OSHA /m6274, You are very obervant, however since I did not write the article you will need to direct your question to the author, Ames Alexander, aalexander@charlotteobserver.com .
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Ah! You coveniently left out the fact that Whitmore threaten his boss with violent.And he was terminated because of that.Of course he now will say anything to get his job back.

Do you have a hidden agenda?

Former OSHA Official Challenges His Removal
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The former head of the record-keeping unit says contends the government has allowed companies to underreport workplace injuries. "When you challenge the agency's motives and integrity, that's heresy Obviously I did that. And I've paid the price for doing that."
http://www.fedsmith.com/headline/11803.html

http://www.charlotteobserver.com/business/story/1038010.html

http://www.eeoc.gov/press/7-6-09.html
EEOC NAMES DEXTER BROOKS DIRECTOR OF AGENCY’S FEDERAL SECTOR PROGRAMS
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Edited by author 11-05-2009 09:23 PM
Walkedout /M6270


WOW, any plan B in placed?

PEA Carlton Hadden is still Director of OFO. The way EEOC/OFO has been run the last 10 years I'm convinced he is the Devil himself. With a 99% win rate its no wonder the PO does what it does. Had EEOC/OFO actually done the job they were entrusted to do and made correct decisions and penalized these Agency's years ago you can almost guarantee these Agency's (mainly Postal Service) would not have continued treating employees the way they have and wasted the money they have fighting cases only to know that Carlton Satin had their back. As long as he is Director nothing will change.

Edited by author 11-05-2009 08:26 AM
Anybody-
If a carrier has 10 feet of flats, or 120", how does the supervisor convert that to number of pieces for DOIS input? Just curious.

PEA....happy to see you return. I have never filed a mixed appeal. Your advice is on traget as usual. Walkedout, gather all the evidence you can and be prepared for a long process.

Walkedout/m6266
If you are eligible to appeal to the M.S.P.B., and you are simultaneously raising a claim of discrimination, then I would advise that you file your Board appeal first. If you don’t like the decision of the M.S.P.B. judge with regard to your claim of discrimination, then you can appeal the Board’s decision to the EEO Commission. That gives you two bites at the administrative apple instead of one. BTW, new people at both the Board and the Commission. Those statistics should change soon.

NT Wiseguy... I appreciate your prompt response and did read post 6188. This post tells me what I already know. I can file either an EEO or MSPB but not both. Which would be the advantage of proceeding in each forum. Years ago employees had a better chance in MSPB because the win rate in EEO is about one out of a hundred.(1%) Lately it seems the sucess rate in MSPB has not been as great either as it used to be.

walkedout...please read posting 6188 by PEA a very knowledgeable person whom I have met and seen in action. Also look up the class action suit against USPS on this very same action. The name is somewhere in this forum.More than likely you will file a EEO complaint. Were any "bosses pets" walked out?

Any advice from the experts on which forum to proceed (EEO or MSPB) when walked out by USPS on NRP. It appears to be a mixed-case. Not sure which would be best.

/m6262-
Sounds like we could use this argument with USPS. Great post.

http://www.riskandinsurance.com/story.jsp?storyId=280023982

'Inflexible' WC leave policy leads to record payout for Sears
Sears, Roebuck and Co. recently agreed to pay $6.2 million to settle a 5-year-old lawsuit charging that its workers' compensation leave policy violated federal disability discrimination law.

The Equal Employment Opportunity Commission said the consent decree is the largest Americans with Disabilities Act settlement in a single lawsuit in the agency's history. The case is Equal Employment Opportunity Commission v. Sears, Roebuck and Co., No. 04 C 7282 (N.D. Ill. consent decree approved 09/29/09).

The EEOC filed the action in 2004, alleging that Sears violated Title I of the ADA by terminating hundreds of employees who had exceeded the retailer's "inflexible" one-year workers' comp leave policy. According to the EEOC, after one year, Sears automatically terminated employees who were on workers' comp leave due to a disability from a work-related injury. It also alleged the company failed to accommodate these employees. According to the EEOC, appropriate accommodations could have included an extension of the one-year leave of absence period or returning the employee to work with an accommodation.

Edited by author 10-29-2009 12:05 PM
New study case:

Employees files many EEO, CA-1 for OWCP against Post master.

now can Post Master requested USPS- OIG look into the employees, tracking employees, where did employee travelling during OWCP? look into employee's passport; can they do there? how far OIG can proceed, are they any limited? siice file OWCP, should than be OWCP investigative look into or OIG must look into then report to OWCP?
thanks

Yes they are rare. I did see another one like this that was a winner about a year a so ago but I didn't keep it. I wish I had. The thing about Bivens is that there are a lot of case law in it.
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