Glendale Community Samuel Colman American Photograph Discussion Humanities Assignment Help

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Glendale Community Samuel Colman American Photograph Discussion Humanities Assignment Help. Glendale Community Samuel Colman American Photograph Discussion Humanities Assignment Help.


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Part One

Find an American painting that represents at least one of the ideas you’ve read about in the chapters in Module Eleven. Here are some resources to help you find a piece of art. Make sure the piece of art you find is from the American art collection and the artists is identified as “American.”

Part Two

Thinking about what you read, and the piece of art you chose, do the following:

  1. Provide a link to the piece of art you are referencing, and include the name of the art piece, the name of the artist, and the date the piece was created.
  2. Describe the piece of art in 2-3 sentences.
  3. Choose 2-3 quotes from the chapters in this module that connect to this piece of art for you.
  4. Explain why those quotes connect with the piece of art you’ve chosen.

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Grossmont Cuyamaca Homelessness in San Diego Research Essay Humanities Assignment Help

Writing Task: You will choose one controversial, local issue, to write about in a six-eight page, research-based, persuasive essay. In addition to devising an arguable claim, you will convince your readers (including myself) to take some type of action (this is where the “proposal” aspect comes into play). It is vital to choose a subject that you find interesting, but keep an open mind while you’re doing your research. To build an effective argument, you need to present the best positions, which support your ideas as well as demonstrate why the best positions against your ideas (the counter argument) are insufficient.

Topic: Homelessness in San Diego

Requirements for Sources:

  • Your essay must have at least six credible/reliable sources
  • You must include at least one article from an electronic database
  • You can use magazines (e.g. Time, Rolling Stone, GQ) and newspapers (e.g. San Diego Union Tribune, New York Times) **the web sites are fine, of course
  • Do not use general encyclopedic works (eg., the dictionary, the Encyclopedia Britannica, Wikipedia) in your essay
  • You should also consider contacting people by telephone or email. If you need help formulating questions or with anything else, please let me know
  • You could also do a survey and analyze the data
  • Start as soon as possible

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Enterprise Risk Mangement Information Systems Discussion Engineering Assignment Help

Course: Enterprise Risk Management

Note: Attached the Assignment document which has all the questions and course text book for reference. Please provide me the plagiarism report with your answer

Chapter 23: Control Complacency Rogue Trading at Société Générale

In this assignment, you must answer the “Answer Implying Guilty,” and the “Answer Implying Not Guilty” questions. Both responses must start by stating either “Yes” or “No” for each charge and a brief summary that explains why. One example of the first question was provided.

IMPORTANT: ALL IMPLYING GUILTY ANSWERS ARE NOT ALWAYS “NO” RESPONSES AND ALL IMPLYING NOT GUILTYANSWERS ARE NOT ALWAYS ‘YES’ RESPONSES.

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OPM625 University of Maryland Portuguese Construction Company Project Management Paper Writing Assignment Help

The Portuguese Construction Company discussed in the case successfully used project management to improve their operations that resulted in supply chain management gains.What is interesting about this case is the organization worked to change many of their operations to improve their business overall. In general, having such a large scope can result in serios delays and possible failures but this construction company worked very hard to reduce problems that resulted in successful project results.

The objectives of the case are:

  • To introduce new project and/or operations management practices that would help the Portuguese Construction Company improve their operations.
  • Make improvements using project management methodology to change and optimize the Portuguese Construction Company’s operations.
  • To reengineer some of the Portuguese Construction Company’s operations to increase their supply chain management efficiencies.

The case study shows what resilient planning, effective project management, technology and decision making can do to enhance the supply chain management capabilities of an organization. The name of the organization isn’t disclosed but there is a significant amount of information about the current and new operations and supply chain management capabilities as well as their project management practices.

Assignment Questions

  • How would you characterize the construction company’s process, organization, culture, and management based on the facts of the case?Also, based on the facts of the case what else would you propose to improve the operational system to increase the Portuguese Construction Company’s supply chain management practices. (Note: Consider more than just the internal operations of the organization, stakeholders, etc.)
  • Decision point:The construction company is planning a future development of the ICS to integrate a dynamic project management module where the activities will be linked together in a way that any change made in the plan version of any given project can easily be reflected in all the other construction site plans.
  • Imagine one of Portuguese Construction Company’s project is broken down into the following 10 activities:

Using a project management plan how you would go about implementing this plan and what would you recommend the organization do from an operations management standpoint to ensure the project is a success.

(cont’d. – see question 3 below)

ACTIVITY

IMMEDIATE PREDECESSOR

DURATION (WEEKS)

1

–

4

2

1

2

3

1

4

4

1

3

5

2,3

5

6

3

6

7

4

2

8

5

3

9

6,7

5

10

8,9

7

A. Draw the network diagram (identify each activity and its duration inside their respective nodes, and include ES, EF, LS & LF numbers outside each node – see sample for activity 1 below)B. Identify the critical path and list the activities in it. Based on this, how many weeks will it take to finish the project?

4

0

C. If activities 1 and 10 cannot be shortened, but activities 2 through 9 can be shortened to a minimum of one week each at a cost of $10,000 per week, which activities would you shorten to cut the project by four weeks?

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SCM640 American International Week 1 Airline Consolidations Case Questions Writing Assignment Help

Read and analyze the case study below. Provide a background of the study as your introduction. Repeat each question as your main headings as you answer each part completely. Utilize at least one course reference and two outside references to support your statements. All writing assignments must follow APA guidelines, such as: title page, headings/sub-headings, referencing, quoting, paraphrasing, writing style and formatting.

NOTES:

  • For Case Studies, write as if you are employed by the subject company and writing an internal report — no need to cite internal sources (e.g. the Case Study).
  • You are solving this case as a current-day project — write in the present tense!
  • Write as a formal document submitted by a work team, so avoid 1st person (i.e. “I” or “We”).
  • If help is needed for general writing, contact the NU’s Writing Center immediately. –
  • Students should use National University’s digital library for credible business sources and other peer-reviewed papers as references.

CASE 7-2

Airline Consolidations

According to Airlines for America, there have been approximately 51 airline mergers/ acquisitions since 1930. Although this is not necessarily a verifiable number, it does show the magnitude of the consolidationns that have taken place in the passenger airline industry. Probably the most significant combinations of carriers began in 2009 with Delta and Northwest, followed by United and Continental in 2010, Southwest and Airtran in 2011, and American and US Airways in 2013. These four “mega-carriers” account for approximately 80 percent of all domestic airline passengers today.

The Airline Deregulation Act of 1978 was intended to open the passenger market to new entrants to increase the level of competition. Since then, however, there have been no new entrants into the traditional hub-and-spoke airline market. While there have been a few successful entrants into the market (for example, Southwest), they were point-to-point airlines that did not compete against the legacy hub-and-spoke carriers (for example, United).

CASE QUESTIONS

1. Based on publicly available data, compare the four mega-carriers across the following characteristics:

a. Number of aircraft by type; b. Number of employees; c. Departures; d. Revenue passengers;

e. Revenue passenger miles; f. Available seat miles; g. Operating revenue (total); h. Operating revenue per seat mile; i. Operating profit.

2. Knowing the intent of the Airline Deregulation Act of 1978, explain why the number of passenger airlines in the industry has actually decreased. Be sure to include a dis- cussion of barriers to entry in your explanation.

3. With the total U.S. market being oligopolistic in nature and at some hubs monopo- listic, should the federal government takes steps to impose economic regulation on the passenger airlines again? Explain your opinion.

4. In your opinion, why did the Justice Department allow such consolidations to take place?

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PSYSICS130 Cuyamaca Storm in a Teacup The Physics of Everyday Life Report Science Assignment Help

Please write a minimum of 1000 word book analysis on the book, “Storm in a Teacup The Physics of Everyday Life,” by Helen Czerski. The requirements and what the professor is looking for is attached below.

12-point Times New Roman font

❏ Title page with just the title of your paper in 16-point font bold with your name below in 12-point font italics centered in the middle of your page.

❏ Double-spaced.

❏ Minimum 1,000 words.

❏ Stapled on the top left corner.

Key Elements: All of these elements should be easily found in your analysis.

❏ Who is the author and what is his/her general background? Why might they have written this book?

❏ An explanation of the author’s thesis: What is the focus of this book? What was he trying to say?

❏ What struck you or stood out in this book and why? Be as reflective and thoughtful as you can. This is the soul of the paper.

❏ How does this book change/challenge the way you look at or think about some previously held belief about the world? If it did not change or challenge anything for you, then carefully explain why.

PSYSICS130 Cuyamaca Storm in a Teacup The Physics of Everyday Life Report Science Assignment Help[supanova_question]

Arkansas State University Chapter 16 Busting an Organized Shoplifting Ring HW Business Finance Assignment Help

Assignment – Video Review Assignment – There may be numerous videos for this Chapter but you are to choose any three of the videos in the Chapter 16 folder in order to do this assignment.

Description of Assignment:

Watch the videos in the Chapter 16 folder.

Write a review of three of the videos (put this all in one document and turn in together):

  1. A synopsis of the video (its purpose, intent, etc)
  2. What the video meant to you: what did the video teach you / inform you of / impression it made on you.
  3. How you feel the video is related to the material in Chapter 16 of the course text.

Write a summary:

  1. Lessons you think individuals / organizations could learn from the videos.
  2. The most important information you personally took away from watching the videos.
  3. Would you recommend watching the videos to others (why or why not)?

What to turn in:

Write a review of the three (3) videos you choose (put this all in one document and turn in together): Submit assignment to blackboard

Points will be deducted for spelling and grammar errors.

Points will be assigned for each video review based on how on the quality of your content, not necessarily on quantity. Is your content well thought out?



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American School of Business Strategic Audit in Netflix & Market Share Essay Business Finance Assignment Help

Netflix

here is what I need ;

OVERVIEW – Provide a brief history and overview of the firm that will provide context for the strategic audit.

I.CURRENT SITUATION

Discuss the performance of the corporation over the past year in terms of ROI, market share, and profitability.

(!) Important: In this section, keep in mind the following flow:

Vision/mission leads to objectives.Objectives are achieved through strategies.Strategies are supported by policies.

(!) Important: To be effective, a mission statement should address three factors:

  • WHAT need is being satisfied – Defines the products or services.
  • WHO is being satisfied – Defines markets or customer groups.
  • HOW customer needs are satisfied – Defines the technologies used and the functions performed.

Examples of Strategic Objectives

  • A bigger market share
  • Lower costs relative to key competitors
  • Broader or more attractive product line than rivals
  • Increased ability to compete in international markets
  • Expanded growth opportunities

(!) Important: Both financial and strategic objectives should include timeframes (e.g., “lower costs relative to key competitors by the fourth quarter of 2004.”)A company should have both short-run and long-run objectives:

  • Short-run Objectives – Target performance levels to be achieved soon (usually within a year).
  • Long-run Objectives – Target performance levels to be achieved later (within three to five years).

Examples of Financial Objectives

  • Achieve revenue growth of 10% per year
  • Increase earnings by 15% annually
  • Increase dividends per share by 5% per year
  • Boost annual returns on invested capital from 15% to 20%
  • Improvement in bond and credit ratings

  • Low Levels of Diversification
  • Moderate to High Levels of Diversification
    • Related Constrained – Less than 70% of revenue comes from the dominant business.All business units share product, technological, and distribution links.
    • Related Linked – Less than 70% of revenue comes from the dominant business.There are only limited links between the businesses.
  • Very High Levels of Diversification
    • Unrelated – Less than 70% of revenue comes from the dominant business.There are no common links between the businesses.

(!) Important: Corporate-level strategy should increase the firm’s value by enhancing its ability to earn above-average returns.Identify if this is occurring with the present strategy, and if so, how?

  • Cost Leadership – Providing goods or services with acceptable features at lowest cost relative to competitors.Example: Wal-Mart.
  • Differentiation – Providing goods or services that are perceived to be substantially different with respect to what is valued by customers. Example: Lexus.
  • Focused Cost Leadership – Cost leadership, as defined above, that is focused on a particular competitive segment.Example: Crystal.
  • Focused Differentiation – Differentiation, as defined above, that is focused on a particular competitive segment.Example: Porsche.
  • Integrated Cost Leadership / Differentiation – Simultaneously providing cost leadership and differentiation.Example: Southwest Airlines.

  • Offensive (Strategic Actions) – Designed to build competitive advantage or improve market position.
  • Defensive (Strategic Response) – Designed to defend competitive advantage or recover market position. Examples: Guerilla Strategy, Retrenchment, Harvest, Liquidation, Second/Late Mover, Market follower

  • Are relatively easy to implement and reverse.

Example: A local company would be acting strategically if it built a dozen new gas stations in a city.One of the stations could then act tactically if it lowered the price of each of its grades by a penny.

Example: A business unit has chosen the generic business strategy of differentiation.It differentiates itself through superior customer service.Any significant policies concerning the superior treatment of customers should be noted e.g. not saying “no” directly to a customer.

In addition, note any other key policies of the organization.Examples: Affirmative action, safety, security, quality, ethics, social responsibility, sexual discrimination policies, minority and women-owned businesses etc.

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Gordon Segal, Jake Burton, Tyler Haney Business Podcast Summary Writing Assignment Help

head to this link and listen to three different podcasts and each one needs to write 250 words.

http://www.npr.org/podcasts/510313/how-i-built-this (Links to an external site.)

When you are finished, please submit a response paper to canvas. Include which podcast you listened to, and your overall thoughts of the company, the entrepreneur, and the work that was done to get the company going.

Some questions to think about as you write your response:

  • Did the entrepreneur(s) ever think the company would fail?
  • How much money did the entrepreneur(s) start with?
  • What research was done before the company began?
  • What is the product/service and is that different than what the entrepreneur is really selling? (It has been said that a Lamborghini salesman is selling a lifestyle, not just a car.)
  • How was the existing industry disrupted by the new product/service or company?
  • How did the company build clientele? Inventory? Assets?
  • How were products/services moved in the beginning?
  • How was the product/service marketed in the beginning, and how different is the marketing strategy now?

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Walden University Grievance Form Writing Assignment Help

i’m completing a Grievance form, this is a grievance, so I’m not sure if all the emotion is correct. Its not a matter heard in court, so hearsay and other information are allowed. Im unsure if im putting too much emotion when writing or should i focus on the facts? there was a lot of documents to read, but i got the main facts there.

This is due tomorrow at 8:00 am, but i still have to present it in front of everyone, thats why i need it to be ready and prepare for tomorrow. I just need a quick review and organization,

This is what needs to be completed in the form:

**********************************************************************************************************************************

1. The issues are (use attachments if necessary):

Exhibit A

2. The facts supporting this are (use attachments if necessary):

Exhibit B

3. The relief I want is (use attachments if necessary):

Exhibit C

**********************************************************************************************************************

this is what i have for exhibit A:

The issues are:

Regarding my work-related right shoulder injury. With no warning, transparency, or due process, and with only had my nineteen work days on light duty. To my complete surprise, I received a conference call on a Friday, October 25th, 2019, at 2:20 PM with Angel Miller, Teresa Hutter, and Karen Robertson to inform me that I can take a job as a dispatcher with a twenty percent pay reduction, or separation from the department. Also, I had to decide at that moment, and if I did not take the offer, I would be without income or health insurance. I am almost a thirteen-year employee of the Virginia State Police (VSP) with just shy of 17 years in Virginia Retirement System (VRS) and a loyal employee with no prior disciplinary actions.

During this conference call, they kept referencing a letter from VSP’s department physician, Dr. Verheul, and that they are only following the recommendations from his letter. Also, this decision ultimately made by Captain Kaplan.

I started to inform them that there was a lot of new information such as one, I got another opinion from another orthopedic doctor, which was very positive, and she thought I could return to work after surgery. Also, I had an appointment with a third orthopedic surgeon for a third opinion. These were not considered in Dr. Verheul’s letter.

Two, I was just recommended to be placed on short-term disability from my workers’ compensation’s orthopedic surgeon Dr. Campbell. Also, I already made a short-term disability claim with Reed group, can I at least have due process and go on short-term disability and let this play out because I know I can make it back to full duty status, and that Nineteen days on light duty was not enough time, and this was way too early in the process to make such a judgement.

Third, I stated I need another week just to separate I was in the middle of a human/labor trafficking case with Homeland Security Investigations (HSI) on the Eastern Shore with the informants being my contacts which was my light duty assignment, which I was working it behind a desk at the Norfolk federal building, and also I need to turn my equipment in and turn over my cases.

Ultimately, they informed me that I was not listening and that I had to make a decision now, and I was afforded no additional time even for such a monumental decision of the change in pay, benefits, and retirement. I brought up that I would not take a dispatcher position, but I have been trained in the U.S. Navy as an electronics technician, so I would consider a communication technician to which they stated yes, we could do that since that job had an opening and was available.

Since the communication technician job salary had to be worked up, they stated to me that we would continue this on Monday. They also stated that they would also relay this new information that I provided during our conference call to Captain Kaplan. I thought to myself at this time with this new information that Captain Kaplan will do what is right and decent by letting me go on short term disability so I can get my surgery and make it back to work. Because this issue was still unfolding and a lot of positive news on my shoulder was forth coming, which greatly mitigating the current information at this time.

I was surprised to see I got a call back at 3:35 PM from personnel to which I was not expecting any further communication until Monday. They informed me that they talked to Captain Kaplan, and he will not change his mind, that I will have to call personal at noon on Monday to get my new salary information, and at that point let us know if you will take the communication technician job (which was nine percent pay cut). Also, they informed me that if we do not hear from you by noon on Monday, we will consider that a no, and we will then separate you from the department.

Over the weekend, I had communication with VSP’s association to which I am a member. And I informed their attorney Bill Etherington what had happened to me on Friday, and I was informed he had called Lt Colonel Lyons and informed him what was going on.

Monday, I called around noon to personnel as instructed, and I was informed since I let people know that the whole situation was on hold from a Major coming down and putting this on hold. I was relieved again, and I thought common sense and decency would win out. Then around 4:00 PM, I was informed that Captain Kaplan stated this is his show, and he is in charge and that this was happening today by close of business! I was then instructed that I had to make the decision immediately to which I turned down the communication job at a nine percent reduction in pay and was terminated on Monday October 28th, 2019.

On Tuesday, my boss Lt Penree came to get my equipment and take my badge and gun. After much discussion with friends and family and only getting about 10 hours of sleep since Friday from all the stress this has caused, I decided that if the job were available, I would take it. To which It was, and I was instructed to report to Richmond SPHQ at 0830 the next day (Wednesday) to start training. Not only have I lost almost 500 dollars a month in salary, but I been paying an additional 100 dollars a week in gas in my vehicle to drive back and forth to Richmond (180 miles round trip). This cost I did not pay before because I had a VSP’s vehicle. This whole situation has been a huge adjustment for my family.

****************************************************************************************************************************************

This is what I have for Exhibit C

The relief I want is:

For the Virginia State Police to return me to my sworn position as a Special Agent in Drug Enforcement Section (DES) as a Drug Diversion Unit (DDU) in 5th Division. With my original salary, and be paid back the loss of my salary from the effective pay date of the change of October 25, 2019.

*****************************************************************************************************************************************

Exhibit B The facts supporting this are: No due process, or transparency, and total lack of a definitive basis for a proper decision Dr. Verheul’s letter was the basis for the decision and was done too early in the process and lacks any definitive statements. Regarding, Dr. Verheul’s letter I was told by many that Dr. Verheul is basically a rubber stamp from the specialist. At the time I had no idea what could come from General Order ADM 14.10 Fitness for Duty Examination (which from reading it gives no mention, this process lack transparency, and I was giving no information from personal who deal with this on a regular basis). So, I was not worried, and I only signed a medical release for Dr Brick Campbell, who is my Orthopedic surgeon and also my worker compensation doctor, and, none of my other Doctors I seen were included or brought with me to the exam (again, I did not realize I should be worried and making a case). I knew at the time I was unfit and ignorantly figured this is just the process, and I was working to become fit. (This is proven, by using my own money to see another orthopedic surgeon on November 8 th, 2019 for a second opinion, which was positive and again not included in Dr. Verheuls review). Also, Dr. Verheul’s letter basis and basic foundation are flawed because it does not have the new information I obtained from my other two opinions, and even more important Dr. Campbell’s own opinion has changed, and he will sign me back to full duty, which was the basis for the whole letter to begin with that Dr Campbell would not sign me off to full duty. On November 22nd, 2019 I saw Dr. Campbell again. After I informed him what had happened, his opinion had changed, originally, he wanted to do a total shoulder replacement, and from this surgery he would not sign me to return to full duty with the apparatus installed. Other doctors I received opinions from would not preclude me solo on the apparatus, and if I showed good results, they would sign me off on return to full duty. Also, from my second opinion she was a Doctor who worked with Dr. Campbell in the past and she stated that Dr. Campbell is very conservative in his opinions and always sides with extreme caution and this is why he would not sign you off from a total shoulder replacement. Dr. Campbell now stated I still would not sign you off to return to work on a total replacement, and I recommended this surgery because it will elevate all your problems, including the pain. But we can go in to the shoulder and remove the bone spurs this would elevate your shoulder locking up and increase your mobility and cancel the extreme pain when you hit a bone spur (which were the reason I was taken off full duty), but your everyday stationary pain would remain (which is not much, my true problem is when I hit a bone spur and my shoulder would lock up), but he then stated with this surgery I would sign you off for return to full duty. Also, Dr Verheul’s letter to which again I was told by personnel is the whole reason the decision is based on is very ambiguous. “After replacement of the shoulder, there is no guarantee that he will be able to return to work. Currently special agent Kennedy controls his pain with ibuprofen as needed. Medial history is otherwise nondescript.” Does not guarantee sounds to me that I have a better than not chance of making it back to full duty. Finally, when I did talk to Dr Verheul during my exam on October 24th, 2019, he stated to me that he will be sending off his letter recommendation Tuesday or Wednesday of next week (29th or 30th). I was then informed by a supervisor that it will have to go up and down the chain of command and you probably will not hear anything until a week or two. But I get a call conference call the next day with the ultimatum with reduction of pay. What was the rush and why did personnel try to get this letter so quickly? (I was expecting to be ruled unfit, and I would still be able to use my short -term disability and light duty time I had remaining to make it back) This whole situation is a miss application of policy. This was basically a constructed firing with Tortious Interference and Intentional Infliction of Emotion Distress. Criteria for Tortious Interference In Schaecher v. Bouffault, decided June 4, 2015, the Virginia Supreme Court recited the elements of tortious interference with contractual relations as “(1) the existence of a valid contractual relationship or business expectancy; (2) knowledge of the relationship or expectancy on the part of the interferor; (3) intentional interference inducing or causing a breach or termination of the relationship or expectancy; and (4) resultant damage to the party whose relationship or expectancy has been disrupted.” The existence of a competitive relationship was not included. I did have a reasonable expectation of the ability to use short term disability concerning my workrelated injury at my current job. And was damaged by a reduction in pay and caused a lot of emotional stress when I should have been concentrating on getting better. Intentional Infliction of Emotional Distress Virginia recognizes a cause of action for the intentional infliction of emotional distress (IIED) where the following four elements are met: (1) the defendant’s conduct (statements or actions) was intentional or reckless; (2) the conduct was extreme, outrageous and intolerable; (3) a causal connection exists between the defendant’s conduct and the resulting emotional distress; and (4) the resulting emotional distress was severe. The important questions to be asked are: What was basis and reasoning for the extreme urgency of this decision? I was very early in my process only 19 days into light duty. Also, a reasonable person would think it would be appropriate to use a benefit that I was promised almost 13 years ago such as short-term disability which would have giving me time to make it back, and which my doctor recommended and I applied for prior to the call giving me the ultimatum conference call I also e-mailed FMLA request so I can have time to make it back but this was also ignored. Why is ok for me to go out on short term disability as a communication tech but not as sworn employee? From my perspective I am just a pong for the Captain of personnel to show his dominance over the position it does not matter from what I was informed the decision is not based on right and wrong or what is decent. Final points: Commonsense and decency would dictate that it is respectful to give a two week notice prior to leaving the department, but in return they call out of the blue and give no notice to get rid of you when you didn’t do anything wrong except perhaps be a little to honest. What did I do wrong to be treated with such disdain? Very unprofessional to be fired over the phone. Took my gun and badge with no advance notice. We don’t make friends on this job and since I do not have a concealed weapon permit it basically leaves be defenseless since I will not open carry Finally, I know our Colonel during his video messages references the VSP family. I am not asking for that I am Just asking for whom ever reads this how he or she would want to be treated in this situation. Just how I have always treated others. Let me go out on short term disability as a sworn employee and let me make it back to full duty to finish my last 7 years to full retirement.

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https://anyessayhelp.com/

When you are finished, please submit a response paper to canvas. Include which podcast you listened to, and your overall thoughts of the company, the entrepreneur, and the work that was done to get the company going.

Some questions to think about as you write your response:

  • Did the entrepreneur(s) ever think the company would fail?
  • How much money did the entrepreneur(s) start with?
  • What research was done before the company began?
  • What is the product/service and is that different than what the entrepreneur is really selling? (It has been said that a Lamborghini salesman is selling a lifestyle, not just a car.)
  • How was the existing industry disrupted by the new product/service or company?
  • How did the company build clientele? Inventory? Assets?
  • How were products/services moved in the beginning?
  • How was the product/service marketed in the beginning, and how different is the marketing strategy now?

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Walden University Grievance Form Writing Assignment Help

i’m completing a Grievance form, this is a grievance, so I’m not sure if all the emotion is correct. Its not a matter heard in court, so hearsay and other information are allowed. Im unsure if im putting too much emotion when writing or should i focus on the facts? there was a lot of documents to read, but i got the main facts there.

This is due tomorrow at 8:00 am, but i still have to present it in front of everyone, thats why i need it to be ready and prepare for tomorrow. I just need a quick review and organization,

This is what needs to be completed in the form:

**********************************************************************************************************************************

1. The issues are (use attachments if necessary):

Exhibit A

2. The facts supporting this are (use attachments if necessary):

Exhibit B

3. The relief I want is (use attachments if necessary):

Exhibit C

**********************************************************************************************************************

this is what i have for exhibit A:

The issues are:

Regarding my work-related right shoulder injury. With no warning, transparency, or due process, and with only had my nineteen work days on light duty. To my complete surprise, I received a conference call on a Friday, October 25th, 2019, at 2:20 PM with Angel Miller, Teresa Hutter, and Karen Robertson to inform me that I can take a job as a dispatcher with a twenty percent pay reduction, or separation from the department. Also, I had to decide at that moment, and if I did not take the offer, I would be without income or health insurance. I am almost a thirteen-year employee of the Virginia State Police (VSP) with just shy of 17 years in Virginia Retirement System (VRS) and a loyal employee with no prior disciplinary actions.

During this conference call, they kept referencing a letter from VSP’s department physician, Dr. Verheul, and that they are only following the recommendations from his letter. Also, this decision ultimately made by Captain Kaplan.

I started to inform them that there was a lot of new information such as one, I got another opinion from another orthopedic doctor, which was very positive, and she thought I could return to work after surgery. Also, I had an appointment with a third orthopedic surgeon for a third opinion. These were not considered in Dr. Verheul’s letter.

Two, I was just recommended to be placed on short-term disability from my workers’ compensation’s orthopedic surgeon Dr. Campbell. Also, I already made a short-term disability claim with Reed group, can I at least have due process and go on short-term disability and let this play out because I know I can make it back to full duty status, and that Nineteen days on light duty was not enough time, and this was way too early in the process to make such a judgement.

Third, I stated I need another week just to separate I was in the middle of a human/labor trafficking case with Homeland Security Investigations (HSI) on the Eastern Shore with the informants being my contacts which was my light duty assignment, which I was working it behind a desk at the Norfolk federal building, and also I need to turn my equipment in and turn over my cases.

Ultimately, they informed me that I was not listening and that I had to make a decision now, and I was afforded no additional time even for such a monumental decision of the change in pay, benefits, and retirement. I brought up that I would not take a dispatcher position, but I have been trained in the U.S. Navy as an electronics technician, so I would consider a communication technician to which they stated yes, we could do that since that job had an opening and was available.

Since the communication technician job salary had to be worked up, they stated to me that we would continue this on Monday. They also stated that they would also relay this new information that I provided during our conference call to Captain Kaplan. I thought to myself at this time with this new information that Captain Kaplan will do what is right and decent by letting me go on short term disability so I can get my surgery and make it back to work. Because this issue was still unfolding and a lot of positive news on my shoulder was forth coming, which greatly mitigating the current information at this time.

I was surprised to see I got a call back at 3:35 PM from personnel to which I was not expecting any further communication until Monday. They informed me that they talked to Captain Kaplan, and he will not change his mind, that I will have to call personal at noon on Monday to get my new salary information, and at that point let us know if you will take the communication technician job (which was nine percent pay cut). Also, they informed me that if we do not hear from you by noon on Monday, we will consider that a no, and we will then separate you from the department.

Over the weekend, I had communication with VSP’s association to which I am a member. And I informed their attorney Bill Etherington what had happened to me on Friday, and I was informed he had called Lt Colonel Lyons and informed him what was going on.

Monday, I called around noon to personnel as instructed, and I was informed since I let people know that the whole situation was on hold from a Major coming down and putting this on hold. I was relieved again, and I thought common sense and decency would win out. Then around 4:00 PM, I was informed that Captain Kaplan stated this is his show, and he is in charge and that this was happening today by close of business! I was then instructed that I had to make the decision immediately to which I turned down the communication job at a nine percent reduction in pay and was terminated on Monday October 28th, 2019.

On Tuesday, my boss Lt Penree came to get my equipment and take my badge and gun. After much discussion with friends and family and only getting about 10 hours of sleep since Friday from all the stress this has caused, I decided that if the job were available, I would take it. To which It was, and I was instructed to report to Richmond SPHQ at 0830 the next day (Wednesday) to start training. Not only have I lost almost 500 dollars a month in salary, but I been paying an additional 100 dollars a week in gas in my vehicle to drive back and forth to Richmond (180 miles round trip). This cost I did not pay before because I had a VSP’s vehicle. This whole situation has been a huge adjustment for my family.

****************************************************************************************************************************************

This is what I have for Exhibit C

The relief I want is:

For the Virginia State Police to return me to my sworn position as a Special Agent in Drug Enforcement Section (DES) as a Drug Diversion Unit (DDU) in 5th Division. With my original salary, and be paid back the loss of my salary from the effective pay date of the change of October 25, 2019.

*****************************************************************************************************************************************

Exhibit B The facts supporting this are: No due process, or transparency, and total lack of a definitive basis for a proper decision Dr. Verheul’s letter was the basis for the decision and was done too early in the process and lacks any definitive statements. Regarding, Dr. Verheul’s letter I was told by many that Dr. Verheul is basically a rubber stamp from the specialist. At the time I had no idea what could come from General Order ADM 14.10 Fitness for Duty Examination (which from reading it gives no mention, this process lack transparency, and I was giving no information from personal who deal with this on a regular basis). So, I was not worried, and I only signed a medical release for Dr Brick Campbell, who is my Orthopedic surgeon and also my worker compensation doctor, and, none of my other Doctors I seen were included or brought with me to the exam (again, I did not realize I should be worried and making a case). I knew at the time I was unfit and ignorantly figured this is just the process, and I was working to become fit. (This is proven, by using my own money to see another orthopedic surgeon on November 8 th, 2019 for a second opinion, which was positive and again not included in Dr. Verheuls review). Also, Dr. Verheul’s letter basis and basic foundation are flawed because it does not have the new information I obtained from my other two opinions, and even more important Dr. Campbell’s own opinion has changed, and he will sign me back to full duty, which was the basis for the whole letter to begin with that Dr Campbell would not sign me off to full duty. On November 22nd, 2019 I saw Dr. Campbell again. After I informed him what had happened, his opinion had changed, originally, he wanted to do a total shoulder replacement, and from this surgery he would not sign me to return to full duty with the apparatus installed. Other doctors I received opinions from would not preclude me solo on the apparatus, and if I showed good results, they would sign me off on return to full duty. Also, from my second opinion she was a Doctor who worked with Dr. Campbell in the past and she stated that Dr. Campbell is very conservative in his opinions and always sides with extreme caution and this is why he would not sign you off from a total shoulder replacement. Dr. Campbell now stated I still would not sign you off to return to work on a total replacement, and I recommended this surgery because it will elevate all your problems, including the pain. But we can go in to the shoulder and remove the bone spurs this would elevate your shoulder locking up and increase your mobility and cancel the extreme pain when you hit a bone spur (which were the reason I was taken off full duty), but your everyday stationary pain would remain (which is not much, my true problem is when I hit a bone spur and my shoulder would lock up), but he then stated with this surgery I would sign you off for return to full duty. Also, Dr Verheul’s letter to which again I was told by personnel is the whole reason the decision is based on is very ambiguous. “After replacement of the shoulder, there is no guarantee that he will be able to return to work. Currently special agent Kennedy controls his pain with ibuprofen as needed. Medial history is otherwise nondescript.” Does not guarantee sounds to me that I have a better than not chance of making it back to full duty. Finally, when I did talk to Dr Verheul during my exam on October 24th, 2019, he stated to me that he will be sending off his letter recommendation Tuesday or Wednesday of next week (29th or 30th). I was then informed by a supervisor that it will have to go up and down the chain of command and you probably will not hear anything until a week or two. But I get a call conference call the next day with the ultimatum with reduction of pay. What was the rush and why did personnel try to get this letter so quickly? (I was expecting to be ruled unfit, and I would still be able to use my short -term disability and light duty time I had remaining to make it back) This whole situation is a miss application of policy. This was basically a constructed firing with Tortious Interference and Intentional Infliction of Emotion Distress. Criteria for Tortious Interference In Schaecher v. Bouffault, decided June 4, 2015, the Virginia Supreme Court recited the elements of tortious interference with contractual relations as “(1) the existence of a valid contractual relationship or business expectancy; (2) knowledge of the relationship or expectancy on the part of the interferor; (3) intentional interference inducing or causing a breach or termination of the relationship or expectancy; and (4) resultant damage to the party whose relationship or expectancy has been disrupted.” The existence of a competitive relationship was not included. I did have a reasonable expectation of the ability to use short term disability concerning my workrelated injury at my current job. And was damaged by a reduction in pay and caused a lot of emotional stress when I should have been concentrating on getting better. Intentional Infliction of Emotional Distress Virginia recognizes a cause of action for the intentional infliction of emotional distress (IIED) where the following four elements are met: (1) the defendant’s conduct (statements or actions) was intentional or reckless; (2) the conduct was extreme, outrageous and intolerable; (3) a causal connection exists between the defendant’s conduct and the resulting emotional distress; and (4) the resulting emotional distress was severe. The important questions to be asked are: What was basis and reasoning for the extreme urgency of this decision? I was very early in my process only 19 days into light duty. Also, a reasonable person would think it would be appropriate to use a benefit that I was promised almost 13 years ago such as short-term disability which would have giving me time to make it back, and which my doctor recommended and I applied for prior to the call giving me the ultimatum conference call I also e-mailed FMLA request so I can have time to make it back but this was also ignored. Why is ok for me to go out on short term disability as a communication tech but not as sworn employee? From my perspective I am just a pong for the Captain of personnel to show his dominance over the position it does not matter from what I was informed the decision is not based on right and wrong or what is decent. Final points: Commonsense and decency would dictate that it is respectful to give a two week notice prior to leaving the department, but in return they call out of the blue and give no notice to get rid of you when you didn’t do anything wrong except perhaps be a little to honest. What did I do wrong to be treated with such disdain? Very unprofessional to be fired over the phone. Took my gun and badge with no advance notice. We don’t make friends on this job and since I do not have a concealed weapon permit it basically leaves be defenseless since I will not open carry Finally, I know our Colonel during his video messages references the VSP family. I am not asking for that I am Just asking for whom ever reads this how he or she would want to be treated in this situation. Just how I have always treated others. Let me go out on short term disability as a sworn employee and let me make it back to full duty to finish my last 7 years to full retirement.

[supanova_question]

https://anyessayhelp.com/

When you are finished, please submit a response paper to canvas. Include which podcast you listened to, and your overall thoughts of the company, the entrepreneur, and the work that was done to get the company going.

Some questions to think about as you write your response:

  • Did the entrepreneur(s) ever think the company would fail?
  • How much money did the entrepreneur(s) start with?
  • What research was done before the company began?
  • What is the product/service and is that different than what the entrepreneur is really selling? (It has been said that a Lamborghini salesman is selling a lifestyle, not just a car.)
  • How was the existing industry disrupted by the new product/service or company?
  • How did the company build clientele? Inventory? Assets?
  • How were products/services moved in the beginning?
  • How was the product/service marketed in the beginning, and how different is the marketing strategy now?

[supanova_question]

Walden University Grievance Form Writing Assignment Help

i’m completing a Grievance form, this is a grievance, so I’m not sure if all the emotion is correct. Its not a matter heard in court, so hearsay and other information are allowed. Im unsure if im putting too much emotion when writing or should i focus on the facts? there was a lot of documents to read, but i got the main facts there.

This is due tomorrow at 8:00 am, but i still have to present it in front of everyone, thats why i need it to be ready and prepare for tomorrow. I just need a quick review and organization,

This is what needs to be completed in the form:

**********************************************************************************************************************************

1. The issues are (use attachments if necessary):

Exhibit A

2. The facts supporting this are (use attachments if necessary):

Exhibit B

3. The relief I want is (use attachments if necessary):

Exhibit C

**********************************************************************************************************************

this is what i have for exhibit A:

The issues are:

Regarding my work-related right shoulder injury. With no warning, transparency, or due process, and with only had my nineteen work days on light duty. To my complete surprise, I received a conference call on a Friday, October 25th, 2019, at 2:20 PM with Angel Miller, Teresa Hutter, and Karen Robertson to inform me that I can take a job as a dispatcher with a twenty percent pay reduction, or separation from the department. Also, I had to decide at that moment, and if I did not take the offer, I would be without income or health insurance. I am almost a thirteen-year employee of the Virginia State Police (VSP) with just shy of 17 years in Virginia Retirement System (VRS) and a loyal employee with no prior disciplinary actions.

During this conference call, they kept referencing a letter from VSP’s department physician, Dr. Verheul, and that they are only following the recommendations from his letter. Also, this decision ultimately made by Captain Kaplan.

I started to inform them that there was a lot of new information such as one, I got another opinion from another orthopedic doctor, which was very positive, and she thought I could return to work after surgery. Also, I had an appointment with a third orthopedic surgeon for a third opinion. These were not considered in Dr. Verheul’s letter.

Two, I was just recommended to be placed on short-term disability from my workers’ compensation’s orthopedic surgeon Dr. Campbell. Also, I already made a short-term disability claim with Reed group, can I at least have due process and go on short-term disability and let this play out because I know I can make it back to full duty status, and that Nineteen days on light duty was not enough time, and this was way too early in the process to make such a judgement.

Third, I stated I need another week just to separate I was in the middle of a human/labor trafficking case with Homeland Security Investigations (HSI) on the Eastern Shore with the informants being my contacts which was my light duty assignment, which I was working it behind a desk at the Norfolk federal building, and also I need to turn my equipment in and turn over my cases.

Ultimately, they informed me that I was not listening and that I had to make a decision now, and I was afforded no additional time even for such a monumental decision of the change in pay, benefits, and retirement. I brought up that I would not take a dispatcher position, but I have been trained in the U.S. Navy as an electronics technician, so I would consider a communication technician to which they stated yes, we could do that since that job had an opening and was available.

Since the communication technician job salary had to be worked up, they stated to me that we would continue this on Monday. They also stated that they would also relay this new information that I provided during our conference call to Captain Kaplan. I thought to myself at this time with this new information that Captain Kaplan will do what is right and decent by letting me go on short term disability so I can get my surgery and make it back to work. Because this issue was still unfolding and a lot of positive news on my shoulder was forth coming, which greatly mitigating the current information at this time.

I was surprised to see I got a call back at 3:35 PM from personnel to which I was not expecting any further communication until Monday. They informed me that they talked to Captain Kaplan, and he will not change his mind, that I will have to call personal at noon on Monday to get my new salary information, and at that point let us know if you will take the communication technician job (which was nine percent pay cut). Also, they informed me that if we do not hear from you by noon on Monday, we will consider that a no, and we will then separate you from the department.

Over the weekend, I had communication with VSP’s association to which I am a member. And I informed their attorney Bill Etherington what had happened to me on Friday, and I was informed he had called Lt Colonel Lyons and informed him what was going on.

Monday, I called around noon to personnel as instructed, and I was informed since I let people know that the whole situation was on hold from a Major coming down and putting this on hold. I was relieved again, and I thought common sense and decency would win out. Then around 4:00 PM, I was informed that Captain Kaplan stated this is his show, and he is in charge and that this was happening today by close of business! I was then instructed that I had to make the decision immediately to which I turned down the communication job at a nine percent reduction in pay and was terminated on Monday October 28th, 2019.

On Tuesday, my boss Lt Penree came to get my equipment and take my badge and gun. After much discussion with friends and family and only getting about 10 hours of sleep since Friday from all the stress this has caused, I decided that if the job were available, I would take it. To which It was, and I was instructed to report to Richmond SPHQ at 0830 the next day (Wednesday) to start training. Not only have I lost almost 500 dollars a month in salary, but I been paying an additional 100 dollars a week in gas in my vehicle to drive back and forth to Richmond (180 miles round trip). This cost I did not pay before because I had a VSP’s vehicle. This whole situation has been a huge adjustment for my family.

****************************************************************************************************************************************

This is what I have for Exhibit C

The relief I want is:

For the Virginia State Police to return me to my sworn position as a Special Agent in Drug Enforcement Section (DES) as a Drug Diversion Unit (DDU) in 5th Division. With my original salary, and be paid back the loss of my salary from the effective pay date of the change of October 25, 2019.

*****************************************************************************************************************************************

Exhibit B The facts supporting this are: No due process, or transparency, and total lack of a definitive basis for a proper decision Dr. Verheul’s letter was the basis for the decision and was done too early in the process and lacks any definitive statements. Regarding, Dr. Verheul’s letter I was told by many that Dr. Verheul is basically a rubber stamp from the specialist. At the time I had no idea what could come from General Order ADM 14.10 Fitness for Duty Examination (which from reading it gives no mention, this process lack transparency, and I was giving no information from personal who deal with this on a regular basis). So, I was not worried, and I only signed a medical release for Dr Brick Campbell, who is my Orthopedic surgeon and also my worker compensation doctor, and, none of my other Doctors I seen were included or brought with me to the exam (again, I did not realize I should be worried and making a case). I knew at the time I was unfit and ignorantly figured this is just the process, and I was working to become fit. (This is proven, by using my own money to see another orthopedic surgeon on November 8 th, 2019 for a second opinion, which was positive and again not included in Dr. Verheuls review). Also, Dr. Verheul’s letter basis and basic foundation are flawed because it does not have the new information I obtained from my other two opinions, and even more important Dr. Campbell’s own opinion has changed, and he will sign me back to full duty, which was the basis for the whole letter to begin with that Dr Campbell would not sign me off to full duty. On November 22nd, 2019 I saw Dr. Campbell again. After I informed him what had happened, his opinion had changed, originally, he wanted to do a total shoulder replacement, and from this surgery he would not sign me to return to full duty with the apparatus installed. Other doctors I received opinions from would not preclude me solo on the apparatus, and if I showed good results, they would sign me off on return to full duty. Also, from my second opinion she was a Doctor who worked with Dr. Campbell in the past and she stated that Dr. Campbell is very conservative in his opinions and always sides with extreme caution and this is why he would not sign you off from a total shoulder replacement. Dr. Campbell now stated I still would not sign you off to return to work on a total replacement, and I recommended this surgery because it will elevate all your problems, including the pain. But we can go in to the shoulder and remove the bone spurs this would elevate your shoulder locking up and increase your mobility and cancel the extreme pain when you hit a bone spur (which were the reason I was taken off full duty), but your everyday stationary pain would remain (which is not much, my true problem is when I hit a bone spur and my shoulder would lock up), but he then stated with this surgery I would sign you off for return to full duty. Also, Dr Verheul’s letter to which again I was told by personnel is the whole reason the decision is based on is very ambiguous. “After replacement of the shoulder, there is no guarantee that he will be able to return to work. Currently special agent Kennedy controls his pain with ibuprofen as needed. Medial history is otherwise nondescript.” Does not guarantee sounds to me that I have a better than not chance of making it back to full duty. Finally, when I did talk to Dr Verheul during my exam on October 24th, 2019, he stated to me that he will be sending off his letter recommendation Tuesday or Wednesday of next week (29th or 30th). I was then informed by a supervisor that it will have to go up and down the chain of command and you probably will not hear anything until a week or two. But I get a call conference call the next day with the ultimatum with reduction of pay. What was the rush and why did personnel try to get this letter so quickly? (I was expecting to be ruled unfit, and I would still be able to use my short -term disability and light duty time I had remaining to make it back) This whole situation is a miss application of policy. This was basically a constructed firing with Tortious Interference and Intentional Infliction of Emotion Distress. Criteria for Tortious Interference In Schaecher v. Bouffault, decided June 4, 2015, the Virginia Supreme Court recited the elements of tortious interference with contractual relations as “(1) the existence of a valid contractual relationship or business expectancy; (2) knowledge of the relationship or expectancy on the part of the interferor; (3) intentional interference inducing or causing a breach or termination of the relationship or expectancy; and (4) resultant damage to the party whose relationship or expectancy has been disrupted.” The existence of a competitive relationship was not included. I did have a reasonable expectation of the ability to use short term disability concerning my workrelated injury at my current job. And was damaged by a reduction in pay and caused a lot of emotional stress when I should have been concentrating on getting better. Intentional Infliction of Emotional Distress Virginia recognizes a cause of action for the intentional infliction of emotional distress (IIED) where the following four elements are met: (1) the defendant’s conduct (statements or actions) was intentional or reckless; (2) the conduct was extreme, outrageous and intolerable; (3) a causal connection exists between the defendant’s conduct and the resulting emotional distress; and (4) the resulting emotional distress was severe. The important questions to be asked are: What was basis and reasoning for the extreme urgency of this decision? I was very early in my process only 19 days into light duty. Also, a reasonable person would think it would be appropriate to use a benefit that I was promised almost 13 years ago such as short-term disability which would have giving me time to make it back, and which my doctor recommended and I applied for prior to the call giving me the ultimatum conference call I also e-mailed FMLA request so I can have time to make it back but this was also ignored. Why is ok for me to go out on short term disability as a communication tech but not as sworn employee? From my perspective I am just a pong for the Captain of personnel to show his dominance over the position it does not matter from what I was informed the decision is not based on right and wrong or what is decent. Final points: Commonsense and decency would dictate that it is respectful to give a two week notice prior to leaving the department, but in return they call out of the blue and give no notice to get rid of you when you didn’t do anything wrong except perhaps be a little to honest. What did I do wrong to be treated with such disdain? Very unprofessional to be fired over the phone. Took my gun and badge with no advance notice. We don’t make friends on this job and since I do not have a concealed weapon permit it basically leaves be defenseless since I will not open carry Finally, I know our Colonel during his video messages references the VSP family. I am not asking for that I am Just asking for whom ever reads this how he or she would want to be treated in this situation. Just how I have always treated others. Let me go out on short term disability as a sworn employee and let me make it back to full duty to finish my last 7 years to full retirement.

[supanova_question]

https://anyessayhelp.com/

When you are finished, please submit a response paper to canvas. Include which podcast you listened to, and your overall thoughts of the company, the entrepreneur, and the work that was done to get the company going.

Some questions to think about as you write your response:

  • Did the entrepreneur(s) ever think the company would fail?
  • How much money did the entrepreneur(s) start with?
  • What research was done before the company began?
  • What is the product/service and is that different than what the entrepreneur is really selling? (It has been said that a Lamborghini salesman is selling a lifestyle, not just a car.)
  • How was the existing industry disrupted by the new product/service or company?
  • How did the company build clientele? Inventory? Assets?
  • How were products/services moved in the beginning?
  • How was the product/service marketed in the beginning, and how different is the marketing strategy now?

[supanova_question]

Walden University Grievance Form Writing Assignment Help

i’m completing a Grievance form, this is a grievance, so I’m not sure if all the emotion is correct. Its not a matter heard in court, so hearsay and other information are allowed. Im unsure if im putting too much emotion when writing or should i focus on the facts? there was a lot of documents to read, but i got the main facts there.

This is due tomorrow at 8:00 am, but i still have to present it in front of everyone, thats why i need it to be ready and prepare for tomorrow. I just need a quick review and organization,

This is what needs to be completed in the form:

**********************************************************************************************************************************

1. The issues are (use attachments if necessary):

Exhibit A

2. The facts supporting this are (use attachments if necessary):

Exhibit B

3. The relief I want is (use attachments if necessary):

Exhibit C

**********************************************************************************************************************

this is what i have for exhibit A:

The issues are:

Regarding my work-related right shoulder injury. With no warning, transparency, or due process, and with only had my nineteen work days on light duty. To my complete surprise, I received a conference call on a Friday, October 25th, 2019, at 2:20 PM with Angel Miller, Teresa Hutter, and Karen Robertson to inform me that I can take a job as a dispatcher with a twenty percent pay reduction, or separation from the department. Also, I had to decide at that moment, and if I did not take the offer, I would be without income or health insurance. I am almost a thirteen-year employee of the Virginia State Police (VSP) with just shy of 17 years in Virginia Retirement System (VRS) and a loyal employee with no prior disciplinary actions.

During this conference call, they kept referencing a letter from VSP’s department physician, Dr. Verheul, and that they are only following the recommendations from his letter. Also, this decision ultimately made by Captain Kaplan.

I started to inform them that there was a lot of new information such as one, I got another opinion from another orthopedic doctor, which was very positive, and she thought I could return to work after surgery. Also, I had an appointment with a third orthopedic surgeon for a third opinion. These were not considered in Dr. Verheul’s letter.

Two, I was just recommended to be placed on short-term disability from my workers’ compensation’s orthopedic surgeon Dr. Campbell. Also, I already made a short-term disability claim with Reed group, can I at least have due process and go on short-term disability and let this play out because I know I can make it back to full duty status, and that Nineteen days on light duty was not enough time, and this was way too early in the process to make such a judgement.

Third, I stated I need another week just to separate I was in the middle of a human/labor trafficking case with Homeland Security Investigations (HSI) on the Eastern Shore with the informants being my contacts which was my light duty assignment, which I was working it behind a desk at the Norfolk federal building, and also I need to turn my equipment in and turn over my cases.

Ultimately, they informed me that I was not listening and that I had to make a decision now, and I was afforded no additional time even for such a monumental decision of the change in pay, benefits, and retirement. I brought up that I would not take a dispatcher position, but I have been trained in the U.S. Navy as an electronics technician, so I would consider a communication technician to which they stated yes, we could do that since that job had an opening and was available.

Since the communication technician job salary had to be worked up, they stated to me that we would continue this on Monday. They also stated that they would also relay this new information that I provided during our conference call to Captain Kaplan. I thought to myself at this time with this new information that Captain Kaplan will do what is right and decent by letting me go on short term disability so I can get my surgery and make it back to work. Because this issue was still unfolding and a lot of positive news on my shoulder was forth coming, which greatly mitigating the current information at this time.

I was surprised to see I got a call back at 3:35 PM from personnel to which I was not expecting any further communication until Monday. They informed me that they talked to Captain Kaplan, and he will not change his mind, that I will have to call personal at noon on Monday to get my new salary information, and at that point let us know if you will take the communication technician job (which was nine percent pay cut). Also, they informed me that if we do not hear from you by noon on Monday, we will consider that a no, and we will then separate you from the department.

Over the weekend, I had communication with VSP’s association to which I am a member. And I informed their attorney Bill Etherington what had happened to me on Friday, and I was informed he had called Lt Colonel Lyons and informed him what was going on.

Monday, I called around noon to personnel as instructed, and I was informed since I let people know that the whole situation was on hold from a Major coming down and putting this on hold. I was relieved again, and I thought common sense and decency would win out. Then around 4:00 PM, I was informed that Captain Kaplan stated this is his show, and he is in charge and that this was happening today by close of business! I was then instructed that I had to make the decision immediately to which I turned down the communication job at a nine percent reduction in pay and was terminated on Monday October 28th, 2019.

On Tuesday, my boss Lt Penree came to get my equipment and take my badge and gun. After much discussion with friends and family and only getting about 10 hours of sleep since Friday from all the stress this has caused, I decided that if the job were available, I would take it. To which It was, and I was instructed to report to Richmond SPHQ at 0830 the next day (Wednesday) to start training. Not only have I lost almost 500 dollars a month in salary, but I been paying an additional 100 dollars a week in gas in my vehicle to drive back and forth to Richmond (180 miles round trip). This cost I did not pay before because I had a VSP’s vehicle. This whole situation has been a huge adjustment for my family.

****************************************************************************************************************************************

This is what I have for Exhibit C

The relief I want is:

For the Virginia State Police to return me to my sworn position as a Special Agent in Drug Enforcement Section (DES) as a Drug Diversion Unit (DDU) in 5th Division. With my original salary, and be paid back the loss of my salary from the effective pay date of the change of October 25, 2019.

*****************************************************************************************************************************************

Exhibit B The facts supporting this are: No due process, or transparency, and total lack of a definitive basis for a proper decision Dr. Verheul’s letter was the basis for the decision and was done too early in the process and lacks any definitive statements. Regarding, Dr. Verheul’s letter I was told by many that Dr. Verheul is basically a rubber stamp from the specialist. At the time I had no idea what could come from General Order ADM 14.10 Fitness for Duty Examination (which from reading it gives no mention, this process lack transparency, and I was giving no information from personal who deal with this on a regular basis). So, I was not worried, and I only signed a medical release for Dr Brick Campbell, who is my Orthopedic surgeon and also my worker compensation doctor, and, none of my other Doctors I seen were included or brought with me to the exam (again, I did not realize I should be worried and making a case). I knew at the time I was unfit and ignorantly figured this is just the process, and I was working to become fit. (This is proven, by using my own money to see another orthopedic surgeon on November 8 th, 2019 for a second opinion, which was positive and again not included in Dr. Verheuls review). Also, Dr. Verheul’s letter basis and basic foundation are flawed because it does not have the new information I obtained from my other two opinions, and even more important Dr. Campbell’s own opinion has changed, and he will sign me back to full duty, which was the basis for the whole letter to begin with that Dr Campbell would not sign me off to full duty. On November 22nd, 2019 I saw Dr. Campbell again. After I informed him what had happened, his opinion had changed, originally, he wanted to do a total shoulder replacement, and from this surgery he would not sign me to return to full duty with the apparatus installed. Other doctors I received opinions from would not preclude me solo on the apparatus, and if I showed good results, they would sign me off on return to full duty. Also, from my second opinion she was a Doctor who worked with Dr. Campbell in the past and she stated that Dr. Campbell is very conservative in his opinions and always sides with extreme caution and this is why he would not sign you off from a total shoulder replacement. Dr. Campbell now stated I still would not sign you off to return to work on a total replacement, and I recommended this surgery because it will elevate all your problems, including the pain. But we can go in to the shoulder and remove the bone spurs this would elevate your shoulder locking up and increase your mobility and cancel the extreme pain when you hit a bone spur (which were the reason I was taken off full duty), but your everyday stationary pain would remain (which is not much, my true problem is when I hit a bone spur and my shoulder would lock up), but he then stated with this surgery I would sign you off for return to full duty. Also, Dr Verheul’s letter to which again I was told by personnel is the whole reason the decision is based on is very ambiguous. “After replacement of the shoulder, there is no guarantee that he will be able to return to work. Currently special agent Kennedy controls his pain with ibuprofen as needed. Medial history is otherwise nondescript.” Does not guarantee sounds to me that I have a better than not chance of making it back to full duty. Finally, when I did talk to Dr Verheul during my exam on October 24th, 2019, he stated to me that he will be sending off his letter recommendation Tuesday or Wednesday of next week (29th or 30th). I was then informed by a supervisor that it will have to go up and down the chain of command and you probably will not hear anything until a week or two. But I get a call conference call the next day with the ultimatum with reduction of pay. What was the rush and why did personnel try to get this letter so quickly? (I was expecting to be ruled unfit, and I would still be able to use my short -term disability and light duty time I had remaining to make it back) This whole situation is a miss application of policy. This was basically a constructed firing with Tortious Interference and Intentional Infliction of Emotion Distress. Criteria for Tortious Interference In Schaecher v. Bouffault, decided June 4, 2015, the Virginia Supreme Court recited the elements of tortious interference with contractual relations as “(1) the existence of a valid contractual relationship or business expectancy; (2) knowledge of the relationship or expectancy on the part of the interferor; (3) intentional interference inducing or causing a breach or termination of the relationship or expectancy; and (4) resultant damage to the party whose relationship or expectancy has been disrupted.” The existence of a competitive relationship was not included. I did have a reasonable expectation of the ability to use short term disability concerning my workrelated injury at my current job. And was damaged by a reduction in pay and caused a lot of emotional stress when I should have been concentrating on getting better. Intentional Infliction of Emotional Distress Virginia recognizes a cause of action for the intentional infliction of emotional distress (IIED) where the following four elements are met: (1) the defendant’s conduct (statements or actions) was intentional or reckless; (2) the conduct was extreme, outrageous and intolerable; (3) a causal connection exists between the defendant’s conduct and the resulting emotional distress; and (4) the resulting emotional distress was severe. The important questions to be asked are: What was basis and reasoning for the extreme urgency of this decision? I was very early in my process only 19 days into light duty. Also, a reasonable person would think it would be appropriate to use a benefit that I was promised almost 13 years ago such as short-term disability which would have giving me time to make it back, and which my doctor recommended and I applied for prior to the call giving me the ultimatum conference call I also e-mailed FMLA request so I can have time to make it back but this was also ignored. Why is ok for me to go out on short term disability as a communication tech but not as sworn employee? From my perspective I am just a pong for the Captain of personnel to show his dominance over the position it does not matter from what I was informed the decision is not based on right and wrong or what is decent. Final points: Commonsense and decency would dictate that it is respectful to give a two week notice prior to leaving the department, but in return they call out of the blue and give no notice to get rid of you when you didn’t do anything wrong except perhaps be a little to honest. What did I do wrong to be treated with such disdain? Very unprofessional to be fired over the phone. Took my gun and badge with no advance notice. We don’t make friends on this job and since I do not have a concealed weapon permit it basically leaves be defenseless since I will not open carry Finally, I know our Colonel during his video messages references the VSP family. I am not asking for that I am Just asking for whom ever reads this how he or she would want to be treated in this situation. Just how I have always treated others. Let me go out on short term disability as a sworn employee and let me make it back to full duty to finish my last 7 years to full retirement.

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Glendale Community Samuel Colman American Photograph Discussion Humanities Assignment Help

Glendale Community Samuel Colman American Photograph Discussion Humanities Assignment Help

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