V

First, the legal issues, in this case, are an employee was hired, but the proper steps were not taken to determine if he was eligible for the position. He used a fake name, fake social security number and even provided a card he altered, and lied on his application regarding being arrested and having felonies. The Linden Oaks facility did mandate Jeffrey McGee aka Khalifah Shabazz to undergo a fingerprinting screening until after the charges were filed against him by a resident. If the fingerprints were completed, they were not filed correctly, leaving Linden Oak at fault. The court decided to “grant summary judgment on the plaintiff's negligent hiring claim and remand for further proceedings on that claim” (Walsh, 2016).

On October 7th I was present at the courthouse from 8: 45 am-10: 45 am. During that initial visit, I was very nervous; since it is a small courthouse I stood out like a sore thumb. I was “over dressed” in comparison to the other actors that were present, even though I was wearing slacks, an FIU Honor’s Polo, and flats. The Assistant State Attorney was Demetrios Efstratiou who was at least professionally dressed. There was Public Defenders present, but I did not catch their names, nor could I locate them on the Internet. Both gentlemen were dressed professionally as well. The only actor during this visit that was dressed unprofessionally was a private defense attorney Jessica Reilly, who is a partner at one of the bigger firms in Key

Everyone was subjected to security including the lawyers and employees of the court house. Everyone was either in some type of uniform or dressed extremely formal, even if they were just spectators. Few people were in the court room, but not many. The judge, lawyers and people that were being represented had not still entered the building. Moments later the plaintiff, Dawn-Evans Donahue, and the defendant Joseph Donahue with their lawyers Michael Morris and John M. Makowski, entered the court room. They had taken their place on each of the court room to make their cases in front of the judge. The bailiff then told us to all rise for their entrance of Judge Polansky. We all rose and took our seats. The court had now been set in motion for deliberation. The judge was wearing the standard gown that is portrayed in films and in real life, there was no jury because this was not a trial court, this was a family matters case.

During the recess, I asked the duty counsel why so many defendants had decided to change their plea to guilty. She let me know that after speaking with her about the prospect of receiving a lenient sentence, she convinced the defendants to plead guilty to a lesser charge and avoid potential detainment order.

MEMO TO: FROM: DATE: SUBJECT: Mrs. Jane Smith, CEO, Jinkie Pops Toy Co. Amy Hance, Elementary Division Manager August 22, 2012 Constructive Discharge Claim of Mr. William Fleck

This is an unacceptable behavior caused by Tom Newton and Wayne Jones, which are considered misconduct under the City’s Municipal Code. They also violated Title 3, Chapter 3.04.1370 (K), which is the dishonesty of their timesheets. Dishonesty is generally referred to an intentional misrepresentation of known facts, or a willful omission or pertinent facts, or a disposition to lie, cheat, or defraud. The falsification of timesheets is a serious offense under the law.

Apparently Jim and Steve agreed that the School Department hearing concerning the termination recommendation was essentially the determination. Jim asked for a steno and the District agreed to provide a steno, but when they arrived there was no steno there and so they decided to go forward with the hearing anyway over the Union’s objection. Jim appealed this decision to arbitration based on the contract language that authorizes the Union to pursue either arbitration or a RIDE hearing. However, there is now some suggestion that the District will be arguing that the Union failed to utilize the grievance procedure because it did not appeal the decision on the recommendation directly to the full Board, although it is difficult to reconcile that with the District’s handling of the termination “recommendation”

Billie J. Rodman, Appellant was employed by Presbyterian Hospital as a unit secretary for eight years when, on Feb 17, 1987, she was terminated under hospital personnel policies following a “third corrective action” notice.

B) Their was a police service Act hearing, The charge was heard on September 25, 2001 before hearing officer superintendent Margo Boyd of the Toronto Police Service. It was learned during the hearing that Boyd accepted the position at the Ontario Civilian Commission on Police Services (OCCPS). The issue was raised before the superintendent on December 3, 2001. Mr. Black raised the issue of apprehension Bias and suggested her to excuse herself from the hearing, She declined. Superintendent Boyd found Constable Blowes-Aybar guilty of the charge of misconduct on September 25, 2001. she acquitted him of the offence of discreditable conduct, and also acquitted

Recently, there was a controversy about Philadelphia Parking Authority Interim Chief Clarena Tolson hiring her daughter’s roommate, Talasia Garner as one of the new employees. According to Halbherr, he describes Tolson’s unethical behavior as “a slap in the face” because Garner receives a $48,578 yearly job with no efforts. Her actions are unacceptable because this is not fair for the rest of the employees. The sudden appointment of Talasia Garner as the new administrative assistant has led to a lot of problems. Despite the fact that people expressed their disapproval, she believed Garner is a suitable candidate because she has the qualifications for the job. However, there was no information about Garner’s previous employment that prove she

The issue presented in this situation is whether the New Mexico Employment Security Board wrongfully withheld unemployment compensation benefits after Nathan Anderson was termination for misconduct from Biddy’s Tea House and Croissanterie. An individual “shall be disqualified for and shall not be eligible to receive unemployment compensation benefits if it is determined that the individual has been discharged for misconduct connected with the individual’s employment.” N.M. Stat. Ann. § 51-1-7. The term misconduct is not defined in this statute.

The City of Dallas the appellant terminated Ronald Hamilton the appellee for violation of the public trust and insubordination, stemming from an original arrest of Hamilton for Organized Crime in gambling activities. Upon termination, Hamilton requested a Civil Service Trial for wrongful termination. The trial board ruled that Hamilton did violate the City of Dallas Personnel Rules of insubordination and disregard of public department rules. The trial board also found that Hamilton did not violate Department Rules relating to conduct unbecoming a member of the department and conduct resulting in justified unfavorable criticism. The trial board reviewed the correctness of the disciplinary action on the part of the city, which concluded in the

Sat in on parole hearings with hearing examiners and overlooked the critical process of recommending to grant or deny parole to be under supervised release

Petitioner was charged under St. Paul’s Minnesota’s Biased-Motivated Crime City Ordinance for harmful conduct. His actions of constructing and placing a burning cross on the property of a black family provoked intimidation, anger and resentment on the basis of race, religion or gender in accordance to the ordinance.

I went to the court on October 13, around 10:30. When I first walked in there were a lot of people there I wasn’t expecting that at all. Security was higher than at the magistrate court. There were attorneys there but they stand next to there defendants at all times since it was still assembly justice so the trials didn’t go on for days if the most for about 30 minutes. The first case I had a chance was already on its way so I don’t know how long it had been going on for. The defendant was wearing a dark blue jump suit. As well as he had some chains aournd his waist