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Featured in this HVS EMEA Hospitality Newsletter – Week Ending 11 January 2013
- An Olympic Sale In London
- Bespoke Takes On The Park Inn Sheffield
- Hotel In County Kerry Sold
- Lease To Franchise In Sweden
- Tune Expands To Scotland
- Henry Stewart On Hotel Operating Agreements
- Shanrgi-La On The Skyline Of London
- Starwood To Start Up In Kazakhstan And Rixos Opens Number Three
- Boutique Chic Coming To Margate
- Moves At The Top
- A New Novotel For Saudi Arabia
- Dubai Resort Reopens
- Gladen's Tidings
An Olympic Sale In London
Patron Capital has sold two hotels near the Olympic Park and Westfield shopping centre in Stratford, east London, to an unnamed Asian investor for £58 million. The 188-room Holiday Inn London Stratford City and the 162-unit Staybridge Suites Stratford City were put on the market in July 2012, not long after they opened. Cycas Hotel Partners and Patron Capital bought the properties at the beginning of 2011 when they were still under construction. Cycas Hospitality will continue to operate both hotels under a franchise agreement with InterContinental Hotels Group (IHG). Commenting on the sale, Josh Wyatt, investment director of hospitality at Patron, said, "This has been a very successful example of a complex, mixed-use development partnership amongst multiple partners including Westfield, Patron Captial, IHG and Cycas Hospitality. While we anticipated holding this investment for many years and continuing to participate in the successful regeneration of the area, we welcome the buyer's interest in furthering our efforts with the existing partners".
Bespoke Takes On The Park Inn Sheffield
London-based Bespoke Hotels has taken over the management of the Park Inn Sheffield, in northern England, and renamed it the Sheffield Metropolitan. Bespoke now plans to carry out a two-year refurbishment at the hotel. The 111-room hotel was bought out of administration near the end of last year for an undisclosed sum.
Hotel In County Kerry Sold
The 66-room Sheen Falls Lodge in the town of Kenmare in Country Kerry, Ireland, has reportedly been purchased by a UK-based luxury family hotel group for a sum in the region of €5 million and the sale is believed to be well advanced. The hotel is on 300 acres of land but only a portion of the grounds are included in the sale of the property. This transaction follows the sale of the Parknasilla Resort and Spa in Sneem, also in County Kerry, to overseas investors for around €10 million near the end of last year.
Lease To Franchise In Sweden
As part of its asset-light strategy, Rezidor Hotel Group has announced that the lease agreements for two hotels in Sweden are to be converted to franchise agreements. Ligula Hospitality Group is to purchase shares in Rezidor Hotel AB, which holds the lease agreements for the 231-room Park Inn by Radisson Malmö and the 178-room Park Inn by Radisson Stockholm Hammarby Sjöstad. Ligula will purchase the shares for a symbolic €1; while the net assets of the company are €0.9 million, the EBITDA losses forecast for the hotels for 2012 are a combined €0.8 million. Rezidor Hotel AB will operate the hotels under franchise agreements beginning in the first quarter of 2013.
Tune Expands To Scotland
Malaysian company Tune Group has expanded its portfolio of limited service hotels in the UK to five by opening its first property in Scotland. The seven storey, 179-room Tune Hotel Haymarket in Edinburgh is a short walk from the city's iconic castle and its main shopping area, Princess Street. "Edinburgh is an immensely important trade and tourism hub and we're excited to take part in and contribute to its continued success," said Mark Lankester, chief executive officer of Tune Hotels Group. Mr Lankester also commented that the group intend to grow further with more hotels on the way for the UK.
Henry Stewart On Hotel Operating Agreements
Henry Stewart is hosting a conference on Hotel Operating Agreements on 20 March 2013 at The Hatton conference venue in London. Some of the questions posed on the day will be: So where is the industry now? What happens next? What to do and what are others in the market doing? A host of frontline experts will take on these important questions and in talks, case studies and panels will provide the all-important answers. One of these experts will be HVS London's very own director of valuations, Tim Smith; additionally, HVS newsletter readers are being offered a 50% discount on the registration fee, which reduces the cost per delegate to £249.50 plus VAT. To book online by credit card please click here and insert discount code HVS50 when prompted to receive your 50% discount. If you would like to be invoiced please email email@example.com and provide the following information: full name(s), position(s) and email addresses of all delegates; title of conference; full company name and address for the invoice; name of the person making the booking if different from delegate(s); and please quote discount code HVS50 to receive your 50% discount.
Shanrgi-La On The Skyline Of London
Shangri-La Hotels and Resorts is to make its debut in the UK this March with the opening of a hotel in London in the tallest building in Europe, The Shard. The 202-room Shangri-La Hotel, at The Shard, London has been developed over floors 34-53 of the 310-metre-high tower. The Shard itself, which will also include office space, restaurants, residential apartments and viewing galleries, is due to open on 1 February.
Starwood To Start Up In Kazakhstan And Rixos Opens Number Three
Starwood Hotels & Resorts has signed an agreement with Akcept Contraction LLP, part of construction firm Center Group, for its first hotel in Kazakhstan. The 177-room Sheraton Aktobe is scheduled to open later this year in the city of Aktobe, in western Kazakhstan. "Reaching out to new frontiers is a focus of our expansion strategy and Sheraton Aktobe marks a significant milestone in our continued growth throughout Eastern Europe," said Roeland Vos, Starwood's president. Also this week, Turkish group Rixos opened hotel number three in Kazakhstan: the 200-room Rixos Lake Borovoe, which overlooks Lake Shuchie in Borovoe National Park, northern Kazakhstan.
Boutique Chic Coming To Margate
A derelict Victorian building in the seaside resort of Margate, in southeast England, is currently undergoing a transformation, from which it will emerge this summer as the 20-room Sands Hotel. Created by hotel real estate specialist Conrad Bigham and former City investment professional Nick Conington, the hotel will also include a bar and restaurant with sea views.
Moves At The Top
Travelodge has appointed Brian Wallace as chairman with immediate effect. Mr Wallace, an accountant, has previously worked for Schlumberger, Ladbrokes and Hilton, amongst others. It was also announced this week that Olivier Harnisch is to take up the post of executive vice president and chief operating officer at Rezidor Hotel Group, following Wolfgang Neumann's transition to president and chief executive officer. Mr Harnisch is currently vice president for northern and central Europe at Hilton Worldwide.
A New Novotel For Saudi Arabia
Accor has signed a management contract with Ahmed Saleh Kaki Sons Ltd for its third Novotel property in Saudi Arabia and its first in the city of Jeddah. The Novotel Jeddah is currently under construction and is due to open by the end of the year. The group also has one other Novotel in the pipeline for the country: the Novotel Jizan Cornich, which is scheduled to open in 2015. "We are rapidly growing our network in the Kingdom of Saudi Arabia, which is a key market for us. We just recently signed two new contracts for Sofitel and Suite Novotel in Riyadh, and now have a pipeline totalling eight projects under construction in the Kingdom," said Christophe Landais, managing director of Accor Middle East.
Dubai Resort Reopens
Le Méridien Mina Seyahi Beach Resort & Marina in Dubai reopened this week after being closed for almost a year to undergo an extensive refurbishment. The resort, which has its own private beach, is comprised of two hotels: the Westin Dubai and Le Méridien Mina Seyahi. All of the resort's 220 guest rooms, its public areas and the food and beverage areas were given an overhaul.
Gladen's Tidings
The news from Spain by Esther Gladen, Consulting & Valuation Analyst, HVS Madrid. H10 plans to open two more hotels in Barcelona in 2013: the 80-room Urquinanona Plaza and the 58-room Port Vell, which are both four-star properties. Palma de Mallorca will have a new five-star hotel in April: the Boutique Hotel Calatrava is located in a 19th-century building and will boast 16 rooms including several suites of 60 m² each, a spa, a bar/cafeteria and terraces.
Absolute Share Price Performance Over the Past Week – 3-10 January 2013
NH Hoteles – NH hit a fourteen-month high on firm volume.
Meliá Hotels International – Meliá added 2.5% on low volume.
Rezidor Hotel Group – Rezidor rose 0.8% on low volume.
For the latest in the hospitality industry, please visit: http://www.hvs.com. You are also welcome to contact the following personnel.
|Russell Kett, Chairman – HVS London (@russellkett)
|Charles Human, CEO – HVS London/HVS Hodges Ward Elliott
|Tim Smith, Director – HVS London
|Chris Martin, Director – HVS Hodges Ward Elliott
|Demetris Spanos, Managing Director – HVS Athens
|Hala Matar Choufany, Managing Director – HVS Dubai
|Christopher Mumford, President, EMEA – HVS Executive Search (@ChrisMumford)
|Philip Bacon, Managing Director – HVS Madrid and Managing Director, EMEA & Asia – HVS Shared Ownership Services
|Louise Fury, Senior Editor and EMEA Hospitality Newsletter Author – HVS London


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Radon Gas Blog
The search is over, you finally found your dream home. The neighborhood is great, the schools are some of the best around and the price is right in your budget. You and your real estate agent make an offer and wait patiently. Soon after a few negotiations, they accept your offer! You are on your way to being the owner of this home. It's time for the home inspection and your inspector is also a radon measurement professional. You've heard about the dangers of it, so you spend the extra money to have a test done. A few days pass and the results are in. The radon test failed! Suddenly your dream home doesn't look so dreamy.
Don't panic if the radon test fails!
10 things you should know about buying a home with radon
Read More
Tags: Radon Gas, Radon Mitigation, Radon fix, radon system, radon test, radon measurement, radon in homes, radon basement, radon real estate
Throughout the years, many people have contacted us to fix radon remediation systems that were installed by other contractors. Some are systems installed long ago, before there were radon mitigation standards. Others were installed recently by radon companies that are not up to par. Often times, the buyer of a new home has found out that the sellers had the cheapest system installed possible. Those buyers are sometimes left with an ugly contraption on the side of their home. Worse yet, much of the time those systems don't work to reduce radon levels. There are some bad quality systems in homes that were installed by companies that otherwise look to be reputable.
Tags: Radon Gas, Radon Mitigation, Radon fix, Radon Utah, radon system, Radon and real estate, radon mitigation cost, radon system price, radon remediation
Do you exercise in your basement? I do. I have been using a video workout series for the past 90 days. I have to keep in top radon technician shape. While working out in my basement every morning, I can't help but to think of radon gas while I breathe heavily. I wonder how many people who exercise in their basements are being counterproductive to their health by exposing themselves to dangerous levels of radon?Read More
Tags: Radon Gas, Radon Lung Cancer, Radon fix, Radon gas basement, effects of radon, radon test, radon entry behavior, Radon Testing, radon measurement, radon mitigation cost, radon system price, radon health, lung cancer
Many people tell me that they never have heard about radon until recently. "No one talked about this years ago," they say. "My real estate agent never told me that it might be a problem when I purchased my house!" So where did radon come from? Why is it all of the sudden a problem?
Read More
Tags: Radon Gas, Radon Lung Cancer, Radon fix, Radon gas basement, effects of radon, radon test, radon entry behavior, Radon Testing, radon measurement, radon health
This time of year, many of us are focused on resolutions:
With new years, come new goals, resolutions and changes. Many of us choose to improve our health during the new year. We may set challenging weight loss and fitness goals. We may change our diet by decreasing junk food and eating more fruits/vegetables. During the turn of the year, the population of your local gym may double for a few months. Some of us may jog on the treadmill for so many miles that our lungs just cant take it anymore! Speaking of lungs, and speaking of health, it's time that more people think about reducing radon exposure.Read More
Tags: Radon Gas, Radon Mitigation, Radon Lung Cancer, Radon fix, effects of radon, Radon Testing, radon measurement, radon health, reduce radon, lung cancer
The safety of children in schools is of utmost importance. Fire drills, wet-floor cones, lead free paint, asbestos abatement and security guards are common place in today's schools; for a good reason. As you walk up to a school, you will see a sign on the door that states: 'All visitors must check in at the front desk. Every measure must be taken to keep unwanted guests from our schools. What about a dangerous guest who sneaks in? This guest is unwanted and dangerous. Public, private, charter and home schools are all at risk. You can't see, hear or smell this invisible threat. What is this invader? It's radon gas, the naturally occurring, radioactive gas that can enter a school through the foundation. Radon is a proven danger, let's keep it out of our schools.Read More
Tags: Radon Utah, radon test, radon children, Radon Testing, radon measurement, radon in schools

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Item #: 20141
Measurement: Length: 51" Straps are adjustable
Content: 100%Silk
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4 Bedrooms Detached House for sale
*four double bedrooms n*two ensuite bathroomsn*three reception roomsn*studyn*double garage with off street parking for many carsn*room above double garage ideal for use as office/gymn*gas…
4 Bedrooms Detached Bungalow for sale
We are pleased to offer this four bedroom detached family home situated in a semi-rural location. within easy vehicular access of prestwood with its shopping parade and great missenden…
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My Photography
Pictures from my Camera, my Mobile, My Photoshop and My Desktop.
13 Pins1.2k Followers
Jama Masjid, Delhi The Masjid-i Jahān-Numā, commonly known as the Jama Masjid of Delhi, is the principal mosque of Old Delhi in India. Commissioned by the Mughal Emperor Shah Jahan, it is the best-known mosque in India. for more about India visit this blog: http://guidedtoursindia.blogspot.com/


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Lyrics Depot is your source of lyrics to At A Glance by AFI. Please check back for more AFI lyrics.
At A Glance Lyrics
Artist: AFI
Album: Sing The Sorrow
No haven now as I watch it pour from everywhere.
Just like the storm that has come out of thin air.
Gentle caresses, just as paper thin -frail and only- lack the strength to hold.
What if could go to sleep for days, would you count the hours,
or would your restlessness consume fading memories of me?
Fall into open arms that offer their protection.
Quick to deny that their open to deceit.
Long to believe that support will never cease. Bitter and lonely, those they've left before.
The vibrant heart so quickly growing old, the warmest eyes so quickly growing cold.
Just a glance for they don't care to see what becomes of me.
AFI Lyrics
AFI Sing The Sorrow Lyrics
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AFI - Cereal Wars Lyrics
AFI - Coin Return Lyrics
AFI - Don't Make Me Ill Lyrics
AFI - High School Football Hero Lyrics
AFI - I Wanna Get A Mohawk (But Mom Won't Let Me Get One) Lyrics
AFI - Miseria Cantare Lyrics
AFI - Smile Lyrics
AFI - Story At Three Lyrics


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504 Cushing Road Newmarket, NH 03857
Listed by Valerie Shelton of Appledore Real Estate
Call Four Seasons Sotheby's International Realty Real Estate for more information.
3 bed / 3.0 bath / 2,383 sqft.
Price/SF: $411
Property Description
LAST REMAINING DIRECT WATERSIDE LOCATION AT MOODY POINT ON GREAT BAY! Act now and make this beautiful attached single family your new home with custom finishes to suit your taste and needs! Come experience breathtaking sunrise and sunsets and panoramic views across the open meadow and vast expanse of Great Bay beyond. Southwest exposure and walls of Energy Star rated Anderson windows and doors provide abundant natural light and warmth throughout. Easy living layout features 2-garage attached garage, main level with first floor master suite, 2nd bedroom and 3/4 bath, den/office, laundry, lots of closets and a great open kitchen/living/dining area. A spacious family room and 3rd bedroom with full bath is located on the lower level walkout. Large deck and patio for outdoor entertaining. Upgraded hardwood and tile flooring throughout main level. Energy-Star rated gas heating and central air conditioning. Upgraded Kohler fixtures and faucets. Generous allowances for appliances, cabinetry and other finishes. Low Certainteed vinyl shake siding with life-time warranty roof shingles along with professional landscaping make this an ideal low maintenance home... and there's no monthly condo fees! Community offers incredible neighbors, fabulous walking trails, a shorefront pavilion and dock for launching kayaks and other small craft. Don't wait... this is the last direct waterside new construction with 1st floor master and the opportunity to custom finish the interior.
- Property Type: Single Family
- Acreage: 0.23
- Suitable Use:
- Area:
- Zoning: Residential
- Frontage Road: 0
- Development/Subdivision: 0
- Driveway: Paved
- Roads: Public
- Lot description: Level, View, Water View
- State: NH
- Street: Cushing Road
- Building Number:
- Zip Code: 03857
- County: NH-Rockingham
- Town: Newmarket
- Elementary School: Newmarket Elem School
- Junior High: Newmarket Junior High School
- High School: Newmarket Senior HS
- Square Feet: 2,383
- APX Fin Ag SqFt: 1,728
- APX Fin Below Grade: 655
- Year Built: 2016
- Total Rooms: 7
- Bedrooms: 3
- Total Bathrooms: 3.0
- Full Baths: 1
- 3/4 Baths: 2
- 1/2 Baths: 0
- Foundation: Concrete
- Property Style: Duplex, End Unit, Walkout Lower Level
- Construction: Wood Frame
- Heating: Forced Air, Radiant Electric
- Cooling: Central AC
- Electric: 200 Amp, Circuit Breaker(s), Underground
- Sewer: Community, Public, Pumping Station
- Heat Fuel: Gas - LP/Bottle
- Water Heater: Free Standing, Gas - LP/Bottle
Interior Features:
- Ceiling Fan
- Dining Area
- Fireplace - Gas
- Fireplaces - 1
- Kitchen/Living
- Laundry - 1st Floor
- Light Fixtures -Enrgy Rtd
- Lighting - LED
- Living/Dining
- Master BR w/ BA
- Natural Light
- Walk-in Closet
- Basement: Concrete, Daylight, Stairs - Interior, Unfinished
- Exterior Features: Deck, Doors - Energy Star, Patio, ROW to Water, Windows - Energy Star
- Roof: Shingle - Architectural
- Exterior Color:
- Exterior: Shake, Vinyl
Water Body
- Waterfront: Shared Private
- Water Body Name: Great Bay
- Water Body Type: Bay
- Water Frontage: 3,600
- Accessibility Features: 1st Floor 3/4 Bathroom, 1st Floor Bedroom, 1st Floor Hrd Surfce Flr, 1st Floor Laundry, Bathroom w/Step-in Shower
- Garage: Direct Entry, Finished
- Garage # Cars: 2
- Services:
- Taxes:
The New England Real Estate Network provides Multiple Listing Services (MLS) in the States of New Hampshire, Vermont, Massachusetts and Maine.
Copyright© 2016 The New England Real Estate Network. All rights reserved. This information is deemed reliable but not guaranteed. The data relating to real estate displayed on this Site comes in part from the IDX Program of NEREN. The information being provided is for consumers personal, non-commercial use and may not be used for any purpose other than to identify prospective properties consumers may be interested in purchasing. Data last updated on 12/03/2016.


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Sabina and Saleem June 1999 - How did you meet? We met in the Summer of 1996, when she was over here on a holiday, she came back and we…
Written by Paula Jones Last updated: August 9, 2006
photos by Simon Tottman
We met through a mutual friend when we were all at Cambridge together, in the University library in fact!
I'm 23 and Dan's 25.
He proposed to me on holiday in Venice, after an enormous dinner out (!) in a very chic hotel. It was in St Mark's Square, just outside Caffe Florian. I cried – obviously – then we were interrupted by an old man selling roses. Dan turned round and said, "Er, no thank you," – the poor man looked stricken – so Dan obviously thought, "If I can't get her a rose now, when can I get her one?" so said, "All right then," – but then didn't have any money to pay the old man. I had to buy my own rose!
Our hen/stag celebrations took place on the same night, both in Cambridge. I went for cocktails and dinner with a few friends, and Dan went for a curry with some friends, then we all met up in our favourite pub.
We brought the wedding forward by a year, so ended up planning the whole thing in six weeks. He did everything I asked him to do! He handled all the bookings for the chapel and reception. I used the cafe a lot, and enjoyed reading everyone's tips and suggestions on the message board.
My outfit consisted of an oyster-coloured silk bodice and skirt from Monsoon.
My two bridesmaids were two of my best friends: one from university and the other from a summer school many moons ago. They wore dusky pink silk dresses, decorated with a pattern of gold sequins, from Hobbs.
The best man was Dan's best friend from school, Billy. The ushers were his brother Tom, and sister's boyfriend Jim. They all wore their own suits.
We had a Church of England ceremony, with the 1928 version of the marriage vows.
Jesus College Chapel, Cambridge.
In and around the pavilion in the grounds of Jesus College.
No – I walked the 5 minutes from our house to the chapel.
Because we brought the wedding forward, we scaled everything down and invited about half our guest list to the ceremony and reception. We're going to have a big reception for everyone on the original guest list next year, on our first anniversary.
Not really – I didn't want everything to be too 'matching.' Various shades of pink featured quite a lot in the flowers and bridesmaids' dresses. Dan wore a pink shirt!
I used a local florist in Cambridge who were fantastic. I had a hand-tied posy of pink roses and snowberries, and the bridesmaids had wrist corsages of ivory roses. The boys & parents had buttonholes of ivory roses too. On the altar we had two bouquets of lilies and roses.
We just had Champagne and canapes.
We bought a cake from M&S and decorated it with rose petals – very cheap and effective and the cake was lovely.
No, as the reception only lasted a couple of hours. However, lots of our friends ended up coming back to our house afterwards in the afternoon for an impromptu picnic, which was great, as it meant we could finally talk to them!
We spent the first night at Hotel Felix in Cambridge. Great breakfast! We're going on our honeymoon in December 2006 to Australia.
Walking into the chapel and seeing so many of our friends, all looking so happy! Saying the vows and thinking "I must concentrate; I want to remember every minute of this".
There were inevitably some last minute stresses beforehand because we had to organise it all so quickly. But we kept everything simple so it all went smoothly on the day.
It's only one day, and it goes so quickly, but it is only meant to be one day – the first day of the rest of your life. Enjoy it, don't worry about the details, and afterwards, don't wish you could do it all again – it's not about the favours or the outfits, it's just about you and your husband! Believe it!
Donna and Jeremy 30/04/2005 - The Hind Hotel, Wellingborough, Northamptonshire photos by Emma Jane Brookes How and when did you...


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Hello visitor from
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46 China
10 France
1 Japan
This Month's Highlights:
(China): Print Labels, Stickers, Tags, Epoxy Resin Stickers
(China): Shipping Rates From China, Air Freight Rate From China, Ocean Freight Quote, Shipping Cost, Shipping Price, Freight Quote
Magnetic Storage Basket, Magnetic Basket
Posted at: Offers to Sell and Export | Posted on: Tue 10 Mar, 2009 7:28 am |
Magnetic Storage Photos Catalog
Magnetic Storage Basket
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Magnetic Storage
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Magnetic Storage
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Magnetic Storage
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This magnetic storage basket made of durable and safe materials is for the storage of notepads, telephone
list, pens, pencils, eraser, rulers, postal mails, message pads and other stationery that you might use. You can use it to create more space in your office, home, workshop, garage, or clinic. It sticks to any steel appliance, or metallic structure such as a file cabinet, storage locker, desk, or door. The magnetic storage basket keeps items handy, saves time, it organizes and save desktop space. It keeps those small stationeries, especially those easy to lose, together and handy.
For more detail info, please feel free to visit our website or inquire us at any of your convenience.
Port: Xiamen, China
Payment Terms: L/C, T/T
Packaging Details: paper carton & plastic bag
Delivery Time: 20~30 days
Company Contact:
Contact Name: Susan Chen
Company Name: Yuxiang Magnetic Materials Ind. Co., Ltd
Tel: 86-592-2295387
Fax: 86-592-2226816
Street Address: F/16, Jinyuan Plaza,
No.57 South Hubin Road, Xiamen, China
Member name: permanentmagnets
Member Since: 19 February 2009
Total Leads:
329 permanentmagnets Import Export Business Leads
Business focus: Ferrite, Magnet, Flexible Magnets, Ndfeb Magnets, Alnico Magnets, Smco Magnets, Rubber Magnets, Refrigerator Magnet, Fridge Magnets, Magnetic Powder
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Excelsior Magnetics Co Ltd
: Chris Of Excelsior Magnetics From China
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: Jun Ying Of Yuxiang Magnetic Materials, A Hard Magnets And Magnetic Materials Manufacturer From China
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text:
- Description
The Major Moment Polo from Nike is new for the 2015 collection. This lightweight and breathable polo is equipped with Dri-Fit technology to wick moisture away from the skin and keep you cool and comfortable. Designed with a button placket, rib collar and open sleeves, a combination of style and comfort was what Nike had in mind when creating this classic model. The Major Moment Polo was also built with stretch properties to provide you an enhanced range of motion so your swing flows unhindered.
- 100% polyester
- Dri-Fit technology
- Stretch
- Open sleeves
- Button placket
- Reviews


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January 14, 2015 (Chinavestor) Chart of the day: 500.com Ltd. (NYSE:WBAI) displayed extreme volatility for the last three days. The stock surged from $15.20 Monday to $20.29 this morning. That is 33.5% advance this week alone! Volume was also two to three times over average.
But then came this afternoon. Share price of 500.com Ltd. (NYSE:WBAI) fell $.99 or 5.20% for the day on Wednesday. This decline made WBAI one of the fastest declining Chinese stock of the day. Other notable losers on Wednesday include E-House Holding (NYSE:EJ) and Home Inns & Hotels Management (NASDAQ:HMIN) with 4.18% and 3.93% decline, respectively.


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The Spectacular Spider-Man
What parents need to know
Parents Need to Know
Parents need to know that Peter Parker (aka Spider-Man) may be the teenage son that every parent wishes for. He's loving, family oriented, respectful, responsible (though he sometimes gets home after curfew), and does well in school. Even when he's beating up bad guys -- which happens pretty frequently, this being a superhero cartoon -- his constant quips make it seem more like a game than a dangerous battle. All of this makes him a pretty good role model for young kids. That said, the show may seem a bit one-dimensional to older Spidey fans.
User reviews
Parents say
Kids say
What's the story?
Just getting through high school is hard enough for most teenagers, but in addition to homework, a part-time job, avoiding school bullies, and building up the nerve to ask a girl out on date, Peter Parker (voiced by Josh Keaton) also has to battle supervillains and protect his secret identity as the city's newest protector, THE SPECTACULAR SPIDER-MAN. This version of the Spidey saga focuses on his early years, picking up at the start of his junior year, shortly after he's developed his amazing powers. The city and its resident bad guys are still getting used to having the web-slinger around, and he's still getting used to his new role.
Is it any good?
One of the show's executive producers is comic legend/Spidey creator Stan Lee, so the story stays pretty close to the Spider-Man legend. All of Peter's pals, as well as Spidey's supervillain foes, make appearances. That said, the series is clearly aimed at a young crowd, and it glosses over many of the more complicated -- and more mature -- themes that have made Spider-Man so popular. Even during fight scenes, Spidey keeps up such a running patter of quips and one-liners that the cartoon seems more like a comedy than a drama.
Not that there's anything wrong with that. Many of the most successful comic adaptations in recent years have played up the dark side of these often-tormented heroes, notably Batman Begins, which focused on the Caped Crusader's anguish and need for revenge after seeing his parents murdered, and the X-Men films, which center on the brooding Wolverine character. But comics are also for kids, and this entry in the Spidey franchise will offer plenty of fun for young people until they're old enough to learn more about Peter Parker's inner demons.
Families can talk about...
Families can talk about responsibility. Between school, work, helping Aunt May, and his secret Spidey duties, Peter has a busy life -- but he never seems to even consider shirking any of his tasks. Why do Spider-Man, and so many other superheroes, seem to instinctively realize that they have a duty to use their abilities to protect society? Do you believe that with power comes responsibility?
If you had a secret power, what would it be, and what would you do with it?
What does this version of Spider-Man have in common with other shows and movies? How is it different?
TV details
|Premiere date:
|March 8, 2008
|Daran Norris, Josh Keaton, Lacey Chabert
|CW, Disney XD
|Kids' Animation
|Superheroes, Adventures, Great boy role models
|Character strengths:
|Communication, Self-control
|TV rating:
|Available on:
|DVD, Streaming
About Our Rating System
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Fun movie, but may be too intense for younger kids.age 11+
Classic superhero cartoon consistently entertains.age 6+
Revamped take on classic offers tweens thrills.age 8+
For kids who love superheroes
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Martin Scorsese's THE AVIATOR is a lavish spectacle of a motion picture that harkens back to Hollywood's Golden Era in telling the story of Howard Hughes, one of 20th-century America's most pioneering and influential figures. Starring Leonardo DiCaprio as the eccentric billionaire, Scorsese's biopic concentrates on Hughes's life between the 1920s and '40s, when he made some of his most striking contributions to both the film and aviation industries. At only 25 years of age, Hughes directed the most expensive film ever made up to that point, HELL'S ANGELS (1930), which Scorsese gleefully recreates here in all its sprawling, audacious glory. At the same time, he became known as an unabashed playboy, bedding the likes of Jean Harlow (singer Gwen Stefani), Ava Gardner (Kate Beckinsale), and Katherine Hepburn (a brilliant Cate Blanchett). In the mid-'30s, he turned his attention to the aviation industry, where he quickly became a world-renowned celebrity for shattering speed and distance records. He also continued to test the limits of flight technology, building bigger, faster, and stronger aircrafts. All the while, he struggled with an obsessive-compulsive mental disorder that sent him into a full-fledged tailspin after a near-fatal plane crash. The film concludes with Hughes being called to the Senate in '47 to defend himself against nefarious Senator Owen Brewster (Alan Alda), who accused Hughes of taking money from the United States government during wartime.
Commentary by Scorsese
Modern Marvels: Howard Hughes - a 45 minute Documentary By The History Channel
The Role Of Howard Hughes In Aviation History
An evening with Leonardo DiCaprio and Alan Alda
The Affliction of Howard Hughes: Obsessive Compulsive Disorder
OCD Panel Discussion With Leonardo DiCaprio, Martin Scorsese, And Howard Hughes' Widow Terry Moore
The Age Of Glamour: The Hair And Makeup
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Preview 40/40: Forty years, Forty Artists at Glasgow Print StudioGlasgow Print Studio celebrates 40 years of printmaking excellence with an exhibition of specially commissioned pieces from some of its best-known artists, including Dame Elizabeth Blackadder and Adrian Wiszniewski.06 August 2013
Event: Exhibition (permanent) County: Strathclyde A Healing Passion: Medicine in Glasgow Past and PresentThe Hunterian was built on the founding bequest of Dr William Hunter whose medical collections were the core of his career, museum and success. 'A Healing Passion' is a permanent display dedicated to medicine in...The Hunterian Museum and Art Gallery | Glasgow | 1 November 2013 — 1 November 2018
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Event: Living history or re-enactment, Lecture, talk or reading, Storytelling session, Exhibition (permanent) Beyond Europe: Further fronts, other storiesImages of fields in Flanders abound, so join us on the 25th of June to explore the diverse history of WW1 that goes far beyond Europe. Through lectures, hands-on activities and living history, find out more about the...Northlight Heritage | Glasgow | 25 June 2017
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Event: Living history or re-enactment, Lecture, talk or reading, Storytelling session, Performance, Exhibition (permanent) Changing Places: Women in WW1Through storytelling, displays and talks, join us as we explore how women's lives were affected by the First World War and what the conflict meant for women in society in the years following.Northlight Heritage | Glasgow | 26 March 2017
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Event: Living history or re-enactment, Lecture, talk or reading, Exhibition (permanent) Creature Comrades: Animals in WW1Day One of out two day event exploring the lives of animals in WW1. From ponies to pigeons, animals played a critical role in a world where mechanised transport often traveled under 10mph. Animals also played a crucial...Northlight Heritage | Glasgow | 26 — 27 August 2017


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This pin is 2". It is a rhinestone covered Orchid with the flower center raised and on a spring to tremble when you walk. This has what looks like it said something but you can't make it out, I just had listed an almost identical pin marked KTF. This is a great looking pin with no missing stones. More Beautiful in person!
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UPDATE: Man and Woman Wanted for Several Crimes in Shreveport
Shreveport police are searching for two people wanted in connection with several felonies throughout the city.
Shreveport police are searching for two people wanted in connection with several felonies throughout the city.
A 19-year-old Natchitoches man is behind bars for attempting to murder his ex-girlfriend and her parents in south Bossier.
A man wanted for attempted murder in connection with a shooting incident in Shreveport earlier this week has been captured in Bossier City.
Two women now face criminal charges, including attempted first degree murder, after being featured in a recent Bossier Crime Stoppers report.
Bossier City police have arrested an 18-year-old after he attacked a woman with a knife while trying to rob her.
A Haughton man wanted on multiple charges, including attempted murder, has been captured in east Texas.
A Benton couple says it's a Christmas miracle that they managed to walk away from an explosion at their home without a scratch.
A Minden woman is arrested for murdering her son and attempting to murder another lady inside a vehicle on I-20 late Saturday night.
Kevin Rodreicus Fields is now in custody.
A man wanted by Natchitoches police for attempted murder has been arrested in Bossier City.


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United States District Court, Seventh Circuit
August 29, 2013
DARREYL YOUNG-GIBSON, Plaintiff,v.BOARD OF EDUCATION OF THE CITY OF CHICAGO, Defendant.
VIRGINIA M. KENDALL, District Judge.
Plaintiff Darreyl Young-Gibson filed suit against Defendant Board of Education of the City of Chicago (the "Board") pursuant to Title VII of the Civil Rights Act of 1964, as amended by 42 U.S.C. § 2000e et seq. Young-Gibson is the former principal of Percy Julian High School ("Julian") and was terminated from her position in October 2009. Young-Gibson alleges the Board terminated her employment because of her race and gender (Count I), and retaliated against her for writing a letter rescinding the suspension of a Julian employee, allegedly to oppose discrimination. (Count II). The Board moves for summary judgment on both counts. For the reasons stated herein, the Board's Motion for Summary Judgment is granted.
Young-Gibson was hired by the Board of Education of the City of Chicago as a substitute teacher in 1972. (Complaint, Dkt. No. 1, p.7). In January 2008, Young-Gibson became principal of Julian. (Def. 56.1 St. ¶ 2.) Prior to becoming principal of Julian, Young-Gibson had never been a principal or an assistant principal in any school district, including the Chicago Public Schools ("CPS"). ( Id. ¶ 4.) Jerrelyn Jones was the CPS's designee to oversee and assess the performance of principals and administrators at high schools in her assigned area. ( Id. ¶¶ 5-7.) Jones was Young-Gibson's immediate supervisor during the entirety of Young-Gibson's tenure as principal of Julian. Jones also supervised approximately 14-15 other principals. ( Id. ¶ 7.) Jones reported to David Gilligan, the Chief Officer of High School Programs. ( Id. ¶ 8).
I. Young-Gibson's Tenure as Principal of Julian
When Young-Gibson became principal, Julian was on probation under the CPS "School Probation and Remediation Policy." (Pl. 56.1 Resp. ¶ 44, Ex. 32.) In addition, the Illinois State Board of Education ("ISBE") had been monitoring Julian's recognition status due to persistent failures to provide special education services to students and a failure to create and maintain a safe school climate. (Def. 56.1 St. ¶ 44.) In order to address these issues, the Board provided Julian with additional resources and assistance but denied a request by Young-Gibson asking for additional security. (Def. 56.1 St. ¶ 45; Pl. 56.1 Resp. ¶ 45.)
In February 2008, Jones disciplined Young-Gibson for insubordination for refusing to cooperate with the Department of Safety and Security and the Office of High School Programs. (Def. 56.1 St. ¶ 46.) Young-Gibson also received a 20-day suspension in February 2008 for her attempt to rescind the decision of then-CEO Arne Duncan to suspend a Julian employee pending the outcome of a formal investigation of allegations that the employee had an inappropriate relationship with a female student. ( Id. ¶ 47.) Specifically, Young-Gibson directed the employee to return to work and wrote a letter to Duncan informing him that the she was unilaterally rescinding the suspension. ( Id. ¶ 48.) The Notice of Disciplinary Action provided to Young-Gibson cited a failure to carry out a directive, repeated or flagrant acts of misconduct, inattention to duty, and insubordination. (Pl. 56.1 Resp. ¶ 46, Ex. 34.) The Notice also provided Young-Gibson a "Suggestion of Improvement" stating that Young-Gibson "must work with the Climate Team and cooperate with the Office of High School Programs, Department of Safety and Security, and the Area Instruction Office." ( Id. ) The Notice further advised Young-Gibson that "[a]ll directives from the Chief Executive Officer must be followed." ( Id. ) The Julian employee Young-Gibson attempted to rescind from suspension was eventually absolved of the formal allegations by the Department of Children and Family Services. (Pl. 56.1 Resp. ¶ 46). On April 23, 2008, Duncan recommended and the Board approved and issued a Warning Resolution regarding her insubordination towards Jones and her attempt to rescind Duncan's employment decision. (Def. 56.1 St. ¶ 48).
In September and October 2008, Jones's office received several telephone calls and emails from parents of Julian students complaining that they could not get in touch with Young-Gibson or her designee. ( Id. ¶ 49.) The parents complained that students were not being enrolled in classes, did not have textbooks, that school security personnel had "put their hands" on a student, and that a parent had waited for an hour and a half to meet with Young-Gibson only to never see her. ( Id. ¶ 50, Ex. 7-C). In November 2008, Jones disciplined Young-Gibson again for insubordination because Young-Gibson had not implemented Jones' directives or responded to phone calls from parents of Julian students in a timely manner. ( Id. ¶ 52, Ex. 7-D.). Young-Gibson was provided a pre-discipline hearing on November 10, 2008. ( Id. ¶ 52.) Following the hearing, Jones issued Young-Gibson a 10-day unpaid suspension. ( Id. ¶ 53.) The Discipline Hearing Summary cited Young-Gibson for negligently failing to carry out a rule order, repeated flagrant acts of misconduct, inattention to duty, and insubordination. ( Id. ¶ 52, Ex. 7-D.)
On September 11, 2008, the ISBE changed Julian's status from "fully recognized" to "recognized pending further review." ( Id. ¶ 54, Ex. 7-E.) The ISBE cited "issues directly related to school climate, life safety, leadership, and IEP implementation." ( Id. ) The "recognized pending further review" status is assigned to schools that exhibit areas of noncompliance that are not serious enough to warrant probation and may be correctable prior to the end of the school year following the school year in which they are identified. ( Id. ) If the ISBE designates a school as "non-recognized, " that school becomes ineligible to receive state funding and would be forced to close. ( Id. ¶ 54.)
On March 24, 2009, the ISBE informed then CEO Ron Huberman and Young-Gibson that Julian was being placed on its "Probation" status, citing "evidence of ongoing failure to serve students according to relevant legal and regulatory standards and prolonged noncompliance with legal and regulatory requirements in the area of Special Education Services." ( Id. ¶ 55, 58, Ex. 7-F.) The ISBE indicated that this status was assigned because of Julian's ongoing failure to comply with relevant legal and regulatory standards. ( Id. ¶ 56). The ISBE advised that Julian would have 60 days to submit a plan for correction of identified deficiencies. ( Id. ¶ 57, Ex. 7-F.).
II. Young-Gibson's Reassignment
In April 2009, Young-Gibson was reassigned from Julian to an administrative office, specifically Area Office 23. ( Id. ¶ 17). After her reassignment, Young-Gibson continued to receive her full salary and benefits but no longer received a travel allowance. (Def 56.1 St. ¶ 21; Pl. 56.1 Resp. ¶ 21). Young-Gibson did not complain to any Board supervisors about her belief that her reassignment to an administrative office was discriminatory. Instead, she complained to the Local School Council ("LSC"), Julian's individual governing body. (Def. 56.1 St. ¶ 20; Pl. 56.1 Resp. ¶ 20). The LSC has the responsibility of performing an evaluation of the principal each year and began the evaluation of Young-Gibson in late March of 2009. (Pl. 56.1 Resp. ¶ 61, Ex. 38.) Due to Young-Gibson's reassignment, however, the LSC was unable to complete its evaluation of Young-Gibson. ( Id. ) Nevertheless on May 7, 2009, Larry McDonald, the Julian LSC Chairperson, sent Hubberman a letter requesting that Huberman to take steps to remove Young-Gibson as principal of Julian. (Def. 56.1 St. ¶ 61, Ex. 7-G.). McDonald's stated reasons for its request included safety and security issues, Young-Gibson's failure to implement the school improvement plan, her refusal to collaborate with faculty, and the school's low morale. ( Id. ¶ 63, Ex. 7-G.) McDonald also noted that the letter was the product of an incomplete evaluation due to Young-Gibson's unforeseen reassignment. ( Id. )
III. Termination of Young-Gibson's Principalship
Pursuant to Young-Gibson's contract, she could be removed as principal before the expiration of her contract term if she failed to make adequate progress in correcting Julian's academic deficiencies. ( Id. ¶ 65). Student performance data compared to that of the district as a whole indicated that Julian students performed well below district averages. ( Id. ¶ 75). Based on the 2008-2009 and the 2009-2010 performance benchmarks, Julian remained on probation because it only achieved 30.6 percent of available "performance points" for the 2008-2009 school year and had not shown sustained academic improvement. ( Id. ¶ 77.) On July 20, 2009, Huberman informed Young-Gibson that he was considering removing her from her position at Julian and terminating her principal contract. ( Id. ¶ 64). Huberman proposed a hearing date of July 30, 2009 to consider Young-Gibson's termination but Young-Gibson's then-attorney requested and was granted a continuance of that hearing. ( Id. ¶¶ 34-35.) The hearing was held on August 24, 2009. ( Id. ¶ 36.)
Officer Fredrick Bates presided over the hearing. ( Id. ¶ 37). During the hearing, Huberman presented his reasons for why he was considering asking the Board to remove Young-Gibson from her principalship through documents and witnesses. ( Id. ¶ 36). Both Jones, Young-Gibson's immediate supervisor, and Ryan Crosby, the Manager of School Performance, provided testimony during that hearing. ( Id. ) Young-Gibson, who was represented by counsel of her choice and called an Illinois state representative, two Julian LAS members, a Julian teacher, and a detective with the Chicago Police Department. ( Id. ¶ 38; ¶ 39). At the conclusion of the hearing, Bates allowed the record to remain open until the close of the next business day, providing either party with an opportunity to submit any additional documentation in support of their position. ( Id. ¶ 40). On September 14, 2009, Bates issued an 86 page report supporting Huberman's proposal to remove Young-Gibson from her principalship. ( Id. ¶ 42). After a review of the hearing officer's findings of fact and conclusions, Huberman asked the Board to terminate Young-Gibson's principalship at Julian. ( Id. ¶ 66.)
IV. Young-Gibson's Proceedings in State Court[2]
On December 4, 2009, Young-Gibson filed a complaint for administrative review in the Circuit Court of Cook County seeking reversal of the Board's decision to terminate her employment. See Young-Gibson v. Board of Ed. of City of Chicago, 09 CH 48425; Dkt. No. 34, Ex. A. The complaint also contained a second count alleging the Board breached its employment contract with Young-Gibson. (Dkt. No. 34, Ex. A, p. 2.) On May 25, 2010, the Circuit Court issued an order that (1) converted the administrative review count to a writ of certiorari; (2) dismissed Huberman as a defendant with prejudice; and (3) issued a continuance with respect to the Board's motion to dismiss Young-Gibson's breach of contract claim. (Dkt. No. 34, Ex. B.) On October 25, 2010, the state court found in favor of Young-Gibson, finding that the board was required to but did not follow the procedural requirements set forth in Sections 34-85 (105 ILCS 5/34-85) and 34-8.3 (105 ILCS 5/34-8.3) of the School Code before terminating Young-Gibson's employment. (Dkt. No. 34, Ex. C.) The court ordered that Young-Gibson be reinstated to her position of employment with the Board as principal of Julian. ( Id. ) The Board sought and was granted interlocutory appeal.
On appeal, the Illinois Appellate Court reversed the trial court's order and upheld the Board's decision to terminate Young-Gibson's employment. Young-Gibson v. Board of Educ. v. City of Chicago, 959 N.E.2d 751, 764 (Ill.App.Ct. 2011). The appellate court found that the Board had complied with the Sections 34-8.3(a), (b) and (c) of the School Code and that the trial court had erred in holding that the Board was required to comply with Section 34.85. Id. The Illinois Appellate Court also denied Young-Gibson's petition for rehearing. (Dkt. No. 34, Ex. G.) On March 28, 2012, the Illinois Supreme Court denied Young-Gibson's petition for leave to appeal. ( Id., Ex. H.); Young-Gibson v. Board of Educ. of City of Chicago, 968 N.E.2d 89 (Table). After exhausting her administrative remedies through the Illinois Department of Human Rights, Young-Gibson filed suit in federal court on December 19, 2011. (Dkt. No. 1.)
Summary judgment is proper when the "pleadings, depositions, answers to interrogatories, and admissions on file, together with the affidavits, if any, show that there is no genuine issue as to any material fact and that the moving party is entitled to judgment as a matter of law." Fed.R.Civ.P. 56(c). In determining whether a genuine issue of fact exists, the Court must view the evidence and draw all reasonable inferences in favor of the party opposing the motion. Bennington v. Caterpillar Inc., 275 F.3d 654, 658 (7th Cir. 2001). See also Anderson v. Liberty Lobby, Inc., 477 U.S. 242, 255, 106 S.Ct. 2505, 2513-14 (1986). However, the Court will "limit its analysis of the facts on summary judgment to evidence that is properly identified and supported in the parties' [Local Rule 56.1] statement." Bordelon v. Chicago Sch. Reform Bd. Of Trustees, 233 F.3d 524, 529 (7th Cir. 2000). Where a proposed statement of fact is supported by the record and not adequately rebutted by the opposing party, the Court will accept that statement as true for the purposes of summary judgment. An adequate rebuttal requires a citation to specific support in the record; an unsubstantiated denial is not adequate. See Albiero v. City of Kankakee, 246 F.3d 927, 933 (7th Cir. 2001); Drake v. Minnesota Mining & Mfg. Co., 134 F.3d 878, 887 (7th Cir. 1998) ("Rule 56 demands something more specific than the bald assertion of the general truth of a particular matter[;] rather it requires affidavits that cite specific concrete facts establishing the existence of the truth of the matter asserted."). As the party opposing the motion for summary judgment, Young-Gibson "gets the benefit of all facts that a reasonable jury might find." Loudermilk v. Best Pallet Co., LLC, 636 F.3d 312, 314 (7th Cir. 2011). However, she cannot rely on mere conclusions and allegations to create factual issues. Bladerston v. Fairbanks Morse Engine Div. Of Coltec Ind., 328 F.3d 309, 320 (7th Cir. 2003). Nor can speculation be used "to manufacture a genuine issue of fact." Springer v. Durflinger, 518 F.3d 479, 484 (7th Cir. 2008) (citing Amadio v. Ford Motor Co., 238 F.3d 919, 927 (7th Cir. 2001)).
I. Res Judicata
The Board first argues that Young-Gibson's claims are barred under the doctrine of res judicata based on Young-Gibson's proceedings before the Circuit Court of Cook County and the Illinois Appellate Court. Res judicata, also known as "claim preclusion, " requires litigants to "join in a single suit all legal and remedial theories that concern a single transaction." Roboserve, Inc. v. Kato Kagaku Co., Ltd., 121 F.3d 1027, 1034 (7th Cir. 1997) (quoting Perkins v. Board of Trustees of the Univ. of Ill., 116 F.3d 235, 236 (7th Cir. 1997)). The purpose of res judicata is to minimize "the expense and vexation attending multiple lawsuits, conserve[] judicial resources, and foster[] reliance on judicial action by minimizing the possibility of inconsistent decision." Montana v. United States, 440 U.S. 147, 153-54 (1979). In determining whether the doctrine of res judicata applies based on a state court judgment, a federal court should "apply the preclusion law of the state that rendered the judgment...." Hicks v. Midwest Transit, Inc., 479 F.3d 468, 471 (7th Cir. 2007) (citations omitted). Under Illinois law, the doctrine of res judicata bars a subsequent suit if: "(1) there was a final judgment on the merits rendered by a court of competent jurisdiction, (2) there is an identity of cause of action, and (3) there is an identity of parties or their privies." Nowak v. St. Rita High School, 757 N.E.2d 471, 477 (Ill. 2001); Pirela v. Village of N. Aurora, 935 F.2d 909, 911 (7th Cir. 1991).
The doctrine of res judicata does not bar Young-Gibson's claims in this case because neither the Circuit Court of Cook County nor the Illinois Appellate Court ruled on Young-Gibson's breach of contract claim. According to the Board, the Illinois Appellate Court "implicitly resolved" Young-Gibson's breach of contract claim by finding that the Board did not violate certain provisions of the School Code. This is incorrect. The Illinois Appellate Court determined that it had jurisdiction over the Board's interlocutory appeal under Illinois Supreme Court Rule 307(a)(1). See Young-Gibson, 959 N.E.2d at 759. Under Illinois law, the scope of review on interlocutory appeal "is normally limited to an examination of whether the trial court abused its discretion in granting or refusing the relief requested."[3] Hamlin v. Harbaugh Enterprises, Inc., 755 N.E.2d 993, 996 (Ill.App.Ct. 2001); see also City of Waukegan v. Illinois E.P.A., 791 N.E.2d 635, 646 (Ill.App.Ct. 2004) ("Generally, the scope of our review in an appeal brought pursuant to Rule 307 is limited to determining whether there was a sufficient showing made to the trial court to sustain its order.") (citing Crain v. Lucent Tech. Inc., 739 N.E.2d 639 (Ill.App.Ct. 2000)). Accordingly the sole issue before the appellate court was "whether the trial court erred in finding that the Board must use the procedures outlined in section 34-85 of the [School] Code to remove a principle under 34-8.3(d)." Id. at 759. Therefore, even though the appellate court's holding may have effectively precluded Young-Gibson from prevailing on her breach of contract claim, [4] the appellate court did not-and indeed could not-issue a ruling on that claim. Thus the Court finds that the Illinois Appellate Court's ruling on interlocutory appeal does not constitute a final judgment on the merits with respect to Count II of Young-Gibson's complaint. Therefore the doctrine of res judicata does not apply in this case.
II. Title VII Race and Gender Discrimination
While Young-Gibson's claims survive the Board's res judicata challenge, they cannot withstand summary judgment. A plaintiff in a Title VII case may prove a claim of race and gender discrimination or retaliation under either the direct method of proof or the indirect method. See Montgomery v. American Airlines, 626 F.3d 383, 393 (7th Cir. 2010); Weber v. Universities Research Ass'n, 621 F.3d 589, 592 (7th Cir. 2010). Under the direct method, Young-Gibson must use either direct or circumstantial evidence to prove the Board's employment decision was the result of discrimination. See Montgomery, 626 F.3d at 393; Phelan v. Cook Cty., 463 F.3d 773, 779 (7th Cir. 2006). While direct evidence "does not require a virtual admission of illegality" or an explicit reference to the plaintiff's protect status, Sheehan v. Donlen Corp., 173 F.3d 1039, 1044 (7th Cir. 2009), it is typically found in the form of an admission by the decision maker that he acted upon a discriminatory animus. Phelan, 463 F.3d at 779. Circumstantial evidence generally comes in two forms: "(1) ambiguous statements or behavior toward other employees in the protected group that taken together allow an inference of discriminatory intent, and (2) evidence of systematically better treatment of employees outside the protected class." Montgomery, 626 F.3d at 393 (7th Cir. 2010). Young-Gibson has offered no admissions that could be construed as direct evidence of discrimination or retaliatory motive. Nor has she put forth evidence of ambiguous statements toward other employees in the protected group or evidence that employees outside the protected class were systematically treated better. Therefore the Court will analyze Young-Gibson's claims under the indirect method.
The indirect method of proof requires Young-Gibson to affirmatively establish a prima facie case of race and gender discrimination. McDonnell Douglas Corp. v. Green, 411 U.S. 792, 802, 93 S.Ct. 1817, 36 L.Ed.2d 668 (1973). To establish a prima facie case of race or gender discrimination under Title VII, Young-Gibson must prove (1) that she is a member of a protected class; (2) that she was meeting the Board's legitimate employment expectations; (3) that she suffered an adverse employment action; and (4) that the Board treated similarly situated employees not within Young-Gibson's class more favorably than they treated Young-Gibson. See Montgomery, 626 F.3d at 394; Weber, 621 F.3d at 593; Goodwin v. Board of Trustees of University of Illinois, 442 F.3d 611 (7th Cir. 2006); LaFary v. Rogers Group, Inc., 591 F.3d 903, 907 (7th Cir. 2010). If Young-Gibson is able to make out a prima facie case, the burden shifts to the Board to identify a legitimate, nondiscriminatory reason for the adverse employment action. See id. If the Board can meet that burden, summary judgment in its favor is proper unless Young-Gibson can show that the Board's proffered reason is pretextual and that her race and gender were the real reasons for her termination. See id.
With respect to the first element, it is undisputed that Young-Gibson is a black female and therefore a member of a protected class. Young-Gibson has also satisfied the third element, that she suffered an adverse employment action through the termination of her employment as principal of Julian High School. (Def. 56.1 ¶ 21.) The Board argues, however, that Young-Gibson is unable to prove the second and fourth elements of her prima facie case under Title VII. Specifically, the Board asserts that Young-Gibson cannot show she was meeting the Board's legitimate employment expectations or that the Board treated similarly situated non-black female employees more favorably than they treated her.
A. Legitimate Employment Expectations
In order to establish a prima facie case for race and gender discrimination under Title VII, Young-Gibson must demonstrate that she met the Board's legitimate employment expectations. Weber, 621 F.3d at 593. The undisputed facts reveal that she did not. An employee who routinely exhibits disrespectful behavior towards her superiors is not satisfying her employer's legitimate employment expectations. See, e.g., Herron v. DaimlerChrysler Corp., 388 F.3d 293, 300 (7th Cir. 2004) (employee with "persistent behavior and attitude problem" and "long history of volatile relations" with coworkers failed to meet defendant's legitimate employment expectations); Hill v. Johnson, 2012 WL 4483442 (N.D.Ill. 2012) (plaintiff who demonstrated a pattern of aggressive behavior toward coworkers did not meet defendant's legitimate job expectations).
In this case, Young-Gibson's documented pattern of insubordination and disrespect towards her superiors demonstrates that she was not meeting the Board's legitimate employment expectations. On four separate occasions within a nine-month period, Young-Gibson behaved in such a manner as to elicit disciplinary actions by her superiors. During the relevant time period, Jerrelyn Jones was the Chief Area Officer over Julian and Young-Gibson's immediate supervisor. Jones was also CPS's Chief Executive Officer's designee to provide support to, oversee, and assess the performance of principals and administrators at high schools that were in her assigned area. In February of 2008, Jones disciplined Young-Gibson for insubordination; specifically, she disciplined Young-Gibson for refusing to cooperate with her office, the Department of Safety and Security, and the Office of High School Programs to correct student safety concerns at Julian. This discipline stemmed from Young-Gibson's resistance to additional resources and assistance that had been provided to address Julian's academic and safety issues.
Later that month, Young-Gibson was disciplined again because she attempted to unilaterally rescind a decision made by the CPS Chief Executive Officer, Arne Duncan. Young-Gibson received a 20-day unpaid suspension for writing a letter to Duncan telling him that she was rescinding the suspension of a Julian employee who had been suspected of carrying on an inappropriate relationship with a student. On April 23, 2008, Duncan recommended and the Board approved and issued a Warning Resolution to Young-Gibson due to her gross insubordination towards Jones and because of the letter to Duncan attempting to unilaterally rescind his suspension of the Julian employee.
Young-Gibson's pattern of insubordination and disrespect toward her superiors did not change after the suspension. In November 2008, Jones again disciplined Young-Gibson for insubordination because she repeatedly ignored Jones' directives to address complaints of parents in a timely manner. In the months of September 2008 and October 2008, Jones' office received numerous telephone calls or emails from parents because Young-Gibson would not respond to the parents' complaints. These complaints included reports that (1) students were not enrolled in classes, did not have textbooks, lockers, or identification cards; (2) a school security official "put[] their hand" on a student; and (3) a parent had arrived to meet with Young-Gibson and waited for an hour and a half to find out that Young-Gibson would not meet with them. Next, in November 2008 Young-Gibson sent members of her special education staff to a conference using discretionary funds after the ISBE specifically notified her not to use those funds for that conference. This led to a 10-day unpaid suspension. Young-Gibson's repeated insubordination and failure to implement her supervisor's directives, all of which were documented and led to actual disciplinary proceedings, demonstrate that Young-Gibson did not meet the Board's legitimate employment expectations.
Young-Gibson argues that she was meeting the Board's employment expectations because she was commended in a City Council of the City of Chicago resolution for Julian's Japanese program, receiving a $10, 000 grant from the Japanese Chamber of Commerce. This does not alter the outcome of the legitimate-expectations analysis. Evidence of one instance of excellence is not enough to show a plaintiff met legitimate expectations, and "making some contribution isn't the same as making the expected contribution." Martino v. MCI Comm. Serv., 574 F.3d 447, 454 (7th Cir. 2009) (plaintiff's failed to meet employer's legitimate employment expectations despite having "excelled" on one engagement because plaintiff, "[i]n his supervisors' eyes, was not a team player, ... was not available, and... didn't take a very active role in the engagement). Young-Gibson also points out that the graduation rate, ACT scores, and PSAE scores of the Julian students improved during her tenure as principal. Be that as it may, the fact remains that Julian was placed probation by the ISBE and Young-Gibson was unable to have that status removed. The ISBE indicated that this status was given because of the "ongoing failure to serve students according to relevant legal and regulatory standards and prolonged noncompliance with legal and regulatory requirements in the area of special education services." The ISBE went further to state that Young-Gibson demonstrated a lack of attention, involvement, and oversight with respect to the special education programs and services and "demonstrated a lack of managerial expertise regarding student safety." Pursuant to her own contract, Young-Gibson could be removed as principal if she failed to make adequate progress in correcting Julian's academic deficiencies. While Julian may have improved in some respects, it ultimately remained on probation because it achieved only 30.6 percent of available performance points for the 2008-2009 school year. Student performance data demonstrated that Julian students were achieving well below district averages. Thus even if Young-Gibson corrected some of Julian's problems, meeting business expectations as some aspects of her job is insufficient to establish that she met the Board's performance expectations as to every aspect of her job. Martino, 574 F.3d 447; Herron, 388 F.3d at 300 (employee who was recognized for performing some aspects of his duties well but failed to work well with subordinates, peers, and supervisors did not meet defendant's legitimate employment expectations).
Because Young-Gibson has not shown that she was meeting the Board's legitimate job expectations, she cannot establish a prima facie case for race and gender discrimination under Title VII.
B. Similarly Situated Employees
Young-Gibson has also not met her burden of identifying a similarly situated employee outside of her protected class who was treated better than her. In order to satisfy this element of her prima facie case, Young-Gibson must point to an individual that is "directly comparable to [her] in all material respects." Burks v. Wisconsin Dept. of Transp., 464 F.3d 744, 751 (7th Cir. 2006) (quoting Patterson v. Avery Dennison Corp., 281 F.3d 676, 690 (7th Cir. 2002)). Factors to consider in determining whether employees are similarly situated include whether the employees (1) had the same job description, (2) were subject to the same standards, (3) were subject to the same supervisor, and (4) had comparable experience, education, and other qualifications. Salas v. Wisconsin Dep't of Corrections, 493 F.3d 913, 923 (7th Cir. 2007). In addition, the similarly situated employee must display a "comparable set of failings" or have engaged in similar conduct without being subjected to the same disciplinary measures. Burks, 464 F.3d at 751. ( prima facie case was not met where plaintiff could not point to a coworker with a comparable set of failings). See also Harris v. Warrick County Sheriff's Dept., 666 F.3d 444, 449 (7th Cir. 2012) ("To establish that employees not in the protected class were treated more favorably, the plaintiff must show that those employees were similarly situated with respect to performance, qualifications, and conduct."); Herron, 388 F.3d at 301; Radue v. Kimberly-Clark Corp., 219 F.3d 612, 617-18 (7th Cir. 2000) (explaining that the similarly situated employee must have "engaged in similar conduct without such differentiating or mitigating circumstances as would distinguish their conduct or the employer's treatment of them").
Young-Gibson makes little effort to point to similarly situated employees outside of her protected class. The only plausible candidates for a similarly situated employee in this case are William Hook, Anthony Spivey, and Reginald Evans, the male principals of high schools within Julian's district. Young-Gibson submits that the Board's decision to terminate her without disciplining or reprimanding Hook, Spivey, or Evans is evidence of disparate treatment toward an employee who is not a member of her protected class. While there are certainly some similarities between Young-Gibson and the other three principals, Young-Gibson has not offered sufficient evidence to establish that any of the three is a similarly situated employee for the purposes of a Title VII claim. Young-Gibson and the three male principals were all within Jones' area, meaning Jones supervised all four individuals. Young-Gibson and the three male principals were also held to the same standards and requirements for academic achievement and school safety. In addition, the four principals also had comparable responsibilities and job duties.
However, Young-Gibson has not shown that any of the male principals were insubordinate, disrespectful, or hostile towards Jones or their other superiors. Young-Gibson alleges that Hook was treated better than her because he was not disciplined within his first 30 days of being a principal, but she fails to point to any misconduct by Hook warranting discipline. Neither Hook nor the other principals Young-Gibson offers as comparators were insubordinate, disrespectful, or impolite towards supervisors. Nor did any of them attempt to rescind a decision by the Board's CEO to suspend a school employee. Young-Gibson alleges that her termination was based on her race because no other Caucasian principals were asked to leave their school building in the manner she was, but she is unable to show that any other principal suffered from the same failings as her. Furthermore, Jones never received a letter from the ISBE indicating that it was placing Hook's, Spivey's, or Evans' schools on probation or criticizing their respective leadership. In fact, according to Jones, those three principals were "cooperative, welcomed any assistance or resources [her] office offered and/or provided and to [her] knowledge no one complained that [they] did not properly respond to parent concerns." While the similarly-situated inquiry does not require "near one-to-one mapping between employees... the employees receiving more lenient disciplinary treatment must at least share a comparable set of failings." Harris, 666 F.3d at 449; see also Senske v. Sybase, Inc., 588 F.3d 501, 510 (7th Cir. 2009) ("Although the similarly situated concept is a flexible one, the comparators must be similar enough that differences in their treatment cannot be explained by other variables, such as distinctions in their roles or performance histories.") (citations omitted).
Simply put, no other principal in Young-Gibson's area was insubordinate towards their superiors, tried to overturn a decision made by the CEO, or ignored the concerns of parents. These differences between render Hook, Spivey, and Evans poor comparators for the purposes of the similarly-situated inquiry. Young-Gibson has failed to identify enough common features between her and the other principals to allow for a meaningful comparison that would lead a jury to infer discrimination. Humphries v. CBOCS West, Inc., 474 F.3d 387, 405 (7th Cir. 2007), aff'd 553 U.S. 442 , 128 S.Ct. 1951, 170 L.Ed.2d 864 (2008). Therefore the Court finds that Young-Gibson's efforts to compare Hook, Spivey, and Evans to herself fall far short of what is necessary under the similarly-situated inquiry.
C. Pretext
Even if Young-Gibson was able to satisfy the elements of her prima facie case, she is unable to demonstrate that the Board's stated reason for terminating her employment-failure to meet district standards and overall inability-was pretext for discrimination. To show pretext, Young-Gibson must prove that the Board's proffered reason for taking the adverse action was dishonest and that the true reason was based on discriminatory intent. Senske v. Sybase, Inc., 588 F.3d 501 at 507. The question in a discrimination case is not whether the employer's stated nondiscriminatory ground for the action of which the plaintiff is correct but whether it is the true ground of the employer's action rather than being a pretext for a decision based on some other, undisclosed ground. Forrester v. Rauland-Borg Corp., 453 F.3d 416, 417 (7th Cir. 2006). If Young-Gibson cannot offer this evidence directly, she must present indirect evidence challenging the credibility of the employer's reasoning. Senske, 588 F.3d at 507. This can be accomplished by demonstrating "either that a discriminatory reason more than likely motivated [the Board] or that [its] explanation is unworthy of credence." Debs v. Northeastern Illinois Univ., 153 F.3d 390, 395 (7th Cir. 1998).
Young-Gibson cannot show that the Board's grounds for terminating her were factually baseless. When Young-Gibson became principal of Julian, two significant issues existed: (1) Julian had been on probation under the CPS Accountability Policy and (2) the ISBE had been monitoring Julian's recognition status due to persistent failure to provide special education services to students and failure to create and maintain a safe school climate. Young-Gibson was not able to solve either problem and any progress the students made during her tenure was not enough to place Julian in a non-probationary status with either the CPS or ISBE. Young-Gibson's own contract stated that she could be removed as principal before the expiration of her contract term if she failed to make adequate progress in correcting the academic deficiencies plaguing Julian. Although Julian's graduation rate, ACT scores, and literacy rate all improved while she was principal, it was not enough to get Julian up to district standards. In fact, with respect to the academic deficiencies that result in probation, Julian achieved only 30.6 percent of the available performance points for the 2008-2009 school year. It did not show sustained academic improvement needed to attain a higher achievement level for consecutive years. In other words, Young-Gibson was unable to get Julian out of the "hot seat" with the CPS and the ISBE and the Board made the legitimate business decision to try something new. Young-Gibson maintains that her performance was not poor enough to warrant termination, but the Board was entitled to think otherwise. See Grayson v. O'Neill, 308 F.3d 808, 820 (7th Cir. 2002) ("[W]e are not concerned with the correctness or desirability of the reasons offered for employment decisions, but rather the issue of whether the employer honestly believes the reasons it offers.") It is not the place of this Court to decide whether the Board reached the right decision, so long as it was an honest one. Grayson, 308 F.3d at 820.
Furthermore, the proffered reason given by the Board doesn't even take into account the consistent insubordination displayed by Young-Gibson towards both Jones and Duncan, her previous suspensions for misconduct, or her failure to deal with parent complaints. Given Young-Gibson's history of insubordination and disrespect, her failure to pull Julian out of its probationary status, and her lack of cooperation with parents of students, she cannot show that the Board's stated reasons for terminating her were pretext for race or gender discrimination.
III. Retaliation
Young-Gibson also alleges that the Board's decision to suspend, reassign, and ultimately terminate her was retaliation for filing a complaint with the Illinois Department of Human Rights ("IDHR") and for "standing up for T.D." by writing the letter to Duncan attempting to rescind the suspension of the Julian employee. Young-Gibson has chosen to attempt to establish retaliation through the direct method of proof. To establish retaliation under the direct method, the employee must show that: (1) she engaged in a statutorily protected activity; (2) she suffered a materially adverse action by her employer; and (3) a causal connection exists between the two. Stephens v. Erickson, 569 F.3d 779, 786 (7th Cir. 2009). Statutorily protected activities include the filing of lawsuits and complaints about discrimination in a federal employment department. Stephens, 569 F.3d at 787. To constitute an "adverse employment action" for purpose of a Title VII retaliation claim, the challenged action must be one that a reasonable employee would find to be materially adverse such that the employee would be dissuaded from engaging in the protected activity. Lewis v. City of Chicago, 496 F.3d 645, 655 (7th Cir. 2007). It is undisputed that the filing of the IDHR charge alleging discrimination in the workplace is protected. Stephens, 569 F.3d at 787. It is also clear that she suffered an adverse employment action when she was terminated. Tyler v. Ispat Inland Inc., 245 F.3d 969, 972 (7th Cir.2001).
However Young-Gibson's claim for unlawful retaliation fails because she has failed to establish a causal connection between her engagement in a statutorily protected activity and the adverse employment action. A plaintiff may establish a causal link between her protected activity and the employer's action using either direct or circumstantial evidence. Treadwell v. Office of Ill. Sec'y of State, 455 F.3d 778, 781 (7th Cir. 2006). Direct evidence of retaliation typically requires an actor's admission of discriminatory animus, but such evidence is predictably rare. See Nagle v. Vill. of Calumet Park, 554 F.3d 1106, 1114 (7th Cir. 2009). A plaintiff may also prevail "by constructing a convincing mosaic of circumstantial evidence that allows a jury to infer intentional discrimination by the decisionmaker." Phelan v. Cook County, 463 F.3d 773, 779-780 (7th Cir. 2006). A causal link between the protected expression and an adverse employment action may be established by showing that the protected conduct was a substantial or motivating factor in the employer's decision. Gates v. Caterpillar, 513 F.3d 680, 686 (7th Cir. 2008). When employment actions seem motivated by nothing other than good business judgment, no causal link will be found. Gates, 513 F.3d at 686. In addition, mere temporal proximity between the filing of the charge of discrimination and the action alleged to have been taken in retaliation for that filing will rarely be sufficient in and of itself to create a triable issue. Stone v. City of Indianapolis Public Utilities Div., 281 F.3d 640, 644 (7th Cir. 2002).
In this case it is clear the Board's actions were motivated by legitimate business judgment. Young-Gibson can point to no evidence of retaliation other than the fact that the adverse employment action occurred after the filing of her IDHR complaint. As an initial matter, Young-Gibson cannot connect her 20-day suspension in 2008 to her IDHR complaint because the suspension pre-dates the complaint by two months. Although Young-Gibson's 10-day suspension and termination postdate the filing of her IDHR complaint, any inference that could be drawn therefrom is substantially diluted by the fact that seven months elapsed after the IDHR filing before Young-Gibson was suspended eighteen months before she was terminated. Young-Gibson filed her complaint with the IDHR in April 2008 but was not terminated until October 2009. "The inference of causation weakens as the time between the protected expression and the adverse action increases." Oest v. Ill. Dep't of Corr., 240 F.3d 605, 616 (7th Cir. 2001); See, e.g., Derosena v. Gen. Bd. of Pensions & Health Benefits of United Methodist Church, Inc., 560 F.Supp.2d 652, 670 (N.D. Ill. 2008) (eighteen month lapse in time between plaintiff's protected activity and disciplinary action insufficient to establish causal link); EEOC v. Yellow Freight Sys., 253 F.3d 943, 952-53 (7th Cir. 2001) (en banc) (six week gap between protected activity and alleged retaliation insufficient to establish inference of retaliation). In any event, "[s]uspicious timing alone is rarely sufficient to create a triable issue" as to the requisite causal connection. Kodl v. Bd. of Educ., 490 F.3d 558, 563 (7th Cir. 2007) (quoting Moser v. Ind. Dep't of Corr., 406 F.3d 895, 903 (7th Cir. 2005)). Thus without more, Young-Gibson's retaliation claim cannot withstand summary judgment.
Young-Gibson's attempt to rescind Arne Duncan's suspension of a Julian employee does not constitute protected activity. In order to be protected under Title VII, a plaintiff must oppose a practice made unlawful under Title VII or make a charge, testify, assist, or participate in an investigation, proceeding or hearing under Title VII. 42 U.S.C. 2000e-3(a). In this case, Young-Gibson has failed to demonstrate that her opposition to the Board's treatment of the Julian employee suspended by then-CEO Arne Duncan was actually in opposition to race discrimination. There is no indication in the record that the suspended employee ever complained that the Board discriminated against him based on his race, nor does Young-Gibson point to any facts in the record suggesting that race motivated Duncan's decision. In fact, Young-Gibson's own letter attempting to rescind Duncan's suspension does not state or even suggest that she believed Duncan's decision was discriminatory. In any event, Young-Gibson points to no facts suggesting her decision to stand up for her co-worker is linked to her April 2009 reassignment or her October 2009 termination.[5] Lastly, Young-Gibson's and decision to send special education staff members to a conference using discretionary funds does not constitute protected activity under 42 U.S.C. § 2000e-3 because it does not involve an activity protected under Title VII or a Title VII investigation, proceeding, or hearing.
IV. Due Process
Young-Gibson next argues that the Board deprived her of her due process rights when it reassigned her to an administrative office in April of 2009 and terminated her employment in October 2009. Due process requires that before a governmental entity may deprive a person of a constitutionally protected property interest, it must conduct some type of hearing accompanied by notice and an opportunity to be heard. See Zinermon v. Burch, 494 U.S. 113, 127 (1990). Thus before a person may be deprived of a constitutionally protected property interest in public employment, due process requires that a pre-termination hearing be held. Cleveland Board of Ed. v. Loudermill, 470 U.S. 532, 542 (1985). A pre-termination hearing need not be elaborate, and the essential requirements are merely notice and an opportunity to respond, orally or in writing. Loudermill, 470 U.S. at 545.
With respect to her April 2009 temporary reassignment, Young-Gibson has not identified a constitutionally protected property interest that the Board deprived when it reassigned her. Young-Gibson admits that her reassignment did not alter her salary or her benefits. See Deen v. Darosa, 414 F.3d 731, 734 (7th Cir. 2005) ("[A] job action that causes no pecuniary loss whatsoever does not implicate the Constitution."). The only perk Young-Gibson lost when she was reassigned was her travel allowance. The loss of her travel allowance, without more, does not qualify as a constitutionally protected property interest protected under the due process clause. See Bishop v. Wood, 426 U.S. 341, 349 (1976) ("[T]he federal court is not the appropriate forum in which to review a multitude of personnel decisions that are made daily by public agencies."); Brown v. Brienen, 722 F.2d 360, 365 (7th Cir. 1983) ("[T]he Constitution must not be trivialized by being dragged into every personnel dispute in state and local government."); see also Warfield v. Adams, 582 F.Supp. 111, 114-15 (S.D. Ind. 1984) ("The Supreme Court of the United States and the United States Court of Appeals for the Seventh Circuit have made clear that personnel actions of a magnitude less than termination do not rise to a level worthy of consideration under the due process provisions of the Constitution of the United States."); but see Photos v. Township High Sch. Dist. No. 211, 639 F.Supp. 1050 (N.D. Ill. 1986) (finding Brienen language to be dicta and holding that plaintiff possessed a property interest in accrued vacation time). Furthermore, Young-Gibson has not demonstrated that she suffered economic harm based on the removal of her travel allowance. See Barrows, 478 F.3d at 781 (due process clause inapplicable where plaintiff was forced to use sick and vacation days where plaintiff failed to "present sufficient evidence of an economic harm because he failed to provide an adequate loss calculation").
As for the termination of her four-year contract, the undisputed facts inarguably demonstrate that Young-Gibson was given notice and an opportunity to be heard before her October 2009 termination. Young-Gibson received notice in July 2009 of the CEO's intent to seek the early termination of her contract, the reasons for his decision, and an opportunity to be heard. (Def. 56.1 St. ¶¶ 34, 36, 38, 41, 47, 52-53.) At the hearing, Young-Gibson was represented by an attorney, allowed to testify, introduce documents, and call witnesses to testify on her behalf. ( Id. ¶¶ 35, 38, 39.) Based on this record, Young-Gibson cannot maintain that she was deprived notice and an opportunity to be heard prior to her termination.
For the foregoing reasons, the Board's motion for summary judgment is granted.
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