By MATT REED – The Associated Press via The Washington Post
BELLEFONTAINE, Ohio — A fourth-grade teacher had a side job as a prostitute, and even skipped class after using a school computer to arrange an afternoon tryst at a motel, authorities said Wednesday.
Amber Carter, 35, left school early on Tuesday _ taking half a sick day _ and was arrested in a motel parking lot in Bellefontaine, where authorities had set up a sting operation.
An anonymous e-mail was sent to the Logan County Sheriff’s Department on Feb. 4 saying a local woman was posting cash-for-sex ads on the popular Web site Craigslist, Lt. Rob Bibart said.
Found by Jay on Cage Match.
#30, Cow-Patty,
I know you can’t read very quickly so I’m typing real slow, just for you. So take your time and read every word. I promise not to write too fast.
In #20 you told Dallas that in California a company may not tell an employee they could not moonlight. In reality a company may tell an employee anything they like. They may even tell them how long (or short) their hair may be, what town they live in, or anything NOT covered by narrow legislation based upon discrimination or retaliation.
You have claimed that you are in a senior management position and you have also claimed you are a CEO. If you were either then you would have know how the “right to work” law apply. This shows you really are a fraud and obviously don’t know what you are talking about with most things.
Did I write slow enough for you? I sure hope I didn’t get too far ahead.
# 31 Mr. Fusion said, “In #20 you told Dallas that in California a company may not tell an employee they could not moonlight.”
Correct. Courts in CA don’t allow general employees to voluntarily give up that right. Same for non-compete clauses unless, you are C level or something like a scientist involved in invention.
So, what are you babbling about?
#32, Cow-Patty,
Then provide some case law. You know, an actual court case where a Judge said moonlighting is a protected activity.
OH WAIT, you won’t do it simply because that would mean you would have to admit you are wrong.
And I did search for a case. Since you now claim to have labor law experience, finding a case shouldn’t be that difficult for you.
#34, Cow-Patty,
Then provide some case law. ALJs must follow case law.
# 35 Mr. Fusion said, “Then provide some case law. ALJs must follow case law.”
Only if there is case law covering this matter that is at the appeal level or above, which there isn’t.
Wrong again McFly.
#36, Cow-Patty,
If there is no case law then you are wrong. It is not established law. If you understood anything about law, tribunals, and hearings, then this would have been clear.
So again, you are again showing you don’t know and were just bullshitting.
# 37 Mr. Fusion said, “If there is no case law then you are wrong. It is not established law. ”
You’re babbling again. The judges decide what evidence they accept in Administrative cases.
Strike 3 McFly.
#38, Cow-Patty,
Strike 3 McFly.
So you’re out!
Lower court judges must follow superior court decisions. That means the law.
You have yet to post any California Statute or Regulation that expressly forbids a company from retaliating against an employee.
I have no intention of looking up any cases for you, you wouldn’t read them anyway, but the Supreme Court has said an employee may be fired at will except in very narrow circumstances or discrimination or retaliation. The company can still pay the employee the remainder of any contracted wages or fees but there is nothing to stop a company from not even telling you why you were discharged.
But then you are a legal expert too.