JEHOVAH'S WITNESS
 TEACHERS & SCHOOL EMPLOYEES
COURT CASES
 
 
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HOLIDAYS - BIRTHDAYS CASES
 
 
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YVONNE LEMMONS v. SOUTHFIELD PUBLIC SCHOOLS is an ongoing 2016 Michigan federal employment discrimination lawsuit filed by a female Jehovah's Witness named Yvonne Lemmons, late 50s, of Detroit, Michigan. Lemmons reportedly was laid off from MacArthur University Academy at the end of the 2014 school year after having been employed by Southfield Public Schools as a 4th grade teacher for ten years. Lemmons alleges that that layoff was illegally motivated by her refusal to organize a Valentine Day's party for her class in February 2014. Apparently, parents of Lemmons' students had been asked to organize classroom parties previously, but the school Principal allegedly attempted to end that practice, and instructed Lemmons to begin doing so. Lemmons allegedly informed the Principal that celebrating holidays was against her WatchTower Cult religion, and that organizing holiday parties would violate those tenets. When the Principal refused to "accommodate" Lemmons' demand, Lemmons failed to show up for work the day of the party. Lemmons filed a complaint with EEOC, which chose not to file suit on Lemmons' behalf, but rather issued a Right-To-Sue order in October 2015.
 
Interesting for researchers, Google appears to indicate that "a" "Yvonne Lemmons" was a "7th grade science teacher" during the 2013-14 school year. Google also discloses "a" "Yvonne Renee Lemmons" living in the Detroit area who is a "former" Registered Pharmacist effective 1988.
 
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At the beginning of the 2010 school year, in August 2010, Principal Jodi Beth Davidson, of the Westerfield Elementary School, in Westerfield, Missouri, sent a letter home to all parents indicating that the singing of "HAPPY BIRTHDAY" would no longer be permitted at her school. Dr. Jodi B. Davidson's letter gave as the reason, "because of the sensitivity of all student beliefs." Davidson's new policy created quite an uproar amongst parents in the Rockwood School District, and Davidson partially lessened the ban in response. Singing "HAPPY BIRTHDAY" would no longer be permitted in the school's cafeteria, where all students were assembled, but rather would be limited to the individual classroom of the students who were having a birthday. Various reports alleged that Jodi Davidson was attempting to force her, either new or recently re-newed, WatchTower Society beliefs on her students. Reports alternately alleged that Jodi Davidson and/or her then-husband was a Jehovah's Witness. In any event, that was Davidson's last year at that school. Davidson relocated to Cincinnati, Ohio.

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LILLIE QUINCE and KIM MORSON v. BELOIT COLLEGE was a 2012-13 Wisconsin federal lawsuit filed by two African-American Jehovah's Witnesses, named Lillie C. Quince and Kim L. Morson, who were "housekeepers" at the school. Notably, both Beloit College and the EEOC reportedly investigated the two JWs' allegations of racial discrimination and religious discrimination, and neither found such to be credible.

Quince and Morson allege that they each refused to attend a department party in JANUARY 2011, because the planned exchanging of gifts by co-workers "appeared" to be nothing but a belated Christmas Party. Quince and Morson allege that thereafter they were given work assignments nobody else wanted, and were refused help. Quince and Morson also allege that they were written up for unspecified "violations" for which "white co-workers" supposedly would not have been written up. Quince and Morson filed a complaint with the EEOC in September 2011. Quince and Morson further allege that a Supervisor then began confronting them about unspecified issues in front of their co-workers. Quince and Morson also allege that they were required to continue working while their co-workers attended the same annual department party in January 2012.

Kim Morson quit in February 2012, allegedly due to the College's failure to accommodate an alleged back injury. Lillie Quince quit in May 2013. The federal lawsuit sought compensatory damages of $300,000.00, unspecified punitive damages, back pay, future pay, and benefits. The USDC granted a stipulated dismissal in May 2013. Beloit College alleged that no settlement had been paid.

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In mid-December 2009, parents living in impoverished Floyd County, Kentucky, which is located in the Appalachian mountains of far eastern Kentucky, were angered when a Jehovah's Witness school bus driver, named Deanna Boyd (a/k/a DeeDee Boyd), passed out copies of a self-composed ANTI-CHRISTMAS and ANTI-BIRTHDAYS "letter" to all the students who rode her school bus. DeeDee Boyd's letter instructed parents not to send Boyd any Xmas gifts nor Xmas cards because, "I do not celebrate Christmas because I have research (sic) the beginnings of the holiday & it has false teachings & lies associated with it." Deanna Boyd's letter then went on to include a lengthy summary of all the reasons that the WatchTower Society forbids Jehovah's Witnesses from celebrating Christmas. Boyd's letter also took time to demonize birthday celebrations. Boyd's letter ended with a series of questions to the parents, including, "Do you know how serious lying is to God?", along with Boyd's answer that "Satan is the father of a lie," and "God will destroy those speaking a lie."  The local Board of Education began an investigation into Deanna Boyd's actions. Outcome unknown.

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ROSALES v. LEE COUNTY BOARD OF EDUCATION is an ongoing 2011-12 Florida civil court case. Gerardo Rosales and Kristine Rosales are a married Jehovah's Witness couple who were employed as schoolteachers at Orange River Elementary, in Fort Myers, from 2008-09 through 2010-11. The Rosaleses were "untenured", and worked under annual contracts. When the Lee County Board of Education did not re-hire the Rosaleses in 2011-12, the Rosaleses initiated religious discrimination claims with the U.S. Equal Employment Opportunity Commission.

The Rosaleses' lawsuit alleges that the Principal at Orange River Elementary failed to abide by the terms of the Rosaleses' contracts, as well as the teachers union's collective bargaining agreement for evaluating teachers, which allegedly allowed the denial of tenure to Kristine Rosales. The Rosaleses further alleged that the "reduction in force" excuse used to deny the re-hiring of Gerardo Rosales was non-existent.

The Rosaleses allege that they had a close working relationship with the Principal, and received positive work performance reviews, until August 2010, when the couple requested time off to attend a WatchTower Convention. The Rosaleses allege that in December 2010 that the Principal informed all teachers that they were required to participate in an unidentified Christmas-related event. The Rosaleses sent an email to the Principal explaining that their WatchTower beliefs prevented their participation, and the Rosaleses failed to attend that event. The Rosaleses lawsuit alleges that the Principal thereafter would not engage in any meaningful interaction with the Rosaleses, and that Kristine Rosales was thereafter denied tenure, and neither Rosales was re-hired for 2011-12.

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MIGDALIA DIAZ v. WEILL MEDICAL COLLEGE OF CORNELL UNIVERSITY was a 2004 federal case filed in New York by a Jehovah's Witness named Migdalia Diaz. Diaz brought this Title VII action against her former employer, Weill Medical College of Cornell University, alleging that she was (1) discriminated against due to her religion (Jehovah's Witness) and national origin (Puerto Rican), and (2) fired in retaliation for filing a New York State Division of Human Rights complaint.

Migdalia Diaz was hired by the medical school as a secretary in 1988, and Diaz continued to work as a secretary in a number of different departments until she was fired in January 2002. The employment relationship appears to have gone well until November 1998, but went downhill thereafter. According to Diaz, her co-workers knew she was a Jehovah's Witness. Diaz used vacation time to attend Jehovah's Witness's conventions each summer and "sometimes" told her supervisors the reason for her vacation request. Around the Easter and Passover holidays, Diaz would explain that Jehovah's Witnesses did not celebrate such, but instead celebrated the "Memorial of Jesus Christ's death". When Diaz's co-workers held birthday or Christmas parties, Diaz did not participate and informed her co-workers that she did not because those celebrations are "pagan" and "offensive to Jehovah."

In November 1998, Diaz needed surgery. While discussing the impending surgery with her supervisor, Diaz mentioned that she had signed paperwork refusing any blood transfusions. The supervisor made a remark to the effect that refusing blood transfusions lead to the death of Jehovah's Witnesses. Diaz told her supervisor that she did not appreciate her "mocking" remark. (Of course, when Diaz's proclaimed to her co-workers that their birthday's and holiday's celebrations were "pagan" and "offensive to God" that was simply "witnessing" to them  - not "mocking" them.) A custodian also questioned Diaz about her refusal to take a blood transfusion, and Diaz told the custodian about all the problems blood transfusions might cause. The custodian relayed such to Diaz's supervisor and the department chairman (a physician and professor) in the medical school, who refuted Diaz's claims, which was relayed back to Diaz. After Diaz returned to work in January 1999, she started to have problems with the department chairman, who probably was himself offended that a secretary in his department was presenting herself to co-workers as more knowledgable about medical matters than the professionals for whom she performed clerical duties. Thereafter, Diaz started to take offense on multiple occasions. Diaz was offended when she was required to set up before and clean up after birthday and holidays parties. Diaz was offended when she was complimented on her coffee. Diaz stated that requiring her to clean and make coffee was treating her as an "immigrant house servant". Despite such, Diaz was given positive reviews until July 2001, when her job performance had deteriorated to the point that multiple issues could no longer be overlooked. Diaz's alleged "attitude" was causing repeated problems with both co-workers and supervisors; including yelling at her supervisor, and refusing to perform errands and other tasks.

In mid-2001, Diaz hired an attorney, and initiated complaints of discrimination with Weill. In July 2001, Diaz filed a complaint with the New York State Division of Human Rights, alleging employment discrimination on the basis of age, race, and religion origin. DHR dismissed Diaz's complaint in April 2002. The day that Weill terminated Diaz's employment, January 15, 2002, Diaz filed a second DHR complaint, this time alleging retaliation for her July 2001 DHR complaint. DHR dismissed that second complaint in June 2002. Diaz filed this federal lawsuit in September 2002. In February 2004, the USDC summarily dismissed Diaz's lawsuit.

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WATSON v. ADECCO EMPLOYMENT SERVICES was a 2000-3 federal lawsuit filed in Florida by two African-American and Hispanic Jehovah's Witnesses named Violet Watson and Pamella Marriot. In November 1999, Watson and Marriot were placed by a temporary employment placement service as cafeteria servers in a Brevard County school. In December 1999, Christmas decorations were put up and Christmas music was played in the School's cafeteria. Along with the other cafeteria employees, Watson and Marriot were instructed to wear Santa hats as part of their work uniforms. When they refused, the placement service negotiated with the School Board for an "accommodation" to wear red baseball caps instead of the Santa hats. (Watson and Marriot also complained about the Xmas decorations and music.) However, on the day the accommodation was to take effect, each of the JWs received a phone call from the placement service advising them not to report to work at the school because "they donít want you anymore." The service also allegedly told the JWs that the placement service would place them in other positions after the holidays or in a place that did not celebrate Christmas.

Watson and Marriot each separately filed a federal lawsuit against both the placement agency and the School Board alleging both racial (later dropped) and religious discrimination, but later agreed to consolidate. However, the District Court summarily dismissed the consolidated lawsuit because the School Board had agreed to an "accommodation", and the placement agency was not their employer, and otherwise had done nothing actionable under Title VII.

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In December 2002, a Brooklyn, New York Jehovah's Witness Kindergarten Teacher, named Ingrid Attio, who taught at Public School 179 in Kensington, was brought up on "disciplinary charges", after she refused to put up a multi-cultural holiday bulletin board outside her classroom. Outcome unknown.

The eloquent schoolteacher told a reporter, "It is stupid. If I wasn't teaching the children their letters or their numbers, yes, then discipline me. But for this? It is not normal. ... I don't think I should put up a Christmas tree. It is just pagan stuff. ... No one can be made to put up a Christmas tree. This is America."

Interestingly, Ingrid Attio, who had been a schoolteacher for 25 years, stated that she did not ask her students to draw Easter bunnies, Halloween jack-o'-lanterns, Christmas trees, nor what is often standard fare in schools for any holiday. One can't help but wonder how long this had been the case. Possibly, Attio was a recent convert to the JWs, especially given the following.

An unnamed school official charged that Ingrid Attio was "no victim". Instead, Ingrid Attio allegedly was forcing her own WatchTower beliefs on her students. The school official supposedly knew such because the issue came to light after, "We had angry parents asking why their children were told Christmas trees and a creche were barbaric pagan rituals."

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EEOC v. INDIANAPOLIS HEAD START was a 1990-91 Indiana federal lawsuit filed by the EEOC on behalf of a female Jehovah's Witness named Loretta Jennings. In December 1991, on her first day on the job as a teacher's assistant, Loretta Jennings explained that her beliefs as a Jehovah's Witness prohibited her from singing Xmas carols or doing anything else connected with Christmas and other holidays celebrations. Jennings was told to participate or resign. Jennings resigned, but thereafter filed a complaint with the EEOC, which thereafter filed this lawsuit on Jennings behalf. Outcome unknown, but obvious. Only the amount of the MONEY is in question.

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BETTY R. TOLER v. NEW HANOVER COUNTY BOARD OF EDUCATION was a 1978-85 North Carolina federal court case which involved an African-American female Jehovah's Witness elementary school teacher named Betty R. Toler. Betty Toler first filed a "religious discrimination" complaint with the EEOC in 1978, and thereafter individually sued the New Hanover County Board of Education after the EEOC finally issued a right-to-sue letter in 1983. Toler acted as her own attorney before the USDC after she could not find any attorney to take her case. Outcome unknown.

Betty Toler had previously been employed as a "Special Education Teacher" by the Pender County Board of Education from 1966 to 1977. The circumstances of Toler's "resignation" from that position is not known, but when Toler applied for a position with the New Hanover County Board of Education in 1977 and 1978, Toler's former employer informed the prospective employer that Toler had a "bad attitude" and had received "poor evaluations". Betty Toler was described as "sullen" and "stubborn". Betty Toler also had refused to allow her students to participate in any classroom holiday activities or celebrations because of her own WatchTower beliefs and practices. Betty Toler reportedly had once even been reprimanded for selling WatchTower literature to her students, and had been forced to refund that money after parents' complained.

At trial, the New Hanover County Board of Education further claimed that Betty Toler had not had a good job interview, and that an essay submitted along with her job application was not coherent nor grammatically correct. Toler had a degree from Winston-Salem State University, but her GPA was barely passing -- 2.27. Toler's score on the National Teachers Exam had been 20 points below the minimum needed for certification.

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BEIN v. WARRENSBURG CENTRAL SCHOOL DISTRICT was a 1976 New York case. Claudia S. Bein was hired as a kindergarten teacher in Januray 1973. In October 1975, Claudia Bein held a meeting with all her "room mothers" to announce that she had converted to the Jehovah's Witnesses, and as a result, Bein stated that she would no longer participate in patriotic or holiday activities. Bein told the room mothers that if they wanted such activities to continue that they would have to perform all the duties that Bein had previously performed in connection with such. (Readers should recall that at that time the WatchTower Society was predicting Armageddon to occur in October 1975.)

Bein's announcement created quite an uproar. Claudia Bein was notified by the School Superintendent that she was being terminated effective at the end of the year, because of numerous complaints received from parents. Bein argued that her actions had no impact on the students, because the room mothers could continue the "forbidden" activities. The Superintendent pointed out, as probably had the parents, that Bein was teaching their children WatchTower religious beliefs by default, in that the young impressionable children observed Bein refusing to participate in certain activities, and wondered why.

Claudia Bein received support from the New York State United Teachers, who assisted her with filing a complaint with the EEOC. Bein also filed a formal complaint with the New York Education Commission, which proceeded to rule in Bein's favor. The State Education Commissioner ordered the School District to retain Bein through the Spring semester and the following Fall semester, plus required a 60 day notice if Bein was then to be terminated in December 1976. The Commissioner also indicated that if Bein was terminated that they would closely scrutize such to determine whether any of Bein's constitutional rights had been violated.

Those NY Idiots stated that Bein could not be fired for exercising her "freedom of religion" without a showing that her actions caused "substantial disruption" in the classroom. The Commission indicated that the local Board needed to observe Bein for two semesters to determine such. The Commission also indicated that so long as Bein taught the words to the Pledge, and allowed such to be recited by her students, that that was all that was necessary. And, so long as the room mothers performed all the other duties with regard to holidays, etc., that there was no negative impact. The Commission even stated that Christmas gift exchanges were a "religious" activity. Unknown what happened in Fall 1976.

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The following was posted on a public discussion board by a business owner:
We are a childcare company - children 6 weeks to 12 years. I learned today a supervisor is "accommodating" a staff member who is Jehovah's Witness by doing NO holiday-related art projects in that teacher's classroom. That means the children in her classroom are being treated differently than the other 5,000 children in our system, who are doing holiday/winter themed art projects: snowflakes, snowmen, wreaths, decorated trees, bells, reindeer, etc.

I think she went overboard. I instructed the supervisor to have the teacher resume with our regular curriculum, and if making a Rudolph project (for example) conflicts with her religious beliefs, then she can do other job-related tasks such as setting up for story time, or changing diapers, or updating parents' daily notes, or whatever, while her co-teacher does the "festive" stuff. Holiday Programs will be treated similarly: she won't have to sing, wear a santa hat, or decorate a tree, but she will have to do productive work that is not holiday related.
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The original author posted various versions of the following edited employment scenario on various "help" websites in 2006:

I work in a kindergarten run by a Christian organization and a Jehovah's Witness was hired. During the interview she had been asked if she would be able to participate in holiday events or teach the children songs, crafts, etc. related to certain holidays such as Christmas, and she answered "yes", but mentioned a few exceptions -- like dressing up for Halloween or wearing a Santa costume, leading birthday parties, etc.

Well, we are 2 weeks away from a big Christmas musical event where her class is supposed to sing about 4 or 5 songs including solo parts, learn lines, etc. -- this was all explained back in September as being part of the schools curriculum and she had no objection to teaching the kids the music and lines, but did say she could not be IN the musical -- and she hasn't even begun teaching them now claiming that "she doesn't do Christmas".

All of the other classes have already learned their songs and we are supposed to be in the final practice phase of putting it all together! The parents are livid, not to mention the school's staff  -- especially me since I am the program director and was on maternity leave the last couple of months and assumed her class would be ready for the final practice by this week!. Of course, I am even more livid with the principal for hiring her in the first place! As for the kids, at the moment I am scrambling to help them learn as many songs and lines as possible within this short time frame and am trying to coral all the parents to work hard with their kids at home. All other curriculum has been scrapped (besides lunch and a shorter recess) in that class until the performance, so these kids are going to be spending their entire waking hours for the next two weeks learning their lines and songs so they can perform -- btw, they are supposed to be the "stars" of the show because they are the graduating class. Poor, poor kids is right!

 

 
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RACIAL - RELIGIOUS DISCRIMINATION LAWSUITS & COMPLAINTS
 
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PAULA F. GUITY v. UNIONDALE UNION FREE SCHOOL DISTRICT ET AL was a 2012-14 New York federal employment discrimination lawsuit which was filed by an African-American Jehovah's Witness School Teacher named Paula F. Guity. Paula Guily, age mid-40s, was (and still is) employed as a Spanish language Teacher at Uniondale High School in greater New York City, in September 2005, and unbelievably earns a nearly six-figure salary. This lawsuit was filed in connection with Guity's former role as the school's Haitian Club advisor. Paula Guilty initially filed grievances with the School District, and thereafter with the EEOC, which apparently merely issued a Right-To-Sue Letter. Paula Guity's original lawsuit alleged discrimination based on national origin, disparate treatment, and retaliation. Paula Guity attempted to amend her lawsuit to include sexual harassment, but such was denied because those allegations had not been made with the EEOC. Paula Guity's lawsuit was summarily dismissed in March 2014.
 
SCOTT MICHAEL MISHKIN PC v. PAULA F. GUITY. Paula F. Guity initially filed her employment discrimination lawsuit "pro se" after the EEOC chose not to represent her. At some point, Guity hired attorney Scott Mishkin, but dismissed him in April 2013. This civil lawsuit apparently is an effort to collect for unpaid legal services amounting to approximately $65,000.00. Outcome unknown. Paula Guity apparently has also threatened to file a malpractice lawsuit, but status of such is also unknown.
 
Readers having any particular interest in these lawsuits should google the phrase "porn actor jewish attorney Scott" to read a slanderous webpage "purporting" to be owned by a relative of Paula Guity, which contains documentation for the above two lawsuits, plus multiple RACIST RANTS against both Paula Guity's former JEWISH attorney and various JEWISH and CAUCASIAN judges who have ruled against her.
 
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OBOTETUKUDO v. CLARION UNIVERSITY is a still ongoing 2011-14 Pennsylvania federal employment discrimination lawsuit filed by a terminated tenured Associate Professor who was employed by Clarion University from 1994 until 2011. We note this court case because as part of the non-JW plaintiff's allegations of "religious discrimination", he alleged that "he was repeatedly invited to attend religious services" by Professor Rachelle C. Prioleau, who is an African-American Jehovah's Witness, who allegedly "resorted to 'intimidations and harassment' when he declined".

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TANIA CHRISTENSEN v. MONTESSORI FOUNDATION LTD. is an ongoing 2012-13 New Zealand wrongful termination employment court case filed by a Jehovah's Witness Employee against her fellow Jehovah's Witnesses Employers -- David Hayes and Hayley Hayes. In fact, Tania Christensen, David Hayes, and Hayley Hayes all attend the very same Hamilton, New Zealand Congregation of Jehovah's Witnesses.

Montessori Foundation Limited reportedly was one of multiple Pre-Schools owned and operated by David Hayes and Hayley Hayes. Tania Christensen had been employed by the Hayes since 1996 before she was fired in 2012. At the time of her termination, Tania Christensen was the Manager of the Cameron Road, Hamilton location. Christensen alleges that the Hayes used their relationship as "Jehovah's Witnesses" to take advantage of Christensen while she was employed by them, as well as afterwards, when attempting to persuade Christensen to not to pursue legal action against them.

Christensen was suspended by the Hayes in September 2012 after Christensen complained that she was experiencing health problems because the Hayes refused to hire a sufficient number of staff, which in turn resulted in Christensen not receiving any lunch breaks nor vacation days. Christensen's personal physician requested a week of sick leave for Christensen. However, when Christensen returned to work, the Hayes made allegations of misconduct against Christensen, and her employment was terminated in October 2012. Tania Christensen then pursued a claim of wrongful termination against the Hayes with NZ's Employment Relationship Authority. The ERA hearing was scheduled for early October 2013. Ten days before the scheduled hearing, the Hayes changed the name of the involved Pre-School entity to the exact same name of the law firm which was representing Christensen -- apparently demonstrating their WatchTower ingrained disrespect for civil authority. Then, the day prior to the ERA hearing, the involved business entity filed bankruptcy. The ERA awarded Tania Christensen $66,155.00, but the bankruptcy filing may negate that award. Further litigation pending.

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PAUL STONE v. CITY OF LYNN, MASSACHUSETTS was a 2010-11 Civil Service Commission decision. Paul Stone, a Jehovah's Witness of thirty years (thus probably a "Congregation Elder"), is a full-time Custodian at Connery Elementary School, who was originally hired October 21, 1997. Stone is the only custodian assigned to the 6:30 AM to 3:00 PM shift. Paul Stone's Disciplinary History included the following:

In October 2008, Stone was issued a written warning after he failed to remain in phone contact with the principal of Connery Elementary School as instructed. In October 2009, Stone was given a written warning for violating the Departmental procedure for locking up dangerous chemicals, and for failing to clean the closet floors. In October 2009, Stone was issued a written warning for taking sick time without notifying his supervisor. In December 2009, Stone was issued a verbal warning because he had asked another employee to come in early and cover for him while he attended a meeting with his Supervisor. In April 2010, an in-depth inspection of the Connery Elementary School was conducted on April 23, 2010, because on April 14, the school was found to be severely lacking in cleanliness.

Although Paul Stone had known the date (Friday-Sunday, May 28-30) and location (Portland, Maine) of the WatchTower District Convention to which his Lynn, Massachusetts congregation was assigned for several weeks, purportedly due to an emergency surgery, it was not until February 19, 2010, that Stone requested vacation leave for May 26 to 28, 2010, and for June 1 to 4, 2010. (May 29-31 was Memorial Day weekend.) The request for May 26-28, 2010 was denied. The request for June 1-4, 2010 was approved. In February, Stone learned that the May 26 and 27, 2010 dates had become available, and he requested and was approved for vacation on those days. Stone also notified his Supervisor that he wanted to attend the WatchTower Convention from May 28 through May 30, and further requested that another custodian be assigned to cover his shift on Friday, May 28. Such was never approved. Stone also spoke with several managers about the possibility of using an "emergency day" on May 28, but allegedly was told on four occasions that he could not do such. On Friday, May 28, Stone telephoned an emergency day into the attendance line. Because Stone is the only custodian on duty at Connery Elementary School, and because another custodian had an actual emergency that day, Stone's absence led to shuffles that left other locations shorthanded.

On June 15, 2010, Paul Stone was placed on a one-day suspension for "insubordination". Stone requested a hearing to determine if just cause existed for his suspension. The hearing was conducted in July 2010, and the hearing office recommended that Stone's suspension be upheld. The Mayor accepted that recommendation. Stone appealed to the Civil Service Commission, which upheld Stone's suspension, stating in part:

As a matter of civil service law, common sense clearly established that the Mr. Stone had no reasonable basis to believe that his situation was truly an emergency. Mr. Stone testified that he was determined all along to attend the Jehovah's Witnesses Convention on May 28, 2010. He had made financial commitments that he did not want to forfeit. He testified that he was reminded of the emergency day provision in his contract by Mr. Germano, however Mr. Germano has no specific memory of discussing the emergency day. It is also not credible that Mr. Stone was cleared to take the day off by his supervisor so long as he found another employee to take his shift, even if that employee was already scheduled and expected to work elsewhere. Scheduling and staffing is the prerogative of management; it is not within Mr. Stone's rights to exercise his own personal judgment about such staffing issues. Given his prior disciplinary record, Mr. Stone should have known the rules by which he was expected to abide. The plain truth of the matter is that, having failed to take advantage of his seniority rights in a timely manner, which would have given him the time off, Mr. Stone made his own unilateral decision to absent himself without regard to the consequences. The substantial evidence established that he had known all along that he would do so. His attempt to rely on the emergency day rule was nothing more than a post hoc attempt to find some justification for an otherwise pre-determined decision. The Commission cannot find that the one day suspension meted out for this behavior in unjustified. ... ...

... Mr. Stone's claim to religious accommodation is likely to founder on the issue of undue hardship. Because of the popularity of that weekend, and the late time he submitted his request, other custodians had received permission to be away. Mr. Stone's request would have placed the school department below safe and proper staffing levels. As such, the dates that Mr. Stone requested were not available when he submitted the form, given that there were already twelve (12) custodians scheduled to be away on vacation. The City of Lynn, in conjunction with Local 1736, decided on the maximum number of employees out on vacation based on the number below which they would be understaffed and unable to fulfill their duties fully in all locations. ... Mr. Stone had a reasonable time under the terms of his employment rights in which to notify his employer of his need for days off in such a way as to have avoided the undue hardship he created. It would constitute an undue burden to require the school department to allow Mr. Stone a day off at the last minute. ... The City of Lynn did not discriminate against Mr. Stone, as it could not allow him the vacation day without following normal procedure which would have been an undue burden on their ability to service their buildings and a potential violation of the collective bargaining rights of others. Mr. Stone's dilemma was entirely of his own making and was due solely to Mr. Stone's tardiness in filing his vacation request in accordance with the reasonably established practice in the school department of which he was well aware.

In sum, based on his testimony that he had resolved to take the day off anyway, Mr. Stone did not reasonably believe that May 28, 2010 was an emergency. The City of Lynn was justified to consider his claim that the day in question was an emergency to be insubordinate behavior, and, given his previous disciplinary reprimands, a one (1) day suspension is appropriate.

This CSC decision noted that there was a second WatchTower District Convention at the same location on the very next weekend. Thus, Paul Stone could have worked Friday, May 28, and attended the same program on Friday, June 4, which had been approved as a vacation day. However, Paul Stone argued that "members of a specific congregation only attend their assigned convention". The CSC accepted that untruth as a fact, and then went on to declare attendance at WatchTower District Conventions to be "a required religious practice", and then even went one step further and declared attendance on the exact dates their congregation was assigned by the WatchTower Society to also be "a required religious practice" -- thus negating the possibility that Stone could have avoided all this drama by simply attending the assigned Convention on Saturday and Sunday, May 29 and 30, and then attending the Friday program the very next weekend, on June 4.

This editor was reared as a fourth generation JW, and attended WatchTower District Conventions from the 1960s through the 1990s. I still occasionally converse with active JW family members regarding their displeasure with the locations and dates of WatchTower District Conventions to which their congregations are assigned. To the best of my knowledge, the WatchTower Society has never declared attendance at the WatchTower District Convention to be REQUIRED. Yes, attendance is highly, highly recommended, but attendance has never been "mandatory" -- unless an individual JW was offered and accepted some specific responsibility or duty at that Convention. With regard to attendance at a specific Convention, again, attendance at the assigned Convention site is highly, highly recommended by the WatchTower Society (for obvious planning reasons), but to the best of my knowledge, the WatchTower Society has never REQUIRED its members to only attend the Convention site assigned to their congregation. The WatchTower Society has always consider attendance at a different Convention site to be preferable to not attending at all. Over the decades, this editor has known and heard of numerous JWs choosing to attend WatchTower District Conventions at locations other than the one to which their congregation was assigned by the WatchTower Society -- for any number of reasons, including the inability to get vacation time from their employer. Readers should note that this STONE case is not an isolated instance of JW Employees claiming this falsity. In fact, this falsity is claimed in the majority of similar cases. The problem for Employers is that they are at the mercy of the WatchTower Society and Jehovah's Witnesses to disprove this claim made by their JW Employee. Good luck getting the WatchTower Society, or another JW, to dispute the word of your JW Employee on any issue.

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HERBERT APONTE v. BUONO and HERBERT APONTE v. MARY ANN BUONO, President Local 426 International School Transportation Workers Union were both a New York state court case (2010?), and now also a 2011-12 federal court case. Herbert Aponte, a male Jehovah's Witness living in Bronx, New York, was employed for eleven years as a NYC school bus driver under a collective bargaining agreement between the "Union" and Aponte's Brooklyn employer, Precious Services and Management Corporation. In May 2010, a parent reported to the New York City Department of Education, Office of Pupil Transportation, that Aponte had left a student at home unattended instead of at an alternative pre-arranged location. OPT investigated the complaint and held a disciplinary hearing on May 27, 2010. Buono attended the meeting with Aponte. After the hearing, OPT suspended Aponte's Certificate of Approval as a New York City school bus driver for 270 days because of the incident. Aponte appealed this decision, and a disciplinary appeal conference was held before the NYCDOE Office of Appeals and Review on August 18, 2010. Buono again attended the conference with Aponte. Aponte's 270-day suspension was changed to a permanent revocation of his bus driver certification.

Thereafter, Aponte filed a state court civil action which was eventually dismissed because Aponte failed to appear. In March 2011, this federal lawsuit was filed in which Aponte alleged that Buono breached the Union's duty of fair representation when she failed to adequately represent Aponte at the aforementioned disciplinary proceedings. Aponte's complaint also suggested that Buono and the Union did not adequately represent Aponte's interests because the Union is overwhelmingly Catholic and Aponte is a Jehovah's Witness. The final paragraph of Aponte's complaint suggested that he has been subjected to a "hostile environment" at work because he is a Jehovah's Witness and "everyone else is Catholic." Aponte claimed that he was ostracized and harassed at work on a daily basis because of his religious beliefs, and that no one would associate with him.

In December 2011, the USDC dismissed Aponte's claims against Mary Ann Buono. The USDC did allow Aponte 30 days to filed an amended complaint against NYCDOE alleging a violation of his Fourteenth Amendment due process rights. Outcome unknown.

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FRANK A. MONTEIRO v. TOWN OF MIDDLETOWN, AFSCME, ET AL was a 2005-2012 Rhode Island state court case. In June 2005, Frank A. Monteiro, who had worked for seven years as a maintenance technician and a carpenter for the Middletown Public School System, was fired after an argument with his supervisors. Shortly thereafter, Frank Monteiro filed a complaint with the Rhode Island Commission for Human Rights, alleging that during his seven year tenure with the Town that he had suffered racial discrimination (African-American) and religious discrimination (practicing Jehovah's Witness) at the hands of municipal and union officials. He also alleged that he was discharged in retaliation for making complaints.

In May 2006, an arbitrator upheld the termination. The RI Superior Court confirmed the arbitration in November 2006. In October 2008, the Superior Court granted the Town's motion for summary judgment on the discrimination claims. Thereafter, Monteiro pursued the Union and individual union officials on discrimination and representation claims. The Superior Court dismissed the discrimination claims in July 2011, but allowed the representation claim to be litigated. The 54 year-old Jehovah's Witness Minister died in October 2012.

RHODE ISLAND v. MONTEIRO. A charge of domestic assault can be found in January 2000.

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NORMAN L. NICHOLS v. CAROLINE COUNTY BOARD OF EDUCATION is/was a 30+ year long running battle between an African-American Jehovah's Witness named Norman L. Nichols, Jr. and the Caroline County school system. Nichols was initially hired as a teacher of general and choral music back in the 1960s. Although details are sketchy, Nichols was fired on at least two occasions in the late 1960's and early 1970s. On each of those occasions, he was later reinstated after he took unidentified legal steps to regain his position. In 1983, Nichols filed a state court lawsuit regarding his 1971-2 termination, but it was dismissed.

Starting in 1990, Norman Nichols had been assigned to teach at Colonel Richardson Middle School. Beginning in September 1998 and continuing during the first part of 1999, conflicts arose between Nichols and the Principal and Assistant Principal, who were both caucasians, including a time when the caucasian Assistant Principal reprimanded Nichols for displaying a Watchtower recruiting book in his classroom. Nichols alleged that these incidents resulted in racially discriminatory actions taken against him, and in June 1999, Nichols filed a complaint with the EEOC, which was followed by a federal lawsuit in November 1999. The USDC dismissed that lawsuit for lack of evidence in November 2000.

During the 2000-2001 school year, Nichols was re-assigned to teach health education. Between then and 2004, Nichols was fired again. In 2004, Nichols filed another federal suit against the Caroline County Board of Education claiming racial, gender, religious, and speech discrimination and retaliation in violation of Title VII. Nichols asserted that the Board negatively evaluated him, downgraded his teaching certificate, and ultimately terminated him on the basis of unlawful discrimination. The results of this latest lawsuit is unknown.

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BRIAN DE SILVA v. UNIVERSITY OF MISSOURI was a 1988 Missouri lawsuit involving a college professor named Brian DeSilva, who apparently at that time was studying to join the Jehovah's Witnesses. Brian De Silva charged the Head of his department with religious harassment and discrimination as at least part of the reason for his firing, which at least in part allegedly included the denigrating of Silva's "interest" in the Jehovah's Witnesses.  Full details are unknown since the lawsuit was settled for the amount of $10,000.00.

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PATRICK ROSSI v. TROY STATE UNIVERSITY was a 2002 Alabama federal lawsuit filed by a Jehovah's Witness named Patrick Rossi. Rossi was a tenured associate mathematics professor at TSU. In his Complaint, Rossi alleged religious discrimination pursuant to Title VII against TSU and its' Chancellor. Rossi alleged that TSU did not promote him to the position of Chair of the Mathematics Department because he was a Jehovah's Witness. Rossi initially gained employment as an assistant professor in August 1993. After working for four years, Rossi applied for a promotion to associate professor in October of 1997. This application was denied. Rossi applied again in October of the following year and was promoted and granted tenure in March of 1999. During this time period, the mathematics department was vacant of an appointed "Chair". Diane Porter, another professor in the mathematics department, served as Acting Chair from 1996 until 1998. In 1998, Rossi was named Acting Chair, and served until August 7, 2000, at which time he resigned this position. At that time, Chancellor Hawkins sought to appoint the full Chair of the Mathematics Department. Rossi removed himself from consideration. Based upon a recommendation by Dean Pullen, Chancellor Hawkins appointed Diane Porter as the Department Chair. Rossi remains a full time mathematics professor. In his affidavit to the court, Dean Pullen asserts that he did not recommend Rossi because Rossi "was not a strong leader or administrator" during the time he served as Acting Chair of the department and that Diane Porter was deemed more capable based upon the comparative success of her performance in her earlier service for two years as Acting Chair (prior to Rossi's term). All assertions of religious discrimination were denied. The USDC ruled that TSU had given a legitimate non-discriminatory reason for not promoting Rossi. The court further found that Rossi had provided no evidence that TSU's legitimate non-discriminatory reason was pretext for discrimination. Based upon this, the court granted summary judgment in favor of TSU.

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GREGORY O'BRIEN v. OCEANSIDE SCHOOL DISTRICT was a 1991-92 California lawsuit involving a Jehovah's Witness named Gregory O'Brien.  In February 1992, the Oceanside Unified School District, in San Diego County, California, agreed to pay $125,000.00 to settle an employment discrimination lawsuit filed by O'Brien. The 29 year old former maintenance man had alleged that he was repeatedly harassed while on the job and discriminated against because he was a Jehovah's Witness.

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DAVID PETER LOVELL-BADGE v. NORWICH CITY COLLEGE was a 1998 British employment law case which involved college professor Dr. David P. Lovell-Badge, who is also a Jehovah's Witness Elder at the Norwich, Wensum Congregation of Jehovah's Witnesses. Dr. David Lovell-Badge filed this "curious" discrimination lawsuit against his employer under England's Race Relations Act 1976 claiming that "Jehovah's Witnesses" constituted a "racial group", and that he had been discriminated against on grounds of race under that law. The Employment Tribunal dismissed Dr. Lovell-Badge's case ruling that "Jehovah's Witnesses" do NOT constituted a "racial group" under England's Race Relations Act 1976.

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IN RE CITY COLLEGES OF CHICAGO was a 1995 union arbitration case involving a female Faculty member who was eventually terminated for failure to comply with the City of Chicago's residency requirement which required new-hires to relocate within the city limits of Chicago within six months of hire. Typically, the terminated female faculty member attempted to use her Jehovah's Witness religious beliefs/practices to label her termination as a violation of her constitutional rights. JW Teacher claimed that as one of Jehovah's Witnesses that she was required to submit to the ultimate authority of her husband, who made the decision NOT to relocate. The JW Teacher's religious beliefs also required her to live with her husband. Thus, the residency requirement violated her right to freely practice her religion. The arbitor did not bite. The arbitor ruled against the Jehovah's Witness Teacher stating that JW Teacher was fully aware of the residency requirement when she applied for and accepted the position. Additionally, there was no religious belief that prevented JW Husband from relocating the family inside the city limits -- that was simply his personal choice.

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BETTY R. TOLER v. NEW HANOVER COUNTY BOARD OF EDUCATION was a 1980-85 North Carolina federal court case which involved a female Jehovah's Witness elementary school teacher named Betty R. Toler. Betty Toler first filed a complaint with the EEOC, and thereafter individually sued the New Hanover County Board of Education after the EEOC issued a right-to-sue letter in 1983. Outcome unknown.

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SEIU v. WILLIAM H. WILSON was a 1985-7 State of Washington case in which a Jehovah's Witness, named William H. Wilson, won his hearing before the Public Employment Relations Commission. Wilson was employed as a school bus driver by the Bainbridge Island School District, which had a collective bargaining agreement with Service Employees International Union, Local 123.

Wilson did not join the union as required by the collective bargaining agreement. In December 1985, he appeared before the executive board of the union where he asserted his right on non-association. Wilson based this assertion on his membership in the Jehovah's Witness faith. The executive board denied his right on non-association and required that he join the union. He refused to do so, and the union filed this petition.

Prior to working for the Bainbridge Island School District, Wilson was an employee of the state of Washington and was employed at Fircrest School in Seattle. He asserted a right of non-association while he was employed at Fircrest, and was not required to join the union there. The PERC held:

2.Based upon sincerely held, bona fide religious beliefs, William H. Wilson is entitled to exercise a right of non-association and to make alternative payments to charity under RCW 41.56.122.

3.The Children's Hospital, Seattle, Washington, is an appro≠priate non-religious charity to receive alternative payments under RCW 41.56.122.
 

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MISCELLANEOUS CASES

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In March 2017, in Polk County, Florida, the Polk County Board of Education received a complaint from the LESBIAN parent of a 7 year-old boy that her son had been subjected to a bus ride full of WatchTower Cult religious propaganda by Polk County school bus driver and Jehovah's Witness Proselytizer, Violeta E. Jacobo.

Specifically, the lesbian parent alleged that in early February 2017, her seven year-old son missed his regular bus at Alta Vista Elementary School. Violeta Jacobo, age 56, of Poinciana, Florida, who had been employed as a school bus driver since August 2012, was assigned to take the boy home. Early in that bus ride home, the boy remarked to Violeta Jacobo that he hoped that "his two moms" would not be upset about his getting home late. The lesbian parent alleges that Violeta Jacobo reacted immediately -- telling her son in reference to his having "two moms" that "GOD doesn't like that". The complaintant further alleged that Violeta Jacobo proceeded to give her son a lengthy sermon of the WatchTower Cult's version of the Bible's message of salvation, including telling the boy that he would lose out on such salvation if he continued to support the lesbian relationship of "his two moms". Violeta Jacobo reportedly even gave to the young boy one of the official WatchTower Cult business cards typically given to prospective converts to direct them to the WatchTower Cult's website. The lesbian parent claims that her son arrived home with "hate in his heart", and that her son has since continued to condemn and rebel against the family's lesbian parenting relationship.

After receiving this complaint, the Polk County Board of Education instructed a supervisor to speak to Violeta E. Jacobo and instruct her that she must follow the Board's Code of Ethical Conduct, which prohibits discrimination against homosexuals. Violeta Jacobo was permitted to continue driving while the matter was further investigated.

The lesbian parent also filed a complaint with Florida's DCF, which investigated the matter, but closed the case due to no finding of neglect.

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WILLIAM E. SLUE v. NEW YORK UNIVERSITY ET AL was a 2004-06 New York federal lawsuit which involved an African-American Jehovah's Witness named William E. Slue. William Slue was employed by NYU from June 1962 until he was fired in January 2004.  At the time of his termination, Slue was Supervisor of Medical Photography. After a secret investigation, which included undercover work performed by a private investigation firm (named as a defendant), Slue was accused of taking extra photographs of female patients (including breasts and genitalia) for his own personal use.

William E. Slue denied all of NYU's allegations, and filed a federal lawsuit alleging wrongful discharge and breach of contract, improper termination of lease, improper denial/termination of benefits, conversion, defamation, intentional infliction of emotional distress, interference with contract, intentional interference with economic opportunity, and violation of federal and state privacy laws. In January 2006, the federal court dismissed all of Slue's charges against NYU, except his charge that some emails sent by a NYU supervisor were "defamatory". In September 2006, a jury determined that the emails in question were not written with malice, and ruled in NYU's favor.

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LOUISIANA v. MAXINE KENNEDY and LOUISIANA v. TONI KENNEDY are two ongoing 2009 Louisiana criminal prosecutions. According to July and August articles published in The Advocate, a longtime School Secretary at Scotlandville Magnet High School, in the East Baton Rouge Parish, named Maxine Kennedy, 62, is being prosecuted along with her daughter, Toni Kennedy, 29, (both living at same address) for unauthorized use of a credit card issued to Scotlandville High School. Per a Spring 2009 audit conducted by the school system's Internal Audit Office, Maxine Kennedy, the schoolís secretary, allegedly obtained a Samís Club Card without authorization, and over the course of 28 months, used it to buy groceries, furniture, pay utility bills, and make cash advances totaling $51,877.92. Maxine Kennedy allegedly allowed her daughter, Toni Kennedy, to use the school credit card, including for large cash advances, and for a Jehovahís Witnesses convention. Interestingly, the audit, which normally was conducted only every three years, was reportedly conducted ahead of schedule after Maxine Kennedy allegedly ratted out another school employee who was selling concessions during hours that concession sales were prohibited. Both Kennedys pleaded "not guilty" at an August proceeding, and their attorney made comments to the media which would seem to indicate that a plea deal was in the works. Outcome unknown.

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MASSACHUSETTS v. FRANKLIN SPEED was the 2002-03 Massachusetts criminal prosecution of Franklin Speed Jr., who was a school bus van driver employed by the JEHOVAH'S WITNESSES owned and operated Johnson and Johnson Transportation Company of Mattapan, Massachusetts.

On the morning of April 30, 2002, which was Franklin Speed's second day on the job, at 8:30 A.M., Franklin Speed crossed over the yellow line on Cummins Highway in Roslindale, and plowed into an oncoming automobile driven by Myrna Skerritt, who died at the scene. Myrna Skerritt's 19-month-old daughter, Jaelle Skerritt, was strapped in a car seat, and did not die until the next day. Police ticketed Speed for doing 52 MPH in a 35 MPH zone. Fortunately for Speed, he had no children in his van at the time of the crash. Unfortunately for Speed, he failed two drug tests in May 2002, which violated his probation, and he was returned to prison until June 2004, when upon his release, his driver's license was renewed, and he once again began to accumulate tickets.

Fortunately for Franklin Speed, the June 2002 Suffolk County Grand Jury refused to indict Speed on felony manslaughter charges, but instead indicted Speed on two misdemeanor vehicular homicide charges. Fortunately for Speed, in September 2003, a Suffolk Superior Court jury found Franklin Speed Jr. guilty of only "driving without a license", because after removing only its brakes for forensic purposes, instead of retaining the wreck until after Speed's trial, the Police returned the wrecked Ford Econoline Van to Johnson and Johnson Transportation Company, and they sold it to an auto wrecking yard.

During the sitting of the June 2002 Suffolk County Grand Jury, the local Prosecutor attempted to also have the owners of Johnson and Johnson Transportation Company indicted for their alleged culpability in the two deaths, but he failed to obtain an indictment on any criminal charge.

Johnson and Johnson Transportation Company was owned and operated by an elderly African-American Jehovah's Witness couple in their 60s, named Leon Johnson and Lula Mae Johnson, of Mattapan, Massachusetts. The Johnsons had started a day care business in their home around 1993, and shortly thereafter the JW Couple started Johnson and Johnson Transportation Company to transport toddlers to daycare, pre-school, etc. By May 2002, the Johnsons had 5 vans, which they contracted to transport 80 children daily. The Registry of Motor Vehicles inspected the Johnsons' business following the crash and discovered that only 3 of the 5 vans had school bus license tags which make the vans legal to transport children. NONE of the 5 vans had the required "SCHOOL BUS" markings or the required flashing lights. All licenses were surrendered under threat of seizure by MRMV.

While the Johnsons and other family members drove the 5 company vans, the Johnsons also hired drivers like 27 year-old Franklin Speed Jr., whose criminal record already showed nearly 20 convictions, including drug dealing, assault, and gun possession. The Johnsons claimed that Speed's record for the previous 4+ years was clean. It was. Franklin Speed had just been released from state prison in December 2001 after doing 4 years for assault with intent to kill. And, that's likely simply the charges to which Speed had plea bargained. No telling what crimes Speed had actually committed. Neither did Franklin Speed possess the 7D Massachusetts Driver's License which was required to transport children. The Johnsons knew that. Massachusetts required background checks and physicals in order to obtain a 7D license. Massachusetts also required school bus drivers to be trained and certified in CPR. The Johnsons had no clue whether Speed was trained or certified in CPR.

INTERESTINGLY, the crash also caused the Massachusetts Office of Child Care Services to suspend Lula Mae Johnson's license to operate her at-home day care business pending their investigation. However, Lula Mae Johnson told an inquiring reporter in June 2002 that she had already closed her daycare business back in 2001. INTERESTINGLY, this HONEST Jehovah's Witness Minister told another reporter in 2008, who was authoring an article about Johnson finally obtaining a HS diploma, that she had applied in 2002 for an application to EXPAND her ongoing daycare business, but that that application had been denied because she did not possess a high school diploma. The then 68 year-old Lula Mae Johnson further stated that she then decided in 2002 (age 62) to close up her ongoing daycare business "because my children were grown".

This whole MESS reeks of Jehovah's Witness style "HONESTY", plus enlightens the world as to the real value that Jehovah's Witnesses place on the well-being and lives of non-JWs, as well as the cavalier attitude that Jehovah's Witnesses have toward obeying laws and regulations which depend on the full cooperation of honest citizens and responsible business owners.

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The following excerpts are taken from a 2002 California Appellate Court decision which reviewed and affirmed the exclusion of four African-Americans from the original murder trial jury. One of those dismissed jurors was a Jehovah's Witness Mother of six children, of Carson, California, and identified only as "P.B.", who was employed as a beautician, volunteered as a teacher's aide, and was married to a chiropractor:
"... Counsel argued that the last four peremptories the prosecutor had exercised were against African-American prospective jurors ...
 
"...  P.B. was not 'terribly bright' and was disturbed by the nature of the case and the type of evidence that would be presented. ...
 
"P.B. was a married Carson resident, who worked as a hairdresser and volunteered part-time as a teacher's aide for the L.A. Unified School District. She had six children. A year previously, she and her husband were victims of a Long Beach carjacking. The carjackers were prosecuted. Her husband handled most of it. She and her husband appeared at the defendants' sentencing. She was nervous about attending the sentencing proceedings since the friends and family of the defendants were present. She is a Jehovah's Witness and sees apparent gang members when she is in different areas; that does not bother her. At age 18, one of her sons was involved in an out-of-state bank robbery. The son was released, had turned his life around and was now working for the city. Her husband is a chiropractor, and her other children are employed or married. When asked about the credibility of gang member witnesses, she replied that from her experience with her own child, sometimes it was 'just association or situations that they have been into.' She would not be prejudiced against gang witnesses. None of her children had been gang-affiliated. One daughter was incarcerated after she failed to pay tickets and, since the daughter had no money, she chose to stay in jail rather than pay a fine. P.B. knew someone who was a law enforcement officer. She would be uncomfortable about hearing that someone was killed, but would try to put aside her feelings so that she could objectively evaluate the evidence. When asked about whether she would be able to view bloody pictures, she said, 'It would be hard,' and she would not want to see such photographs.

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JULIO E. PASADA v. VIRGINIA POLYTECHNIC INSTITUTE ET AL was a 2005 Virginia appellate court decision. In October 1987, a Jehovah's Witness, named Julio Emilio Pasada, was seriously injured while working at Virginia Tech Airport when his clothing was caught in a post hole digging machine while Pasada was helping to erect a fence around the Airport. Both of Julio E. Pasada's arms were severely mangled.

 
Upon arrival at the University of Virginia's Medical School Hospital, Julio Pasada informed doctors that he would not consent to blood transfusions based on his beliefs as a Jehovah's Witness. According to a separate newspaper article on "medical ethics", Pasada's father, a physician himself, who was not a member of the Jehovah's Witnesses, insisted on the administering of blood transfusions and attempts to save and/or attach his son's limbs. Pasada's father even obtained a court order to permit such.
 
However, when Pasada's doctor consulted with the Medical School's Bio-Ethicist about the situation, the Bio-Ethicist recommended that the doctor defy the court order, and Pasada's father's wishes, and comply with Julio Pasada's wishes, which is exactly what the doctor did. Both arms eventually had to be amputated at shoulder level. The hospital said that Pasada's left arm could probably have been saved if they had been permitted to administer a blood transfusion.
 
As part of the 1988 award of benefits, in which Posada received lifetime medical benefits and permanent total disability benefit payments, Posada also received payment for "24-hour attendant care" for the rest of his life, and VPI agreed to allow Posada to select his own caregiver(s). The rate of compensation for the 24-hour attendant caregiver was to be determined by the parties and the Commission. VPI paid Posada's chosen 24-hour caregiver(s) pursuant to the 1988 agreement for some 16 years. Initially, Posada's parents, siblings, and members of Posada's Congregation of Jehovah's Witnesses provided attendant care. The various salaries are unknown, but in 1995, Posada's mother received $425.00 per week.
 
In a July 1993, a local newspaper published an article about Posada and his accident, in which Posada discussed that he was designing an airplane which he planned to build and fly to the Virgin Islands from Virginia. I'm not sure how or even if Posada was accomplishing such given that in this appellate opinion a footnote states:

"As a result of the severity of the amputation of his arms, claimant was unable to use prosthetic arm devices."

On March 1, 1997, Julio Pasada married Melanie Davis Posada, who had left her previous employment and obtained medical training to become a Certified Nursing Assistant, and she contemporaneously assumed responsibility for Posada's 24-hour attendant care. The Posadas' request for $910.00 salary per week to be paid to Melanie Posada was granted by the Commission. At some point after the marriage, the Posadas moved to Edenton, North Carolina to be closer to Melanie Posada's parents. In May 2003, the Posadas requested an increase in Melanie Posada's rate of compensation to $1,512.00 per week  VPI's Adjuster agreed to the increase.
 
In May 2004, a different Adjuster stopped paying Melanie Posada after discovering that she was married to their claimant. That Adjuster also did not pay a $68.00 medical bill, and a $117.00 pharmacy bill for Posada's prescription for depression medication. On September 13, 2004, the Adjuster resumed payments to Melanie Posada, but reduced the payments to the prior rate of $910.00 per week.
 
In a November 2004 hearing before the Deputy Commissioner, the DC ordered VPI to not only backpay Melanie Posada, but he also increased her salary to $2761.92 per week. He also ordered the unpaid medical and prescription bills paid, plus ordered VPI to pay Posada's attorney $34,144.88.
 
In March 2005, the full Commission affirmed the DC's award with  two modifications. The Commission decreased Melanie Posada's compensation to a mere $1680.00 per week, and reduced the amount of the attorney's fees assessed against VPI to a mere $30,000.00. In December 2005, on VPI's appeal, the Court of Appeals of Virginia affirmed the March 2005 award of the Commission.
 
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VERNA J. PLEASURE v. UNIVERSITY OF ALASKA and PLEASURE v. RENO AIR were two related Alaska cases both settled around 1983. In December 1980, an African-American Jehovah's Witness, named Verna J. Pleasure, was severely injured while working as a Field Coordinator for the University of Alaska. Preparing to takeoff on the ice-bound Yukon River, the Cessna pilot realized the airplane had a flat tire. The pilot got out and went for repair tools. For unknown reason, Pleasure exited the running aircraft, and was struck by the Cessna's whirling propeller. Pleasure ended up losing her left arm, and "supposedly" would have lost her life but-for the respirator tube that prevented her from telling doctors that she was a Jehovah's Witness, and would not consent to the seven units of blood eventually transfused into her arm. Settlement terms unknown.
 
VERNA J. PLEASURE v. RENO AIR was a second lawsuit against Reno Air, in 1996-7, which was filed after Pleasure fell from her wheelchair while being wheeled onto a Reno Air passenger plane on June 15, 1996. Settled on November 6, 1997, for $120,000.00.
 
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CROWN v. JOHN UMENWOKE was a 2010-13 Toronto, Ontario, Canada criminal court case. John Umenwoke, age 63, a/k/a Solomon Idiaraba, is yet another Nigerian fraudster, who had the Canadian judge in this court case wrapped around his finger. Reared as a Jehovah's Witness in Nigeria, along with 15 siblings, Umenwoke claims to have full-time pioneered from 1968 to 1971. Umenwoke claims that he fled to Canada in 2006 because he was being persecuted for his religious beliefs in Nigeria. Umenwoke claims that he graduated from the University of Nigeria with a B.S. in Computer Science, and was employed as a secondary school teacher. Several Nigerian friends and relatives (in both Canada and Nigeria) who served as character witnesses for Umenwoke never used the term "Jehovah's Witness", but instead referred to Umenwoke as a "preacher" and "evangelizer".

In April 2010, Umenwoke was arrested and charged with defrauding Liquid Capital Exchange Corporation of $75,650.60 USD, in 2009. LCEC is in the accounts receivables factoring business. They advance money to businesses based on a business's accounts receivables. The receivables are then paid directly to them, and when they are collected, LCEC remits the amount collected less their fees.

In this case, LCEC advanced $75,650.60 to Unified Solution Providers in April 2009, based on financial information purporting to come from its' owner, Solomon Idiaraba. Unified Solution Providers is actually a corporation established by John Umenwoke, and all of the stock is in the name of Umenwoke's girlfriend (last name "Mokgwathi"). "Solomon Idiaraba" was really John Umenwoke. The accounts receivable were fabricated, and LCEC lost every penny it advanced to USP.

The decision of this Canadian court is unbelievable! John Umenwoke, who receives a government disability pension, pled total poverty, so was NOT ordered to pay any restitution. Umenwoke claimed that he had sent all of the stolen money to his four children back in Nigeria to use for their college educations. Umenwoke received no jail time -- not even when he was initially arrested. Twelve months house arrest. Eight months curfew. 125 hours community service. One year probation with 50 additional hours of community service.

FYI, this court opinion also mentioned that John Umenwoke spent time attending and working at Norwood University in Michigan. Umenwoke also operated a Michigan corporation named Network Computer Reboot Incorporated.

 

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