[Cite as Eckel v. Bowling Green State Univ., 2010-Ohio-3225.]

Court of Claims of Ohio 

The Ohio Judicial Center 

65 South Front Street, Third Floor 

Columbus, OH 43215 

614.387.9800 or 1.800.824.8263 

www.cco.state.oh.us

NORMAN I. ECKEL, Ph.D. 

 Plaintiff 

 v. 

BOWLING GREEN STATE UNIVERSITY 

 Defendant 

 Case No. 2007-02815 

Judge Clark B. Weaver Sr. 

DECISION
Case No. 2007-02815 - 2 - DECISION

{¶ 1} Plaintiff brought this action alleging breach of contract. The 

issues of liability and damages were bifurcated and the case proceeded to 

trial on the issue of liability.1

{¶ 2} In 1979, plaintiff began his employment with defendant as an 

assistant professor. In 1982, plaintiff earned a Ph.D. in accounting and 

economics. In 1985, plaintiff was awarded tenure and became an 

associate professor of accounting. 

{¶ 3} Plaintiff’s employment was governed by a series of one-year 

contracts. On June 14, 2004, Robert Edmister, Dean of the College of 

Business Administration, issued a faculty appointment letter to plaintiff, 

wherein he stated that: “This appointment letter confirms the details of 

your appointment as Associate Professor, full-time, Tenured Faculty, for 

the fiscal year 2004-2005. Except as modified by the terms of this letter, 

your Contract For Faculty Employment (‘Agreement’) remains in full force 

and effect.” (Joint Exhibit B). 

{¶ 4} During the spring semester of the 2004-05 academic year, 

plaintiff taught three courses of Accounting 222, which met twice weekly 

on Tuesdays and Thursdays for approximately one hour and 15 minutes 

per session. On Tuesday, February 1, 2005, plaintiff had been teaching a 

class that started at 11:30 a.m.2

 At approximately 12:30 p.m., one of 

plaintiff’s students arrived for class. Plaintiff testified that he was 

frustrated that the student arrived one hour late. 

 1

After the completion of the presentation of plaintiff’s evidence, defendant moved 

for dismissal pursuant to Civ.R. 41(B)(2). The court took the motion under advisement. 

For the reasons set forth in this decision, defendant’s motion is DENIED.

2

All dates referenced herein shall pertain to the year 2005 unless otherwise 

noted.
Case No. 2007-02815 - 3 - DECISION

{¶ 5} Plaintiff confronted the student and asked him if he knew 

what time it was. According to plaintiff, the student looked disheveled and 

disoriented. Plaintiff told the student that he should go back to his 

dormitory because there was no reason to stay for only 15 minutes. 

Plaintiff asked the student to leave the classroom. 

{¶ 6} After this confrontation, plaintiff made a gesture with his 

hand, as if he were pointing a gun to his own head, and said, “Duh.” 

Immediately afterward, plaintiff stated to his class something such as: 

“No, I shouldn’t shoot myself. I should bring my AK-47 to class and shoot 

all of you.” Plaintiff continued by stating that there were “30 rounds to a 

clip” and that “two clips should about do it.” After chuckling, plaintiff then 

stated, “No, really ... I really should do it.” 

{¶ 7} Plaintiff continued teaching the class and then taught his 

regularly-scheduled classes for the rest of the day. Plaintiff was not 

scheduled to teach on Wednesdays. On Thursday, February 3, plaintiff 

taught his regularly-scheduled classes without incident. After his last 

class on Thursday, plaintiff was summoned to a meeting in Dean 

Edmister’s office. Plaintiff was advised that several students had 

complained about the comments that he had made on the previous 

Tuesday. During the meeting, plaintiff admitted that he had made the 

comments, explained that “it was a stupid thing to say,” and claimed that 

he had been joking. Plaintiff offered to apologize to his class. Later that 

day, plaintiff was advised that he had been suspended from the university 

for the remainder of the semester with pay. 

{¶ 8} On February 4, Nancy Merritt, Associate Dean for 

Undergraduate Studies in Business, sent an e-mail to the students who 
Case No. 2007-02815 - 4 - DECISION

were enrolled in plaintiff’s 11:30 a.m. class. In the e-mail, Merritt informed 

the students that the comments that plaintiff had allegedly made in 

Tuesday’s class were being investigated, and that a substitute instructor 

would be provided. Students were urged to contact Dr. Tim Chambers, 

Director of Undergraduate Studies in Business, Dr. Larry Kowalski, 

Department Chair, or Dr. Merritt with any comments or concerns. 

{¶ 9} On February 7, Dean Edmister sent plaintiff a letter advising 

him that he had received complaints from several students alleging that 

plaintiff had engaged in conduct that was construed as a threat to the 

personal safety of the students in the accounting class. Dean Edmister 

stated the following: “If these allegations are true, your conduct would be 

deemed inconsistent with your responsibilities as a faculty member under 

the Academic Charter and your employment contract with the University. 

Because I have preliminarily determined that the allegations appear 

credible and that they involve a very serious matter, I have decided to 

immediately suspend you from your duties without loss of pay and to 

restrict your access to the campus, as further detailed below, pending 

investigation and resolution of this matter.” (Joint Exhibit G.) Dean 

Edmister cited provisions of both the academic charter the Ohio Revised 

Code that plaintiff may have violated.3

 3

The letter states as follows: 

 “Part B, Division II. Section E: Employee Responsibilities, states that ‘faculty 

members are expected 

to abide by the standards of professional ethics and responsibilities’; 

 “Part B, Division II, Ethical Responsibilities, Section F 2. b) (1) provides that one 

of our responsibilities, as teacher-scholar is: 
Case No. 2007-02815 - 5 - DECISION

{¶ 10} In the letter, Dean Edmister also informed plaintiff that Dr. 

Merritt would lead an investigation regarding the allegations; that the 

allegations would be “sustained” if it were found that “the important facts 

relating to the allegations are more likely true than not and that those facts 

violate one or more of the above standards. In that event, appropriate 

remedial measures will be taken by me as the decisional authority.” 

(Emphasis in original.) Dean Edmister also went on to state that “[a]s the 

decisional authority, I will review the findings of the investigation and will 

ultimately determine whether one or more of the standards have been 

violated and, if so, what remedial measures are appropriate under the 

circumstances. Because of the gravity of the allegations in this matter, if 

the allegations are sustained and there is a finding of culpability, that 

finding could be considered sufficient grounds to support disciplinary 

action against you.” 

{¶ 11} Dean Edmister also stated in the letter that pending the 

investigation, plaintiff was not permitted to be present on campus at any 

time without the dean’s prior consent and the prior consent of plaintiff’s 

 

 “(1) The responsibility to assure the student’s freedom to learn, through 

maintaining an atmosphere conducive to free inquiry, the respect of the student as an 

individual, and the evaluation of students based on professionally judged academic 

performance without regard to personal or political matters irrelevant to that performance; 

and 

 “Part B. Division II, Ethical Responsibilities, Section F 4: provides in relevant part 

that, ‘It is the policy of Bowling Green State University that acts of violence, threats of 

violence, or intimidation will not be tolerated.” (Emphasis in original.) 

 The letter also states that R.C. 2903.21(A) states that: “No person shall 

knowingly cause another to believe that the offender will cause serious physical harm to 

the person or property of the other person * * *.”
Case No. 2007-02815 - 6 - DECISION

department chair. The letter also stated that plaintiff had the right to 

submit a written response to the allegations; that he would be afforded an 

interview during which he could verbally present his position; that he had 

the right to seek the advice of counsel at his own expense and that 

counsel could attend the interview but would not be permitted to answer 

questions for him, make statements on his behalf, or to delay or interrupt 

the interview; and that plaintiff would be advised in writing of the dean’s 

decision on the matter and any disciplinary or remedial measures that may 

be imposed. 

{¶ 12} On March 1, Dean Edmister sent a letter to plaintiff advising 

him that an interview with the investigative panel had been scheduled for 

March 22; that plaintiff could file a written response at least five days prior 

to the scheduled interview; and that Dean Edmister and university counsel 

would be present at the meeting. Dean Edmister also noted his 

understanding that plaintiff’s attorney would attend the interview. (Joint 

Exhibit H.) 

{¶ 13} On April 13, the investigative panel, composed of Drs. 

Merritt, Kowalski, and Chambers, sent a memo to Dean Edmister 

regarding its findings. The memo referenced the standards as set forth in 

the dean’s February 7 letter to plaintiff. After an investigation, which 

included examining statements or correspondence from students who had 

been enrolled in any of plaintiff’s spring semester classes, the discussion 

session with plaintiff on February 3, and the interview on March 22, the 

panel found that it was more likely than not that the important facts relating 

to the allegations did occur. The panel further found that it was more likely 
Case No. 2007-02815 - 7 - DECISION

than not that a reasonable student would have felt intimidated and 

threatened by plaintiff’s comments. 

{¶ 14} The panel also found that it was more likely than not that 

plaintiff’s conduct violated the provisions in the academic charter 

regarding professional ethics and responsibilities; that plaintiff failed to 

maintain an atmosphere conducive to free inquiry and the respect of the 

student as an individual; and that his comments constituted a threat of 

violence as defined in the anti-violence policy. The panel sustained the 

allegations that were detailed in the February 7 letter, but noted that 

plaintiff had acknowledged that his remarks were inappropriate and 

unprofessional, that he regretted the incident, and that he was willing to 

apologize. (Joint Exhibit J.) 

{¶ 15} On May 9, Dean Edmister sent plaintiff a letter wherein he 

stated that he accepted the factual findings of the investigating committee; 

that he concluded that plaintiff’s actions violated the academic charter and 

the university’s violence-free workplace policy; and that advised plaintiff 

that he was taking the “following remedial actions” which included his 

suspension from the university without pay from May 7, 2005, until 

January 1, 2006. Plaintiff was also required to participate in professional 

development classes regarding a violence-free workplace environment 

upon his return in 2006. Finally, Dean Edmister stated that pursuant to 

Part B-I.E of the academic charter, plaintiff had the right to file a grievance 

of his decision. (Joint Exhibit N.) On May 23, Dr. Edmister resigned as 

Dean of the College of Business. 

{¶ 16} On June 14, Interim Dean Nancy Merritt sent plaintiff a letter 

which included a copy of the investigative panel’s report to the dean 
Case No. 2007-02815 - 8 - DECISION

concerning the “student complaints filed against” him during the 2005 

spring semester. In the letter, Dean Merritt notified plaintiff that inasmuch 

as the investigation had been completed, he was welcome to return to 

campus and to his office in the Business Administration Building. 

However, during the time of his suspension, plaintiff was not allowed to 

participate in any committees or department business; specifically, he did 

not have any voting privileges concerning the promotion and tenure 

candidates from the College of Business. (Joint Exhibit P.) 

{¶ 17} On August 22, plaintiff sent a letter to Dr. Ben Muego, Chair 

of the Faculty Personnel and Conciliation Committee (FPCC), wherein he 

stated that he wished to initiate a grievance of the dean’s decision in May 

2005 to suspend his employment for the fall semester without pay. (Joint 

Exhibit Q.) On September 24, plaintiff suffered a stroke. 

{¶ 18} On January 20, 2006, after having been granted extensions 

of time, plaintiff submitted a grievance petition to Dr. Muego, via his 

facilitator, Lawrence Daly, Professor of History. Over the objections of 

both Dr. Edmister and Dean Merritt as to the timeliness of plaintiff’s 

grievance, the FPCC held a hearing on November 7, 2006. On 

November 15, 2006, a majority of the FPCC found that plaintiff had been 

denied due process when he was suspended from the university without 

pay; that the university’s initial action of suspending him with pay until 

such time that an investigation could be conducted was warranted, but 

that the university’s conclusion that plaintiff’s in-class statement 

constituted a threat of violence was invalid; and, that the disciplinary 

action imposed from May 7, 2005, to January 1, 2006, was unwarranted. 

(Defendant’s Exhibit EE.) 
Case No. 2007-02815 - 9 - DECISION

{¶ 19} On December 19, 2006, Dr. John Folkins, Provost and Vice 

President for Academic Affairs, issued a memorandum wherein he found 

that plaintiff’s grievance did not meet the time limitations as outlined in the 

academic charter. He also found that the factual conclusions of the FPCC 

were not supported by the evidence. He further stated that he had been 

consulted when Dean Edmister made the decision to suspend plaintiff’s 

employment for one semester without pay, and that he believed at the 

time that it was an appropriate action. He accepted the FPCC’s 

recommendation regarding summer teaching assignments but stated that 

the other recommendations were not appropriate.4

 He further stated that 

his decision was the final administrative action of the university on the 

matter. 

{¶ 20} Plaintiff asserts that defendant breached his employment 

contract when it suspended him without pay from May 7, 2005, to January 

1, 2006, inasmuch as the academic charter does not provide for the 

unpaid suspension of a tenured faculty member. Plaintiff also asserts that 

defendant breached the contract when it failed to follow the disciplinary 

process described in the academic charter regarding threats of violence. 

Defendant argues that plaintiff breached his employment contract when he 

made a threat of violence, and that nothing in the academic charter 

prohibits a dean from suspending a tenured faculty member without pay 

for a reasonable amount of time as a sanction for violating the rules 

regarding threats of violence in the workplace. 

 4

Both the FPCC and Dean Edmister agreed that any claim that plaintiff had with 

regard to summer teaching assignments in 2005 was without merit inasmuch as the nine-
Case No. 2007-02815 - 10 - DECISION

{¶ 21} In order to prove breach of contract, plaintiff must prove the 

existence of a contract; performance by plaintiff; breach by defendant; and 

damages or loss as the result of the breach. Samadder v. DMF of Ohio, 

Inc., 154 Ohio App.3d 770, 2003-Ohio-5340. The parties do not dispute 

that plaintiff’s employment was governed by a written contract which was 

subject to the academic charter. The construction of written contracts is a 

matter of law. Alexander v. Buckeye Pipe Line Co. (1978), 53 Ohio St.2d 

241, paragraph one of the syllabus. The cardinal purpose for judicial 

examination of any written instrument is to ascertain and give effect to the 

intent of the parties. Aultman Hosp. Assn. v. Community Mut. Ins. Co.

(1989), 46 Ohio St.3d 51. “The intent of the parties to a contract is 

presumed to reside in the language they chose to employ in the 

agreement.” Kelly v. Medical Life Ins. Co. (1987), 31 Ohio St.3d 130, 

paragraph one of the syllabus. 

{¶ 22} “‘A written contract with an explicit tenure provision clearly is 

evidence of a formal understanding that supports a teacher’s claim of 

entitlement to continued employment unless ‘sufficient cause’ is shown.’” 

Chan v. Miami University, 73 Ohio St.3d 52, 59, 1995-Ohio-226, quoting 

Perry v. Sindermann (1972), 408 U.S. 593, 601. “Tenure has the status of 

a property right and may be deprived pursuant to constitutionally adequate 

procedures defined by the right itself.” Chan, supra. 

{¶ 23} In Chan, a tenured professor was accused of sexually 

harassing one of his students. The university terminated his employment 

pursuant to the contract provision prohibiting sexual harassment rather 

 

month employment contracts for faculty members do not guarantee summer 
Case No. 2007-02815 - 11 - DECISION

than the contract provision regarding termination of tenured faculty. The 

Supreme Court of Ohio held that because the university terminated the 

professor’s employment contract without complying with its express 

procedure for termination of tenured faculty, the university breached its 

contract with the professor and denied him due process of law. 

{¶ 24} Defendant argues that the holding in Chan does not apply to 

this case because plaintiff’s employment was not terminated and his 

tenure was not revoked. However, both plaintiff’s pay and his voting 

privileges were suspended from May 7 to December 31. The court finds 

that defendant’s actions, in effect, interfered with plaintiff’s tenure rights. 

{¶ 25} Section B-I.C.3.a), regarding tenure at defendant’s university 

contains the following relevant language: 

{¶ 26} “The tenure of a member of the faculty shall continue until 

one of the following occurs: death, resignation, retirement because of age 

or disability, discontinuance of the position as a consequence of a 

Universitywide financial exigency, termination of the appointment for 

adequate cause, or failure to accept within sixty days an assignment, to be 

made in writing, for the ensuing academic year of duties appropriate to the 

faculty member’s professional training and experience.” The court finds 

that none of these situations occurred in this matter, yet plaintiff’s 

employment was “suspended.” The court finds that there is no mention of 

the suspension of tenured faculty in the academic charter. 

{¶ 27} Generally, trial courts are required to defer to the academic 

decisions of colleges and universities unless there has been such a 

 

employment. 
Case No. 2007-02815 - 12 - DECISION

substantial departure from the accepted academic norms so as to 

demonstrate that the committee or person responsible did not actually 

exercise professional judgment. Bleicher v. Univ. of Cincinnati College of 

Medicine (1992), 78 Ohio App.3d 302, 308. The standard of review is not 

merely whether the court would have decided the matter differently but, 

rather, whether the faculty action was arbitrary and capricious. Id. See 

also Bd. of Curators of Univ. of Mo. v. Horowitz (1978), 435 U.S. 78, 91. 

{¶ 28} Robert Edmister testified that he was not aware of any 

provision in the academic charter for a Dean or the Provost to suspend a 

tenured professor. However, he testified that he believed that he had the 

authority as the contracting officer to suspend plaintiff without pay.5

 

{¶ 29} Dr. John W. Folkins testified that he was provost and Vice 

President for Academic Affairs. According to Dr. Folkins, the contracting 

officers, or deans, are responsible for disciplining faculty. Dr. Folkins 

stated that he approved a suspension with pay in February because an 

investigation was pending. Dr. Folkins further testified that he approved 

the proposed suspension without pay after the investigation because he 

thought a suspension without pay was appropriate discipline. 

{¶ 30} Nancy Merritt testified that after her initial meeting with 

plaintiff, she was part of the decision to remove him from campus because 

 5

Article IX, Section C4 states that: “The Dean shall serve as chief personnel and 

contracting officer for the college. As such, the Dean shall review all departmental and 

school personnel recommendations concerning faculty and academic staff (i.e., 

recommendations for new appointments, reappointments, performance evaluations, 

salary changes, terminations of contracts, tenure, leaves of absence, and promotions) in 

accordance with the principles set forth in this Charter. X, XI, XII, B-I.A, B, C, D, E, and 

F. The Dean shall be responsible for forwarding personnel recommendations to the 

VPAA.” (Emphasis in original.) 
Case No. 2007-02815 - 13 - DECISION

she considered his statements a threat of violence. Merritt stated that she 

was worried that plaintiff would go back to class without having taken 

anger management training. 

{¶ 31} Dr. Tim Chambers testified that there was no significant 

change in the number of students who attended plaintiff’s classes from 

February 1 to February 3, after plaintiff had made the remarks. 

{¶ 32} The academic charter contains the following language: 

“Section B-II.F. Ethical Responsibilities. 4. Policy on Violence. It is the 

policy of Bowling Green State University that acts of violence, threats of 

violence, or intimidation will not be tolerated. Bowling Green State 

University recognizes the importance of providing a safe environment for 

all its members. In this community, victims/survivors will be treated with 

dignity and respect. Any persons found in violation of this policy may be 

subject to disciplinary action (B-II.F.3 and B-I.E). Violators may also be 

subject to criminal prosecution.” (Emphasis added.) 

{¶ 33} It is undisputed that no criminal charges were brought 

against plaintiff for his comments. Section B-II.F.3 of the academic 

charter states in part: “Equal Opportunity and Anti-Harassment Policies

Bowling Green State University is committed to providing faculty, staff and 

students with an environment where they may pursue their careers or 

studies free from discrimination. The Office of Equity, Diversity and 

Immigration Services is responsible for administering the University’s 

Equal Opportunity and Anti-Harassment Policies. The office exists, in 

part, to ensure that all members of the University community understand 

their responsibility to create and maintain an environment free from 

discrimination and harassment.” 
{¶ 34} Section B-I.E, entitled “Faculty Grievance Procedures” 

states, in part: “The Faculty Personnel and Conciliation Committee 

(FPCC) IV.F.4 is empowered to resolve faculty grievances by a process of 

facilitation, conciliation, Board of Inquiry, Board of Appeal, or Direct 

Appeal to the VPAA, or President and culminating in a recommendation to 

the VPAA or the President. Since the grievance process is adversarial, it 

is preceded by a required attempt at conciliation. Faculty members with 

potential grievances are encouraged to seek resolution of them by 

whatever means are available before filing a grievance with the FPCC. 

The procedures for handling faculty potential grievances by the Faculty 

Senate’s FPCC follow.”6

 6

“1. Powers of FPCC

 “The FPCC shall: 

 “a) consider grievances brought by faculty members concerning salary, 

retention, rank, tenure, B-I.C.3.c) and professional practices, including grievances 

brought against individual faculty members or administrators as a result of alleged 

infractions of applicable policies, procedures, rules, regulations or laws, relating to the 

operation of the University; 

 “b) consider grievances brought by a department Chair, a school Director, a 

Dean, the VPAA, or the President against individual faculty members; * * * 

 “2. Appointment of Facilitator

 “a) After the Chair of FPCC is contacted by a faculty member who desires to 

file a grievance, the FPCC Executive Committee (FPCC-EC) IV.F.4, shall within five class 

days appoint a facilitator, who can be a current FPCC member; 

 “b) The facilitator shall explain the FPCC grievance and conciliation process 

to the grievant, shall assess and inform the grievant of the relative merit of the proposed 

grievance, shall assist the grievant in preparing the petition, and shall emphasize the 

importance of following time deadlines; 

 “c) The grievant may select the facilitator to become his or her advisor BI.E.2 or may select another faculty or administrative staff member. 
{¶ 35} Upon review of the evidence, the court finds that defendant 

originally charged that plaintiff had violated the academic charter by 

making a threat of violence. The court finds that defendant acted 

reasonably and within its discretion when it suspended plaintiff with pay 

pending an investigation of such a charge. 

{¶ 36} However, the court further finds that the academic charter 

does not provide for the unpaid suspension of a tenured professor’s 

employment. Furthermore, the policy against workplace violence refers to 

two separate sections of the academic charter that are applicable when a 

violation of that policy has occurred: Sections B-II.F.3 and B-I.E. Section 

B-II.F.3 refers to instances where discrimination has been alleged, and the 

court finds that this section was not applicable to the facts in this case. 

Section B-I.E refers to the faculty grievance procedure, and it is 

undisputed that the faculty grievance procedure was not followed when 

discipline was imposed upon plaintiff for his comments. The court further 

finds that Dean Edmister, therefore, acted arbitrarily when he suspended 

plaintiff without pay from May 7 to December 31, 2005, inasmuch as such 

a sanction is not authorized by the academic charter. Although defendant 

asserts that plaintiff’s tenure was not affected by the suspension, the court 

finds that the suspension was an unauthorized infringement on his tenure. 

{¶ 37} Furthermore, defendant’s expert, Eugene Deisinger, who 

serves as chief of police at Iowa State University, and a crisis intervention 

and threat assessment consultant, opined that plaintiff did not pose a risk 

of carrying out the specific threat. The court finds that Deisinger’s 

testimony was credible. Moreover, the court finds that defendant’s failure 

 

 “d) The facilitator’s role is concluded when the grievance petition is 

submitted to the Chair of FPCC and the Faculty Senate Office, or if the grievant decides 

not to continue the matter.” (Emphasis added.)
to inquire whether plaintiff had enrolled or even attended anger 

management classes upon his return to campus in June, coupled with the 

fact that the attendance rate did not vary from plaintiff’s February 1 to 

February 3 classes, calls into question defendant’s contention that it 

believed that plaintiff posed a serious threat of harm. The court finds that 

defendant’s initial reasonable response to the situation escalated into an 

arbitrary punishment for plaintiff’s one-time lapse in judgment. 

{¶ 38} For the foregoing reasons, the court finds that plaintiff has 

proven by a preponderance of the evidence that defendant breached his 

employment contract by imposing an unpaid suspension that was not 

authorized by the academic charter, and that the disciplinary measures as 

outlined in the policy prohibiting workplace violence were not followed. 

Therefore, judgment shall be rendered in favor of plaintiff. 

Court of Claims of Ohio 

The Ohio Judicial Center 

65 South Front Street, Third Floor 

Columbus, OH 43215 

614.387.9800 or 1.800.824.8263 

www.cco.state.oh.us 

NORMAN I. ECKEL, Ph.D. 

 Plaintiff 
 v. 

BOWLING GREEN STATE UNIVERSITY 

 Defendant 

 Case No. 2007-02815 

Judge Clark B. Weaver Sr. 

JUDGMENT ENTRY

 This case was tried to the court on the issue of liability. The court 

has considered the evidence and, for the reasons set forth in the decision 

filed concurrently herewith, judgment is rendered in favor of plaintiff. The 

case will be set for trial on the issue of damages. 

 

 _____________________________________ 

 CLARK B. WEAVER SR. 

 Judge 

cc: 

 
R. J. Lydy 

4930 Holland-Sylvania Road 

Sylvania, Ohio 43560-2149 

Velda K. Hofacker

Assistant Attorney General 

150 East Gay Street, 18th Floor 

Columbus, Ohio 43215-3130 

HTS/cmd 

Filed June 11, 2010 

To S.C. reporter July 7, 2010