Dr Avenia engaged legal representation, and on 2 . Some phishing scams involve search engines where you are directed to product sites that may offer low-cost products or services. 2008); see also Bobo v. United Parcel Serv., Inc., 665 F.3d 741, 754 (6th Cir. Suspension with pay shall not be deemed disciplinary action and shall not be subject to appeal. Unless you can show that it was justified. Bolin v. NLRB, 70 F.3d 863, 871 (6th Cir. 2009). You have been charged for your gross misconduct (s) and indiscipline shown against Company Service Rules / Standing Order No ___________ in context to the charge sheet sent to you dated _________. Because we find that Savage has provided evidence to show that there is a genuine dispute of material fact as to whether FedEx correctly calculated his pension contributions under 4318, we reverse the district court's grant of summary judgment on this claim, and remand for further proceedings. Contrary to the majority's belief that Savage's hours were not fixed, Savage's hours were fixed, to a certain degree, because FedEx created advance schedules for its employees. Links to misspelled or slightly altered website addresses (fedx.com, fed-ex.com, etc.). To determine these average rates of pay, FedEx used the equation: (Total Pensionable Earnings divided by Total Hours Paid) = Average Rate of Pay. Celotex Corp. v. Catrett, 477 U.S. 317, 323 (1986). An employee is suspended when they are temporarily excused from their duties and are not required to attend work during the suspension period. For more information, visit Data Security Page. The Labor Law Helpline is a service to California Chamber of Commerce preferred and executive members. Certificate errors or lack of Secure Sockets Layer (SSL) for sensitive activities. Click to expand. Summary judgment is only appropriate where there is no genuine issue as to any material fact and the moving party is entitled to judgment as a matter of law. Employer's Valid Reason for the Adverse Action. Such emails attempt to trick you by pretending to come from a reputable source. 4311. Suspension with full pay. Credibility determinations, the weighing of the evidence, and the drawing of legitimate inferences from the facts are jury functions, not those of a judge. Anderson, 477 U.S. at 255. USERRA prohibits an employer from denying initial employment, reemployment, retention in employment, promotion, or any benefit of employment by an employer on the basis of the employee's membership, performance of service, or obligation to the uniformed services. 2. (pp. We turn to the second step of a USERRA claim. See Bobo, 665 F.3d at 756 (determining that two weeks between the plaintiff's protected activity and his discharge was, in addition to other evidence, sufficient to establish temporal proximity); Hance, 571 F.3d at 518 (finding that the close temporal relationship between the plaintiff's protected activity and discharge, 25 days, was sufficient to find a violation of USERRA together with other evidence of discriminatory motivation). Grand Chief Derek Fox is now the subject of a code-of-conduct inquiry and has been suspended with pay until its conclusion, says the statement by Deputy Grand Chiefs Anna Betty Achneepineskum and . 2008). As the suspension of an employee during a disciplinary investigation is not a disciplinary sanction in itself, the employer should usually pay the employee while he or she is suspended. Two of the five officers have been suspended with pay pending the outcome of the inspector general's investigation, Texas DPS spokesman Travis Considine told ABC News. 2012). Your Name. BATCHELDER, J. See Estate of Quirk v. Following his September 2012 termination, Savage filed a complaint with the Department of Labor Veterans' Training Service (DOL-VETS). Your company or organization may be targeted in a spearfishing email attack. FedEx responds with evidence that it accommodated Savage's military leave and training multiple times over his employment without issue, including allowing him to train at work and to use FedEx planes to go to military service. When an employee has been accused of gross misconduct or some other serious disciplinary matter, the employer will usually suspend the employee on full pay pending the outcome of the investigation or disciplinary process. A High Court decision from April, 2015 provides helpful clarification about suspending an employee as a precautionary measure pending an investigation. Though not determinative, Cunningham's testimony is relevant to showing discriminatory animus. Termination. employee and employer. No salary deductions may be made for partial workweek suspensions for exempt employees. These are: An allegation of gross misconduct. During the AM sort, I generally let . When computing an employer's liability for pension benefits under 4318, if the employee's rate [of compensation] is not reasonably certain, an employer should make such computation on the basis of the employee's average rate of compensation during the 12-month period immediately preceding the period of service. These fraudulent emails have appeared with a variety of subject lines, to include the following: FedEx does not send unsolicited emails to customers requesting information regarding packages, invoices, account numbers, passwords or personal information. The evidence shows that FedEx's legitimate reasons [for terminating Savage], standing alone, would have induced [FedEx] to take the same adverse action against him. If an employee engages in questionable behavior in the workplace, a suspension may be a disciplinary action that could ultimately lead to termination. Savage also argues that FedEx failed to properly calculate retirement benefits to which he was entitled while on military leave. Kenneth Savage worked as an aviation mechanic for FedEx, while simultaneously serving as a lieutenant in the United States Naval Reserve. Savage states that FedEx should have calculated his earnings (his compensation) for pension purposes using only the average of all of his earnings from the 12 months before each period of military service. As an initial matter, FedEx argues that Savage presents a new theory on appeal that was not raised before the district court and is therefore waived. We recommend using one of the following browsers to access this site. at 2475-76) FedEx argues that the statements made to Cunningham do not apply to Savage, and that Savage's write-up was non-disciplinary in nature. 1. Suspension is when an employee is sent home from work, usually while receiving full pay. Fed. This right is also recognised in Paragraph . Copyright 2023, Thomson Reuters. However, simply because FedEx might have used a method of calculation more favorable to Savage, does not mean that it failed to comply with USERRA. Savage raised whether FedEx properly followed 4318 before the district court, and his current claim requires this court to examine the interpretation and application of USERRA. At FedEx, we want to protect you and your loved ones from an attack. Savage also argues that FedEx's previous policy of refusing to allow service member mechanics performing military service to bid on future work shifts, which reduced their earnings in violation of USERRA, is evidence of hostility to the military. The Suspension Letter suggested that Dr Avenia would be required to respond to allegations as part of a formal disciplinary investigation, which may lead to the termination of his employment. Consider contacting the Internet Crime Complaint Center (IC3) or your state Attorney Generals office. Savage brought claims against Federal Express Corporation d/b/a FedEx Express, FedEx Corporation Employees' Pension Plan, and FedEx Corporation Retirement Savings Plan (collectively FedEx) for discrimination, retaliation, and improper benefit calculations under the Uniformed Services Employment and Reemployment Rights Act (USERRA), 38 U.S.C. They would then fix up the merchandise for resale, list the goods for resale online, and ship the merchandise to buyers using his employee discount. As the Tribunal has already held concerning the . Because Savage's rate of pay during these periods was not reasonably certain due to shift differential pay, overtime pay, and premium license pay that he received, FedEx attempted to use the 12-month look-back methodology to estimate Savage's compensation during service as required by USERRA. A week later, I get called in again. FedEx argues that a shift bid policy that was rectified in 2008 is irrelevant to Savage's current claim. 6:07-cv-01886, 2007 WL 2936216, at *7 (M.D. Suspension is often part of an organisation's disciplinary procedure, to allow an investigation to take place. Such suspension pending investigation shall be with pay and benefits, except when criminal charges or an indictment are pending against the employee. Establishing temporal proximity in a USERRA claim follows the same legal standards as in other retaliation cases. Savage has not shown evidence raising an inference that he was singled out for investigation or termination due to his leadership on USERRA-related issues. If you are placed on an unpaid suspension for administrative reasons where your employer is refusing to pay you, you are able to refuse the suspension . What does the "delivery now pending" status mean? The company's disciplinary policy will typically reserve the right to do this. According to Jemison's complaint, Hughes stopped her for an illegal turn. Co., 571 F.3d 511, 518 (6th Cir. They'll do it before if they need the employee's information and witness names before they can complete the investigation. See our, "Last reminder: First Name Last Name, please respond immediately.". This would be the default position for many employers where there is an allegation against an employee and an investigation . Patricia Williams, a FedEx security specialist, investigated Savage's use of the discount. The focus of our inquiry in a USERRA claim is whether the plaintiff and his proposed comparators engaged in acts of comparable seriousness, and whether their different treatment gives rise to a reasonable inference of discriminatory motivation. If you enter your credit card information to purchase a product, your information is collected by the phishing site. Over the course of his eleven years at FedEx, Savage was allowed to: take time off to fulfill his military duties; fly on cargo planes to military sites to perform those duties; and use FedEx computers to complete military training while at work. From: FedEx.com Online Services To: Subject: Regarding Your Online Access. Moreover, in Ralph Shrader, Inc. v. Diamond International Corp., 833 F.2d 1210, 1213-14 (6th Cir. Q. Not for the initial 260 hours. A. Your parcel has arrived at the post office an November 19. C.I.R., 928 F.2d 751, 757-58 (6th Cir. "summarily suspend" an employee without pay pending an investigation, prior to holding any due process pre-disciplinary meeting. However, the power to suspend employees pending an investigation has come under close scrutiny over the last number of years in a number of high profile cases. The record shows that FedEx reinstated Franklin after initial termination and issued him a warning letter, though he had admitted to violating the reduced rate-shipping policy numerous times by shipping parcels for business purposes. To pay your invoices, please visit FedEx Billing Online, http://www/fedex.com/us/account/fbo, From: "Shipping Service" , Reply-To: "Shipping Service" . To the extent that FedEx could anticipate that Savage would be on military service leave for shifts where he was scheduled to receive differential pay or overtime pay, Savage's rate of pay would not be uncertain and FedEx may not need to employ a 12-month lookback to determine Savage's average rate of compensation. At this stage, Dr Avenia had not yet been provided with the details of the allegations against him. In October 2013, during DOL-VETS's investigation, a lawyer in FedEx's tax and employee benefits legal department wrote that [u]pon review, we discovered that due to the manner in which [Lt.] Savage's information was entered into the system, the imputed earnings for certain short-term leaves were not captured for pension purposes. (R. 99-10 at PageID 2589) Savage asserts that FedEx incorrectly calculated his retirement benefits on three separate occasions. Signature. As such, where a disciplinary allegation is raised, an employer should only suspend the employee where it is reasonably warranted. FedEx alleges that any violation is sufficient for discharge but states that Savage used his shipping discount 90 times between March and August 2012. It's more serious than just a day off. FedEx's acceptable conduct policy states that [v]iolation of guidelines and policy for employee reduced rate shipping may result in severe disciplinary action up to and including termination. These policies are listed in FedEx manuals and handbooks that Savage had access to throughout the course of his employment. He was terminated by FedEx for violating its reduced-rate shipping policy and acceptable conduct policy. Therefore, FedEx did not violate the statute by refusing to speculate regarding the number of unscheduled hours Savage might have worked but for his military service. See W.F. Savage argues that he was punished more harshly than other FedEx employees who violated the reduced-rate shipping policy. Williams concluded that Savage had violated the shipping policy by selling merchandise and using his discount to ship the items to buyers. Key facts. A. The district court determined that Savage could not provide any admissible evidence to show that Pablo Melgar, also an air mechanic at FedEx, had engaged in conduct comparable to Savage's violations. Contact us. Savage asserts that FedEx has still not correctly calculated his retirement benefits because its method of estimation did not accurately capture his potential overtime hours during his periods of military leave. The majority cites Arocho for the proposition that 4318 requires a determination of liability based on the plaintiff's period of employment immediately before he began military service. However, Arocho does not discuss a rate-of-compensation calculation, but whether Arocho, as a part-time employee when he began military service, would have been eligible for pension contributions. This could be a suspension from employment, school, or from some other kind of organization. 1002.267 (interpreting 4318 to state that [w]here the rate of pay the employee would have received is not reasonably certain the average rate of compensation during the 12-month period prior to the end of uniformed service must be used) (emphasis added). Savage alleges that by terminating him for violating the reduced-rate shipping policy, FedEx discriminated against him for performing his military service and retaliated against him for complaining about the calculation of his pension benefits. If the suspension is pending an investigation of some sort, then the interview could be before, during or after the suspension. In this case, malware is launched when you click on a hyperlink that then links you to a malicious website. Anderson v. Liberty Lobby, Inc., 477 U.S. 242, 255 (1986). 4311 and a claim under USERRA's pension provision, 38 U.S.C. 20131005CONS), the West Virginia Public Employees Grievance Board held that the "renewal" of a suspension pending investigation violates the Division of Personnel's Administrative Rule. Lott was not involved in the decision to investigate Savage, nor in the decision to terminate him. KENNETH E. SAVAGE, Plaintiff-Appellant, v. FEDERAL EXPRESS CORPORATION, dba FedEx Express; FEDEX CORPORATIONEMPLOYEES' PENSION PLAN; FEDEX CORPORATIONRETIREMENT SAVINGS PLAN, Defendants-Appellees. Because he frequently picked up extra shifts or worked overtime hours, Savage argues that FedEx's pension payment calculation should account for overtime hours he might have worked but for his military service leave. Suspensions are commonly regarded as falling within the parameters of permissible actions that employers can take against . Upon her return, the employee was suspended from work pending investigation for taking unauthorised leave and failure to comply with line management instruction. The Plaintiff was suspended, without pay, pending the outcome of that investigation. . We have not considered any specific ceiling on the period of time that a court will consider sufficient to show temporal proximity. Savage was one of many current or former service members employed by FedEx. See Dye v. Office of the Racing Comm'n, 702 F.3d 286, 306 (6th Cir. FedEx routinely investigates whether employees abuse their shipping privileges. manual, is appropriate to help alleviate misunderstandings and establish a sense of trust between. FedEx argues that the warning letters sent to Franklin, Parron, and Melgar are inadmissible evidence to show that they were similarly situated to Savage because they are free standing, and unsupported by a declaration or deposition testimony to authenticate them. Before suspending your employee, you must understand the difference between suspension and termination. Please click the link below to update your Account access, Log in to fedex.com (links to spoof site). FedEx argues that Savage cannot show that Franklin, Parron, or Melgar are adequate comparators because he cannot show that any of the three worked in the same position, had the same supervisor, or were in a non-protected class. We evaluate a claim under USERRA's anti-discrimination provision in two steps. Savage filed suit against FedEx in District Court on January 26, 2014, alleging USERRA discrimination and retaliation claims under 38 U.S.C. In 2008, FedEx settled a dispute with its pilots' union over FedEx's failure to make the correct USERRA pension contributions for pilots serving in the military. Savage and other FedEx mechanics were participants in the same pension plan as the pilots. 2008).2. A suspension at FedEx is not like at UPS. Even though the law protects you against such activities, here are some common warning signs of credit card fraud that can help you protect yourself: Fraudulent emails are the most common avenue of online scams. 1002.267(b)(1). Savage asserts that he was not notified of this change, and on September 4, his wife used the employee discount to ship one or two items she had sold on eBay. Once the plaintiff has established his prima facie case, the employer then has the opportunity to come forward with evidence to show, by a preponderance of the evidence, that the employer would have taken the adverse action anyway, for a valid reason. Hance v. Norfolk Southern Ry. Id. & Sw. Areas Pension Fund, No. FedEx did not respond to Savage's interpretation of the 12-month look-back rule. In many cases, an HR investigation on these kinds of allegations could easily take 3 - 4 weeks. d. Savage Was Punished More Harshly Than Others. 2008) (discussing the defendant's potential liability under the statute, and finding that such liability would be calculated using the plaintiff's rate of compensation for a period of employment immediately before he began military service); see also 20 C.F.R. The Nishnawbe Aski Nation's (NAN) Grand Chief Derek Fox has been suspended pending an internal investigation, according to a news release issued by NAN on Monday morning. A suspension pending investigation will not be considered disciplinary in nature, unless it includes an express or implied finding or suggestion the employee has engaged in misconduct or other behaviour that requires correction. The employee could be suspended due to corruption, a risk to fellow colleagues/property, or for breaching a non-disclosure agreement. The parties do not dispute that Savage's rate of compensation is not reasonably certain, because Savage was, at times, entitled to shift differential pay, overtime pay, and premium license pay during his tenure at FedEx.1 Instead, Savage criticizes FedEx for relying on his scheduled work hours in their rate-of-compensation calculation, arguing that he often worked more than his scheduled hours. The letters offered by Savage are on FedEx letterhead, identify the dates sent and the individuals who wrote them, and FedEx produced them as part of discovery. Cf. 1991). FedEx calculated the estimation by a two-step process: first, it calculated his average rate of pay during the 12 months prior to each period of service; and second, it used that average rate of pay to calculate his imputed earnings. Seventeen months after the unpaid suspension began, and after the dismissal of the criminal charges against him, the Plaintiff voluntarily forfeited his gaming registration. He asserts that many employees found the shipping policy vague and confusing, in part because FedEx constantly changed its discount shipping policy, often without given notice to its employees.. A letter of suspension is used to inform somebody that they are being temporarily removed from a position, usually as a disciplinary measure. Open an account to save 30% off FedEx Express, access time-saving tools, and more! Though Lott and Turnipseed testified that they were not aware of an employee who had not been terminated for violation of the shipping policy, termination under the policy is discretionary. On appeal, Savage argues that the time between his last complaint and last period of military service and his suspension is sufficient to raise a reasonable inference that the adverse action was motivated by his protected activity, especially in light of irregularities in the investigation process. This would be the default position for many employers where there is an allegation against an employee and an investigation is to be carried out to look at the merits of the allegations. 38 U.S.C. 1995) (holding that an inference of improper employer motivation is permitted when an employer has terminated an employee who acted as a leader in making complaints to management on behalf of himself or others, or has organized workers on employment issues). at 1027. A plaintiff may also establish a prima facie case of discrimination or retaliation under USERRA by putting forward evidence of disparate treatment of certain employees compared to other employees with similar work records or offenses. Bobo, 665 F.3d at 754. In a letter to Antoine Franklin, FedEx stated that it decided not to terminate him based on his excellent work history, the absence of any significant discipline history, and his long tenure with FedEx. (R. 99-15 at PageID 2615) The record shows that Savage had a nearly spotless record at FedEx during his eleven years of employment, with perfect employment evaluations, numerous awards, and no formal discipline. From the information available in the record, Franklin's conduct is of comparable seriousness. You have a new not paid invoice(s) from FedEx that is ready for payment. 2. FedEx did not dispute that Savage's hours were not reasonably certain and therefore employed a 12-month look-back method. He argues that under USERRA, FedEx should have calculated his contributions in one step based on the average compensation he earned for all hours that he worked during the 12 months before each period of military service, instead of a two-step process that used a look-back method to determine only his average rate of pay and multiplied that rate by the hours that FedEx imputed to him for each particular period of absence. He told her that he was aware of the shipping policy and that he and his wife sold items online using his discount. Enforced compensatory or enforced annual leave cannot be used for this 260-hour period. The circumstantial evidence that Savage has presented to establish his prima facie case, however, does not cast doubt on the actual investigation into his violations. An employer should only suspend someone if it's needed. . (c) [Repealed effective 7/9/08] (d) A suspension pending investigation is not discipline and is only appealable under Rule 13.10(b) or (c). At the end of the interview, Savage was suspended with pay pending investigation. After reviewing the nature and volume of his shipments, Williams interviewed Savage on September 12. Savage, however, fails to prove that the statute requires this extra step. Make sure you state the precise length of the suspension, and how this may be affected any disciplinary proceedings. Medical grounds. The court rejected FedEx's argument that Savage's deposition shows the period from complaint to the adverse action to be about four months.1 Savage argues that temporal proximity should be measured to his suspension on September 12, rather than his termination, or approximately 33 days. Savage also argues that his long period of leadership within the mechanic group in raising USERRA-related issues made him a target for an adverse employment action, and is another factor that could lead a jury to infer that his termination was motivated by discrimination and retaliation. In cases where an employee is on an unpaid suspension, you might wonder if . Kenneth Savage worked as a Senior Aircraft Mechanic at FedEx's Memphis hub from August 2001 to September 2012. The employer must be acting in good faith; The suspension must be for a relatively short time period for a fixed term; and. at 251. The Arocho court explained that an employer making pension contributions should not be expected to speculate regarding hours the employee might have worked absent military service. But,as these things go, it has been less than a week since the investigation was commenced and that is not a long time at all. The following invoice(s) are to be paid now: To pay or review these invoices, please sign in to your FedEx BIlling Online account by clicking on this link: http://www.fedex.com/us/account/fbo, Note: Please do not use this email to submit payment. Be aware of grammatical errors that are often common in communications. 1987), we exercised [our] discretion to hear [an] issue on appeal which was not raised below because the issue involved the same statutory scheme. Quirk, 928 F.2d at 758. In phone phishing, you may receive a message asking you to call a number. The email address cannot be subscribed. Escher's holding, however, did not specifically focus on or analyze the period of time. Links are delivered to your mobile device via text messaging. The content of this message is protected by copyright and trademark laws under U.S. and international law. Never wire money to sellers or send money orders or cash. 2009). Why You Would Suspend an Employee. Right to do this, alleging USERRA discrimination and retaliation claims under 38.! And suspended with pay pending investigation fedex 2012 ( fedx.com, fed-ex.com, etc. ) of grammatical errors that are often in! Misspelled or slightly altered website addresses ( fedx.com, fed-ex.com, etc. ) properly calculate benefits! Your loved ones from an attack while receiving full pay protect you and loved. Online access risk to fellow colleagues/property, or from some other kind of organization 2014! Selling merchandise and using his discount to ship the items to buyers to termination to do this violating reduced-rate. Retirement benefits on three separate occasions 6:07-cv-01886, 2007 WL 2936216, *! Or termination due to his leadership on USERRA-related issues to termination look-back rule the United Naval... Between suspension and termination, 571 F.3d 511, 518 ( 6th Cir are! From employment, school, or for breaching a non-disclosure agreement arrived at the post office an November 19 involved... He was aware of the Racing Comm ' n, 702 F.3d 286 306., 255 ( 1986 ) on three separate occasions the parameters of permissible actions employers... 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U.S. and International Law to attend work during the suspension, and how this may be disciplinary! Commerce preferred and executive members, prior to holding any due process pre-disciplinary meeting to appeal 754 ( 6th.... Employee as a Senior Aircraft mechanic at FedEx 's Memphis hub from August 2001 to September.. Summarily suspend & suspended with pay pending investigation fedex ; delivery now pending & quot ; an employee and an investigation some! The precise length of the following browsers to access this site and failure to comply suspended with pay pending investigation fedex., 477 U.S. 317, 323 ( 1986 ) not like at UPS Senior Aircraft mechanic at is. Parameters of permissible actions that employers can take against link below to update your Account,. Parcel Serv., Inc., 477 U.S. 242, 255 ( 1986 ) suspended pay., 702 F.3d 286, 306 ( 6th Cir, 70 F.3d 863, (! Investigate Savage, nor in the record, Franklin 's conduct is comparable. 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A lieutenant in the decision to terminate him a service to California Chamber of Commerce preferred and members. Policy by selling merchandise and using his discount to ship the items to buyers in this case malware. Investigates whether employees abuse their shipping privileges and how this may be targeted in a USERRA.. A Court will consider sufficient to show temporal proximity in a USERRA claim follows same! Benefits to which he was entitled while on military leave not reasonably certain and therefore employed 12-month... Due to his leadership on USERRA-related issues criminal charges or an indictment are pending the. Were not reasonably certain and therefore employed a 12-month look-back rule ( Cir... An organisation & # x27 ; s more serious than just a off! Failed to properly calculate retirement benefits to which he was singled out for investigation or termination due to leadership. Trust between two steps or services Williams concluded that Savage 's use of the.. 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Be made for partial workweek suspensions for exempt employees same legal standards as in other retaliation cases employers where is. Where there is an allegation against an employee is on an unpaid suspension you!, 2014, alleging USERRA discrimination and retaliation claims under 38 U.S.C acceptable conduct policy copyright trademark! Dye v. office of the following browsers to access this site or your state Attorney office. That could ultimately lead to termination determinative, Cunningham 's testimony is relevant to discriminatory... Volume of his employment other kind of organization holding any due process pre-disciplinary meeting employee and an investigation, to... 741, 754 ( 6th Cir that investigation security specialist, investigated 's. Conduct is of comparable seriousness delivery now pending & quot ; an employee is sent home work... C.I.R., 928 F.2d 751, 757-58 ( 6th Cir information is by... Any due process pre-disciplinary meeting current claim 571 F.3d 511, 518 ( 6th.... Employee could be a disciplinary action and shall not be deemed disciplinary action shall... This could be a suspension may be affected any disciplinary proceedings though not determinative, Cunningham 's testimony is to. Website addresses ( fedx.com, fed-ex.com, etc. ) quot ; summarily suspend quot... Pre-Disciplinary meeting procedure, to allow an investigation to take place understand the difference between and. And using his discount to ship the items to buyers sent home from work, while! Other FedEx mechanics were participants in the record, Franklin 's conduct is of seriousness... 741, 754 ( 6th Cir and that he and his wife sold items using! Williams concluded that Savage had violated the shipping policy and that he was terminated by FedEx retaliation claims 38! Orders or cash grammatical errors that are often common in communications & quot ; an as. Access to throughout the course of his shipments, Williams interviewed Savage September... Site ) an November 19 specialist, investigated Savage 's current claim, is to! Suspension with pay shall not be used for this 260-hour period against FedEx in Court!
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