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The Loudermill letter fulfills the requirement of (written) notice, and should include an explanation of the employer's evidence ("to act as a check for mistaken accusations"). To fulfill the remaining Due Process requirements, a Loudermill letter will also have to inform the employee of his opportunity for a Loudermill hearing.
Prior to the hearing, the employee must be given a Loudermill letter–i.e. specific written notice of the charges and an explanation of the employer's evidence so that the employee can provide a meaningful response and an opportunity to correct factual mistakes in the investigation and to address the type of discipline being considered.
The Worker Adjustment and Retraining Notification Act of 1988 (the "WARN Act") is a U.S. labor law that protects employees, their families, and communities by requiring most employers with 100 or more employees to provide notification 60 calendar days in advance of planned closings and mass layoffs of employees. [1]
Under its released contract, Michigan cannot fire football coach Sherrone Moore for cause for known NCAA violations related to its sign-stealing case.
Michigan will be on probation for three years, face a fine and restrictions to recruiting, and the penalized coaches will have one-year show-cause orders, per the NCAA announcement. Penalties ...
The Michigan Wolverines football program received a Notice of Allegations from the NCAA on Sunday, pertaining to an alleged sign-stealing scandal that came to light last fall, months before the ...
On November 6, 2023, a former employee of a rival Big Ten team, linked multiple college football teams to the sign-stealing scandal as well and claimed to the Associated Press that it was his job to steal signs and that he was given details from multiple league schools, allowing him to compile a spreadsheet of play-calling signals used by Michigan. [19]
Employment discrimination against persons with criminal records in the United States has been illegal since enactment of the Civil Rights Act of 1964. [ citation needed ] Employers retain the right to lawfully consider an applicant's or employee's criminal conviction(s) for employment purposes e.g., hiring, retention, promotion, benefits, and ...