The Commission denied the City's motion to dismiss, concluding that the Appellant was entitled to file a bypass appeal after the revoked his conditional offer of employment based on new information after he was enrolled in the Police Academy.
After review, the Commission declined to initiate an investigation regarding certain promotional appointments in the Haverhill Fire Department, finding insufficient evidence of a violation of the civil service law or rules.
The Commission denied the Appellant's bypass appeal for Correction Officer I as his prior misconduct provided DOC with a valid reason for bypassing the Appellant.
The Commission dismissed the Appellant's appeal contesting the City's decision to terminate him as a firefighter as he did not file an appeal with the Commission within the statutory timeframe required.
Ruling that the Appellant was not provided with sufficient due process protections prior to his removal from the payroll as part of a "duty status hearing" in 2018, the Court granted relief to the Appellant, including reinstatement and retroactive pay.
The Commission upheld the decision of the State Police to discipline the Appellant for misconduct related to failing to work 6 hours of claimed overtime, but modified the discipline based on different findings and disparate treatment.
The commission affirmed the discharge of a Cedar Junction Correction Officer following an OUI arrest and two domestic violence incidents occurring in the same year. The Commission referred to the discipline of 70 DOC employees for domestic violence since 2003, with many being discharged after just one incident.
The Commission upheld the decision of the Northampton Housing Authority to eliminate the Appellant's position as part of a re-organization in which the Executive Director assumed the responsibilities of the Appellant.
The Commission dismissed the Appellant's police officer examination appeal as he failed to first file an appeal with HRD as required by the civil service law.
