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During fiscal year (“FY”) 2013—which ran from October 1, 2012, until September 30, 2013—Barlia repeatedly missed the 95-percent target. It is undisputed that Bryant and Hau were members of the U. Air Force Reserve and Ferguson was a member of the U. Petitioners’ appeals to the Board were thereafter consolidated, and a hearing was held on August 7, 2014. He was informed that his detail to Outpatient Medical Records would end, and he would be detailed to work in the Department of Behavioral Health beginning on June 2, 2016. Cathedral Henderson appeals the final decision of the Merit Systems Protection Board (“board”) sustaining the decision by the Department of Veterans Affairs (“VA”) to suspend him indefinitely from his position with the agency.

In January, February, and March 2013, for instance, Barlia attained only 89.5 percent, 92.7 percent, and 93.9 percent, respectively, of her sales goals. On August 15, 2014, Ferguson resigned from the Agency, and, also on that date, Petitioners filed a post-hearing brief arguing, inter alia, that they were “forced to quit the Agency” due to discriminatory and harassing work conditions and “constructively discharged due to the hostile work environment. There, he would perform the duties of a file clerk, but would have no front-desk duties. BACKGROUND: Henderson was employed as a GS–13 Program Analyst at the VA’s Health Eligibility Center in Atlanta, Georgia. § 1035, an offense punishable by fines, imprisonment, or both.

The injury has caused him to lose almost all use of that arm.

Shortly after beginning work at Ford’s Twin Cities Plant in 2001, Saunders injured his right arm when it got caught in a machine called an electric nut-runner that he inadvertently switched on while being trained to install coolant lines in car radiators.

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.

Agreements and Letters of Understanding negotiated by local UAW bargaining units and Ford provide additional contractual requirements at the plant level.

Ford’s entire workforce is governed by a CBA negotiated between the United Automobile, Aerospace and Agricultural Implement Workers of America (UAW) and the company.

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Lacasse alleges that on Thursday, August 15, 2013, Evo found her in a supply closet near the end of her shift and kissed her.

that Ford breached the applicable collective bargaining agreement (CBA) by twice placing him on temporary leave—known as no-work-available (NWA) status—and that his local union breached its duty of fair representation by failing to fully pursue his grievances. 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.

He also alleges that Ford retaliated against him by placing him on NWA status not long after he reopened a workers’ compensation claim against the company. Chantal Lacasse, a 26-year-old woman with epilepsy and learning disabilities, was first a beneficiary of Didlake’s job placement services.

Additionally, the district court granted summary judgment in Didlake’s favor on all counts. On October 27, 2008, MWI hired Julie Barlia as an outside sales representative (“OSR”) for southeastern Michigan. MIA is subject to the State Personnel Management System, a merit-based system, which establishes job categories based on the general nature of required duties and sets corresponding levels of compensation. After designating a new employee’s particular grade level, MIA assigns the new hire to an initial step placement based on prior work experience, relevant professional designations, and licenses or certifications. In response, the Petitioner claimed that she had been denied her right to file a grievance because her former position had been erroneously excluded from the unit when she occupied the position. FLRA DECISION: (.pdf) (.html) ☀ The VA Office of Inspector General Administrative Investigations Division received an allegation that Dr. Anthony Mottas appeals the decision of the Merit Systems Protection Board (Board) denying his request for corrective action on his claim that he was subjected to personnel actions in retaliation for his whistle-blowing communication. Mottas was employed as a file clerk at the Department of the Army’s Irwin Army Community Hospital (Agency). This disclosure arguably implicated Cynthia Sallee, Mr. On April 5, 2016, four days after the Bolger email, Ms. Mottas on paid administrative leave for April 5 and 6, 2016.

Lacasse appeals summary judgment on all counts except for her retaliation claims. FIRED FOR POOR PERFORMANCE, SHE SEARCHES FOR HER INNER VICTIM-HOOD ... Barlia’s job consisted of promoting and selling animal-health products and equipment to veterinary care providers in a designated sales territory. The district court granted summary judgment in favor of the employer, the Maryland Insurance Administration (MIA), and the EEOC appealed. In selecting a particular step level, MIA also considers the difficulty of recruiting for the position, and, under Maryland law, also awards a new employee credit for any prior years of service in state employment for the purposes of determining that employee’s step in the applicable pay grade. Gavin West, former (reassigned) Senior Medical Advisor to Dr. West’s personnel records related to the original allegation, we found that Dr. Rob Bryant, Brian Ferguson, and Andreas Hau (to- gether, “Petitioners”) seek review of the final orders of the Merit Systems Protection Board (the “Board”), dismissing their appeals for lack of jurisdiction. Plaintiff Harriett Ames, a dark-skinned African-American woman, is the former Chief of the Personnel Security Branch at the Federal Emergency Management Agency (“FEMA”) As head of the Personnel Security Branch, Plaintiff’s responsibilities included adjudicating security clearances for employees. Mottas’s direct supervisor, and Major Gordon Lyons, a member of Mr. On April 1, 2016, Shellie Bolger, an Agency employee, sent an email to her supervisor, Barbara Garber, stating she had heard that Mr. From April 7 to June 2, 2016, he was detailed to work in the Outpatient Records Department.

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