Help save mom's home!
Three generations of our family have lived in our mother’s home. She has been living there for over 50 years and her favorite part is her yard, which she has lovingly tended to ever since we can remember. Mom is an 85-year-old, a breast cancer survivor, with Alzheimer's Disease. Her home has always been one of the most meaningful parts of her life. It is all about to be taken away. Our mother is one of many Wells Fargo predatory lending victims. Mom was living alone when Wells Fargo approached her and interviewed her for a number of loan applications. Despite being elderly and living on a fixed Social Security income, they gave her two mortgage loans. When she was about to default on one, they issued a third. How could Wells Fargo give her loans that they knew she couldn’t possibly afford? Our mother had no idea she was trapped in a predatory lending scheme, the type that Wells Fargo has been found guilty of doing time and time again. By the time we realized how much trouble mom was in, it was too late to intervene. The statute of limitations for predatory lending had run out and Wells Fargo was on her doorstep coming to collect the house. An attorney for Wells Fargo recently told our family that they, “are not in the business of running a nursing home.” We have little time to prevent this foreclosure sale from occurring or she will be torn away from her home. This will surely leave her devastated and confused -- a fate she does not deserve. Please sign our petition and tell Wells Fargo to let our mom stay in her beloved home where she belongs. Thank you!
Tell the Senate to vote NO on Graham-Cassidy Healthcare Bill
We call on Senate to vote no on the Graham-Cassidy bill. Passage of this bill would result in millions of Americans across the country losing healthcare coverage. Approval of this bill would also result in massive cuts to the Medicaid program, sharply reducing or eliminating coverage for people who have disabilities, individuals living in poverty, and other vulnerable persons. We call upon Congress to work in an orderly, non-partisan, and meaningful way to find solutions that address problems with the Affordable Care Act that result in improved healthcare for all Americans.
We Demand that the U. S. Senate not confirm Andrew Puzder as Secretary of Labor
Andrew Puzder is among Trump's more controversial Cabinet picks because he has publicly opposed the overtime rule and various other Department of Labor regulations, and because the fast-food industry, from which Puzder hails, is a top wage-theft enforcement target at the department. Puzder is CEO of CKE Restaurants, which includes Carl’s Jr. and Hardee's. It’s actually very hard to imagine a worse choice for Labor Secretary than Andy Puzder. The Labor Secretary’s job is to look out for American workers. Trump's Labor nominee has opposed increasing the federal minimum wage from $7.25 an hour to $10.10 an hour and efforts to expand eligibility for overtime pay. It would be kind of funny if it wasn’t so serious. During the election, Trump made a lot of promises to create good jobs. But he’s filling his cabinet with CEOs and right-wing billionaires who have spent their lives undermining working people’s rights to come together in unions, while fighting minimum wage increases, paid sick leave and family leave policies. The evidence clearly demonstrates that protecting the rights of the people who work at Puzder’s company or its franchisees doesn't seem to be his priority. Puzder has run a business model that has produced widespread labor abuses at the companies. According to data compiled by Bloomberg BNA, over the previous seven years, about 60 percent of all Labor Department investigations of Carl's Jr. Restaurants found violations of the Fair Labor Standards Act. While working people at his fast food chains sometimes were making below minimum wage, Puzder was taking big compensation packages. In 2012, he made 291 times as much as workers at his restaurants. Now, he could be in charge of enforcing our nation’s labor laws—from ensuring workplace safety to investigating wage theft. His companies had the fourth highest incidents of wage theft reported to the government. ‘Wage theft is a rampant, everyday problem in the fast-food industry: Nearly nine out of 10 fast-food workers across the country report having money stolen from their paychecks by their boss,’ Kendall Fells, the Fight for $15 national organizing director, told Bloomberg BNA via e-mail. Bloomberg reported. “Fells referred to a 2014 poll commissioned by the campaign of more than 1,000 fast-food workers nationwide. The survey documented such common worker complaints as being forced to perform tasks before clocking in or after clocking out, having the cost of uniforms deducted from their paychecks, and not receiving breaks during long shifts.” Puzder’s Carl’s Jr. restaurant chain also has a history of sexist television. He thinks it’s appropriate to peddle sex to kids if it sells the product. “We believe in putting hot models in our commercials, because ugly ones don’t sell burgers,” said the CEO in a 2011 press release, according to Fortune. “We target hungry guys, and we get young kids that want to be young hungry guys.” Let’s target Puzder’s nomination instead. Just Say No Puzder at Labor. This petition will be delivered to the full Senate and to the Health, Education, Labor, and Pensions Committee of the U.S. Senate
No on HJ69/SJ18: killing wolf pups in dens, hibernating bears, stealjaw toe traps on bears
Tell your Senator and President Trump to vote NO on H.J. 69/S.J. Res. 18! 225 heartless House Members voted to overturn a federal rule – years in the works, and crafted by professional wildlife managers at the U.S. Fish and Wildlife Service – to stop some of the most appalling practices ever imagined in the contemporary era of wildlife management. Denning of wolf pups, killing hibernating bears, spotting grizzly bears from aircraft and then shooting them after landing, and trapping grizzly bears and black bears with steel-jawed leghold traps and snares. The stuff of wildlife snuff films. And not just on any land. On our country’s national wildlife refuges. More specifically, on 16 national wildlife refuges covering 76 million acres, all in the state of Alaska. In this case, Alaska has a bloodthirsty Board of Game, whose members enthusiastically implement a draconian policy called “Intensive Management.” That policy dictates that state managers drive down wolf, bear, and coyote numbers to boost caribou and moose numbers for hunters — turning Alaska’s wildlife refuges into what retired Arctic National Wildlife biologist Fran Mauer calls “game farms” — the very thing the U.S. Fish and Wildlife Service acted to stop through a rigorous, science-based, and legal federal rulemaking process that was overturned by today’s vote. The U.S. Fish and Wildlife Service shouldn’t run refuges like game farms, as Alaskan officials want to do. Only the U.S. Senate and President Trump can now stop this unwinding of a decision by a professional wildlife management agency. Please contact your U.S. Senators and tell them to steer clear of a disgraceful resolution, and to honor limits in the conduct of wildlife policy in the United States of America. From the Humane Society (http://blog.humanesociety.org/wayne/2017/02/u-s-house-sanctions-killing-hibernating-bears-wolf-pups-dens-federal-refuges-alaska.html
Attorney General Janet T. Mills: Prosecute Justin DiPietro, Courtney Roberts, and Elisha DiPietro in Connection with the Death of Ayla Reynolds.
Background On the morning of December 17, 2011, Justin DiPietro reported his 20-month old daughter Ayla Reynolds missing. After spending the day with Ayla December 16, Justin claimed he put her to bed at 8 p.m., and she was gone when he woke up in the morning. Ayla had lived in Justin’s home just 59 days. Two other adults, his sister Elisha DiPietro and his girlfriend Courtney Roberts, were in the house that night. Justin and Courtney claimed to have slept in his basement bedroom, while Elisha claimed to have slept in her own bedroom, with her own daughter, across the hall from the bedroom Ayla normally shared with Elisha’s daughter. They insisted it was a normal night, and none of them saw or heard anything. The Investigation Investigators concluded Ayla was not kidnapped and she did not leave the house on her own accord. They determined that foul play befell her in the house. They announced they did not expect to find Ayla alive. Some of the critical evidence included Ayla’s blood in various rooms in the house both upstairs and downstairs. That blood was found in baby Ayla’s bedroom on a doll; it was found in the family living room on the sofa; downstairs, where Justin and Courtney alleged to have slept unaware there was a fist-size stain of Ayla’s blood on the sheets and mattress, her blood was splattered on the wall next to the bed and on the floor. There was also blood in a pair of Justin’s shoes near the bed. A blue plastic tote contained a sheet investigators said was used to clean up some of Ayla’s blood. Some of the blood found in the house contained saliva, indicating projectile vomiting and/or blunt force trauma. Two vehicles were parked in the DiPietro driveway. The closest to the road belonged to Courtney. The other vehicle belonged to Justin. Inside Justin’s vehicle, police found Ayla’s car seat stained with her blood. Ayla’s vomit was also present in Justin’s car. Police have searched for Ayla’s body but have yet to locate it. Justin, Courtney, and Elisha all deny knowledge of Ayla’s whereabouts. Justin DiPietro’s false report of a missing baby set off the most extensive and expensive missing child investigation in Maine’s history, costing the citizens more than $500,000. Despite the passage of 53-months, there have been no arrests in the death of Ayla Reynolds or its cover-up. Trista Reynolds, Ayla’s mother, and her family, suffer with each day that passes and justice for Ayla is not forthcoming. Justice delayed is justice denied - William E. Gladstone
#SAVEH2B: Save Small & Seasonal Businesses!
PLEASE ASK CONGRESS TO #SAVEH2B AND SUPPORT IMMEDIATE CAP RELIEF! American Small and Seasonal businesses are currently approaching their busiest season of the year and they will not be receiving their seasonal guest workers. Without these legal, temporary employees American businesses and workers are in jeaprody. The H-2B Visa nonimmigrant program allows employers to hire foreign workers to come to the United States and perform temporary nonagricultural services or labor on a one-time, seasonal, peakload or intermittent basis. H-2B workers are not considered immigrants. In order to qualify for an H-2B Visa, an employer must prove that there are not sufficient U.S. Workers who are capable of performing temporary services or labor. MYTH: H-2B WORKERS TAKE JOBS AWAY FROM AMERICANS.FACT: American workers are guaranteed first chance at every job later filled by an H-2B temporary laborer. By law, every open position must be properly advertised in the community and requires employers to hire any able and willing American workers to fill open positions. The fact is that H-2B temporary workers actually support American jobs and the U.S. economy. The H-2B program provides an opportunity for seasonal businesses to operate at a greater capacity, thereby retaining their full-time American workers and contributing more to their local economies. Additionally, temporary foreign seasonal workers help support many upstream and downstream jobs. According to the American Enterprise Institute study on Immigration and American Jobs, every H-2B worker creates or sustains 4.64 American jobs on average. MYTH: EMPLOYERS DON’T EVEN TRY TO HIRE AMERICAN WORKERS TO FILL THESE TEMPORARY HARD LABOR JOBS.FACT: Employers work extremely hard to hire American workers because 1) it is dramatically cheaper to do so, and 2) the law requires that employers demonstrate that every effort has been made to hire Americans before they can start the process of trying to hire a temporary foreign laborer. Again, the fact is that the vast majority of American workers are not interested in temporary seasonal manual labor jobs. Geography is a big obstacle for many employers; for example, many resort communities don’t have a sufficient local labor pool. And, in many cases, these types of seasonal jobs may not be appropriate for high school students due to the hours or labor laws that prohibit the use of heavy machinery by minors. MYTH: PAYING HIGHER WAGES WILL ENTICE AMERICAN WORKERS AND SOLVE THE SEASONAL TEMPORARY LABOR SHORTAGE.FACT: Hourly pay for these types of jobs have gone up significantly over the last few years because employers who use the H-2B program are required to pay their H-2B workers and similarly employed American workers a premiumwage dictated by the U.S. Department of Labor. These temporary manual labor jobs often pay considerably more than the minimum wage, but American workers still won’t take the positions. Sadly, in many cases, employers who obey the law and use the H-2B program are often competing against businesses that choose to illegally hire undocumented immigrants and pay those workers considerably less. If wages were raised even higher, seasonal employers who use the program would not be able to sustain their businesses or their American workers. MYTH: THE H-2B PROGRAM REPRESSES WAGES FOR AMERICAN WORKERS BY PROVIDING A CHEAPER LABOR SOURCE.FACT: Hiring H-2B workers is a much move expensive and risky option. In addition to the fact employers are required to pay H-2B workers and similarly employed American workers a premium wage that is often well above the federal minimum wage, complying with the H-2B program is extremely costly, complicated and wrought with uncertainty due to an overly restrictive cap and a constantly changing regulatory environment. Employers turn to the H-2B program as a last resort, after extensive efforts to recruit American workers. MYTH: H-2B WORKERS OVERSTAY THEIR VISAS AND EXACERBATE ILLEGAL IMMIGRATION IN AMERICA.FACT: According the U.S. Department of Homeland Security visa overstay in the H-2B program are rare. Workers who do overstay their visas are barred from using the program ever again. The fact is that the vast majority of H-2B workers and their employers are meticulous about compliance. Not following the strict program rules means the end of a well-paying seasonal jobs that allows these workers to provide for their families and still maintain their homes in their native countries – a risk these workers are not willing to take since they generally return to the same employer year after year. Additionally, when approving H-2B visas, the U.S. Consulate confirms workers’ ties to their home countries. Further, the U.S. Department of Homeland Security requires employers to promptly report any H-2B workers who do not report for work or who complete their work earlier in the season than anticipated. MYTH: THE H-2B RETURNING WORKER EXEMPTION IS UNNECESSARY.FACT: The H-2B program’s annual 66,000 cap (33,000 for each half of the fiscal year) is not adequate to meet the demands of a growing economy. The cap for the first half of the fiscal 2017 was reached on January 10. The second-half cap was reached on March 13, leaving many seasonal employers shut out of the program with no access to legal seasonal laborers. Without the returning worker exemption passed by Congress with bipartisan support and signed into law by the President, many companies will have to close their businesses, lay off American workers or turn away customers.This provision is essential to the survival of small and seasonal businesses across the country and should be made permanent. An H-2B returning worker exemption is a narrow solution to a seasonal workforce shortage that focuses on workers who are valuable to their seasonal employers and who have never violated the terms of their past visas or other U.S. laws. These workers do not pose a security risk and they are not taking away jobs from Americans. For more information please visit: https://www.SaveH2b.orghttps://www.h2bworkforcecoalition.com https://youtu.be/UTYVEirlu3o To contribute further, please contact your Congressmen/women and tweet using the hashtag: #SAVEH2B
Make Endometriosis A Recognized Disability In the United States
1 in 10 women suffer with Endometriosis which has no cure. Most of these women are in the twenty to forty age group (can be younger or older) and of the women who have this condition up to 40% are infertile. Unfortunately it can take up to 10 years for a woman to be diagnosed with endometriosis. Many struggle to keep jobs or have lost their jobs due to this painful condition. As of right now social security does not recognized endometriosis on the disability list. It is because they consider the pain to be intermittent and can be manged with medication which endo suffers can agree that that is not always the case. Too often women are turned down because of this reason. This petition has been made so that we can get this condition recognized as a disability in the United States. Too often we must suffer because we have no other resort. I hope that we can reach the white house and make this happen. Everyone please sign, this condition is so common that if you are not a sufferer yourself you know someone (mother, sister, aunt, daughter, wife, girlfriend, friend, etc.) that suffers from it. Thank you for your support!
Republican leaders: Take a stand against Trump & for Democracy!
Honorable Republican Senators and Representatives, Given your oath to support and defend the United States Constitution against all enemies, foreign and domestic, and given that you have publicly expressed criticism of Donald Trump during the 2016 campaign, we implore you now to elevate duty to country over allegiance to party. We urge you to enjoin a bipartisan call for a special prosecutor to investigate the Russian cyberattacks that interfered with our election, as well as connections between Donald Trump, his campaign team and cabinet appointees, and Vladimir Putin and the Russian state. These issues are deeply concerning to Americans of all political affiliations. Our democracy will undoubtedly suffer under a Trump presidency. He shows little regard for rule of law, customs of governance, basic civility, conflicts of interest per the emoluments clause, and intelligence briefings. We cannot assume that once sworn in he will suddenly take an interest in defending the Constitution. His immigration policies alone violate the 1st, 4th and 5th Amendments. His attacks on free speech and suggestion that people should be stripped of citizenship for exercising free speech are shocking. It’s time to stop pretending this is going to work out. We have two chances to prevent Trump from taking office. The Electoral College meets on December 19th. We call on you to ensure that the 538 electors receive a full security briefing by the 19th, or take action to ensure that the vote is postponed. The Electoral College has the Constitutional duty to elect a president who is 1) qualified, 2) not a demagogue, 3) and is free of foreign entanglements. Donald Trump does not meet the second and third criteria, and it is debatable whether he has the qualifications and temperament to lead our nation. The Electoral College thus has the duty to reject Donald Trump. There is a growing elector movement to vote for another Republican presidential candidate. There are reports that as many as thirty Republican electors may vote their conscience against him on December 19th, which may result in a House election of the president, and Senate election of the vice-president. The second chance to intervene will be during the joint session of Congress to tally Electoral College votes on January 6th, 2017. We call on you to object to Trump votes on grounds of interference by a foreign government, violation of the emoluments clause, conflicts of interest, and nepotism. If these issues are not resolved, Donald Trump be in violation of the Constitution the moment he is sworn in to office, according to Richard Painter, the former chief ethics counsel to President George W. Bush. Americans must unite and take action to defend democracy and our Constitution. If there is fear of blowback if these efforts fail, and fear of a violent uprising if they succeed - isn’t this the very reason that we must stop Trump? His tactic of reprisals against those who oppose him is the reason we need to stand up to his bullying. It only takes one person to say the emperor has no clothes, and - there is strength in numbers. In summary, in this perilous moment we ask that you call for security briefings for electors, postponement of the electoral college vote, and a broad special prosecutor investigation into every aspect of Russian involvement with Trump and his team. We respect your leadership, and we support you in taking what may be an unpopular stand within your party. We still have time to choose a different future for our country. But we only have a few days. Take a stand now.
University of Maine Community to Susan Collins: Vote Against Betsy DeVos
We call upon Maine Senator Susan Collins to vote against the appointment of Betsy DeVos as Secretary of Education. As members of the extended community of the University of Maine system — which includes students, alumni, faculty, business leaders, and citizens in Augusta, Farmington, Fort Kent, Lewiston-Auburn, Machias, Orono, Portland/Gorham, and Presque Isle — we believe that Ms. DeVos's values are fundamentally misaligned with the position. We believe that Ms. DeVos lacks the proper K-12 and higher education experience for the job, and her interests are demonstrably opposed to a comprehensive public education system that provides opportunity for immigrants, working- and middle-class people, students of varying faiths, the LGBTQ community, and people of color. If Senator Collins votes to approve Ms. DeVos, we demand that she not be invited to speak at University of Maine commencements, functions, or events. Should she be invited to speak, we declare our intention to silently walk out of her speech in protest. ***After signing, call Susan Collins's office at 207-622-8414 asking her to vote NO on Betsy DeVos.*** This petition will be presented at the UMS Board of Trustees meeting at USM – Portland on Monday, January 30.
Tell the H.E.L.P Senate Committee to Make Federal Employment Equal and Safe For People With Autism/ Mental Disabilities
Former FDA Consumer Safety Officer, Stacey A. Meyer is seeking a petition of a writ of certiorari to the Supreme Court of the United States due April 21st, 2015. She is also seeking to unite special interest groups as amicus curiae to file a brief in support of this case. Her prayer and plight is to bring change to “how” and “who”, neutral third party, handles the requests for reasonable accommodations for individuals with invisible or barely visible mental or developmental disabilities. Often times, the employee with a developmental or mental disability cannot advocate for themselves or even know “what” types of accommodations the employer could make for them. The very essence of their disability impedes them from requesting or speaking up for themselves. Additionally, if the decision making process is left to an employee’s first, second or third level supervisor, a conflict of interest or negative biases will ultimately impact “how”, “if” and “what” the employer will provide for the qualified disabled employee seeking relief. Now, the employee is left exposed, vulnerable and if not valued subjected to resentful and/or discriminatory treatment. Everyone knows someone who has autism either through direct interaction or indirectly. It affects all of us and unless we stand united together injustices will continue to be committed against individuals with autism whether they are children at home, in school or adults in pursuit of the American dream, gainful employment and independent living. Stacey was a proud public servant for the United States Government for 17 years. She was terminated “because of” the mental disabilities she suffers from on July 15, 2011. The last position she held was with the Department of Health and Human Services, Food and Drug Administration as a Consumer Safety Officer regulating the imported commodities, primarily foods, which enter into our domestic commerce. She was a loyal, trustworthy, dedicated and hard-working individual despite her mental disabilities (panic attacks, major depression, social anxiety, avoidant personality disorder, dependant personality disorder and sensory processing disorders). It is more than likely, because of these traits and symptoms, that she falls under the autistic spectrum disorders. The disabilities listed are co-morbidities of the autism. She is a 46 year old woman and often, especially women, do not find out until much later in life. She has been in litigation for 3 ½ years and this process has intensified her health issues and put her in financial ruin. She has lost everything through all of the litigation expenses. She never had her day in court with the administrative judge in the Merit Systems Protection Board, because her trial attorneys led her to believe that the Administrative Judge was going to rule against her and for the defendant the Department of Health and Human Services. Under their guidance, she withdrew from the MSPB process and filed a civil employment lawsuit in the Southern District of Florida in early July of 2012. Her day in court was slated for the first two weeks of December 2013. On November 15, 2013 the defendant moved for Summary Judgment on all four counts and the District Judge Cecilia Altonaga dismissed all 4 counts and closed the case. The four counts: Count I – Discrimination based on disability for Meyer’s termination in violation of the Rehabilitation Act of 1973, 29 U.S.C. sections 701-791b; Count II Discrimination based on disability for the FDA’s failure to accommodate Meyer’s disability in violation of the Rehabilitation Act; Count III – Retaliatory termination against Meyer for engaging in a protected activity in violation of the Rehabilitation Act; and Count IV – Discrimination based on gender in violation of Title VII of the Civil Rights Act of 1064, 42 U.S.C. section 2000e-2(a) (“Title VII”) Case No. 12-22666-CIV-ALTONAGA/Simonton. HHS admitted that she is a “qualified individual with a disability” under the Rehabilitation Act. The only hurdle that she appears to be facing in the court of law is that the DHHS terminated her under the “guise” that she broke a policy, misuse of a Government Owned Vehicle GOV and misrepresentation of her time and attendance by performing “fieldwork” in the field. She worked from within the GOV to escape the inadequate cubicle, high foot traffic and its location to supervisor William Keck. The court is hinging on the fact that she was not terminated “solely, because of” her disabilities. She revealed her mental disabilities to her first and second line supervisors, respectively, William Keck and Florida Director of Imports Branch, Facundo Bernal. She requested a minimal reasonable accommodations through the EEOC process a flexible any 80 hour schedule. In September 2010, Bernal called a meeting to create the facade that he was willingly engaging in the interactive process that the American with Disabilities and the Rehabilitation Act envisions. This process is a give and take between employee and employer is to determine the exact limitations and to consider what types of accommodations might help the otherwise qualified individual effectively perform the job. This process is also ongoing not a one stop deal. The needs of the individual may change through time or circumstances. Bernal used this meeting as a platform , as a pretext, not to discuss her needs for accommodations, but instead ridiculed and mocked her limitations surrounding her conditions: 1) interacting with others 2) concentration and 3) inability to learn new things. Bernal called her a “liability” during the meeting and flat out stated he did not think she was qualified for the position. Bernal questioned her abilities to do fieldwork, drive a GOV and interact with the officials at the firms FDA regulates. Stacey experienced a panic attack and became overwhelmed when Bernal called her a “liability” and publicly humiliated her in front of the other five individuals involved in the meeting. This disrespect of Stacey as a human being and as a contributing employee to the department caused irrevocable damage to her. Stacey’s behavior, “avoidant” followed after this contemptuous treatment. Even though Bernal did not think she could do the fieldwork, he chose to leave her in that very environment to fester her conditions. Union representatives brought up various accommodations during the meeting, including inner office duties (i.e. entry review and filer evaluations). Those duties are within the position of her former position and there are individuals that are not disabled performing those duties exclusively. Rotation into the inner office duties would have allowed Stacey to decompress from the continual flux of sensory and social engagement countered performing fieldwork. EEOC strongly advised Bernal to grant the any 80 hour schedule and offer FMLA (Family Medical Leave Act) as an additional accommodation. Basically, because of the EEOC laws, Bernal reluctantly granted the any 80 hour schedule, but never mentioned to Stacey about invoking her FMLA right. Only 3 weeks later, Bernal unilaterally changed the accommodation, to a First 40 schedule, without consultation with the EEOC. He notified her of the change without union representation and did not engage in a discussion for alternative accommodations. This schedule conceptually looked similar to the 80 hour, but was quite different and was difficult in application. Stacey volunteered every other weekend to perform entry review, remotely, and counted on those hours for the 80 hour pay period. After this change to her schedule Stacey “shutdown”. In November 2010 Stacey’s reasonable accommodation needs changed when the import personnel relocated to a larger building. Stacey’s cubicle in the previous office was a secluded partitioned cubicle. The new cubicle was an open space just outside Keck’s office. Because of the new exposed cubicle, her conditions became exacerbated with sensory overload and a change of routine, important for autistics, and the proximity to Keck’s office. This cubicle became a contaminated area for her. Stacey began to experience panic attacks while sitting there and within eyesight of Keck. Stacey’s previous involvement, with Keck, incited emotions that triggered these panic attacks and extreme anxiety. As a new accommodation, she asked Keck for a different cubicle reassignment and was denied and mocked. Stacey was trying to stay gainfully employed at the same time she was being mistreated and dealing with all the triggers causing her health to deteriorate. This cubicle affected her concentration and anxiety levels. Stacey began to avoid this space at all costs. Keck, on many occasions mocked her limitations regarding her disabilities by exclaiming “What’s a matter can’t you concentrate at this desk?” Keck also made reference to one of her limitations, social communication, by making inflammatory comments “If you shake your ass I know you won’t have any problems while out in the field”. Instead of reporting these inflammatory comments to the EEOC or third or fourth level supervisors, she mistakenly, because of her conditions, stayed silent. Staying silent for too long ultimately caused her termination. After visiting the importing firms Stacey would continue the “fieldwork” at a small park one block across from the office to perform administrative duties, which is not uncommon, within the “safe” space of the GOV or on the park bench. She used the GOV as a satellite office. She also combined her lunch and two – 15 minute breaks while at the park. The flexible schedule was requested and granted, although modified, for exactly this reason to flex her schedule when needed. Stacey chose to avoid the cubicle triggering her panic attacks and work from the field. She also utilized the hour break to walk decompressing from the sensory overload and prepare to return to the contaminated cubicle. Her first and second line supervisors believed she was taking too long out in the field, so allegedly Keck did surveillance for 4 days while she performed fieldwork. Instead of questioning her or asking if her disabilities were causing difficulties while driving or performing the fieldwork, they contacted her third line supervisor, Emma Singleton who allegedly contacted the Office of Internal Affairs (OIA) to conduct an investigation. These managers, Facundo I. Bernal and William M. Keck were so derelict of their duties as the Florida’s Director of Import Operations Branch and as a Supervisory Consumer Safety Officer making over $100,000 each annually neither offered to discuss what was causing Stacey’s delay doing the fieldwork. From the reasonable accommodation meeting held only 1 ½ months earlier both officers gleaned that Stacey was a qualified individual with a disability and struggled with the limitations of 1) social communication 2) concentration and 3) ability to learn new things but neither cared enough to try to engage Stacey when they both noticed a difference in her behavior after moving to the new office. This clearly demonstrates their disregard and animosity for Stacey’s limitations and as an employee in general. Their number one action should have been for her welfare and safety under their purview. This gave them the ability to remove Stacey from her federal career under the pretext that she violated a policy. The investigation through a GPS, of course, confirmed that she was going to the park across the street. Stacey was fired under the pretext that she misused a GOV and that she did not perform work while at this park. Stacey timely appealed, Case No. 13-15685-BB, to the 11th Circuit, on December 13th, 2013. On November 17, 2014 the 11th Circuit Judges: Chief Judge Ed Carnes, Gerald Tjoflat and Adalberto Jordan per curiam AFFIRMED the lower court’s ruling as a matter of law stating that there were no material facts in dispute for a trial jury to decide. Stacey’s trial attorneys and appeal attorney have raised several significant material facts of dispute that collectively; together create a mosaic of circumstantial evidence. These facts should be left to a jury of her peers to decide if there was intentional retaliation and/or discrimination for seeking a reasonable accommodation for her disabilities. The case has many, many more tiles, components to it, that taken together demonstrate intentional discriminatory and retaliatory actions from her first line supervisor, William M. Keck and her second line supervisor, Facundo I. Bernal. Quite prudent to this case is a glaring conflict of interest that has been disregarded and over-looked intentionally. Count IV, gender discrimination, was not appealed to the 11th circuit and is therefore not considered. However, if a jury heard her case in its entirety; the perjuries committed by Keck, about any former relationship, sexually, with Stacey would illustrate his lack of candor. Also the perjuries from the Director, Bernal that he never called Stacey a “liability” and even openly admitted that it was wrong when he unilaterally changed her accommodation, justice could be served. WHAT YOU CAN DO TO HELP: Please write, call, email and tweet the following individuals to change the outcome of my case and life. President Barack Obama, DHHS Secretary Sylvia Mathews Burwell, FDA Commissioner Margaret A. Hamburg, U.S. Senator Bill Nelson (D) - FL, Florida District Director Susan Turcovski and the United States Attorney for Appellee Wilfredo A. Ferrer. If you decide to tweet, justice4stacey.com, please include the hashtag #justice4stacey #accountability #williamkeck and #facundobernal. The message is simple: Stacey deserves justice and her right to a jury trial. You can reach the President Barack Obama at: The White House Attention: President Barack Obama 1600 Pennsylvania Avenue NW Washington, DC 20500 Phone (202)456-1111 Twitter: @BarackObama@WhiteHouse Facebook: https://www.facebook.com/barackobama You can reach U.S. Senator Bill Nelson (D) - FL at: Office of Senator Bill Nelson 225 East Robinson Street, Suite 410 Orlando, Florida 32801 Phone: (407) 872-7161 Twitter: https://twitter.com/SenBillNelson Facebook: https://www.facebook.com/billnelson E-mail: http://www.billnelson.senate.gov/contact-bill You can reach my congresswoman Debbie Wasserman-Schultz at: Congresswoman Debbie Wasserman-Schultz Congresswoman D. Wasserman-Schultz 118 Cannon H.O.B. 10100 Pines Blvd Washington, DC 20515 Pembroke Pines, FL 33026 Phone: (202)225-7931 Phone: (954)437-3936 Twitter: @DWStweets Facebook: https://www.facebook.com/RepDebbieWassermanSchultz You can reach the DHHS Secretary, Sylvia Mathews Burwell at: U.S. Department of Health and Human Services Attention: Secretary Sylvia Mathews Burwell 200 Independence Ave. SW Washington DC 20201 Phone: 1-877-696-6775 E-mail: Sylvia.Burwell@fda.hhs.gov Twitter: @SecBurwell You can reach the FDA Commissioner, Margaret A. Hamburg at: Food and Drug Administration Attention: Commissioner Margaret A. Hamburg 10903 New Hampshire Avenue WO1 RM2219 HF-01 Silver Spring, MD 20993-0002 E-mail: Mhamburg1@fda.hhs.gov Phone (301)796-5000 You can reach the FDA Regional Director, Anne Reid at: Food and Drug Administration Attention: Regional Director Anne Reid 60 Eighth Street DO-ATL Annex1 RM214 HFR-SE1 Atlanta, GA 30309 E-mail: Anne.email@example.com Phone: 404-253-1171 You can reach the Florida District Director, Susan M. Turcovski at Food and Drug Administration 555 Winderley Place 2nd Floor, Suite 200 Maitland, FL 32751 E-mail: firstname.lastname@example.org Phone: (407)475-4702 You can reach U.S. Attorney Wilfredo A. Ferrer at: US Attorneys Office Southern District Office 99 NE 4th St Miami, FL 33132-2131 United States Phone: (305)961-9001 Fax: (305)530-6444 Email: email@example.com Thank-you everyone for your help and support! Without you I won't make a difference. Stacey Meyer twitter @samfashion43