Is3350 Unit 3 Assignment

Why has there been no action taken after a number of union teachers have expressed to union representatives about harassment and bullying from administration and the CRT/leadership team members at Pineloch Elementary? Examples of Mrs. Danielle Arbelaez- Willis being a bully towards the teachers include but are not limited to using unprofessional gestures and remarks has been told to CTA representatives. Additional issues including but are not limited to making teachers leave because clothing that has been worn in the

When I asked Robert Hoffman to start at 5:00 a.m. to avoid the harassment fromMichael Niehenke and Donna Myers requested denied. C. When Harry Feals and I work together we have Julie Godzik, Robert Godzik, Brain Weaver and Michael Niehenke . These employees have stared at us until Mr. Franicola come after they called him Other employees are aloud to work together 8. Of the Persons in the same, or similar situation as you who was treated worse than you? Harry Feals Maintenance # 1 Harry Feals Maintenance #1 Mr. Feals received 11 weeks of Work for false allegation filed on pitt alert line, now he is seeking professional health with counseling to help cope with working at Pitt at Greensburg. .

Assigned work is completed on time and in order of most important to least important tasks.

Did he use the city dozer without permission? What were the details of the conversation with the Mayor that made her feel threatened? What did the employees tell you? Did they explain how the conversation went when Hap threatened

He has received counseling on several items that could be fixed by his immediate supervisor. Recently the supervisory staff of third shift has seen some concerning items in the job performance of COI Donnie Piveral #130847. COI Piveral has received log entries concerning bad counts and lack of job performance while conducting offender pat downs. Despite several counseling sessions

Why do you believe these actions were discriminatory? The first case file with EECO by Tanya Conde girl friend of Samuel Varriano Maintenance #3 who was fired from Pitt University .The defendent 's in case Robert Godzik, William Franicola supervisor and Pitt University was dismissed . Now Robert Godzik and Pitt University have confidence themselves this isn 't a hostile work environment .With

The supervisor also claimed to feel threatened by him which may have been because of his attitude but also could have been that she associated him being black with violence which happens often in our

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.

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

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.

What kinds of data will I need to answer my research questions? The past decades have seen rapid developments in the Local Authorities. Consequently, In the UK they have a responsibility to give accommodation to 'look after ' children who cannot live with their parents for many reasons. For example, socio-cultural reasons like abuse (domestic violence) and neglect (substance abuse).

This was done in your case. Please note that disciplinary has its own appeal process which you utilized, exhausting your administrative

DIR was prepared. Third complaint report (DOI 8/6/2014 at Schenectady Avenue and Lincoln Place)

Donna Meader and I met with Lois Ryan, Allison Conklin, and Kim Warren on 3/17/16 from 10:30 to 11:30 regarding Jackie Watson’s FMLA. The meeting was scheduled by Chris Flyntz specifically to inquire about what options Chris has as a supervisor and what choices the agency has as a whole in regards to Jackie Watson’s continued absence from work. To begin the meeting, Chris provided each attendee with a copy of a calendar which is used as a tracking device for Jackie’s FMLA hours as well as non-FMLA hours. The calendar presented recorded Jackie’s absences from April 13, 2015 to current (FMLA hours were typed in, while non-FMLA hours were hand written in). It was noted that Jackie’s current FMLA paperwork received from her doctor indicates that she may need to miss work intermittently 1-2 times per month with each episode.

During this week's class discussion we were asked to place ourselves in the shoes of a moderator who is in charge of determining if a unionized employee can refuse to work overtime as the union feels that it constitutes a change in work schedule. I as the arbitrator would have sided with the employer and upheld the employee’s discipline. Asking an employee to work and additional 6 hours does not constitute a significant change in the labor agreement. My support for this decision is based off the Fair Labor Standards Act (FLSA). The act provides legal guidance and requirements regarding overtime and employee pay (Barkume, 2010, Pg. 128).