Opinion ID: 605609
Heading Depth: 3
Heading Rank: 1

Heading: Nancy Jackson

Text: 24 First, with respect to Nancy Jackson, appellant contends that although Nancy Jackson concededly worked less than 6 of the 12 months preceding the date on which notice is required, she should nonetheless be classified as a full-time employee. On December 3, 1989, Warehouse Club terminated Jackson for alleged misconduct. Jackson subsequently filed a discrimination charge with the Equal Employment Opportunity Commission (EEOC) and eventually entered into a no-fault settlement agreement with Warehouse Club. Warehouse Club agreed to reinstate Jackson to her former position, but did so only on the express condition that Jackson complete a 60-day probationary period during which time she would be treated as any new employee. 25 Appellant's entire argument with respect to Jackson is predicated upon Warehouse Club's alleged discrimination. Appellant argues that the goal of Title VII and other employment discrimination statutes is to make the victim of employment discrimination whole and that Jackson cannot be made whole if she is deprived of full-time status. Given the existence of the no-fault settlement agreement, however, there is no evidence of record that Warehouse Club discriminated against Jackson. Moreover, by such agreement, Jackson explicitly acquiesced to her status as a new employee and to undergo a 60-day probationary period. Therefore, she cannot be deemed a full-time employee for purposes of the WARN notice provisions.