Summary Of Respondent Cook's Case

Ms. Jasmine S. Young, who will be referred to as Aggrieved Person (AP), without identifying a basis claimed that she was subjected to a hostile work environment and harassment. In support of her claim, she stated the following:

3. Mr. Theurer did not act within the scope of his employment, as per McDonald’s informal policy. Theurer did work more than one midnight shift per week, and he did work split shifts.

Gonzalez alleges he was there at the front office when the claimant was called in to the office to discuss a disputed matter that she had with her Supervisor Jovany Villanueva. He claimed after the claimant turned down a company offer to be transferred to a different department in the plant, she was ultimately terminated by Ms. McClellan since they were not able to accommodate claimant.

Whilst in the meeting Mrs Smith explained what had happened between herself and Mr Hamilton on the 10th October 2012 and why she verbally reported this matter to her manager, Mrs Smith then continued her grievance in writing.

There had been a rule in Australian legal history which demanded a lower standard of care for inexperienced drivers after the case Cook vs. Cook. However, this anomaly of variable standard of care to reflect the relationship between inexperience drivers, driving in supervision of experienced drivers was overruled by Australian High Court after the case of Imbree vs. McNeilly.

Comments: From day one of my employment in Child Support I have made an effort to go above and beyond in my job duties and responsibilities. During my free time while in training, I assisted my supervisor in putting together baskets that were to be taken to the Child Support Conference from Forsyth County. At one point in training, court orders had been distributed to various trainees that were needed by the establishment team. Being the only trainee that was also a member of establishment, I went to each trainee, gathered the establishment orders and distributed them to the appropriate worker so that the Agents were able to move the cases accordingly. At my supervisor 's request, I redesigned the front of the “Stop Sign” packets used for group interviews. I made the suggestion that the cover sheet that listed the documents that are placed in the folder for group be laminated so that customers would be less likely to write on them, which was implemented by the program manager. When these laminated lists came back, I stapled them to each folder, in Spanish and English. The Program also prepared fact booklets about the Child Support program but failed to have them printed in English. I pointed this out to the Program Manager and the

Ms. Redding stated she did not want to argue or debate with the claimant as to the claimant’s initial allegations of injuries and not being work related as told to her on 11-13-2015.

The boyfriend’s mother called her at work and told her the boyfriend had her car keys. Rodman told the mother to have the boyfriend call her at work. When he did, she informed him that she could not talk to him at her duty station, and he hung up on her. He called her back and left a number where he could be reached. She left the work area and went to the break room to call him. After returning to her duty station, Rodman got another telephone call from her boyfriend who told her to go downstairs to the lobby to meet him and pick up the keys. When she refused, he told her that if she did not come down he would come up to her department. Claimant left the department to confront her boyfriend, and, because her supervisor was at lunch in the hospital cafeteria, Rodman notified a co-worker, a registered nurse, that she was leaving. Rodman testified, “I didn’t want any kind of confrontation at the desk, so I went downstairs.” Before she left her desk, Rodman called the employer’s security guard and asked him to meet her in the lobby because she anticipated that a problem could develop. When Rodman got to the lobby, her boyfriend started yelling and forced her outside. In doing so, he tore her shirt. At this point the security guard arrived and observed them arguing. Rodman was in the passenger seat of her car. The security guard instructed the boyfriend to

On 8/3/15 worker spoke with Ms. Lisa Welch, SW at the VA, for the purpose of gathering information on Mr. James Kimbrell's current situation. Ms. Welch stated the VA had been involved with Mr. Welch for some time. During their involvement, Ms. Stacy Grey, primary caregiver and rents a trailer from Mr. Kimbrell. She refuses to pay rent but transports him to doctor appointments and grocery shopping. However, she charges him money for transportation. and when he buys groceries, she puts personal belongings into the buggy. Mr. Kimbrell is blind and is not aware of what he purchases until he gets home and she starts taking groceries just purchased out of the home.

Matthew C. Bothwell, P.A. is a personal law firm located in Neptune Beach, Florida. They service Duval, St. Johns, Clay and Nassau counties. Their focus is on their client’s legal needs. Matthew C. Bothwell, P.A. strives to be available when and wherever they are needed. Their areas of practice include bankruptcy protection, foreclosure defense, collection defense, divorce, child support and custody, and personal injury. Matthew C. Bothwell, P.A. offers free consultations.

CM Gilmore completed a home visit to address the allegations in the report. CM Gilmore addressed the allegations in the report. Bmo reported that was finishing a bottle of wine. She reported that she also drank a glass of wine last night. Bmo reported that she appeared to stagger, because she was on a skateboard, which she was able to show and demonstrate how she rides the skateboard in the morning time. CM Gilmore interviewed Bfa and other household members, who had no concerns regarding their home environment. CM Gilmore contacted collaterals and school, who had no concerns regarding the safety and well-being for the children in their home enviornment. CM Gilmore will procceed with closing the case due to no further involvement.

The work conditions were unusually intolerable and would make a reasonable employee feel compelled to

Upon arrival, I made contact with the complainant, who I identified as Rachel Switzer through a previous encounter. Switzer advised that moments before my arrival, she had taken place in a verbal argument with a male subject that was still inside his residence at the above address. I did not observe any physical injuries to Switzer. Switzer stated that the male subject had picked her up and brought her to his residence to spend time together. Switzer stated the argument was over her willingness to take a bath. Switzer advised that the male subject and her have dated in the past for a total of

The complainant attempted diligently to find a way that would allow him to withdraw without being penalized,

Jackson based on the grounds of insubordination which is being grieved by Mrs. Martin through the union. The root of the problem involves a situation where Mrs. Martin has refused an overtime request from Mr. Jackson, who accepted her answer as valid reason. Mr. Jackson in return asked Kyla Martin to initial a prepared worksheet that would mention the act of her refusal of overtime. Fear of tarnishing her records, Mrs. Martin declined to initial the worksheet. Even after Mr. Jackson ultimately ordered her to initial the sheet, she remained defiant and refused to sign. Mr. Jackson regarded the act as a case of disobedience to a clear order from management as an act of apparent insubordination. To set a kind of example for the other employees, management decided to suspend Mrs. Martin for three days.