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3/7/2021 8:52:51 PM
 
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Section 5: OPA Board Subject: Payback?? Msg# 1115474
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| There are exceptions for wrongful termination, protected classes and retaliation. If the board wanted me gone they could have done it smartly, you know documentation, investigation. They were very foolish in how they used their power to take a very impetuous personnel action. No organization that realizes the potential for adverse legal consequences of such ill-conceived actions would be so foolhardy. As I said, it may have been held to be legal in the end but the optics of firing the guy who presents a B-08 report only to have the board vote for my termination minutes later are poor at best. Dumb. And for the record even though I filed a B-08 complaint I never even got the satisfaction of a response. Yeah I am bitter and that is never going to change. You would think Boards would learn from past mistakes but in OPA that doesn't seem to change. | ||||||
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For reference, the above message is a reply to a message where: As the HR guy why were you not fully aware of the Maryland “at will” doctrine? If you were, why did you sue OPA? You were the guy writing the employee manual. Did the formal notification of your firing come from the GM or the board? While the GM hires and fires employees, ultimately the board is in charge because the GM works for the board. |
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OPA Board Meeting - Golf Clubhouse
2/22/2025 - 9:00 A.M. 3 days or less away! |
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