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According to Lacasse, the incident ended abruptly because someone knocked on the closet door.In December 2013, however, Lacasse’s workplace behavior began to deteriorate.Around this time Hughes replaced Mc Cullough as fire chief. The district court dismissed the case, and a panel of this court affirmed because the EEOC’s complaint did not allege—as required by our Title VII disparate-treatment precedent—that dreadlocks are an immutable characteristic of black individuals. After the MSPB upheld her removal, Ward filed suit in district court against the Department of Commerce and Census Bureau employees Stephen Taylor, Claudette Bennett, and William Savino (collectively, “Appellees”), raising federal and state claims arising out of her termination. Phillips alleges that she complained to her supervisor, Scott Grybeck (“Grybeck”), shortly after becoming aware of the rumors Heddon was allegedly spreading. Shortly after the grievant served the suspension, the Agency reinstated his authorization to carry a firearm by removing him from the do-not-arm list.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.Although Mc Cullough’s written order did not mention a blood test, Mc Cullough testified that he told the hospital staff, through Manning, to administer one. Kates’ approval at the time he performed the surgeries. Approximately three months later, the Agency proposed to suspend the grievant.The defendants also insist that a blood test was required under the union agreement, which instructs that alcohol tests be conducted in a manner that preserves samples for confirmatory testing. Doctor Novak is a board certified general surgeon who practiced at Somerset Hospital from 1993 until 2005. Novak and asked him to perform surgery to replace implantable cardioverter defibrillator (“ICD”) generators. The surgeries were successful and no patients suffered any sequela as a result of the procedures performed. FEDERAL COURTS SMACKS DOWN COMMUNIST-FILLED EEOC FOR THE 100TH TIME THIS YEAR. Catastrophe Management Solutions does not hire anyone, black or white, who uses an “excessive hairstyle[ ],” a category that includes dreadlocks. Phillips was employed with Caris as a sales director from March 2010 until her termination on November 7, 2011. Around that time, the grievant engaged in some other misconduct.Between December 2013 and late April 2014, Lacasse was counseled and disciplined four times for inappropriate workplace behavior.
But they are also “Federal civilian employee[s]” who are “assigned to a civilian position.” As a result, dual- status technicians are “afforded the benefits and rights generally provided for federal employees in the civil service,” including rights under the FSLMRS. Du Vall, for instance, repeatedly used the word “nigger” and disparaged Taylor’s wife, who is white.Bonavito-Larragoite applied prescription lidocaine to a patient. We review de novo a district court’s grant of summary judgment, considering the facts and drawing all reasonable inferences in the light most favorable to the non-movant. Greer’s removal in abeyance for 36 months but that the agency could remove him “should management learn of any additional misconduct for which the Agency’s Guide to Disciplinary Actions . Greer voluntarily and unconditionally waives any and all rights that he may have to appeal to the Merit Systems Protection Board (MSPB), Equal Employment Opportunity Commission (EEOC) and to grieve, complain, or litigate the removal action being held in abeyance.” On October 8, 2013, the agency informed Mr. A similar drinking accusation was later made by another lieutenant, Daniel Manning. §§ 8312-8315 (identifying particular circumstances, not present here, in which a government employee may lose entitlement to retirement pay).He also alleged a complaint he filed with the Office of Special Counsel (“OSC”) disclosing alleged Agen- cy violations and a complaint he filed with the Arizona Board of Chiropractic Examiners after his termination constituted protected disclosures. Greer that he was being removed from his position because he had violated the terms of the last chance agreement by making additional inappropriate comments to a supervisor. Greer filed an appeal with the MSPB challenging his removal. Taylor responded to that allegation by asking Mc Cullough to order an alcohol test. find that the charge of ‘Denied Eligibility to Access Non-Critical Sensitive Areas’ is fully supported by the evidence and your removal is warranted and will be effected on 13 July 2012.” Although Regional Fire Chief Cox signed the letter, it was not formally issued to Mr. Instead, District Fire Chief Thomas Clapsadle, who was to deliver the letter of decision, offered Mr. After learning that his retirement benefits were not at risk, Mr.Taylor refused the blood test but agreed to take a breathalyzer test, which showed no trace of alcohol in his system. Doctor Novak did not have hospital privileges to implant or change ICD devices, however, he agreed to perform these surgeries. Novak was about to begin surgery, operating room staff contacted Jonathan Kates, M. Michael Farrell, Somerset’s Chief Executive Officer, assembled a task force of administrators to investigate the circumstances of the surgeries; ... So when Chastity Jones, a black woman, refused to remove her dreadlocks, CMS rescinded her employment offer. Plaintiff-Appellant Kristin Phillips (“Phillips”) brought suit against Caris Life Sciences, Inc., and Miraca Life Sciences, Inc. Over the course of her employment with Caris, Phillips complained that she was sexually harassed by David Heddon (“Heddon”), a former co-worker. The Agency, considering both incidents of misconduct together, suspended the grievant for ten days.Mc Cullough regarded Taylor’s refusal to take the blood test as insubordinate, and he placed Taylor on administrative leave pending further investigation. The EEOC sued on her behalf, claiming that “[a] prohibition of dreadlocks in the workplace constitutes race discrimination because dreadlocks are a manner of wearing the hair that is physiologically and culturally associated with people of African descent.” The EEOC’s lawsuit, in other words, sought to expand the definition of “race”—a term undefined in Title VII—to include anything purportedly associated with the culture of a protected group. Ward, a former Census Bureau employee, challenged her removal before the Merit Systems Protection Board (MSPB). (hereinafter “Caris”), alleging a hostile work environment, sex discrimination, and retaliation under Title VII of the Civil Rights Act of 1964, 42 U. [...] In February 2011, Phillips alleges she became aware that Heddon was spreading rumors about a sexual relationship between Phillips and another co-worker. The grievant served the suspension roughly seven months after the initial misconduct.