also provided information from the prosecutor’s office that they did not like Thomas’s approach with them in reference to warrants, or prosecution of cases, and the feeling as though he was trying to tell them how to do their job. It was then requested that all requests come from me in the communication process as they did not feel as though they would receive cooperation from Thomas.
According to the United States Department of Labor, Occupational Health and Safety Administration, Whistleblower Protection Programs, Hopson should have been received protection from workplace retaliation. However, this was not the case; he did not receive workplace protection, so he pursued legal action. As the result of the lawsuit filed by Justin Hopson, the state attorney general’s office conducted an investigation into the state police and found only seven officers guilty of harassment. Punishments ranged from reprimands to 45-day suspensions.
a promotion, but a lateral transfer because it involved the same title, same pay, and same benefits), see Kincade Dep. 105:5-9; Quinones Aff. ¶ 7; Boudreaux Aff. ¶ 9, and the denial of such a transfer does not constitute a materially adverse employment decision under Chapter 21. Furthermore, and importantly, PROS hired another African American candidate for the position sought in Travel. Boudreaux Aff. ¶ 10. Because Kincade cannot establish a prima facie case, the Court should grant summary judgment on his failure-to-promote race discrimination claim.
The main reason I believed that she was not compensated fairly was the issue of control over some of her expenses. Expenses such as electricity which, from my understanding, were allocated across all of the physicians. For this reason Dr. Wilson did not have control over how much electricity was used. The only thing I disagreed with in the
The alleged suggestion was a 30 percent pay increase over the three-year period as opposed to the 6 percent increase that the union claims to have made. This radical suggestion caused the superintendent, Dr. Phillip Thorton, to leave the mediation in frustration as he believed that the union was not taking the discussion seriously. In the words used by Dr. Thorton, “There really is no point to other details because this is so outrageous” (Kozma, 2016). Despite his claim, the teachers’ union as well as the discussion’s mediator believe that this was a misunderstanding and that Dr. Thorton simply misinterpreted what was being