The first article is about a wrongful termination case that occurred in 2008. This case involved and full-service contractor name Paul Blakeslee that worked for a company called; Shaw Environmental and Infrastructure. Blakeslee was overseeing over 40 representatives dealing with a $100+ million agreement to uphold offices at Fort Richardson and Fort Wainwright in Alaska. When Blakeslee discovered that Shaw's Alaska venture supervisor claimed a third of an alternate privately owned business that was renting about $2 million in gear to Shaw, often without accepting any bids from competitors, he chose to write Shaw’s CEO a letter reporting the activity. “According to the lawsuit, Blakeslee said the project manager found out about the planned …show more content…
In an interview that Blakeslee gave he stated that because of his age, he didn’t think he would see a dime of the money, but thought that his children benefit from the reward. Here’s the statement Blakeslee gave to Anchorage Daily News: “I most likely won't get everything, however I've got four children. What's more I'm 76 and my wife is 81. There's insufficient time left for me to use it, Blakeslee said. Philanthropy, my children, you know. I'm not intrigued by cash, I was recently intrigued by vindication. I wouldn't have minded in the event that I got a dollar. It wouldn't have had any effect to me.”
I defiantly agree with the verdict, because I don’t think it was right for the project manager to fire Blakeslee for reporting wrongdoing. It doesn’t matter who was doing wrong, it’s was Blakeslee responsibility to report it. Now, should the company be responsible and pay for what the project manager did. Yes, the project manager is acting as an agent for the company, so anything he does on the job the company can and should be held liable.
This next case is about a police officer that was fired, but it was eventually overturned by an arbitrator. The police officer then sued the town for Civil Rights violation and wrongful termination. “Police Detective Kimberly Brothers' suit was filed Jan. 17 in federal court in Worcester, naming the town of Millbury, Board of Selectmen Chairman E. Bernard Plante, Special Lt. Richard F. Bates and
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In the case of Robert Tolan and Marian Tolan vs. Jeffrey Wayne Cotton, I will be discussing what interest me about this case. I will also deliberating on the liability and criminal liability of this case. The Tolan vs. Cotton case interests me because the United States have so many police that are brutalizing citizens. In some cases the police officers are getting away with it. After reading, reviewing, and studying this case I have learn a lot about the criminal system and laws that men and women should obey. I will explain how the nine judges on the Supreme courts all came to a verdict against the police officer Jeffrey Cotton after he shot an innocent suspect. This people
As Privy Council held in the case of "Wagon Mound (No 1)" that a party can only be held liable for damage that was reasonably foreseeable, the defendant should not be responsible for losses that are ‘too remote’ from the breach. It is obviously that the university could foresee that Brad have to quit his job to finish the degree and also need to pay for the fees.
Facts: Gawley was a police officer who worked for Indiana University for several years. She sued the college because she noted sexual harassment by a higher-ranking officer than she was. She also sued because she felt she was part of a hostile work environment and that officers in her department retaliated against her for filing a complaint with the college. Her final argument was that there was spoliation of evidence. The district court found in favor of the employer. The case did not go to trial because the district court granted summary judgment. Summary judgment is used to avoid trials. The decision was made based on two key decisions made by the Supreme Court in other cases and that the university was able to establish an affirmative defense. The university “may assert an affirmative defense that examines the reasonableness of the employer’s and the target’s conduct” (Kaplin & Lee, 2014, p. 167). Gawley then appealed to the United State Court of Appeals, Seventh Circuit. This case brief will outline the question, holding, reasoning, and significance of this case as it was decided by the United States Court of Appeals, Seventh Circuit.
A lawsuit was filed on March 21, 2016 by Fresno Police Sergeant Cervantes who is suing Fresno Police Department and three other detectives. He states workplace harassment and discrimination due to his Hispanic ethnicity. Further details state, “Sgt. Paul Cervantes accuses Sgt. Tim Tietjen and Detectives Brad Alcorn and Cary Phelps of smearing his reputation with false accusations and spreading rumors that he’s a dirty cop. Tietjen, Alcorn and Phelps are white.”(Lopez, para.2) Such accusations can lead to further tensions, costly legal battles, and government investigations. Sergeant Cervantes seeks unspecified damages, attorney fees for discrimination, retaliation, defamation and malicious prosecution. He also states he has been subjected to such discrimination and harassment since January 2008 to the present. Furthermore, it is not the first time Fresno Police Department has been sued for similar incidences. There is an ongoing problem in the department that needs to be resolve.
STATEMENT OF FACTS: Sheila White interviewed with Marvin Brown and obtained a job as a “track laborer” with Burlington Northern & Santa Fe Railway Company. Shortly after her hire date, however, she assumed forklift operator duties. This new assignment still fell under the “track laborer” position description, and White occasionally performed those duties although her primary responsibility was operating the forklift. Three months into her new job, White complained to the company that her immediate supervisor was sexually harassing her on the job. He was temporarily suspended and required to attend sexual harassment training. White was then informed that she was being reassigned to track labor duties only. White
August 9th 2014, Ferguson Missouri, an unarmed black teen Michael Brown was shot, and fatally wounded by a white police officer by the name of Darren Wilson. As a direct result of deciding not to indict Officer Wilson, the black community was out raged! Riots, looting, and damage to businesses soon followed the judge’s ruling. The trial was unlike normal trials which were treated with more expedience in the process, the grand jury in Officer Wilson case met for three months and 25 days. (Buchanan, et. al. 2014)
In 2006 the officer and firefighters tried to fight legally against being wrongfully fired. The 2nd U.S. Circuit Court of Appeals upheld its ruling after a lower level court ruled they should not have been let
Additional Damages– The Courts felt that the employer owes an obligation of good faith and fair dealing in the way in which it dismisses an employee. They did not condone terminating employees in a callous and insensitive way and showing no regard for well-being when terminating an employee. The plaintiff Mr. Beatty stated that his termination was carried out in a dishonest, unfair and insensitive way even though the termination was “without cause”. He was called to Mr. Lebeter’s office and informed of his dismissal and given his letter of termination. He stated this
The case study, Is this a case of discrimination or non-performance, the author discuss the issue between Dr. George Annan, newly hired the assistant professor and Dr. Mary Reed, the department head for the Applied technology and management at Northern Plain University. Dr. Mary Reed was offered a position as the department head in August 2003. She accepted the new position and was excited to run the department. Within two years, she had a great experience working as a head of the department; however, her job got difficult when she encounters issues with African employee. Dr. George Annan was hired in August 2003 as the assistant professor in the Construction Management Program. He was the only African male professor among three White professors. Issues arise when Dr. Mary Reed observes Professor Annan’s teaching styles and other demands which seem to be problematic. However, Dr. Reed did not provide enough information to the professor Annan which makes him think that he is being discriminated. This is a case of non- performance; however, the manager took some poor steps which lead to the issues.
“A decade ago, Hempstead’s only full-time black police officer sued, alleging that Chief Smith had dismissed him on a trumped-up charge after he complained about his supervisor’s racial slurs. An African-American couple also sued, alleging that Chief Smith had turned them away when they reported that a white man had assaulted
On June 29, 2009, the last day of the United States Supreme Court’s 2008–09 term, the Court rendered the much anticipated decision in Ricci v. DeStefano, 129 S. Ct. 2658, 174 L. Ed. 2d 490 (2009). Ricci was quickly dubbed the “white firefighter’s case” by many, however, the case involved much more than the firefighters’ asserted right to a promotion.
There has always been a need for conflict resolution on the job. The grievance and arbitration process is one way for employees to be heard when conflict on the job arises. The grievance and arbitration process is also a way for employees to obtain some type of satisfaction at the end of the grievance process. Having representation by the union often guarantees an employee a fair, just, and timely grievance process. However, not all employees feel that way when they are not a represented the union. The grievance process can mean different things to each individual employee and usually no two complaints are normally about the same type of issue.
San Francisco has another wrongful termination suit in the news. A worker from Madera named Jason Pimentel claims that he was the victim of wrongful termination. Pimentel filed his complaint on June 13th against Velex, Inc., Nexius Solutions, Inc. Included in the complaint are a number of alleged violations. The complaint was filed in the U.S. District Court for the Northern District of California.
Facts of the case: Imagine you are an HR manager and your boss and owner of the company, Bill, comes to you suspecting his assistant, Paige, is stealing money from the company. Bill would like a polygraph test conducted to see if Paige is stealing from the company. He would also like you to conduct electronic surveillance on Paige’s work e-mail for anything suspicious.