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Between December 2013 and late April 2014, Lacasse was counseled and disciplined four times for inappropriate workplace behavior.By policy, Didlake places an employee with a disability on a paid suspension when prior counseling fails to resolve an ongoing behavioral issue to allow the employee to regroup and become successful in the future.Her fiscal-year-end performance review reflected these results, scoring Barlia’s quantitative performance as 1.87— just below a score of “meets expectations.” Barlia did, however, score well in several qualitative measures and garnered an “overall average score” of 2.42, somewhere between “meets expectations” and “exceeds expectations.” She also had a fiscal-year sales average of 95.94 percent. In October and November 2013, she again fell short of her 95-percent target. According to the board, “an indictment following an investigation and grand jury proceeding provides more than enough evidence of possible misconduct to meet the threshold requirement of reasonable cause.” ... Under federal law, dual-status technicians occupy a “hybrid military-civilian position.” They are military employees in that they must be members of the National Guard, hold a military grade, and wear an appropriate military uniform while performing military duties. John Paul Jones, III appeals the final decision of the Merit Systems Protection Board, denying his claims under the Uniformed Services Employment and Reemployment Rights Act of 1994 (“USERRA”) and the Veterans Employment Opportunities Act of 1998 (“VEOA”). Jones contends that the Department of Health and Human Services violated his USERRA and VEOA rights by not selecting him for the position of Public Health Advisor (International Program Director) in HHS’s Health Resources and Services Administration (“HRSA”). Two lieutenants in particular, David Du Vall and Daniel Manning, used racial epithets and made derogatory comments to him about his race.
Although Lacasse included Evo in her state law claims, because he was never served with process, the district court dismissed Lacasse’s claims against him. (“MWI”) is a distributor of animal-health products. Each grade level carries an assigned base salary and a specific salary range consisting of 20 separate steps. The RD ordered the Petitioner to show cause why the petition should not be dismissed on the grounds that, at the time he issued his order: (1) the Petitioner did not occupy the position, and (2) no party had identified any pending grievance or other appeal action that would require a determination of the Petitioner’s former bargaining-unit status. 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.
In 2013, Didlake directly employed her as a janitor at the Defense Logistics Agency at Fort Belvoir, Virginia (“DLA”).
As a janitor at the DLA, Lacasse was supervised by Didlake Janitorial Supervisor Brenda Morales.
“We review a district court’s decision to grant summary judgment de novo, applying the same legal standards as the district court, and viewing all facts and reasonable inferences therefrom in the light most favorable to the nonmoving party.” ... Throughout her time with the company, Barlia reported to Terry Walsh, MWI’s Great Lakes Regional Manager. MIA is an independent state agency that performs various functions related to the regulation of Maryland’s insurance industry and the enforcement of Maryland’s insurance laws. Thomas Lynch, Assistant Deputy Under Secretary for Health (ADUSH) for Clinical Operations, and a former (resigned) VA employee misused VA travel funds for personal rather than official business. West was improperly paid ,800 for Temporary Quarters Subsistence Expenses (TQSE) in connection with a Permanent Change of Station (PCS) move that he did not execute. West to relocate from his then duty station in Salt Lake City, UT to Washington, DC, after accepting a position as the Special Assistant to the ADUSH for Clinical Operations on September 22, 2013. West did not relocate nor did he repay VA for the TQSE. BACKGROUND Petitioners were employed as air interdiction agents by the Office of Air and Marine (“OAM” or the “Agency”), U. Customs and Border Protection, which is within the Department of Homeland Security (“DHS”). Following events that began with agency management stripping her Branch of some of its adjudicatory responsibilities and ended with her reassignment to a different unit, Plaintiff filed suit against Defendants under Title VII of the Civil Rights Act of 1964 and the Equal Protection Clause of the Constitution, alleging both retaliation and race, color, and gender discrimination. Mottas was going to be assigned to work with her again after several months of working apart. Bolger reported that when she had worked with him in the past, he had read the medical files in the file room and questioned her regarding the various medical providers’ actions. Mottas’s practice of reading other people’s medical files. Garber informed Major Lyons, who in turn informed Daniel Key, Compliance Specialist for the Health Insurance Portability and Accountability Act (HIPAA). Following an investigation, on June 1, 2016, the Agency issued Mr.
As an OSR, Barlia was expected to hit 95 percent of her monthly and fiscal-year sales goals; but beginning in 2013, she struggled to do so. MANAGEMENT-HATING EEOC IS UP TO IT'S OLD TRICKS, TRYING TO SHAKE DOWN MANAGEMENT WITH FAKE "EQUAL PAY DISCRIMINATION" CLAIMS. The Equal Employment Opportunity Commission (the EEOC) brought this action on behalf of three female employees against their employer alleging salary discrimination under the Equal Pay Act (the EPA), 29 U. We also found that his annual salary was increased from 8,049 to 6,527 to make his “salary competitive with the market rate in the Washington DC Metro geographical region.” Because he did not relocate, this resulted in overpayments to Dr. On March 7, 2013, while employed by the Agency, Petitioners appealed to the Board, alleging that the Agency’s actions and policies violated the Uniformed Services Employment and Reemployment Rights Act [...]. On April 20, 2014, while his appeal was pending and before a hearing was held, Hau resigned from the Agency. United States Department of the Navy, Naval Facilities Engineering Command, Mid-Atlantic (NAVFAC MIDLANT), Norfolk, Virginia (Agency) and Tidewater Virginia Federal Employees, Metal Trades Council (Union). Mottas a notice of counseling for violating HIPAA by reading the medical files.