Latest news with #termination
Yahoo
a day ago
- Business
- Yahoo
Isaiah Hugley's lawyer sends Columbus city attorney letter escalating lawsuit threat
Scott Grubman, attorney for former Columbus City Manager Isaiah Hugley, sent a letter Friday afternoon demanding that the city reinstate Hugley by June 6; otherwise, he will proceed with filing a charge of discrimination with the Equal Employment Opportunity Commission regarding Hugley's termination. The Columbus Council voted 7-3 to fire Hugley on May 27, following the release of a Muscogee County Sheriff's Office administrative report about the investigation into the Columbus Consolidated Government's finance department and associated arrests. Grubman sent the letter with his demands to Columbus City Attorney Clifton Fay and Deputy City Attorney Lucy Seftall. The letter was also addressed to attorney Leslie Harnett, who has been serving as personal counsel for Columbus Councilors Glenn Davis, Charmaine Crabb, Toyia Tucker, Joanne Cogle, Byron Hickey and John Anker after they received a cease-and-desist letter from Grubman in April. The cease-and-desist was sent after Hickey questioned whether Hugley violated the city's code of ethics by not disclosing an almost $30,000 small business grant that his wife, state Rep. Carolyn Hugley (D-Columbus) received to the council. Hugley did disclose the grant application to Mayor Skip Henderson and Fay, who advised him to pass the application to his deputy city manager rather than handle it himself. After Hugley was terminated, Grubman told the Ledger-Enquirer that he planned to file for Hugley to have a public hearing before the council by next Friday. In the most recent letter sent to Fay, Sheftall and Hartnett, Grubman argues that Hugley's termination violated federal and state laws, including Title VII of the Civil Rights Act of 1964. Leading up to the termination, Grubman argues that 'various racist, false, defamatory and down-right offensive remarks' about Hugley surfaced in the sheriff's administrative report, according to the letter. He cites Crabb describing African American church leaders who spoke during the public agenda portion of previous council meetings as Hugley's 'little mafiosos' and alleging that Hugley engaged in discriminatory practices benefiting Black individuals who are members of historically Black sororities and fraternities. 'Less than two weeks after this interview report was released, and after Councilwoman Crabb was called out for this improper, racist behavior, including by Mr. Hugley through counsel, she introduced her unscheduled motion to terminate Mr. Hugley's employment after 40 years of employment with the City of Columbus, and 20 years as Columbus' first African American city manager,' Grubman said in the letter. Grubman argued that Hickey was also biased against Hugley, repeating the allegation that Hickey was retaliating after the councilor attempted to intervene in a pending decision about a pay raise for his wife, who works for the Columbus Police Department. 'Based on these facts alone, it is clear that the stated reasons for Mr. Hugley's termination were nothing more than pretext for unlawful discrimination and retaliation,' Grubman said. Along with demanding Hugley be reinstated as city manager, Grubman also argued that members of the council could be held personally liable for damages if their actions were done 'oppressively, maliciously, corruptly or without authority of law.' He demanded Hugley be paid around $213,000 along with his reinstatement. 'If we do not hear from you by the close of business on Friday, June 6, 2025, we will assume you are not interested in resolving this matter and will proceed with filing a Charge of Discrimination with the Equal Employment Opportunity Commission (EEOC),' Grubman said in the letter. The city attorney and Hartnett have not responded to a request for comment before publishing.
Medscape
3 days ago
- Business
- Medscape
Terminated! The Risky Clause Hidden in Physician Contracts
Ashley Saucier, MD Ashley Saucier, MD, hadn't even finished charting after her shift in March 2023, when she had to rush to a meeting called by her supervisor. When she got there, a team of executives handed her a piece of paper telling her she had been 'terminated without cause, effective immediately.' 'In that moment in the conference room, your life flashes before your eyes,' said the Louisiana-based pediatric emergency room physician. 'You have all of these feelings all at once: I just spent 10 years of my life giving everything to this job, not spending time with my family, having to be on blood pressure and anxiety medicine, not sleeping and always having to have my phone on.' As the hospital's pediatric emergency medical director, Saucier said she had received positive feedback in peer reviews and had overseen the expansion of her department, the launch of a children's hospital, and its Level II pediatric trauma certification. But she had also been vocal about patient-safety issues, including concerns she and her staff had surrounding a new business partnership. 'That definitely built up over time, the perception that I was too vocal,' she said. She assumes this contributed to the company's decision to fire her. Saucier, 47 years, said she vaguely remembered a clause in the contract she'd signed a decade earlier that had a clause about 'termination without cause.' 'You sign the big contract in the beginning when you start, but after that you only sign a one-page document going forward,' she said. 'So you're not seeing that clause over and over again.' A 'termination without cause' clause in a contract allows either the employer or the employee to end their contract at any time, without having to give a reason for the decision. Without a reason for a firing, doctors are often left to speculate about what's behind it, while also faced with the prospect of finding a new employer, maintaining financial solvency, and dealing with a personal sense of failure. Understanding the Risk It's unclear how often 'termination without cause' affects doctors. Saucier said that after sharing her story publicly, she heard anecdotal stories from physicians all over the country who had had similar experiences. Still, Jackie Crain, an associate contract review specialist at Contract Diagnostics said that she has not seen employers making frequent use of the provision, although it's common in contracts. Scott Weavil Scott Weavil, an attorney with Weavil Law, a San Francisco law firm that specializes in physician contract review, said that more often physicians recognize that they face a potentially imminent termination and resign before it occurs. 'Where we do see more risk is in smaller private practices, where the economics are tighter and personality conflicts are at the fore vs larger practices,' he said. 'This also applies to both practices owned by financial investors and others that are re-evaluating their workforce, such as by replacing physicians with mid-level providers.' Weavil added that many hospitals are looking to increase or retain their physician workforces, although some are replacing primary care physicians with advanced practice providers. The Union Factor Cris Carillo, DO, 33 years, a family medicine physician in California, said he also had a vague recollection of such a clause in his contract. 'I knew that I was an at-will employee,' he said. 'But it never really entered my mind that I could be terminated and how much that could upend your life.' Like Saucier, Carillo had been outspoken about patient safety concerns. At the time of his termination, he was also serving as a lead organizer in a unionizing drive, urging fellow doctors to join the Union of American Physicians and Dentists (UAPD). Carillo had had near-perfect performance reviews prior to his firing, which happened abruptly. He was called into a meeting with human resources and clinic managers, who handed him a termination letter and immediately escorted him out of the building. Tim Jenkins Tim Jenkins, a senior representative with the UAPD, said that terminations without cause are more common when physicians are in the midst of unionizing. Jenkins said Carillo's employer thought that they could 'cut the head of the snake off' and 'teach everyone a lesson about what happens when you speak up.' In Carillo's case, his coworkers went on a brief strike to protest his termination. He was reinstated after about 90 days as a result of a settlement of an unfair practice charge filed by the union. Despite the experience, Carillo wanted to return to his job because he believes in the clinic's mission and feels connected to the community. Jenkins said that the union has filed charges against three different employers in the last few years where there have been terminations during the process of starting a union. 'Our goals include protecting physicians from unfair terminations as well as negotiating a collective bargaining agreement that is clear and comprehensive,' Jenkins said. 'All of our contracts are reviewed and voted on before adoption, so it is a transparent and democratic process.' According to the Union Membership and Coverage Database, fewer than 8% of physicians belong to a union. So if your contract says that you can be terminated without cause, you have little recourse unless you suspect you've been fired as retaliation or for discriminatory purposes. Still, there are things that you can do to minimize your risk: Before You Sign: Have a legal expert look at your contract. Crain likens a physician signing a contract without legal review to a lay person trying to interpret their own diagnostic tests. 'Yes, I can Google it and get hints and ranges, but is that as good as talking to the doctor about it?' she asked. In addition to making sure you understand the contract, a legal expert can also help you negotiate for terms that are fair to both parties. Ideally, 'termination without cause' clauses should: Be mutual — meaning that you can also leave for any reason Include a notice period — 90 days is typical Not require noncompete adherence or incentive repayment upon termination Include severance pay and/or extended benefits On the Job: Don't ignore red he was not expecting to be fired, Carillo said that in retrospect, there were signs. 'In the months leading up to [it], I saw the trajectory where I was feeling more like I was under a microscope,' he said. Many employers use the strategy of 'quiet firing,' meaning they try to pressure an employee into quitting before resorting to termination. If you're suddenly excluded from meetings, given less responsibility, or being denied raises, your boss may be trying to send you a message that your current position is not a good fit. 'Be aware of the prevailing sentiment,' Weavil said. 'If things are not going well, start pursuing back-up options. Consider doing the same thing in the event of potential upheaval, like a corporate change-of-control transaction, or a reconsideration of the staffing model.' Make sure you keep your network up to date. Keeping in touch with other physicians in your fields has many benefits, including making it easier to quickly land on your feet at a new role, if necessary. After her termination, Saucier called a friend who was director of a pediatric emergency department in a nearby city to tell her she was no longer employed. Within a week, she'd met with staff in her friend's department and had a letter of intent for a new position a few weeks after that. It's also important to build up a rainy-day fund in a conservative, liquid place, such as a high-yield savings account. If It Happens to You Often, there are forces beyond your control that culminate in your firing. As difficult as it is, your best approach is to move on. Saucier said, now that 2 years have passed, she views the day she was fired as the 'best/worst day of my life.' 'For a long time, probably 2 or 3 years, prior to my termination I really wanted to leave,' she said. 'I didn't feel that it was going in a direction that intersected with how I live my life and practice medicine, but I had spent years building up this team and would never have left them. And so the decision was made for me.' It can be hard not to take a termination personally, especially if — like many — you're the type of physician who places a lot of your self-worth in your professional success. But try not to dwell. Weavil added that while legal protections exist for good-faith disclosures, physicians terminated without cause likely have less to worry about in terms of their future career prospects than those fired for a competency issue. Many employers are cautious about disclosure and may provide only minimal information as a reference, unless compelled by law or accreditation requirements. 'Realize that physicians switch jobs all the time in the current landscape, so future employers aren't likely to view the separation negatively,' Weavil said.
Globe and Mail
4 days ago
- Business
- Globe and Mail
Fidelity Investments Canada ULC announces final valuation of Fidelity Emerging Markets Fund
TORONTO , May 29, 2025 /CNW/ - Fidelity Investments Canada ULC ("Fidelity") today announced the final valuation of Fidelity Emerging Markets Fund - ETF Series (Ticker: FCEM) that was terminated as of market close on May 27, 2025 . As part of the limited closure (also known as a 'soft cap') of Fidelity Emerging Markets Fund and Fidelity Emerging Markets Class, Fidelity made the decision to terminate Fidelity Emerging Markets Fund - ETF Series and voluntarily delisted the ETF Series from the Toronto Stock Exchange as of the market close on May 27, 2025 , with final payments to unitholders being made on May 29, 2025 . The final net asset value ("NAV") per unit of the ETF Series is as follows: The net assets of the terminated ETF Series will be distributed today pro rata among the remaining unitholders. No action is required by unitholders to receive the final payment. About Fidelity Investments Canada ULC At Fidelity Investments Canada, our mission is to build a better future for our clients. Our diversified business serves financial advisors, wealth management firms, employers, institutions and individuals. As the marketplace evolves, we are constantly innovating and offering our clients choice of investment and wealth management products, services and technological solutions all backed by the global strength and scale of Fidelity. With assets under management of $291 billion (as at May 15, 2025 ), Fidelity Investments Canada is privately held and committed to helping our diverse clients meet their goals over the long term. Fidelity funds are available through financial advisors and online trading platforms. Read a fund's prospectus and consult your financial advisor before investing. Exchange-traded funds are not guaranteed; their values change frequently and past performance may not be repeated. Commissions, management fees, brokerage fees and expenses may all be associated with investments in exchange-traded funds and investors may experience a gain or loss. Find us on social media @FidelityCanada
Reuters
5 days ago
- General
- Reuters
Termination notices for remaining Voice of America employees expected this week, Politico reports
WASHINGTON, May 28 (Reuters) - Termination notices are expected to go out to all remaining Voice of America employees this week, Politico reported on Wednesday, citing four unnamed VOA employees familiar with the situation.
Telegraph
23-05-2025
- Entertainment
- Telegraph
Executive fired for ‘calling anchor too gay' wins $10m payout from CBS
A CBS executive who was sacked after the network accused him of calling an anchor 'too gay', has won a pay out of nearly £10 million. Peter Dunn was suspended by CBS in 2021 amid allegations the television executive had made racist, sexist and homophobic remarks at work. However, an appeals panel has found that the former executive was fired before an investigation into his conduct was complete, thereby breaching his terms of termination. The network's actions have 'destroyed' Mr Dunn's life and kept him from getting any other jobs as a result, his lawyers said. 'This was never about Peter's conduct — it was to appease the woke mob,' his lawyer, Larry Hutcher, told The New York Post. 'It was like the Red Scare, and it was very shortsighted and unfair.' It is the latest blow to the network after it was accused of political bias in the lead up to the election. Dunn accused of racist comments Mr Dunn was placed on leave in 2021 after an article in the Los Angeles Times accused him of fostering a hostile work environment. One former employee claimed the executive, who had worked at the network for 20 years, had made 'racist, sexist, homophobic and discriminatory comments,' including calling an anchor 'too gay'. Another said he had called a black presenter at a Philadelphia affiliate a 'jive guy'. Before finishing its investigation, CBS fired Mr Dunn, writing in his termination letter that he would continue to be paid 'as though your termination is without cause,' and it could alter the termination terms once the investigation ended, according to court filings. But when the investigation was finalised four months later, the network changed his termination to 'for cause' – denoting serious misconduct that justifies dismissal – thereby stripping him of millions in payouts owed in equity and back pay. 'The proper and prudent response would have been to suspend him, continue to pay him, wait for the investigation to be completed, and then fire him,' Mr Dunn's lawyer said. When the case moved to arbitration last year, a panel of retired judges ruled that CBS had to determine at the time of Mr Dunn's sacking if it was 'for cause' or 'without cause'. The employment contract did not allow for 'a new and nebulous third option' a judge wrote last year. CBS strongly disagrees with appeal win After CBS appealed the decision, a second arbitration board ruled in Mr Dunn's favour last week, ordering the network to pay him $7 million plus interest, equating to a total of $9.78 million. 'This case was always about Peter Dunn trying to restore his otherwise impeccable reputation that he spent over 20 years at CBS developing,' Mr Hutcher said. 'We are grateful that the original arbitrator and that the appeals panel agreed with Mr Dunn that he had been wrongfully terminated, and that we look forward to the award being confirmed in [court] so that we can enforce this judgment.' A CBS spokesman told The Post that a 'procedural issue' led to the arbitration ruling in his favour, and that it 'strongly' disagrees with the decision. 'Four years ago, we removed Peter Dunn as head of the CBS Television Stations for reasons that have been well documented and reported publicly,' the spokesman said. 'This decision was not based on the substance of the allegations against Mr Dunn.' CBS has been rocked by a series of resignations in recent months after Donald Trump sued the news outlet amid claims it doctored an interview with Kamala Harris to make her appear more coherent. Wendy McMahon, the CBS president, resigned this week, following hot on the heels of 60 Minutes executive producer Bill Owens, who left amid claims of encroachment on journalistic independence. The departures have fuelled speculation that the network's corporate parent will soon settle its lawsuit with Mr Trump.
