He alleged he made protected disclosures to his supervisors including that the Agency granted Dr. Greer is a former civilian employee of the Air Force (“the agency”) who worked as a Motor Vehicle Operator at Randolph Air Force Base. Greer for discourteous conduct and inappropriate comments. Greer and the agency en- tered into a last chance agreement, which provided that Mr. We vacate the Board’s decision, as based on incorrect evidentiary procedures including the inappropriate application of collateral estoppel. Lentz entered federal service in 2002, and at the times here relevant was employed as a botanist with the Bureau of Land Management of the Department of the Interior (the “Agency”) in California. Lentz had no disciplinary record until May 15, 2014, when his supervisor issued a letter of reprimand for “acting outside the scope of his authority” and “conduct unbecoming.” These charges were based on his authorization to permit goat grazing on certain public lands, without the prior approval of his supervisors. Du Vall and another lieutenant, Mike Moreno, were the first to report him.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.

Before the Arbitrator, the Union argued that the Agency violated Article 54 of the parties’ agreement (Article 54) and § 2.3.3.1 of the instruction.

Article 54 requires the Agency to “promptly initiate[]” disciplinary actions,[2] and § 2.3.3.1 requires the Agency to review an employee’s status on the do‑not‑arm list every 180 calendar days “to either reaffirm that [employee’s] status or take other appropriate action.”[3] The Arbitrator concluded that the Agency violated Article 54 because it had developed the facts necessary to discipline the grievant within a few days of the initial misconduct, but had delayed proposing discipline until three months later.

The defendants also insist that a blood test was required under the union agreement, which instructs that alcohol tests be conducted in a manner that preserves samples for confirmatory testing. Doctor Novak is a board certified general surgeon who practiced at Somerset Hospital from 1993 until 2005. Novak and asked him to perform surgery to replace implantable cardioverter defibrillator (“ICD”) generators. The surgeries were successful and no patients suffered any sequela as a result of the procedures performed. FEDERAL COURTS SMACKS DOWN COMMUNIST-FILLED EEOC FOR THE 100TH TIME THIS YEAR. Catastrophe Management Solutions does not hire anyone, black or white, who uses an “excessive hairstyle[ ],” a category that includes dreadlocks. Phillips was employed with Caris as a sales director from March 2010 until her termination on November 7, 2011. Around that time, the grievant engaged in some other misconduct.

Taylor refused the blood test but agreed to take a breathalyzer test, which showed no trace of alcohol in his system. Doctor Novak did not have hospital privileges to implant or change ICD devices, however, he agreed to perform these surgeries. Novak was about to begin surgery, operating room staff contacted Jonathan Kates, M. Michael Farrell, Somerset’s Chief Executive Officer, assembled a task force of administrators to investigate the circumstances of the surgeries; ... So when Chastity Jones, a black woman, refused to remove her dreadlocks, CMS rescinded her employment offer. Plaintiff-Appellant Kristin Phillips (“Phillips”) brought suit against Caris Life Sciences, Inc., and Miraca Life Sciences, Inc. Over the course of her employment with Caris, Phillips complained that she was sexually harassed by David Heddon (“Heddon”), a former co-worker. The Agency, considering both incidents of misconduct together, suspended the grievant for ten days.

Mottas submitted an action request form to the Inspector General expressing two concerns relating to his workplace: (1) for the preceding six years, he and other employees were not given required daily breaks despite his requests to his supervisors; and (2) he was assigned to do more work without receiving a job reclassification.

He was further informed that on June 16, 2016, he would begin a rotation to the Department’s various file rooms. Mottas filed an Individual Right of Action with the Board alleging he was retaliated against for his Inspector General disclosure about daily breaks and job duties. On July 8, 2015, a federal grand jury indicted Henderson on fifty counts of making false statements related to health care matters in violation of 18 U. The indictment alleged that between February 6, 2014, and February 11, 2014, Henderson “ordered employees of the VA under his direction to close over 2700 unresolved authorized consults for medical care for veterans by falsely declaring the consults to have been completed or refused by the patients, when in truth and fact, as Henderson then well knew, the consults were still pending and unresolved, and the veteran patients were still waiting for the authorized medical consults.” In a letter dated July 22, 2015, the VA informed Henderson that it was proposing to suspend him for an indefinite period. § 1035; and (2) if convicted, he would “face a maximum sentence of [five] years in prison and a 0,000 fine on each count.” The agency asserted that in light of Henderson’s indictment and arrest, it had “reasonable cause to believe” that he had committed a crime for which a sentence of imprisonment could be imposed. Gordie Taylor, a black firefighter formerly with the Dolton Fire Department, asserts claims under Title VII for discriminatory discharge and hostile work environment against the Village of Dolton and several of his former supervisors.

Based on its findings, the Guard terminated two dual-status technicians. He was terminated from his job because he engaged in persistent unprofessional behavior. The proposed fourteen-day suspension was sustained on February 10, 2015, during his medical leave, to commence on February 15, 2015. The last racially offensive comment occurred in early 2012, but Taylor did not file an EEOC charge until February 2013.

The terminated technicians appealed this decision through the Guard’s internal administrative process, in which they were represented by their union, the Laborers’ International Union of North America, Local 2132, AFL-CIO (the “union”). He filed an IRA appeal alleging the Agency retaliated against him for protected whistleblowing activity. Lentz appeals the decision of the Merit Systems Protection Board (MSPB or “Board”), holding that his resignation from federal employment was a voluntary act and not a constructive discharge. Lentz’s supervisor issued a letter proposing a fourteen-day suspension for various infractions, citing his management of interns, his behavior toward his supervisors, and his interaction with outside entities. During his employment with the fire department, Taylor repeatedly was accused of smelling of alcohol while on duty, though no one saw him drinking on the job.

He also alleged a complaint he filed with the Office of Special Counsel (“OSC”) disclosing alleged Agen- cy violations and a complaint he filed with the Arizona Board of Chiropractic Examiners after his termination constituted protected disclosures. Greer that he was being removed from his position because he had violated the terms of the last chance agreement by making additional inappropriate comments to a supervisor. Greer filed an appeal with the MSPB challenging his removal. Taylor responded to that allegation by asking Mc Cullough to order an alcohol test. find that the charge of ‘Denied Eligibility to Access Non-Critical Sensitive Areas’ is fully supported by the evidence and your removal is warranted and will be effected on 13 July 2012.” Although Regional Fire Chief Cox signed the letter, it was not formally issued to Mr. Instead, District Fire Chief Thomas Clapsadle, who was to deliver the letter of decision, offered Mr. After learning that his retirement benefits were not at risk, Mr.