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  2. Automatic Complaint-Letter Generator - Wikipedia

    en.wikipedia.org/wiki/Automatic_Complaint-Letter...

    The website generates exclusively complaint letters. [5] It allows users to specify the name of the individual or company that the complaint is directed toward, as well as the number of paragraphs the complaint will be. After submitting the data, the computer generates sentences that are composed of arbitrary verbs, nouns, and adjectives. [6]

  3. Grievance (labour) - Wikipedia

    en.wikipedia.org/wiki/Grievance_(labour)

    A letter dated May 19, 2011, advised Ms. Wilson that she would be terminated due to the sale of a sector of the business that made several existing positions within the company superfluous. [ 12 ] Prior to termination, Ms. Wilson, through her doctor had requested time off of work, dated March 7, 2011, in order to heal a recurring back issue.

  4. California Department of Fair Employment and Housing v ...

    en.wikipedia.org/wiki/California_Department_of...

    In addition to the matters brought up by the DFEH lawsuits, employees speaking to Axios identified that Activision Blizzard's HR departments had a significant hand in preventing any action to address sexual misconduct concerns. Employees told Axios that HR knew of the sexual misconduct reports for a long time but either failed to take action ...

  5. New York City Police Department corruption and misconduct

    en.wikipedia.org/wiki/New_York_City_Police...

    Some complaints noted that officers with NYPD's Internal Affairs mishandled investigations. In 1994, the 34th Precinct had the highest number of corruption complaints, according to statistics reported by The New York Daily News. [110] The three-year federal investigation of the 34th Precinct ended with only one conviction of perjury. [111]

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  7. Loudermill hearing - Wikipedia

    en.wikipedia.org/wiki/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.

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