Accurate information. So when a Defense Nuclear facility safety board, whether an attorney, or a board member would ask me a question, i believe im obligated to tell the truth. Senator johnson . Yes. You know, i come at this from a perspective of a business guy whos managed construction prong ingts in the past, and theres a lot of things that i just this is a real head that this is a real head scratcher. A number of different perspectives. First of all, im not sure in terms of obviously we have a dispute between yourself and the company. Im not sure this is the best place to adjudicate this and to be done in a court of law. Theres real issues in terms of whistle blower protection and who is getting reimbursed for legal fees and who is not. You know, as a business guy i avoided attorneys, no offense, and the judicial process like a plague, and, you know, taking this kind of action, they would certainly understand this is going to create an awful lot of heat. Putting that aside, what i w
There was it wasnt written as a written warning from a standard Human Resource perspective. It was just titled, corrective action letter. That was in 2011. I received nothing until 2013. So there was a silence between 2011 and 2013. I received another letter that said i was basically late on assignments. And it listed four of those. And then the final letter was i sent inappropriate emails when i requested Human Resources, had they done an investigation to because an email by itself, without the context of the conversation, is just an email by itself, and my supervisor and the manager of Human Resources admitted oh, this was just based on the emails. And those were the three letters i received. And those occurred before you im trying to figure out where the performance issues with you, if they if there were any that were documented prior to you giving testimony in a public way that they didnt like. No. No prior to that i would say i received above average raises. Very good bonuses from
Somehow telling them that you fired her was somehow a kinder thing to her since you had already done that . I mean, it doesnt make sense to me. Why would you go to them in the first place and tell them you had problems with her, unless you were papering the file . It was out of courtesy to our primary customer to notify them that we had these allegations and were investigating them. But you didnt think it was a courtesy to let them know that you fired her . Following the termination we did call i called my counterpart and informed them about the conditions around her termination at a very high level. Okay. Lets talk a little bit about the nondisclosure form. Ive had a chance my staff has had a chance, i should accurately say, to look at the nondisclosure form. Its my understanding that theres nothing in the nondisclosure form that delineates the ongoing superior rights of an employee to report safety concerns to either an ig or to congress, that that is not in your disclosure report, i