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Postal EEO Forum

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Lady of Light
06:31 AM ET (US)
Hi! How are you?News from Oprah: http://holidayletsinbath.co.uk/had.php She says it works! Lady of Light
Sent from Yahoo Mail for iPhone
SlingshotPerson was signed in when posted
11:22 PM ET (US)
The "reasonable suspicion" standard does not apply to continuing
violations where there is a discriminatory wage claim at issue. In such
circumstances, a new violation is deemed to occur each day of work for
which a complainant is denied equal pay. See, e.g., Moller v. Department
of Health and Human Services, EEOC Request No. 05960505 (July 24, 1997);
Robinson v. General Services Administration, EEOC Request No. 05950558
(July 1, 1996). Otherwise, the agency would be able to continue its
alleged discrimination in perpetuity with no available remedy for the
complainant. Id.

SlingshotPerson was signed in when posted
07:52 PM ET (US)
I'll try to find the other case again. I was told by a friend who is an attorney that it is hard to get them for lying because they lie to get out of the lie. I have a case with a cazillion lies in it - nothing done about it.....
ZwitterionPerson was signed in when posted
07:49 PM ET (US)
Not a problem. I deleted my comment too. If you know of any cases where an employee successfully sued their manager I'd appreciate the case number. We just caught a manger who lied her a$$ off (in writing no less) to remove a employee. We caught her red handed. Once we get him reinstated, we have advised him to pursue litigation not just again the agency but also against his manager for lying to Federal agents (two 1811's) and falsifying paperwork.
SlingshotPerson was signed in when posted
07:30 PM ET (US)
Sorry, I deleted it. I had two cases that I was reading one won and one lost. I posted the wrong one. I will go back and see if I can find the winner. Sorry about that. Senior Moments are racking up fast.
RIKSNYPerson was signed in when posted
06:56 PM ET (US)
/m11590 Her complaint was dismissed, how is that a win?
Deleted by author 03-29-2015 07:42 PM
SlingshotPerson was signed in when posted
02:33 PM ET (US)
All Veterans should join this group. This is one of the strongest and most active of all of the Veterans groups I have seen.

Jim Davis, is the Founder and CEO of Veterans for Change, Inc, Riverside County, CA


Membership is 100% free!
Subscribe to the Veterans-For-Change Newsletter
Here is the link to join: americas_veterans_united-subscribe@yahoogroups.com

Group Description

America’s Veterans United is a Veterans Advocacy and Assistance Group

 The purpose of America’s Veterans United is to make major changes in the treatment and rights for all veterans. In benefits claims, appeals, medical care and treatment, VA Facilities, PTSD, Agent Orange, POW & MIA recoveries, diabetes, TBI and dioxins.

 Members work together and combine their talents, information, ideas and suggestion and contribute to a monthly letter that’s sent to all 535 members of Congress expressing the concerns over various issues and offers possible solutions.

 This is in an effort to make change within the VA system, to streamline, expedite and insure claims are honored to the best possible rating, to insure all medical facilities are using the best equipment in the most modernized facilities with a properly trained and fully licensed and compassionate medical staff.

 We conduct research, develop ideas, solutions, and programs and do our best to make sure they’re put into action.

 We also provide guidance and assistance to veterans, spouses, their children and widows with their claims and appeals and the support of all veterans who seek assistance.

 We must guarantee the rights of every single veteran and gain the rights and benefits promised!
Also, Please pass this information on to any Veterans that you know.
Deleted by author 03-29-2015 07:28 PM
SlingshotPerson was signed in when posted
02:39 AM ET (US)
The EEOC is seeking comments on its federal sector EEO process per the URL below:

SlingshotPerson was signed in when posted
07:10 PM ET (US)
Lying on an EEOC Document


If the EEOC discovers that an employer or a charging party has lied during the course of an investigation, that fact may influence the investigation’s outcome. It may also affect the outcome of litigation or may be used at trial to discredit a witness.
Additionally, making a material misrepresentation during the course of an EEOC investigation could be considered a punishable crime under 18 U.S.C. Section 1001. The requirement that the misrepresentation be “material” is met if the statement has the “natural tendency to influence or [is] capable of influencing, the decision of the decisionmaking body to which it is addressed.” U. S. v. Gaudin, 515 U.S. 506, 510 (1995). (A lie can still be “material” even if it fails to persuade the decisionmaker to reach a different conclusion in the case.)
03:53 AM ET (US)
Meditation for the Day

We cannot fully understand the universe. The simple fact is that we cannot even define space or time. They are both boundless, in spite of all we can do to limit them. We live in a box of space and time, which we have manufactured by our own minds and on that depends all our so-called knowledge of the universe. The simple fact is that we can never know all things, nor are we made to know them. Much of our lives must be taken on faith.

Prayer for the Day

I pray that my faith may be based on my own experience of the power of God in my life. I pray that I may know this one thing above all else in the universe.
03:52 AM ET (US)
The AJ is back (large dockets-that's why it takes so long)to working on my Damages Hearing again.
03:50 AM ET (US)
It requires great faith to see a EEOC case through to a win, resolution from an AJ at the EEOC.
So we must be patient, I do it be reading and sharing spiritual things.
KIMMIEKPerson was signed in when posted
02:09 PM ET (US)

 The sociopaths we call MANAGERS and SUPERVISORS at the USPS constantly discriminate and violate the contract when it comes to discipline. They retaliate- They intimidate and harass employees so punitive discipline is the NORM no matter who they are going after. Does it matter what is said in the MOU when management FAILS to follow their own rules? Does it matter what is in the Contract and the MOU when management chooses whom they want to create that hostile working environment for? Only when push comes to shove. I say Fight on and NEVER let these morons decide your fate. so just the fact that they would even give an inch to allow SEVERE punitive actions on their workers says TONS---
Edited 03-20-2015 02:16 PM
06:23 PM ET (US)
Kimmi and meme, I would suggest reading the February 2013 MOU between APWU and USPS.

With PSEs, discipline should be corrective but not punitive. However, progressive discipline is not an absolute with PSEs.

You can google the MOU. THere are also arbitration awards out mimicking the same.
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