To IDES (rewrite) I am writing to formally appeal my wrongful termination from Cost Plus World Market Store 6076, located at 1623 N Sheffield Ave, Chicago, IL, 60614, under the management of Sean Kunz. My Employee ID number is 621051. I was initially hired as a seasonal Sales Associate and later transitioned to a part-time Sales Associate role. This appeal aims to address and rectify the unjust termination I experienced and to appeal the denial of my unemployment benefits and challenge the circumstances surrounding my termination. Particularly, I am contesting the accusation of the three incidents characterized as 'no-call, no-shows,' which, as per the employee handbook, purportedly implies that I resigned through omission. It is worth noting that the company has never notified me of any written warnings or reprimands …show more content…
Despite my repeated efforts to raise concerns regarding my working hours, schedule inconsistencies, and physical health needs, management consistently failed to address these issues. This ongoing disregard for my well-being and professional standing underscored broader issues of mismanagement within the organization, ultimately leading to my wrongful termination. Following my unwarranted termination on May 1, I took several steps to address and resolve the issue. Firstly, I filed a claim for wrongful termination and had an interview to discuss my situation, during which I showed proof of identity and presented documentation supporting my case. I also reached out to lower management to fact-check details and gather additional information. Throughout this process, I maintained records of all communications and interactions. Recently, I drafted an email requesting further documentation and clarification from management and HR regarding the grounds for my termination, aiming to ensure transparency and
FACTS: Dr. Robert Lee Berry (Defendant) was a practicing anesthesiologist, who practiced with Dr William Preau and Dr. Mark Dennis. He was also shareholder in Lakeview Anesthesia Associates, LAA (defendant). Berry also had staff privileges at Lakeview Medical Center (LMC) (Defendant). In Nov 2000, Lakeview (Defendant) investigated Dr. Robert Berry after nurses concern. In March 2001, Berry was found groggy, unfit to work and sleeping in a chair, Based on this incident and suspicions that Barry was stealing Demerol from the hospital, he was terminated from LAA and Lakeview and his LMC staff privileges were withdrawn. Afterward, Berry applied for job as anaestheologist in Kadlec Medical Center (plaintiff). Before employing Kadlec, the facility sent a letter to Lakeview requesting recommendations and included a questionnaire with specific questions to be answered.
...e terms and conditions the job entailed. I believe that Wal-Mart did accommodate Pam Huber’s disability needs by suggesting to her a different position to work in due to her downfall. If the company caused for her accident then they should accommodate for her disability and keep Pam Huber in her position but due to the fact that the accident happened on her own terms I do not think the company should be reliable for her disability and therefore Pam Huber should either accept and make the most out of her situation or leave the company. Based on all these factors I am defiantly in agreement with Wal-Mart and the district courts decision on ruling summery judgment in favor of Pam Huber.
On numerous occasions, I left work transported the children and went back to work to remain into the night. On other occasions, I left work during the day to take Stephanie to doctor’s appointments or meetings with the worker’s compensation attorney we retained to pursue her injury as compensable injury. This too required that I work late or on weekends to carry my responsibilities at work. There is no doubt that I was not able to make up the short fall created by my extra parental responsibilities. In the attempt to keep up I worked tired and sick, late in the day and early in the morning. I worked on holidays that were scheduled to be days
Recommendations: It is recommended that our law office regretfully deny service to Ms. Carry based upon the precedent in Kentucky. Based upon the analysis the issue, it is apparent that Ms. Carry would not receive a promising conclusion to her situation. Due to the facts involved and the cases discussed (which are somewhat on point) Ms. Carry does not make a claim in which relief can be granted.
There was evidence shown that the unfair dismissal requirements were the furthermost conflicting and inconsistent from the manager’s perspective. The Fair Work Act applied unfair dismissal requirements for entirely workers, regardless of the population of workers in the business (Chapman, 2015). The Fair Work Act presents two cases that dismissal could be reasonable, including other dismissal and summary dismissal. In the first case, the law offers a sequence of stages such as concluded checklist, copies of notice, declaration of dismissal and a witness announcement with signature that managers must follow with the intention to reduce the problem (Chapman, 2015). In the second case, managers may dismiss a worker without notice due to theft or fraud. As the consequence, the amount of cases in relation to unfair dismissal has risen significantly since the Fair Work Act implemented as law. In addition to the growing records of cases in relation to unfair dismissal, the judgements from Fair Work Australia showed some contradicting clarifications of the Fair Work Act (Chapman, 2015). According to an example, a business in Albury- Wodonga had dismissed an employee due to the breach of occupational and safety laws after an employee continually denied to wear safety glasses at work (Sloan, 2011). However, after checking the worker’s reinstatement, the Fair Work Australia stated that the worker had a family and he has found it challenging to
If the plaintiff can prove prima facie the burden shifts to the employer. The employer must provide evidence that they fired the plaintiff for reasons other than discrimination. If the employer can prove this, the burden shifts back to the employee. The employee must then prove that the reasons the employer gave for termination are a pretext for discrimination. If the plaintiff can prove pretext, the court will find that the employer discriminated under disparate
Sam Johnson a non-union employee advised his supervisor that he was diagnosed with AIDS. Sam considered this important information to tell his co-worker Catherine so she was able to take the necessary precautions. However, Catherine reacted poorly to this news and enacted her right to refuse work with Sam due to fear. A problem arose because the supervisor considered this refusal to work insubordination and asked Clark for advice. This issue has now escalated as Clark believe it is a good idea to fire both of them, deeming it a health and safety issue and insubordination. However, Maple Leaf Shoes Ltd. does not have just cause to dismiss John or Catherine. Maple Leaf has to make accommodations for both of these individuals. The company should make arrangements to move Catherine to a different department if she feels unsafe working with John. However, it is extremely unlikely that Catherine will contract the disease from John in this work environment if safety precautions are taken into consideration. Furthermore, education opportunities should be provided to employees and supervisors, including Clark to learn about HIV/AIDS in order to come to the understanding that John is still a valuable employee even though he is ill. John should be able to remain in his position, unless his illness does not allow him to continue. This is the ideal situation as John could have a case against the company to sue for wrongful dismissing without cause, due to the fact that he notified his co-worker and supervisor when he found out. John has been a valuable employee for the past 8 years. He should be able to receive the benefits offered to him from this company. As mentioned in the assignment, the company is considering moving to a flexible benefits plan where this can be utilized to John’s choice. This would be beneficial for both parties as the plan will allow John to continue working for the company, until such time he does
I am writing to inform you I intend to pursue legal action in the form of a medical malpractice/elder abuse lawsuit. The filing will be on behalf of my 73-year old wife and myself. The facts will clearly demonstrate you were guilty of gross medical negligence and elder abuse in your management of my wife’s health care. I have been advised to afford you the opportunity to settle this claim without protracted litigation.
Hope told Ms. Lawson she would help her find a new physician as Access Family Care Clinic wasn’t filing anymore of Ms. Lawson’s prescriptions. Ms. Lawson was also told she’d have to seek outside counselling. She wasn’t given any written notice that she was fired as a patient just received verbal information from Hope.
Maria DeSimone, 40 years old; wife and mother of two children of Palm Bay, Florida, was refused employment at the establishment in which she applied to. The circumstances surrounding the case were as follows. Ms. DeSimone possessed two years of previous restaurant experience, she applied for a position at Texas Roadhouse of Palm Bay to the manager of the facility. When she never heard back from the manager (who said he would get back to her); she happened to be discussing the situation with a friend; the friend told her that Texas Roadhouse had just hired her 19-year-old daughter to the position in which she had just applied for. Previously when she had not heard back from the manager about the position, he told her that “they weren’t hiring at this time” (Lee and Hymowitz,
I am elated to celebrate Texas Independence Day by preparing my response to your call for the Project Director who will help make your beautiful dream a tangible reality, here in the heart of Texas. With broad and deep experience in bringing visions to life through my unique ability to direct the path of projects, I am confident that my record of delivering award-winning results will be well worth your time to review. After spending the last year patiently watching for a visionary project to appear that matches my own discerning criteria, I believe it has finally appeared in the form of the Pecan Street Project.
During the court, P4P issued the Decision Letter (No.660/48/17-10/IX/PHK/4-1999) that the defendant was not allowed to dismiss their employees. The reason was because there was not agreement between the defendant and the 153 employees. The defendant refused that Decision Letter because that would cause the defendant should give the job to the employees back and should pay their wage.
Facts of the case: Anna’s immediate supervisor, Michael, repeatedly required that she have “closed door” meetings with him. Closed-door meetings violate company policy. Other employees were aware of these closed-door meetings and, as a result, rumors began to spread that Anna and Michael were having an office romance. In fact, in these closed-door meetings Michael tried to convince Anna to lend him money, a practice that also violates company policy. Anna repeatedly denied the request and Michael stopped asking. However, the rumors continued and affected Anna deeply. She was treated like an outcast by her co-workers. Anna asked Michael to clear up the rumors, but he found them amusing. Anna had two evaluations where she scored low points for “integrity” and “interpersonal relations” as a consequence of the rumors. She was passed over for two promotions for which she applied where her skills and experience were superior to the employees who were promoted. She filed an action against her employer on the ground that her supervisor had created a hostile work environment because he refused to stop the rumors.
Assessment of Safety Climate from nurses views in Intensive Care Units . Rasht Educational- Medical Centers Introduction: Major challenges face today's health care system is maintaining safety in health centers(1). Understanding work environmental factors that need improvement such as safety climate and team- work could help in maintaining a satisfying hospital environment and, as a result, might retain the qualified nurses and enhance their intent to stay levels.
I woke up one day and the top part of my left arm was purple and the bottom part of it had red blotches all over it. I was already seeing a specialist for my arm. So I had called the doctor and he said he wanted to see me that day. When I went in he said “I wasn’t getting any circulation to the bottom part of my arm and my hand and that I needed surgery right away or I was going to lose my arm.” I went in on a Tuesday he had me in for surgery that Friday. The same day I went to the doctor to be released back to work. I had received a letter telling me that I was fired. I called the human resource department and the gentleman I spoke with told me that he didn’t know why I got fired, and that he hadn’t had a chance to go over everything. The following week I called back up and got the same response from him. This happened in September of 2013 and I had just recently found out why I was fired. I was told that I was fired because I had taken a bit out of something before I paid for it. They had me on camera paying for it, but just because I had taken a bit out of it first, they let me