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Lacasse resigned from her DLA position on May 19, 2014, after reporting her unhappiness with her job. The Petitioner has filed an application for review (application) of Federal Labor Relations Authority (FLRA) Regional Director (RD) John R. The Petitioner had filed a petition asking the RD to clarify the bargaining‑unit status of the position that she had held before the Agency terminated her.
After Lacasse resigned, Didlake sought to assist her in determining her next steps, but Lacasse declined this offer. Although MIA, as an independent state agency, is given discretion to set its employees’ salaries, MIA follows the hiring and salary practices of Maryland’s Department of Budget and Management, which promulgates a Standard Pay Plan Salary Schedule (the Standard Salary Schedule). The Petitioner occupied an administrative-assistant position at the Agency until her termination.
In 2013, Didlake directly employed her as a janitor at the Defense Logistics Agency at Fort Belvoir, Virginia (“DLA”).
Hoping to impose discipline short of firing Taylor, Hughes offered him a brief three‐day suspension. 11th Circuit Decision: Under our precedent, banning dreadlocks in the workplace under a race-neutral grooming policy—without more—does not constitute intentional race-based discrimination. In response to Phillips’s complaint, Grybeck sent an email to his sales team, admonishing them for spreading rumors and warning that any additional reports of similar behavior would result in disciplinary action in the form of a write-up. Morrison petitions for review of a decision of the Merit Systems Protection Board (“MSPB” or “Board”) relating to his retirement from a civilian position with the Department of the Navy. The Union did not challenge the grievant’s suspension but filed a grievance alleging that the Agency violated the parties’ agreement and the instruction by placing the grievant on the do-not-arm list.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.