Is spears fixing things that don’t need fixed?? Fires track coach
- Thread starter sluggo72
- Start date
Sluggo! Drop the rope, dude. We get it. As for Grobe: why should he seek advice from you?? You don’t even know when his contract is up.
Hey, he was only here 18 years longer than Doc and only produced one less championship!
Seems to me that the "Age Discrimination" approach would be a hard sell in the Courts. All MU would have to do in defending against that charge would be to point out that D'Antoni, record and all, is still on the payroll!!!!!!
Hahahahahhaha Age discrimination? He was fired after working for the dept for 30 years. Wv is a right to work state he got fired it happens. Get over it
Right to work or no, they are still subject to anti discrimination laws. He’s in a protected class as is a least of one of his assistants
We get what? That Spears handled this poorly? That he didn’t act in good faith?? That he’s a little man trying to throw his weight around when he can’t do what needs done
We get that you are taking the news that Coach Small was not retained very poorly. That your feelings towards the new AD are very strong, and that you need a snickers bar…….
Just because he’s old and got fired doesn’t mean it’s age discrimination. You are obviously invested in coach small but you really need to take a step back and look at it objectively.
Ok tough sh!t. That’s the real world. Now please explain his age discrimination lawsuit you alluded to earlier.
Going to be hard to prove Marshall discriminates against coaches because they’re old. We just gave an extension to our 118 year old basketball coach.
Just because he’s old doesn’t mean he can’t be let go. WV is right to work and he was a state employee so he probably had to sign a contract every year. No reason needs to be given. So once again since you brought up the age discrimination what specifically was done that would warrant an age discrimination lawsuit
Again just because WV is right to work state doesn’t mean they can discriminate against protected classes.
For the 18th time. How was he discriminated against? What specifically will lead to him winning an age discrimination lawsuit. Currently all you have is he’s old. That won’t cut it.
Do you understand right to work? It means:
“Coach Small - thanks for all you’ve meant to the program. We’ve decided to go in a different direction. All the best to you in your future endeavors.”
You can switch the name from Small to Wags, and the rest of it reads exactly the same, word for word……
What are you basing that on? Where is that information coming from? Currently it’s just words until you offer proof.
I think ur are confusing right to work with at will employees. Still can’t discriminate
Would not of had Women’s Basketball and Track being the biggest controversies this year on the bingo card
Right-to-work laws and at-will employment laws are two distinct legal frameworks that govern the employer-employee relationship in the United States. While they both impact employment conditions, they differ in their focus and scope. Here's an overview of their key characteristics:
- Right-to-Work Laws: Right-to-work laws primarily deal with union membership and collective
- bargaining. These laws, which exist in 27 U.S. states as of September 2021, prohibit agreements between employers and labor unions that make union membership or financial contributions a condition of employment. In other words, employees in right-to-work states cannot be compelled to join or financially support a union as a condition of their employment.
- Key points about right-to-work laws:
- Employees have the right to choose whether or not to join a union.
- Employees cannot be forced to pay union dues or fees.
- Employers cannot discriminate against employees based on union membership or non-membership.
- Right-to-work laws aim to protect individual employees' freedom of choice and limit the power of unions.
- At-Will Employment Laws: At-will employment is a legal principle that applies in most U.S. states.
- It establishes the default employment relationship, allowing employers to terminate employees at any time and for any lawful reason without prior notice. Similarly, employees have the freedom to resign from their positions without providing advance notice. However, certain exceptions and limitations may exist, such as protections against unlawful discrimination, retaliation, or breaches of employment contracts.
- Key points about at-will employment laws:
- Employers can terminate employees without cause or notice.
- Employees can resign without cause or notice.
- Exceptions exist, such as anti-discrimination laws and contractual obligations.
- The burden of proving an unlawful termination typically falls on the employee.
- In summary, right-to-work laws primarily focus on union membership and financial obligations, ensuring employees are not forced to join or support unions. At-will employment laws, on the other hand, pertain to the general employment relationship, allowing employers and employees to terminate the relationship at any time for any lawful reason, subject to certain exceptions.
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I believe you can only be 65 once for a period of one year.
Yes I have age
It seems this case has already been litigated
Joe Moore age 66 was fired by Notre Dame as OL coach because the new coach wanted his own man
Moore worked at ND for 9 yrs
He suited for age discrimination and won
Moore v. University of Notre Dame, 22 F. Supp. 2d 896 (N.D. Ind. 1998)
Moore v. University of Notre Dame, 22 F. Supp. 2d 896 (N.D. Ind. 1998) case opinion from the US District Court for the Northern District of Indiana
law.justia.com
How so? Do we know for a fact that Spears has an axe to grind against old men? Maybe it is their gender (biological or chosen) or their sexual orientation.
That is what you are alleging. Age alone is not enough to win an age discrimination case.
Not a lawyer but that’s all they showed in Moore v ND. He was fired because the new guy wanted his guy
The case went to trial in Lafayette on July 9, 1998. On July 15, 1998, after four and one-half hours of deliberation, the Jury found that Notre Dame had violated the Age Discrimination in Employment *903 Act (ADEA) and awarded Moore back pay in the amount of $42,935.28. Additionally, because the jury determined that Notre Dame's violation of ADEA was wilful, P
