Jan Volk's Letter On Harassment

I do not understand why Felicia Hendrix, Probation Officer Manager would encourage an employee to write a letter making false statements, defaming my character of being a racist so that she can gain supervision of training Ms. Amibeth Grandy. This is a form of retaliation, hatred blatantly toward me. These allegations are extremely hurtful. I treat everyone the same regardless of their gender, race or nationality with professionalism and fairness.

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

In December 1998, while working at the Bally facility in Bensonhurst, Brennan received a fax requiring her [**5]  attendance at an educational meeting about sexual harassment to be held at the Sheepshead Bay facility (the "1998 Meeting" or "Meeting"). See Brennan Aff. P 8; Tr. at 12. About twenty Bally employees attended the meeting. See Tr. at 14. At the meeting, the employees were shown a video depicting incidents of sexual harassment. See Brennan Aff. P 9; Tr. at 16. Fred Infante, the Bally attorney who had investigated Brennan 's complaint earlier that year, ran the meeting. See Brennan Aff. P 9; Tr. at 15.

May 13, 2016, I forgot my badge and I called her cell phone, and asked if she could open the door for me. Sherri came and open the door, asked me what is it I want to do after school. I was like I am not sure, Hennepin County will have an influx in jobs, due people retiring, Sherri’s comment to me was that there is no “room for you to grow” in MHP and that you should look for work elsewhere. And that she (Sherri) asked if I “lied in my job application” with regard to how much you were making before you came to MHP. Initally, I was on another call, Sherri was not aware my bluetooh was connected to my phone and the person on the call heard the entie converation.

1. Watts is absolutely justified in recommending Ann’s dismissal. Ann was speaking on something that was a purely personal concern. She does not have the right to engage in hate speech against her superiors. She is free to disagree with them but she is not free to undermine their authority or disrupt the integrity of the school’s authority. If there are public concerns educators have received the opportunity to speak openly with respect.(U.S. Supreme Court, 1983). Racial slander or hate speech is very disrespectful. The administrators have a responsibility to give Ann due process (Essex, 2012) and recommending her termination affords her such.

In Jenson v. Eveleth Taconite Co. in the 1970s, Lois Jenson was also subject to a similar situation where a Hostile Work Environment was created in her job at Eleventh Taconite mine Co. in Minnesota, where she was regularly threatened and harrassed in a secual manner and felt

On January 16, 2014, a physical altercation took place between your client Daniel Snyder and a fellow hourly union employee Thomas O’Neal. Although multiple witnesses to the altercation offered slightly different descriptions of the factual sequence, all persons including Mr. Snyder agree that he initiated the incident. Specifically, in your letter of July 20, 2015, you contend that Mr. O’Neill became hostile after “frosting fell off of Mr. Snyder’s finger”. Yet, as described in a signed, written statement provided by Mr. Snyder to LM Aero at the time of the incident, your client took frosting from a cake in the employee breakroom and put it on Mr. O’Neal’s face. Specifically, Mr. Snyder attempted to put the frosting on Mr. O’Neal’s nose and, instead, the frosting landed in Mr. O’Neal’s beard. When Mr. O’Neal retaliated by throwing cake and spilling coffee on Mr. Snyder, the matter escalated into a physical fight with both parties throwing punches and grabbing at each other.

The Aggrieved stated he received a Notice of Suspension for five work days for being Absence without Leave (AWOL) and failure to request leave with procedures by Area Manager Victor Cruz. The Aggrieved stated that his first line supervisor Margie Steward has been harassing, belittling and intimidating him since she became his supervisor. He said he took leave to care for a family member who became sick and he called in everyday he was absence. The Aggrieved said he reported the mistreatment by his supervisor to Mr. Cruz but he would ignore his repeated emails and phone calls. The Aggrieved stated he is the only African American in his work center and he is the only one who receives the unfair treatment by his supervisor Ms. Steward. The

This is an unfair labor practice charge that the Regional Director’s agent Holly Beaverstock they will be dismissing. Our position is that there is a conflict in the evidence regarding whether Francis was terminated in retaliation for his lawful protected activities. There are two (2) prior ULP complaint’s that have been issued which directly affect Paul Francis. One (1) is the Charge that Employee’s where prohibited from discussing Union’s during company time and the other is in May when Francis was sent home for the day discriminatorily pursuant to the Complaint that was issued in 152409 and 152432.

On 2/17/16 at approximately 8:30 P.M, Shift Supervisor (S/S) Enmanuel Cabrera was notified by Safety Specialist Matthew Marsicano that IH services associate Elizabeth Andrisoqie was asked to be removed by IH services Project Manager (P/M) Courtney Berger via cell phone. Upon arrival, S/S Cabrera spoke with IH services associate Elizabeth Andrisoqie and advised her that IHS P/M Berger asked for her removal. At this time, IH services associate Elizabeth Andrisoqie refused to leave. After, S/S Cabrera advised IH services associate Elizabeth Andrisoqie, that her refusal to leave the premises forces security to contact the State Police for trespassing. Then at 8:35 P.M, S/S Cabrera called GSCC and asked to speak with the On Call Loss Prevention

Isaacson then said that is Eisenberg filed a sexual harassment complaint then she wouldn’t receive her job back

John “Kay-B” Carper is not guilty of harassment in the second degree because he did

Supervisor did a write-up and discriminated against me by calling me, "Little Beaner." Also he said, "I can fire you and hire someone prettier than you." Then he made me sign a blank write-up and threaten to fire me. He told me he was writing me up for parking violation which I was not notified in advance about the parking spot changes. I asked for a copy, but he refused. I filed a confidential letter of complaint with coworkers to HR and ethics point online on 2/26/2016, an investigation took place on 5/25/2016, which resulted in supervisor

I just have to respond, these incidents are deplorable, and I hope you get those responsible. I would like to address what feel personally concerning this issue. Over the years, I have witnessed many blatantly discriminatory issues at LWTech. Why can’t we keep faculty of color here! I have had the honor of working with some the finest instructor (biology) and program heads. I know there are always two side to a story, but what I see is, onside always gets the short end of the stick. Then we have an instructor (white) who treat women poorly, but just keeps teaching qtr. after qtr. I also witnessed how the “school” doesn’t value student/staff who are not native speakers. I can recall may times hearing disparaging remarks about my wife’s

Arriving the Millstein library Oct. 23 , 2015 at 7:10 a.m. Donna and Vickie talking with Simeon McClain police office when Hurry and Bill entered the library Donna Myer slurred Simeon left, he didn't want report to Police Chief. The comment was directed at me because of reporting Julie and Bob Godzik to Dan Lynch Police chief repeatedly harassing me.She asked Bill if he knew the set up for the library after he replye no sarcastically Donna said you should you have worked here 35 years.. Also, Once again William Franicola never reprimanded Donna Myers for her harassing slurs which have continued over 2 years. Nevertheless Certain group of employees that Persistently cause trouble in the department ,which you are aware of since there private