1-21-2009-5 RDDICTRSL Retaliation Discrimination Defam= ation Intimidation Harassment.docx

Retaliation Discrimination Defamation Intimidati= on Coercion, Threats, Retribution Slander & Libel (RDDICTRSL)

= ;

From: Avi Rushinek, Associate Professor, Accounting Dept., Business School, arush@miami.edu (305)666-7890

To: The Faculty Senate<= /span> Stephen Sapp<= /span>, Chair; Sherr= ill Hayes, First vice Chair; Phone: 305-284-3721 facsen@miami.ed= u, Robyn Hardem= an, Secretary of the Senate; Elena Flores, Administrative Assistant; and= Laura Louis, Staff Assistant University of Miami (UM) 1252 Memorial Drive, 325 Ashe Administration Building, Coral Gables, Florida 33146.

= ;

Subject:

Refusal to provide faculty member with Equal Employment Opportunities (EEO) & equitable Rank, Salary, & Conditions of Employment (RSC)

= ;

On Wed. 1-21-2009, at 4:55 pm, accounting department chair refuse to provide faculty member with 2009 summer teaching. When faculty member asked why the Chair denies him summer teaching, = the Chair claims that it is due to the “high student drop rate from the faculty classes of fall 2008.” The Chair said that the faculty had only 5 students, and that means = that a lot of students dropped out, which means that the faculty has done someth= ing wrong to make the students drop the class.= When the faculty disagreed, and asked the chair to provide evidence = that the students indeed dropped out, and it is not the case that just a few students registered, the chair could not provide such evidence. The faculty suggested that it may = be that the students did not like the hours of the class, and simply did not register, but the chair refused to consider any other possibility.

Furthermor= e, the Chair claimed that the 5 students gave the faculty member poor teaching evaluation, ranging from score that are lower than a score of 3, and saying that he saw the bad evaluations together with the former chair and that he = and the faculty should receive it by e-mail.&n= bsp; The faculty member replied that he has not received such e-mail and = was unaware of the poor student’s evaluations, asking the Chair “to= be so kind and to share with the faculty the student’s evaluations, so t= he faculty can see what the students did not like about his class.” The chair refused to share the fac= ulty evaluations, saying that the faculty should find it from another source and find out why he did not get the e-mail with the 5 students student evaluati= ons. The faculty replied that he report= ed it to the IT help desk, and they told the faculty to resolve it with the chair= due to the fact that they know nothing about it.

= ;

The faculty explains to the chair that he is unable to remediate the problem if he does= not know what he has done that is wrong, and asked the chair what else can the faculty do? Suggesting that t= he only choice left is to complain to the faculty senate. The chair replied that he “d= oes not care what the faculty will do,” and that the “faculty can f= eel free to go to the faculty senate, but he is too busy to continue to talk ab= out it.” He then turned his= back to the waiting faculty and continued to work on his computer. The faculty had to walk away witho= ut resolving the problem.

= ;

· Since this is a recurring problem of Retaliation Discrimination Defamation Intimidation Coercion, Threats, Retribution Slander & Libel (RDDICTRSL) as well as other problems of improper administrator conduct, wi= th this faculty as well as with other faculty members in this department, the faculty request to convene the James W. McLamore Outstanding Service Award Committee = (GW- General Welfare Committee) and if not possible the Rank, Salary and Conditions of Employment (RSC), as a second option. Fo= r details about previous and additional RDDIC= TRSL issues see the appendix (following).

· Accounting Department Chair: Andy Leone<= /span>

· Former Acco= unting Department Chair: K. Tatum

· Faculty mem= ber: Avi Rushinek

Ps:

After writing the letter the faculty member rece= ived the following e-mail from the chair:

Here you = go.

------ Forwarded Message
From: "Tatum, Kay" <ktatum@exchange.sba.miami.edu&g= t;
Date: Wed, 21 Jan 2009 17:42:42 -0500
To: "Leone, Andrew" <aleone@exchange.sba.miami.edu&g= t;
Subject: RE: Coure Evaluation Request

Avi taught two courses--ACC 212H and ACC212J. Both course had 5 students.

ACC212H - 1 student responded

Q10 My overall eval= uation - 1.0
Q 11 My grade - "B"
Q12 Content - What content? We didn't learn anything.
Q13 Instructor - He's one of the worst teachers I have ever had.
Q 14 - It was horrible.

ACC212J - 3 students responded

Q10 My overall eval= uation - 2.3
Q11 My grade - 4.3
Q12 Content - we did not learn enough to complete the "I See the Light" project.
Q13 Instructor. Needs to be more organized. Needs to stick with syllabus. Very hard to figure where grades are coming from.

F= rom: Leone, Andrew
Sent: Wed 1/21/2009 5:09 PM
To: Tatum, Kay
Subject: Re: Coure Evaluation Request

Kay,
Will you tell me what Avi’s course evaluations were last semester?

Thanks,

Andy

= ;

Appendix:<= o:p>

Regarding meeting with the following committees regarding a follow-up on my cases (following):

· James W. McLamore Outstanding Service Award Committee(= GW- General Welfare Committee) ** and/or

Rank, Salary and Conditions of Employment (RSC) pre= vious times met with Steven Green & Norman Einspruch Engineering, June Defuel Dreyer and other former RSC members, who are not currently on the GW committee. I was seeking my files, on Fri, du= ring the last week of the 2007 fall semester.&n= bsp; Robyn Hardeman, Secretary of the Senate; Elena Flores<= /span>, Administrative Assistant; and Laura Louis, Staff Assistant, told me that = they cannot find the record. I have requested them to search for it and inform me if they find it. Likewise, I reported it to the Faculty Senate<= /span> Stephen Sapp<= /span>, Chair, requesting him to find the record and report it to me. So far, I have not heard from eith= er one of them, and assume that my RSC records are lost for good. At that meeting I asked Faculty Senate<= /span> Stephen Sapp<= /span>, to let me speak to the GW committee, but Steve said that it is too late in = the semester, so I am requesting it again for the 2008 spring or summer.

Retaliation … & RDDICTRSL

UM Business School (UMBS), retaliates against me for filing an EEOC & UM faculty se= nate complaints, and UM & Coral Gables police assault complaints against for= mer acting chair professor Tom Robinson. UMBS demotes, harasses or otherwise "retaliates" against me for filing a charge of discrimination with the EEOC & UM faculty senate, participating in a discrimination proceeding, or otherwise opposing discrimination (against others). The discrimination is based on race (Jewish), religion, national ori= gin (Israel), and disability (disabled veteran of the Israeli Armed Forces), and marital status (spouse discrimination) or sex, as well as wage differences between me and others performing substantially equal work, also retaliated against individuals who oppose unlawful discrimination or participate in an employment discrimination proceeding, other Rank, Salary, & Conditions (RSC) of employment faculty senate committee & UMBS faculty members.

In additio= n to the retaliation UMBS refuses to enforce EEOC & Americans with Disabilit= ies Act (ADA). UMBS coerces= me to maximize my walking distance from the classroom to the office the labs, etc= . UMBS intimidates me, and threatens me. Former Dean Paul Sugrue refusing to comply with the faculty senate (giving me a 15% raise and stop discriminating against me) unless I wave my rights to sue the university. Mark Robinson (UMBS Accounti= ng Director) and David Chu (UMBS Computer Director) harass me and threaten to = deny me computer services (Fall 2007) denying me computer access. Lord Ali (UMBS Help Desk Tech) ref= used to let me take my desktop and laptop computer, Feb. 2008, Spring Semester, saying that his supervisors, Robinson and Chu, prohibited him from giving me the computers and my user-name & password, or letting him test the soft= ware on these computer with me. Lo= rd Ali further said that he will have to “talk with K. Tatum,” the Cha= ir of the UMBS Accounting Dept. and his supervisors. Likewise, they interfere with my c= lasses by refusing to install the proper software in the lab, my office and classroom. In general it inte= rferes in their exercise of my own rights and discourages UM office of ADA exercis= e of rights granted by the ADA. UM= BS denies me access to proper computer software and hardware in the classroom, office and labs, as well as choice courses and schedules. This lives me without computers, a= nd no access to the PC-Lab and Class room computers forcing me to log in as a stu= dents, borrowing a student’s username and password, or another faculty membe= rs (denying me admin access to my own classes and course materials).

The retali= ation occurs when my employer, UMBS, takes an adverse action against, me, = a covered individual because I have engaged in a protected activity. These= are described below.

Adverse Ac= tion

An adverse action is an action taken to try to keep someone from opposing a discrimina= tory practice, or from participating in an employment discrimination proceeding. Examples of adverse actions include:

· Employment actions such as denial of promotion to full professor, fair raises, and benefits.

· other actions affecting employment such as threats that they "will make"= ; my life miserable, unjustified negative evaluations of my performance (disproportionately low raises and benefits travel and graduate assistance), unjustified negative references knowingly spreading false rumors that I am mentally disturbed, "risk to myself and others," or increased surveillance, eliciting students for defamatory statements in return for gr= ade upgrades, and

· any other action such as an assault, Dr. Tom Robinson, former acting chair, telling me that he "will kick me" out of the office or unfounded civil or criminal charges " th= at I am a threat to myself and others," and "selling academic credits = over the internet" that are likely to deter me from pursuing my rights. I h= ave file assault charges against him with the UM and Coral Gables police. In retaliating against me Tom Robi= nson ripped my name plate from my new accounting department office, forcing me to stay in my old smaller and dilapidated office, while giving my newer and la= rger office space to adjuncts and graduate students to further "snub, humil= iate and intimidate" me.

Adverse ac= tions do not include petty slights and annoyances, such as confiscating my person= al notebook, during a department meeting, written in Hebrew and passing them to other Jewish faculty members for reading & interpretation during a departmental meeting, or other stray negative comments. Dr. Larry Philips, Acting Dean and= Chair Frank Collins, assigning a 5 (M-F) day, morning, noon, and evening schedule= s, telling me that I should leave since the UMBS will "never promote me&q= uot; and that I better "stay at USC, and not come back from the Sabbatical." He promised= me to give me an extra raise if I stay at USC, and not come back to UMBS. Further, Frank Collins demoted me, removed me from the Graduate Faculty, and reduced my salary by about 15%. Likewise, Frank Collins said that = he will force me to teach only accounting courses, to “teach me accounting,” and deny me teaching in my specialty of computer auditin= g, etc. Likewise, he claimed tha= t I am “selling my wares” to student’s recruiters, and other fal= se allegations, and thus he denied my travel to present in professional meetin= gs (AAA).

= ;

Furthermor= e, his wife (Larry Phillips), and current chair K. Tatum, denies me graduate assistants forcing me to use only undergrad work-study students or no assistance, refusing to let me teach graduate and/or summer classes, and overtime MBA courses. Likewis= e, she forces me to use classrooms without computers that are too far from the PC-Lab. Likewise, she refused= my repeated offers to fund even part of a laptop that I could carry to the classroom to make up for the missing computer and the lack of support from = the UMBS, or assign to me a course that will give me such a choice classroom, a= nd schedule, overtime paying MBA courses in a closer building to my office, wi= th a computer in the classroom. Likewise, she denies me teaching courses in my specialty, or my interest, assigning them to other less qualified instructors.

Likewise, telling me that he waved my contract to have to comeback from USC to teach = at UMBS, plus he will give me a negative raise, if I do not leave after my Sabbatical. He carried out his threat and gave me a negative raise, when I came back from my Sabbatical, making false excuses of "financial exigencies," while hiring Chair Paul Munter and Chair Frank Collins, with salaries at least twice as high as mine. Likewise, he promised t= o give me a high raise if I stay at USC, after my Sabbatical. Likewise, Chair Prof. Paul Munter upgrading my student’s grade forms an A- to an A, without= my knowledge in return for defaming me.

= ;

Chair k. Tatum reassign courses that I developed for 2= years now, requesting her to continue teaching it in the Summer & the Fall 20= 08, and leading me on to expect to get it.&nbs= p; Yet she assigned it to another professor without even having the com= mon courtesy to tell me about it, letting me waste my time as I am struggling to further improve this class. F= urther embarrassing me as I have to find about it from students that could not register in the 2008 spring, due to too many people registered in the class= , and too few working computers in the PC-Lab.&n= bsp; As I told such students to preregister for the 2008 Summer I, the students surprised me, and replied that another professor, O. Holzmann, (and other that are clearly less qualified, and some time less senior compared to me) was assigned to teach thi= s class, as of Sun 3-2-8, as follows, = from the UM computer schedule (see enclosed schedule):

https://myum.miami.edu/general/cours= es/coursesmainnew.asp?newsearch=3D1&Department=3DACC&Term=3D3&c= rsTerm=3D2008&submit=3DSubmit&course=3D&level=3D&crsType=3D= &prevCrs=3D

Course/Sect Type Crdts Course Title Days Time Status Instructor Open Limit Room

ACC306 GY 3 ACCOUNTING SYSTEMS T R 6:00-9:30P Open = O. Holzmann 20 20 GB 431

Likewise, she makes me the last to know, confusing me = and my students, and interrupting my research and teaching plans, as they are rela= ted (see attached schedule summer 2008). I have left a written request on K. Tatum’s desk, requesting to teach Acc306, in the Summer and the Fall, on Wed 2/6/8, and expecting to ge= t it for the above reasons, only to find out on Sun, 3/2/8 that she has already assigned it to another professor, without even telling me anything about it, surprising me and my students. This is typical of the way that UMBS treats me, to make me “feel miserable, and leave voluntarily.”

= ;

Adverse ac= tions do not include "snubbing" me and not invite me to meet new faculty members, or negative comments that are related to low student ratings or retention.

Even if the prior protected activity alleged wrongdoing by a different employer, retaliatory adverse actions are unlawful. For example, it is unlawful for a worker's current employer to retaliate against him for pursuing an EEO char= ge against a former employer.

Of course, employees are not excused from continuing to perform their jobs or follow t= heir company's legitimate workplace rules just because they have filed a complai= nt with the EEOC or opposed discrimination.

Covered Individuals

Covered individuals are people who have opposed unlawful practices, participated in proceedings, or requested accommodations related to employment discriminati= on based on race, color, sex, religion, national origin, age, or disability. Individuals who have a close association with someone who has engaged in su= ch protected activity also are covered individuals. For example, it is illegal= to terminate an employee because his spouse participated in employment discrimination litigation.

Individual= s who have brought attention to violations of law other than employment discrimin= ation are NOT covered individuals for purposes of anti-discrimination retaliation laws. For example, “whistleblowers" that raise ethical, financia= l, or other concerns unrelated to employment discrimination are not protected = by the EEOC enforced laws.

Protected Activity

Protected activity includes:

Opposition= to a practice believed to be unlawful discrimination

Opposition= is informing an employer that you believe that he/she is engaging in prohibited discrimination. Opposition is protected from retaliation as long as it is b= ased on a reasonable, good-faith belief that the complained of practice violates anti-discrimination law; and the manner of the opposition is reasonable.

Examples of activities that are protected opposition include:

· Actions that interfere with job performance so as to render me ineffective; or

· Misinterpreting my complaints against former Dean Paul Sugrue "to take his hands of my wife,” and that he "will regret" it if he does not stop as Unlawful activities such as acts or threats of violence. =

Participat= ion in an employment discrimination proceeding.

Participat= ion means taking part in an employment discrimination proceeding. Participation= is protected activity even if the proceeding involved claims that ultimately w= ere found to be invalid. Examples of participation include:

· Filing a charge of employment discrimination against UMBS;

· Cooperating with an internal investigation of alleged discriminatory practices against UMBS; or

· Serving as a witness in an EEO investigation, litigation, or faculty senate complai= nts of other UMBS professors such as, but not limited to, Professors Natiello, Kruger, Moshe Friedman (filed wrongful termination law suit against UM), et= c.

= ;

Likewise t= hey refuse my repeating requests for a reasonable accommodation based on disability, to provide a computer equipped classroom near my office and the PC-Lab, in the Jenkins building, forcing me and my students to go to the mo= re remote Memorial building 2nd floor with a classroom without a computer.

= ;

This retal= iation is relatively rarely done in the open. In this case, it is usually masked b= y a pretext that sounds valid, like poor teaching effectiveness, or low student retention rate. For example, where I won a discrimination complaint earlier from the RSC that I was passed over for a promotion consideration and got sub-standard raises, because of discrimination, UMBS continued demoting or dismissing me. The closer its connection to the complaint, the more suspici= ous the action may be. First, the pretext of my teaching ineffectiveness was trumped up, so the validity of the claim needs to be investigated. Even if valid, such infraction is behavior accepted from other workers without similar action being taken. No instructor (that I know of) that teaches computer classes has had similar treatments. It should be found to be retaliati= on and therefore is illegal.

= ;

I have becom= e so uncomfortable that I don’t want to stay with the employer UMBS. Also, yet, since UMBS provides negative references or otherwise acts to hurt my e= mployability, I cannot easily get other jobs, and I have to pursue retaliation claims. Cl= aims other than discrimination may apply here, such as defamation, disseminating false information about me to prospective employers directly or indirectly.=

= ;

Even though = this RDDICTRSL that doesn’t seem w= orth pursuing initially, it piles up to produce a truly hostile environment that interferes with my work and others, making it compelling to complain.

<= /o:p>

My superviso= rs have been making false statements and wrongful accusations, these persons e= ven twists my messages around to meet an agenda, as they told me “to make= my life miserable so I would live voluntarily, since they cannot fire me, due = to my tenure” etc.. That I have a good idea of this scheme, but don't kn= ow for sure and can't take time to worry about right now.

<= /o:p>

I am spendin= g a great deal of time defending myself and along with that, spending time and money to refute these claims, and deal with this RDDICTRSL. This RDDICTRSL is discouraging, wha= t can I do? I have asked the RSC to put a stop to it and nothing was resolved, la= st semester (Fall 2007) I spoke with the Faculty Senate Stephen Sapp, Chair, to no avail. Any help you can provide wi= ll be greatly appreciated as this is affecting my personal life and my health. I have spent numerous houses with = the former vice Provost Steve Ullmann, and former RSC committees to no avail.

<= /o:p>

In a series = of electronic mail ("e-mail") messages, memoranda and conversations = with his supervisors, Rushinek described and protested the disparate treatment a= nd unlawful discrimination to which he was being subjected. In a meeting with former Dean Paul Sugrue and David (Faculty Senate Chair) Paul Sugrue termin= ated abruptly the meeting, after Rushinek said that Paul Sugrue will regret discriminating against him. In response to these communications, the Paul Sugrue retaliated against Rushinek by, among other things:
a. placing him on indefinite administrative leave, ejecting him from the classroom in front of the students, with a university security police man, telling him that he may not return to campus, since he is a danger to himse= lf and others. Likewise, the for= mer Provost Lewis, and vice Provost Steve Ullmann demanded that Rushinek go to = the UM selected psychiatrist to clear him to return back to the classroom. In the meantime, Paul Sugrue spread false rumors that Rushinek is mentally disturbed, and faculty senate member= s, such as Steve Green, inquired to find out if Rushinek was taking his “medications.”

<= /o:p>

After about 3 months, Rushinek reported Paul Surges’ conduct to the former Provost Lewis, and Wilhelmina Black, director of UM EEOC, and got a psychiatrist clearance, Paul Sugrue let him back to the classroom.

<= /o:p>

As of neither this filing, neither Provost Lewis, Vice Provost Ullmann nor any other UM official has undertaken an investigation into Rushinek charges of disparate treatment and unlawful employment discrimination, although Rushinek reported them to the EEOC, and the latter promised to open an investigation. Rather,= UM officials retaliated against Rushinek for protesting and complaining about = the disparate treatment and unlawful discrimination to which he was being subjected.

<= /o:p>

As of this filing, and despite promises to the contrary, neither UM official, has undertaken an investigation into Rushinek charges of ethnic profiling and stereotyping against Jewish, foreign, & disabled employees, and dispara= te treatment and unlawful employment discrimination against this class of Americans. Rather, UM officials retaliated against Rushinek for making these charges and protesting the unlawful conduct of UMBS that give rise to them.=

<= /o:p>

Using a systematic smear campaign, UMBS falsely accused Rushinek in misusing univer= sity resources, “selling UM credit on the internet”, and “sell= ing his wares” to UM donor and recruiters (Rider Corporation) etc.

As the complained-of conduct of the UMBS executive were intentional and motivated = by discriminatory and/or retaliatory intent and/or reckless or callous indifference to Rushinek Fourth Amendment rights, statutes, and Executive Order, such UMBS executive may be also liable to Rushinek for punitive dama= ges.

In increasing the abuse heaped upon Rushinek and in taking the ultimate job-ending and ca= reer threatening actions against him, UMBS acted in retaliation against him beca= use of his complaints of and opposition to the unlawful origin race disability = and religious discrimination being perpetrated against him at the UMBS. In so doing, UMBS separately violated Title VII, of the US constitution, by engag= ing in reprisal against complainer for his having engaged in protected civil ri= ghts activity

<= /o:p>

As a result = of UMBS' unlawful retaliation and reprisal against Rushinek for his having complained about and opposed race and religious discrimination against him = on the job, Rushinek has suffered and continues to suffer actual adverse and harmful effects and injuries, including but not limited lost pay, lost promotions and future promotional opportunities, and foreclosure of public = and private sector employment opportunities. Further, Rushinek has also suffered injury and damage in the form of anger, anxiety, emotional distress, resentment, humiliation, and loss of reputation and professional and person= al standing as a result of UMBSs' unlawful retaliation and reprisal against him for his protected civil rights activity.&n= bsp; Thus, Paul Sugrue in his official capacity as the head of the UMBS is libel to Rushinek under Title VII for the unlawful retaliation and reprisal perpetrated by UMBS against Rushinek.

<= /o:p>

Rushinek is Jewish. Jews are considered a distinct race and religion for purposes of 42 U.S.C. ¤¤ 1985 and 1986.&nbs= p; Likewise, national origin being a disabled are all protected categor= ies, much like race and religion.

<= /o:p>

UMBS deans, acting deans, chairs, acting chairs, jointly and severally, while acting wi= thin their official capacities as UMBS officials, have also engaged in a pattern= of retaliation against Rushinek for exercising his First Amendment rights. The retaliatory conduct includes, but is not limited to, initiating investigati= ons, re-investigations and disciplinary proceedings against Rushinek, subjecting Rushinek to hostile custodial interrogations and denial of service, placing Rushinek on indefinite administrative leave, foreclosing public and private sector employment opportunities to him, decimating his professional career,= and threatening to seek the revocation of his graduate faculty standing and fair treatment if he does not wave his civil right rights to sue UMBS and UM.

<= /o:p>

There are th= ree basic conflicts: 1) retaliatory dismissal or denial of promotion; 2) charge= s of raises discrimination; and 3) disclosure of confidential university files a= fter the complaints, the provost office claiming that they have evidence on file that Rushinek is a danger for himself and others, and that they have confidential information that they cannot release to the faculty senate or = the Rushinek himself. Later, the = provost changed his story claiming that such files do not exist, while failing to provide them to the faculty senate or Rushinek.

= ;

General We= lfare Committee 2007-2008**

= ;

Members:
Jean Francois LeJeune	Architecture=	8-5258
Steven Gree= n	A & S	8-4272
* T.B.D.	Business
Grace Barnes	Communication	8-3860
Randall Penfield	Education	8-8340
Norman Einspruch<= /p>	Engineering	8-3812
Richard Williamson	Law	8-4815
Doris Jui	Library	8-6516
Patricia Byers	Medicine	585-1902
Mary Ann Fl= etcher	Medicine	6-6288
Ferdinando<= /span> DeSena	Music	8-3110
Victoria Mi= trani	Nursing	8-9139
Christopher Harrison	RSMAS	5-4610
Officers:
= Stephen Sap= p	Chair, Senate	8-4733
Sherrill Hayes	1st Vice Chair	8-4535
Rene Sacasas	2nd Vice Chair	= 8-4481

         Show open courses only

  = Advanced Search Options: Course number: <= /p>

OR = level:

OR type:

Course/Sec= t

Type

Crdts

Course Title

Days

Time

Status

Instructor

Open

Limit

Room

ACC211 D

PRIN FINANCIAL ACC

MTWRF

1:15-2:40P

Open

J. Rodriguez

GB 432

ACC212 A

MANAGERIAL ACC

MTWRF

8:30-9:55A

Open

M. Perez

SB 302

ACC301 B

COST ACCOUNTING

MTWRF

10:05-11:30A

Open

O. Quintana

SB 302

ACC303 A

FUND OF TAXATION

MTWRF

8:30-9:55A

Open

J. Rodriguez

SB 308

ACC306 GY

ACCOUNTING SYSTEMS

T R

6:00-9:30P

Open

O. Holzmann

GB 431

ACC311 DE

INTERMED ACC I

MTWR

2:30-4:15P

Open

O. Holzmann

GB 431

ACC402 C

AUDITING

MTWRF

11:40-1:05P

Open

J. Collins

GB 432

ACC501 GX

ADV COST ACC

M W

6:00-9:30P

Open

M. Friedman

GB 432

ACC523 B

INTNL ACC & TAX

MTWRF

10:05-11:30A

Open

J. Rodriguez

GB 432

ACC524 A

ACC GVT NON-PROFIT

MTWRF

8:30-9:55A

Open

O. Quintana

GB 432

ACC550 01

2- 3

ACC INTERNSHIP

Arranged

On Hold

O. Quintana

Arranged

ACC599 01

1- 3

DIRECTED READINGS

Arranged

On Hold

K. Tatum

Arranged

ACC600 66

ACC DEC-MAK CNTRL

Arranged

Open

O. Quintana

Arranged

ACC604 55

SEM IN COST ACC

MTWRF <= /p>

8:00-4:30P

Open

TBA

Arranged

MTWRF <= /p>

8:00-4:30

Arranged

ACC615 GY

PERSN FIN PLAN

T R

6:00-9:30P

Open

W. Grant

GB 432

ACC623 B

INTRNATL ACC & TAX

MTWRF

10:05-11:30A

Open

J. Rodriguez

GB 432

ACC624 A

ACC GVT NON-PROFIT

MTWRF

8:30-9:55A

Open

O. Quintana

GB 432

ACC647 42

ESTATE GIFT TAXES

M W

6:00-9:30P

Open

L. Phillips

GB 430

ACC650 01

1- 3

ACC INTERNSHIP

Arranged

On Hold

K. Tatum

Arranged

ACC650 02

1- 3

ACC INTERNSHIP

Arranged

On Hold

TBA

Arranged

ACC671 20

ACC FOR DEC MAKING

8:00-12:30P

Open

M. Friedman

Arranged

6:30-10:00P

Arranged

ACC699 01

1- 3

DIRECTED READINGS

Arranged

On Hold

TBA

Arranged

Course Type: H=3DHonors, W=3DWriting, <= b>I=3DIntersession