Here are the EMAILS Letters

[vegattk]

Not that it really matters, but I sorta agree with bcoach on this one.

After an offer to Jerry, and he having turned it down, and essentially a counter-offer back to CC, presented to the Chancellor, and seemingly agreed to by everyone, WHY NOT put those details down in writing and get JM to sign that specific agreement as a part of his one-year contract? No, you don't HAVE to do that, but just like any back and forth discussion that reaches an agreement it's always a good idea to write the specific agreement down and distribute it to everyone involved. Geez, that's what I did with the guy that plows snow in my drive way. I'd sure as heck do it with an employee that I just reached a special agreement with regarding their employment status for one year from now.

i like your thinking and not making an argument....only saying that if I am CC and I am sitting in my office after jousting through the issues on the email, I come to this conclusion. Anything else I put in writing might be used by "anyone" to prove something in court that a verbal contract was entered into...so why not just let the current contract end and NOTHING else would need to be done.

Putting it into writing might be construed by a court that you actually did fire JM and thus expose you to an unemployment ins. claim. (And before anyone screams....if you have dealt with the EEOC lately you have not lived). They think lots of stuff is the liability of the employer that many times is not!

Part of this issue is that once you overlap administrations and someone has been around as long as JM you start getting issues like this because it it hard to keep straight....Happened at PSU, FSU....and other larger institutions.

I think most of this is a lesson learned and in the end we will have less of a problem like this in the future!

Go APPS

Amen to that! Fired a guy for smoking pot on the job.... Somehow he weaseled his way into getting Unemployment benefits.. Even AFTER we protested it... The system is completely Pro-worker in NC..

[appthunder90]

so wait, did we need another written agreement or not?

[bcoach]

Trouble maker

[appthunder90]

Trouble maker

In all likelihood, this is an accurate descriptor. I will say that I am on the fence with this issue. I understand that Cobb was, in the words of others, "trying to treat Jerry as a friend, rather than an employee". I also understand that as his contract were expiring there was no legal necessity for a new contract to be drawn up, essentially saying the same thing. However, it does seem that we would have avoided much of the hoopbla surrounding this whole situation if we had done just that. Especially considering the iconic status of Coach Moore, and to avoid any "misunderstandings".

[HeffnerIV]

Not that it really matters, but I sorta agree with bcoach on this one.

After an offer to Jerry, and he having turned it down, and essentially a counter-offer back to CC, presented to the Chancellor, and seemingly agreed to by everyone, WHY NOT put those details down in writing and get JM to sign that specific agreement as a part of his one-year contract? No, you don't HAVE to do that, but just like any back and forth discussion that reaches an agreement it's always a good idea to write the specific agreement down and distribute it to everyone involved. Geez, that's what I did with the guy that plows snow in my drive way. I'd sure as heck do it with an employee that I just reached a special agreement with regarding their employment status for one year from now.

i like your thinking and not making an argument....only saying that if I am CC and I am sitting in my office after jousting through the issues on the email, I come to this conclusion. Anything else I put in writing might be used by "anyone" to prove something in court that a verbal contract was entered into...so why not just let the current contract end and NOTHING else would need to be done.

Putting it into writing might be construed by a court that you actually did fire JM and thus expose you to an unemployment ins. claim. (And before anyone screams....if you have dealt with the EEOC lately you have not lived). They think lots of stuff is the liability of the employer that many times is not!

Part of this issue is that once you overlap administrations and someone has been around as long as JM you start getting issues like this because it it hard to keep straight....Happened at PSU, FSU....and other larger institutions.

I think most of this is a lesson learned and in the end we will have less of a problem like this in the future!

Go APPS

Amen to that! Fired a guy for smoking pot on the job.... Somehow he weaseled his way into getting Unemployment benefits.. Even AFTER we protested it... The system is completely Pro-worker in NC..

We fired a girl for incompetence. After auditing the books following her departure, we found that she had embezzled almost $50,000 and manipulated the books to cover the numbers. We appealed her unemployment to the point of a face-to-face, in person hearing. We were told that we were not allowed to use the stolen cash as a part of our arguments. Nevertheless, even after we proved beyond a doubt that she was incompetent and even negligent, she was granted unemployment, and still has it 18 mos. later. The system is ABSOLUTELY slanted against the producers in this country, and success is discouraged- even demonized.

[Mongol]

After auditing the books following her departure, we found that she had embezzled almost $50,000 and manipulated the books to cover the numbers.

I can see an attorney having a field day with how could this be considered incompetent? Sounds right competent to the point of begin devious. I can see Eric Stratton from Animal House as I type...............

[TheMoody1]

Not that it really matters, but I sorta agree with bcoach on this one.

After an offer to Jerry, and he having turned it down, and essentially a counter-offer back to CC, presented to the Chancellor, and seemingly agreed to by everyone, WHY NOT put those details down in writing and get JM to sign that specific agreement as a part of his one-year contract? No, you don't HAVE to do that, but just like any back and forth discussion that reaches an agreement it's always a good idea to write the specific agreement down and distribute it to everyone involved. Geez, that's what I did with the guy that plows snow in my drive way. I'd sure as heck do it with an employee that I just reached a special agreement with regarding their employment status for one year from now.

i like your thinking and not making an argument....only saying that if I am CC and I am sitting in my office after jousting through the issues on the email, I come to this conclusion. Anything else I put in writing might be used by "anyone" to prove something in court that a verbal contract was entered into...so why not just let the current contract end and NOTHING else would need to be done.

Putting it into writing might be construed by a court that you actually did fire JM and thus expose you to an unemployment ins. claim. (And before anyone screams....if you have dealt with the EEOC lately you have not lived). They think lots of stuff is the liability of the employer that many times is not!

Part of this issue is that once you overlap administrations and someone has been around as long as JM you start getting issues like this because it it hard to keep straight....Happened at PSU, FSU....and other larger institutions.

I think most of this is a lesson learned and in the end we will have less of a problem like this in the future!

Go APPS

Amen to that! Fired a guy for smoking pot on the job.... Somehow he weaseled his way into getting Unemployment benefits.. Even AFTER we protested it... The system is completely Pro-worker in NC..

We fired a girl for incompetence. After auditing the books following her departure, we found that she had embezzled almost $50,000 and manipulated the books to cover the numbers. We appealed her unemployment to the point of a face-to-face, in person hearing. We were told that we were not allowed to use the stolen cash as a part of our arguments. Nevertheless, even after we proved beyond a doubt that she was incompetent and even negligent, she was granted unemployment, and still has it 18 mos. later. The system is ABSOLUTELY slanted against the producers in this country, and success is discouraged- even demonized.

That really sucks. I hope she is getting her unemployment checks sent to her in prison.

[appthunder90]

Not that it really matters, but I sorta agree with bcoach on this one.

After an offer to Jerry, and he having turned it down, and essentially a counter-offer back to CC, presented to the Chancellor, and seemingly agreed to by everyone, WHY NOT put those details down in writing and get JM to sign that specific agreement as a part of his one-year contract? No, you don't HAVE to do that, but just like any back and forth discussion that reaches an agreement it's always a good idea to write the specific agreement down and distribute it to everyone involved. Geez, that's what I did with the guy that plows snow in my drive way. I'd sure as heck do it with an employee that I just reached a special agreement with regarding their employment status for one year from now.

i like your thinking and not making an argument....only saying that if I am CC and I am sitting in my office after jousting through the issues on the email, I come to this conclusion. Anything else I put in writing might be used by "anyone" to prove something in court that a verbal contract was entered into...so why not just let the current contract end and NOTHING else would need to be done.

Putting it into writing might be construed by a court that you actually did fire JM and thus expose you to an unemployment ins. claim. (And before anyone screams....if you have dealt with the EEOC lately you have not lived). They think lots of stuff is the liability of the employer that many times is not!

Part of this issue is that once you overlap administrations and someone has been around as long as JM you start getting issues like this because it it hard to keep straight....Happened at PSU, FSU....and other larger institutions.

I think most of this is a lesson learned and in the end we will have less of a problem like this in the future!

Go APPS

Amen to that! Fired a guy for smoking pot on the job.... Somehow he weaseled his way into getting Unemployment benefits.. Even AFTER we protested it... The system is completely Pro-worker in NC..

We fired a girl for incompetence. After auditing the books following her departure, we found that she had embezzled almost $50,000 and manipulated the books to cover the numbers. We appealed her unemployment to the point of a face-to-face, in person hearing. We were told that we were not allowed to use the stolen cash as a part of our arguments. Nevertheless, even after we proved beyond a doubt that she was incompetent and even negligent, she was granted unemployment, and still has it 18 mos. later. The system is ABSOLUTELY slanted against the producers in this country, and success is discouraged- even demonized.

That really sucks. I hope she is getting her unemployment checks sent to her in prison.

That would be even worse!