MK forum

SBJ, I laughed so hard **I** was in danger of hyperventilating!
How far back have you read on Red Barren's site? I think my favorite is still the post titled "Don't send me any more pictures of naked women thats not funny", from last October! As a person who read every article in Brown Gold from the age of 6, that really tck-led me! (And yes, I do still read it, even though it's called "NTM @ work" now!)

In spite of everything, my tired heart still beats for needy, hurting people of every tongue, tribe and nation ... which makes all that we are exposing and discussing even more tragically painful.

http://www.flickr.com/photos/seawallrunner/143002809/

"device to root out evil"

rroym has unregistered from the members list of these forums.

I am very sad about that. He had so much wisdom and insight to add to our discussions.

When he unregistered, this also removed all the posts he's ever written here.

This is such a loss for all of us. I am so sorry to see him go.

We all need to be aware that if we remove ourselves from the members here, all our posts will also disappear. Just something to keep in mind.

I miss you rroym.

Thanks for clarifying that, Bonnie.

I really valued rroym's input, so I'm disappointed we lost it.

Rroym told us all, some time back, that we have a choice, and we ought not to impose our own choices, or preferences, on others. I think he has taken his own advice, and I respect that.

However, like Raz, I found his insights refreshing and informative. I am in his debt.

Rroym, you are always welcome on these forums. I want to say, "You are needed on these forums," but I'm afraid that would look too much like I was not paying attention in class!

Thanks for touching so many hearts and knocking on my hard head, not to speak on behalf of other heads out there.

Here is the Florida statute governing private employee whistle blowing, F.S. 448.101-448.105 as of January 2002. See section 448.102 paragraph 3. Note that the term employee does not include independent contractor, but I would argue strongly that NTM personnel are not true independent contractors.


PRIVATE EMPLOYEE WHISTLE BLOWER STATUTE

448.101 Definitions.--As used in ss. 448.101-448.105, the term:

(1) "Appropriate governmental agency" means any agency of government charged with the enforcement of laws, rules, or regulations governing an activity, policy, or practice of an employer.

(2) "Employee" means a person who performs services for and under the control and direction of an employer for wages or other remuneration. The term does not include an independent contractor.

(3) "Employer" means any private individual, firm, partnership, institution, corporation, or association that employs ten or more persons.

(4) "Law, rule, or regulation" includes any statute or ordinance or any rule or regulation adopted pursuant to any federal, state, or local statute or ordinance applicable to the employer and pertaining to the business.

(5) "Retaliatory personnel action" means the discharge, suspension, or demotion by an employer of an employee or any other adverse employment action taken by an employer against an employee in the terms and conditions of employment.

(6) "Supervisor" means any individual within an employer's organization who has the authority to direct and control the work performance of the affected employee or who has managerial authority to take corrective action regarding the violation of law, rule, or regulation of which the employee complains.

448.102 Prohibitions.--An employer may not take any retaliatory personnel action against an employee because the employee has:

(1) Disclosed, or threatened to disclose, to any appropriate governmental agency, under oath, in writing, an activity, policy, or practice of the employer that is in violation of a law, rule, or regulation. However, this subsection does not apply unless the employee has, in writing, brought the activity, policy, or practice to the attention of a supervisor or the employer and has afforded the employer a reasonable opportunity to correct the activity, policy, or practice.

(2) Provided information to, or testified before, any appropriate governmental agency, person, or entity conducting an investigation, hearing, or inquiry into an alleged violation of a law, rule, or regulation by the employer.

(3) Objected to, or refused to participate in, any activity, policy, or practice of the employer which is in violation of a law, rule, or regulation.

448.103 Employee's remedy; relief.--

(1)(a) An employee who has been the object of a retaliatory personnel action in violation of this act may institute a civil action in a court of competent jurisdiction for relief as set forth in subsection (2) within 2 years after discovering that the alleged retaliatory personnel action was taken, or within 4 years after the personnel action was taken, whichever is earlier.

(b) Any civil action authorized under this section may be brought in the county in which the alleged retaliatory personnel action occurred, in which the complainant resides, or in which the employer has its principal place of business.

(c) An employee may not recover in any action brought pursuant to this subsection if he or she failed to notify the employer about the illegal activity, policy, or practice as required by s. 448.102(1) or if the retaliatory personnel action was predicated upon a ground other than the employee's exercise of a right protected by this act.

(2) In any action brought pursuant to subsection (1), the court may order relief as follows:

(a) An injunction restraining continued violation of this act.

(b) Reinstatement of the employee to the same position held before the retaliatory personnel action, or to an equivalent position.

(c) Reinstatement of full fringe benefits and seniority rights.

(d) Compensation for lost wages, benefits, and other remuneration.

(e) Any other compensatory damages allowable at law.

448.104 Attorney's fees and costs.--A court may award reasonable attorney's fees, court costs, and expenses to the prevailing party.

448.105 Existing rights.--This act does not diminish the rights, privileges, or remedies of an employee or employer under any other law or rule or under any collective bargaining agreement or employment contract.