8. Describe who was in the same or similar situation as you and how they were treated Better A. Union Member Robert Godzik Maintenance # 3 was approved for 5 Bereavement days in the death of a step father in law which isn 't in contract .However Two years ago Ladonna Hrabak maintenance #1 with 20 years service wasn 't approved for 5 Bereavement days when her step grandfather and the only grandfather she knew died . My uncle died 3 years ago and lived in Florida I wasn 't awarded 1 Bereavement day for the funeral. B. Union member Joyce Mihalic Maintenance#1 is aloud to start early on weekends. 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. . April 13, …show more content…
He notices looking out the window for Hall People Leaving Hempfield Room. Harry came to Chamber Hall talked with Richard Manager of Wagner Dinning room about setting work order up earlier. Richard said that was Great That would help him out. Tim Simms witness Harry going to Chamber Hall or Julie watching cameras reported Him. William Franicola called Harry on the radio asking where he was . Harry Answered in Hempfield Room working on a work order. William said he was looking for him in Cassel Hall. Harry asked a couple of times what he wanted Mr. Franicola didn 't
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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
8. Principle of Law: The court states, the first of the City’s contentions is easily dismissed. The jury found that Bozeman had notice of the harassment, and it is well established that we must accept a jury’s factual finding if it is supported by substantial evidence. The City’s second claim—that as a matter of law Bozeman’s knowledge should not have been imputed to the City—poses a more significant question concerning the limits of potential liability under Title VII. This court has noted that “the type and extent of notice necessary to impose liability on an employer under Title VII are the subject of some uncertainty.”
Mr. Kurtz: The Union Understands that Ms. Eifet was a probationary employee and her termination under Article 5 Section 2 cannot be disputed. What I'm seeking here is clarification about her termination and hope you could provide that, the case as I know it is as follows: On or about 3/8/18 Ms. Eifert filed a complaint with her supervisor Alika Gaceta with a response from Mr. Hartman on 4/6/18 explaining that there was not enough evidence to sustain the allegations of her complaint. Ms. Eifert then filed the complaint with your office with the understanding that she would have a reply on or about the first week in May.
In your grievance filed at Manzanita Unit, you claim staff addressing grievance appeals are not printing their names beneath their signatures as required by policy. You further assert that it is difficult to identify parties for a lawsuit without the printed name. Your resolution is to have staff print their names underneath their signature. Your grievance appeal has been reviewed at Central Office and the Warden 's response is affirmed. Pursuant to DEPARTMENT ORDER 802 INMATE GRIEVANCE PROCEDURE 802.01 GENERAL INFORMATION 1.1
The novel Five Days at Memorial by Sheri Fink gives an inside view of what happened at Memorial Hospital during Hurricane Katrina (2005); a disaster inside of a disaster. The lack of preparedness or ethical decision making is quite disappointing, considering Memorial hospital is located in New Orleans, Louisiana. New Orleans is well below sea level, and experiences frequent hurricanes and flooding. Memorial hospital itself had little to no plan for evacuating patients once the storm hit. Without power, many of the patients, especially those who were ventilator dependent, became at risk of death.
The detective questioned and looked around before returning to the office. Arriving at the station, Detective Ward started to go in the building, as Detective Simpkins was leaving the station. After their usual chit-chat about the upcoming golf tournament, Ward invited him to get a cup of coffee. While enjoying their coffee, they discussed the two cases on their mind.
In 1976 Nova was formed and it is the oldest national victim assistance organization and is largely well known within the U.S. This organization is a private, charitable and non- profit organization. Its main function is to have compassion with the victims and be respectful to one another. The Victims’ Rights fought hard to get these rights to become a law. One of the biggest turn around was when President Clinton spoke about it in his speech on June 25th, 1996.
Pitt university approval of this type of behavior the harassment is only going to continue. Julie Godzik police dispatcher is married to Robert Bob Godzik Maintenance #3 and me being a witness for Samuel Varriano in a complaint filed with the EEOC on defendant Robert Godik I believe that 's why I am being harassed. On the same
Give an example when you felt that someone was prejudiced against you. What do you think caused this attitude? Did this person display any discrimination behaviors and, if so, how? Every time my family and I would take a trip to Hilo be were always sure to stop by our favorite Chinese restaurant. We admired the simple yet delicious dishes.
The book, Diary of a Dead Officer, contains the diary of a British officer and war poet in World War 1, Arthur Graeme West. In West’s diary he describes his time in the war, in which he develops an intense abhorrence to army life. West was born in 1891, enlisted into a battalion in 1915, and died in 1917. West writes down his feelings when he starts to question some of his core beliefs about patriotism, religion and the reason for war in the first place. West believes he is the smarter man in his group, in just about every passage he questions his beliefs, or someone else 's beliefs.
Pregnant Teen: I had a 16 year old Hispanic girl in my class who was 7 months pregnant. She had no clue how she was going to take care of her baby or pay the bills. With both her parents struggling to make ends meet and her boyfriend was nowhere to be found. As her teacher, she was looking to me for assistance and guidance. There were too many students in my class and with limited resources in terms of time and money.
Sexual harassment and sexual assault are very serious issues happening today in the workplace. Women or men have suffered from unsolicited sexual behaviors that are typically provoked by someone “higher” in position. “Sexual harassment especially has been a fixture in the workplace since women began to work outside their homes” (Fitzgerald, 1993). It is solely the responsibility of the employer to ensure that all employees within are aware and are very cautions of laws, misconduct, and liabilities. Employers must enforce the Policy Prohibiting Discrimination and further extend those laws and guidelines to their employees.