1. Unprofessional Behavior - counter and phones
2. Poor Job Performance
3. Failure to work independently
4. Cannot accept correction when needed.
5. Unable to be given additional responsibilities, due to poor job performance

CAMC
965 Clover Court
Blue Bell, PA 19422

1. The Termination memorandum, signed by Frances V Pierce, listed "1. Unprofessional Behavior" as a reason.

1.1. What is the definition of "Unprofessional Behavior" which your government used/uses as a thinly-veiled pretext for a discriminatory and unlawful termination?
1.2. What is the standard of the definition of "Unprofessional Behavior" which your government used/uses as a thinly- veiled pretext for a discriminatory and unlawful termination?
1.3. What is the scope of the standard of the definition of "Unprofessional Behavior" which your government used/uses as a thinly-veiled pretext for a discriminatory and unlawful termination?

2. Similarly, the Termination memorandum, signed by Frances V Pierce, listed "2. Poor Job Performance" as a reason.

2.1. What is the definition of "Poor Job Performance" which your government used/uses as a thinly-veiled pretext for a discriminatory and unlawful termination?
2.2. What is the standard of the definition of "Poor Job Performance" which your government used/uses as a thinly-veiled pretext for a discriminatory and unlawful termination?
2.3. What is the scope of the standard of the definition of "Poor Job Performance" which your government used/uses as a thinly-veiled pretext for a discriminatory and unlawful termination?

1. The Termination memorandum, signed by Frances V Pierce, listed "3. Failure to work independently" as a reason.

1.1. What is the definition of "Failure to work independently" which your government used/uses as a thinly-veiled pretext for a discriminatory and unlawful termination?
1.2. What is the standard of the definition of "Failure to work independently" which your government used/uses as a thinly-veiled pretext for a discriminatory and unlawful termination?
1.3. What is the scope of the standard of the definition of "Failure to work independently" which your government used/uses as a thinly-veiled pretext for a discriminatory and unlawful termination?

2. Similarly, the Termination memorandum, signed by Frances V Pierce, listed "3. Cannot accept correction when needed" as a reason.

2.1. What is the definition of "Cannot accept correction when needed" which your government used/uses as a thinly-veiled pretext for a discriminatory and unlawful termination?
2.2. What is the standard of the definition of "Cannot accept correction when needed" which your government used/uses as a thinly-veiled pretext for a discriminatory and unlawful termination?
2.3. What is the scope of the standard of the definition of "Cannot accept correction when needed" which your government used/uses as a thinly-veiled pretext for a discriminatory and unlawful termination?

We await your prompt attention onto this matter. Thank you.

Sincerely, Sang Joo Kim / signed Chairman

C.: CAMC Board, Jin Shin, The Hon Commissioner Thomas J Ellis, The Hon Commissioner Ruth S Damsker

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Public Education Builds a Stronger Community
The Korean-/Asian-American Community is an Integral Part of America

CAMC is a not-for-profit, nonpartisan, civic and educational organisation. It promotes ways to enhance good citizenship and its practice. It is solely supported by voluntary contributions. CAMC strives to provide public service pro bono publico. All staff members are non-paid volunteers.

1. The Termination memorandum, signed by Frances V Pierce, listed "3. Failure to work independently" as a reason.

1.1. What is the definition of "Failure to work independently" which your government used/uses as a thinly-veiled pretext for a discriminatory and unlawful termination?
1.2. What is the standard of the definition of "Failure to work independently" which your government used/uses as a thinly-veiled pretext for a discriminatory and unlawful termination?
1.3. What is the scope of the standard of the definition of "Failure to work independently" which your government used/uses as a thinly-veiled pretext for a discriminatory and unlawful termination?

2. Similarly, the Termination memorandum, signed by Frances V Pierce, listed "3. Cannot accept correction when needed" as a reason.

2.1. What is the definition of "Cannot accept correction when needed" which your government used/uses as a thinly-veiled pretext for a discriminatory and unlawful termination?
2.2. What is the standard of the definition of "Cannot accept correction when needed" which your government used/uses as a thinly-veiled pretext for a discriminatory and unlawful termination?
2.3. What is the scope of the standard of the definition of "Cannot accept correction when needed" which your government used/uses as a thinly-veiled pretext for a discriminatory and unlawful termination?

We await your prompt attention onto this matter. Thank you.

Sincerely, Sang Joo Kim / signed Chairman

C.: CAMC Board, Jin Shin, The Hon Commissioner Thomas J Ellis, The Hon Commissioner Ruth S Damsker

Register to Vote!	Vote to Voice!	Voice and Empower!

Public Education Builds a Stronger Community
The Korean-/Asian-American Community is an Integral Part of America

CAMC is a not-for-profit, nonpartisan, civic and educational organisation. It promotes ways to enhance good citizenship and its practice. It is solely supported by voluntary contributions. CAMC strives to provide public service pro bono publico. All staff members are non-paid volunteers.

1. The Termination memorandum, signed by Frances V Pierce, listed "3. Failure to work independently" as a reason.

1.1. What is the definition of "Failure to work independently" which your government used/uses as a thinly-veiled pretext for a discriminatory and unlawful termination?
1.2. What is the standard of the definition of "Failure to work independently" which your government used/uses as a thinly-veiled pretext for a discriminatory and unlawful termination?
1.3. What is the scope of the standard of the definition of "Failure to work independently" which your government used/uses as a thinly-veiled pretext for a discriminatory and unlawful termination?

2. Similarly, the Termination memorandum, signed by Frances V Pierce, listed "3. Cannot accept correction when needed" as a reason.

2.1. What is the definition of "Cannot accept correction when needed" which your government used/uses as a thinly-veiled pretext for a discriminatory and unlawful termination?
2.2. What is the standard of the definition of "Cannot accept correction when needed" which your government used/uses as a thinly-veiled pretext for a discriminatory and unlawful termination?
2.3. What is the scope of the standard of the definition of "Cannot accept correction when needed" which your government used/uses as a thinly-veiled pretext for a discriminatory and unlawful termination?

We await your prompt attention onto this matter. Thank you.

Sincerely, Sang Joo Kim / signed Chairman

C.: CAMC Board, Jin Shin, The Hon Commissioner Thomas J Ellis, The Hon Commissioner Ruth S Damsker

Register to Vote!	Vote to Voice!	Voice and Empower!

Public Education Builds a Stronger Community
The Korean-/Asian-American Community is an Integral Part of America

CAMC is a not-for-profit, nonpartisan, civic and educational organisation. It promotes ways to enhance good citizenship and its practice. It is solely supported by voluntary contributions. CAMC strives to provide public service pro bono publico. All staff members are non-paid volunteers.

CAMC
965 Clover Court
Blue Bell, PA 19422

CAMC
965 Clover Court
Blue Bell, PA 19422

1. Jin Shin was hired by Montgomery County on or about December 2000.
2. Frances V Pierce, Register of Wills Montgomery County, became Jin Shin's supervisor on or about March 2004.
3. Frances V Pierce placed Jin Shin on a suspension on or about May 21, 2004.
4. Jin Shin was placed on a probation on or about May 28, 2004.
5. Frances V Pierce issued a termination of Jin Shin's employment in about 5 minutes or so after a grievance meeting commenced on or about June 11, 2004.

1. Did you authorize and sanction Frances V Pierce to place Jin Shin on a suspension (May 21) and a probation (May 28) and then terminate her (June 11)?
2. Would you make available copy of job performance evaluation of Frances V Pierce?
3. Would you make available copy of job performance evaluation of Jin Shin?

CAMC
965 Clover Court
Blue Bell, PA 19422

1. Montgomery County employed Jin Shin as a clerk and paid her at the final rate of $21, 000 per year from December 2000 through June 11, 2004 when Montgomery County, under your watch, unlawfully engaged in a discriminatory action against her and wrongfully terminated her.
2. Office of Employment Security Commonwealth of Pennsylvania issued a determination in her favour.
3. Montgomery County, under your watch, relentlessly continued to engage in a discriminatory action against her and deprived her of the benefits in retaliation against her.

1. Are you in the business of practising discrimination and retaliation against a person who may appear to be prima facie unable to defend herself vis-a-vis your underlings' shenanigans in complicity under your watch?
2. Hence, we ask you to, effective immediately, reinstate Ms Shin with any and all lost wages, benefits and/or otherwise deemed adequate, due and proper. Would you?

1. Montgomery County employed Jin Shin as a clerk and paid her at the final rate of $21, 000 per year from December 2000 through June 11, 2004 when Montgomery County, under your watch, unlawfully engaged in a discriminatory action against her and wrongfully terminated her.
2. Office of Employment Security Commonwealth of Pennsylvania issued a determination in her favour.
3. Montgomery County, under your watch, relentlessly continued to engage in a discriminatory action against her and deprived her of the benefits in retaliation against her.

1. Are you in the business of practising discrimination and retaliation against a person who may appear to be prima facie unable to defend herself vis-a-vis your underlings' shenanigans in complicity under your watch?
2. Hence, we ask you to, effective immediately, reinstate Ms Shin with any and all lost wages, benefits and/or otherwise deemed adequate, due and proper. Would you?