The Investigator met with Investigator Michael Dattilio from Hellertown Police Dept. 685 Main St. Hellertown, Pa. 18055 (610) 838-7040 in reference to Judge Tidd’s investigation. Dattilio explained that Tidd, acting as attorney for Adams Plumbing, wrote up an agreement on April 26, 2013. The agreement between Douglas Adams, owner of Adams Plumbing, and former employee, Stephanie Gail Molloy, who acknowledged by written statement, that she improperly took funds from Adams Plumbing when she was the office manager. The agreement determined that Molloy would repay $88,000 to Adams.
According to ESPN the letter alleges on March 30th The same exact day that Corey Myers, Clint Myers son, resigned as associate coach stating it for “family reasons” several of the players approached Clint Myers with proof in the text messages of a student- athlete’s phone proving that coach Corey Myers
P alleges false arrest. P alleges he was visiting his grandmother in a NYCHA building when MOS approached him and arrested him for trespassing. P alleges that a trespass notice was issued to him by NYCHA which prohibited him entering NYCHA property which is not his residence. P alleges that he was removed from the excluded people list and he showed the MOS paperwork showing that he was removed from the list. P alleges at the precinct he suffered an asthma an attack and was taken to the hospital.
Name of case: PGA Tour, Inc. v. Martin Court: U.S. Supreme Court Citation: 531 U.S. 1049 (2001) Parties & their roles: PGA Tour, Inc. (Plaintiff/petitioner); Casey Martin (Respondents/defendants) Facts: Casey Martin, a talented golfer has a disability that causes severe pain and has atrophied his right leg. This disability has been defined by the Americans with Disabilities Act of 1990 (ADA). In his college career, the Pacific 10 Conference and the NCAA waived the rules that required Martin to walk and carry his own clubs. The PGA Tour, Inc. is a non-profit entity which was formed in 1968.
I find Officer Martin’s Level III (Electronic Device) Use of Force to be within Division policy. I also find Officer Pinkerman’s Level I (Physically placed onto the ground) to be within policy. Mr. Youngs appeared to be in a mental crisis, had previously harmed himself before officers arrived on-scene, and was in need of immediate medical treatment. Mr. Youngs was not following the commands of officers and attempted to run back into his apartment, where he could have obtained a weapon and caused further harm to himself.
Additionally, in order for Eliza to demonstrate that there was a causal connection between her complaint and her transfer, she must establish that her supervisor had actual knowledge of her complaints before they there retaliatory decision. Luckie, 389 F.3d 715. In this case, after Eliza filed a complaint with the EEO’s Office, she was confronted in the break room by Lieutenant Morgan. (C.26)
The New Jersey Supreme Court ordered the New Jersey Attorney General to investigate the police departments of the townships of Bellmawr and Barrington, suspected of "ticket fixing". The investigation showed that in Bellmawr, Police Chief Edward Garrity, a police officer, and a court clerk were involved and in Barrington, three police officers were involved in fixing tickets. Before being questioned all the employees are warned of the following: • Anything said may be used in a criminal proceeding; • The privilege existed to refuse to answer if the answer would tend to be self-incriminatory; • Refusing to answer would cause a removal from their office.
McQueary filed a lawsuit against Penn State based on the Whistleblower Act (CNN.com,
During the 2014 evaluation cycle Det. Thomas developed a strained relationship with some patrol officers, as he included irrelevant material in reports, in a manner to shine light on other officer’s deficiencies. He was instructed not to utilize narratives in that manner but document in memo form and advise. I was also provided information from the prosecutor’s office that they did not like Thomas’s approach with them in reference to warrants, or prosecution of cases, and the feeling as though he was trying to tell them how to do their job. It was then requested that all requests come from me in the communication process as they did not feel as though they would receive cooperation from Thomas.
Captain Ed Davis was appointed as the Acting Superintendent of the Lowell Massachusetts Police Department. He was known as an articulate chief with a clear vision and management style in which he acknowledged the needs of his officers and the community(Cordner, 2016). His statement style of management was to restructure some of the internal operational and administrative with using his strategic plan. In doing so, he would need the support from outside agency and the community. His style of management was to listens to the needs of the community and seeks for assisting in the decision of where to built a new precinct.
Hicks reported other officers’ violations of institutional rules, but the claims were ignored and no action was taken). Additionally, Hicks could present the fact that in his six year tenure, he had never been disciplined or suspeneded. His performance records could be presented to show that he had been a satisfactory worker and there were no issues with his performance. Moreover, it is important to substantiate a claim with true and legitimate proof. This can be accomplished by keeping a journal with names, dates, emails, comments, anything that can be used to support the case.
If a person was to work at a fast food place argues with a customer that person would lose their job. In the corporate world if you even miss a day of work your job could belong to someone else. This shows that Martin was let off easy, he did something bad and did not lose his job. It shows that the officials in the police are lenient, which make the officers feel as if they are untouchable. When a person feels untouchable they tend to do what they want which will start to cause power abuse.
After I terminated the relationship with the Chief of Police’s niece he approached me several times and spoke about the relationship. He advised me on more than one occasion that his family wants me to be fired from my position as a police officer because of breaking up with her. Shortly thereafter the Chief attempted to discipline me for violations of the department that either did not occur or were not rules or enforced. The Mount Carmel Township Police Officer’s Union and I were forced to argue the decision he made.
The alleged suggestion was a 30 percent pay increase over the three-year period as opposed to the 6 percent increase that the union claims to have made. This radical suggestion caused the superintendent, Dr. Phillip Thorton, to leave the mediation in frustration as he believed that the union was not taking the discussion seriously. In the words used by Dr. Thorton, “There really is no point to other details because this is so outrageous” (Kozma, 2016). Despite his claim, the teachers’ union as well as the discussion’s mediator believe that this was a misunderstanding and that Dr. Thorton simply misinterpreted what was being
The main reason I believed that she was not compensated fairly was the issue of control over some of her expenses. Expenses such as electricity which, from my understanding, were allocated across all of the physicians. For this reason Dr. Wilson did not have control over how much electricity was used. The only thing I disagreed with in the
