Importance Of Pre-Determination Meetings

a “third corrective action” notice. Ms. Rodman was reprimanded in June of 1986 in light of receiving an

I am writing this letter to lodge an investigation of Jarrett Dohogne, I feel that I have been given unfair treatment versus my peers either because of my race or personal feelings of me. Although Jarrett Dohogne has been commonly nice during face to face meetings, he has repeatedly ignored my customer’s jobs or left them half completed or not completed to company standards this has not only cost me multiple customers but has also negatively impacted the company’s reputation. I have requested that my supervisor, Russ look into these issues and I have also asked Tyler Qualls to inspect my completed sales neither solutions have prevented further problems. I have exhausted all alternative avenues to resolve this issue and am therefore requesting

Item 4.a. Consent Calendar: Minutes of Regular Board meeting for June 9, 2015. After discussion, there was a motion

5. The letter informed him that he may have violated the FHSU’s Student Code of Conduct, specifically its provisions related to compliance with general laws and drug policy.

On Thursday, April 17, 2017, you are being notified of disciplinary actions that’s being initiated against you for violating Policy 004-001 Code of Conduct, Nelgect of Duty- Failure to take appropriate action on the occasion of a crime scene, disorder, fire or other act or condition deserving attention.

7/26/16 – a pre-determination meeting was held with Shane, in the presence of his Union Representative, Tom Brice, to discuss the allegation that he violated the Dept. of Transportation and Public Facilities Employee Conduct Policy and Procedure #02.01.020 when he demonstrated disrespectful behavior towards his supervisor upon receiving a recent letter of suspension dated July 11, 2016.

Throughout the 2016 year you have readily accepted a variety of assignments in addition to your case load including: hotline assignments from other teams, response to legislative inquiries, class I rotation, priority 1 calls, courtesy face to face visits, completing a DA3a or DA3c when needed, and wellness checks for the REV Team. Aaron, you continue to accept the challenge of having new employees shadow you in the field and in the office. You also consistently respond to emails and phone calls from collateral contacts or department personnel in a timely manner. Aaron, this year you had the opportunity to take 3 weeks of vacation. You made sure your caseload was well under your control prior to departure and also met with your supervisor to review anything that might arise or require immediate assistance in your absence. Aaron, you have responded to several hotlines this year where you were met with frustration and anger from family members or friends in the RAs home. You have consistently remained calm and appropriately deescalated the situations in order to reach resolution and/or to obtain facts. Aaron, you also regularly keep the supervisor, ARMs, and RM apprised of significant issues surrounding your caseload. This year you have voiced your concerns up the chain of command regarding policy versus the health and welfare of our seniors and adults with

Mary Ann HR director was informed On Jan. 2015 Jan Volk give me a letter on Harassment and retaliation on 2-4-2015 the letter was between my supply order Paul Fetherlin delivered. I came to the pole building upset, crying I talked to Scott Coffman. Even though Coach Lindsay Freitag said he could identify the Maintenance Employee in the room, the supplies were delivered Mary Ann Koleny said it didn't warrant harassment. This was the same day Curt had Latrobe School District employment application was in his work locker.

It is also my recommendation that this incident be reviewed by administration and this report be copied and sent to Judge Mack to review before

I was not being informed beforehand about these allegations that were being thrown at me during from day's meeting. I was not giving the written documentation of those allegations to date; I was not given an opportunity to answer these aggregations; I was not treated equally or being discriminated from this process; I wan not be able to sleep from last Friday; You call all that "great progress was made on Friday" for whom? for what?

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

3/29/2016I called Kenny to the office to discuss his performance, he came in to talk as requested. He got upset because I told him that he needs to step up his job performance because he is not completing his assigned task. I at this time issued him a verbal warning the he needed to step up his job performance or he would receive further discipline. He left to continue his work on the 2nd floor.

7/26/16 – a pre-determination meeting was held with Shane, in the presence of his Union Representative, Tom Brice, to discuss the allegation that he violated the Dept. of Transportation and Public Facilities Employee Conduct Policy and Procedure #02.01.020 when he demonstrated disrespectful behavior towards his supervisor (Scott Gray) upon receiving a recent letter of suspension dated July 11, 2016.

Those meetings give me the opportunity to share my workload with you and to request guidance on how to move forward when I feel stuck. And you have provided guidance that has helped me focus on the tasks that are more important. During those meetings, I’ve told you when I feel I haven’t met my personal client standards in closing a case and have told you where I am at the moment on each case and given you the reasons I hadn’t been able to move forward when stuck. On the other hand, during this past rating period, the tasks assigned to me seemed to be impossible to manage as my focus was moved from wrapping up the Cold Bay case to whatever Dan Byrd wanted at the time to the ASCHR investigation. And I admit that I did not completely ignore the rest of my duties, like responding to emails, phone calls, questions from the support staff, evaluation processing, etc. to focus 100% on the highest priorities. But I also found myself trying to focus on the Cold Bay case, for example, and you asking me to shift my focus to respond to Dan Byrd immediately, you had also scheduled pre-d meetings I had to have with Dan Byrd, without talking to me prior the arrangement. And as I understood that was another way for you to tell me it was top priority to you, I didn’t decline doing the meeting, even when I knew it was going to affect the other high priority items I had going on. I’ve been trying to work on your high priorities

review was required and a formal review took place at the end of the year. (Exhibits 2a-e