that BRA was obligated to follow. 2 . There was no documentation of this. Linda Graham, who described herself as the "Qualified Mental Retardation Professional coordinator/program director” for BRA, identified a three-page "Orientation” document signed by Scott on June 6, 2006, when she was hired. This document does not address investigations and says nothing about the five-day requirement. 3 . Scott denied that Jackson or Graham had tried to call her: "Had Ms. Graham or Ms. Jackson ... called me at any t -48 (D.C.2010) (affirming ALJ's finding of gross misconduct where employee, a high school special police officer, fought with another officer in the school hallway while both were on duty). 34 . Odeniran, 985 A.2d at 429. 35 . See, e.g., Hickey v. Bomers, 28 A.3d 1119, 1131 (D.C.2011) (<HOLDING>); Badawi, 21 A.3d at 617 (holding that security
holding that an employees private arbitration agreement with her employer precluded her from filing suit against the employer under the adea holding that employees failure to timely apprise her employer about days of expected absence throughout her employment and  respond meaningfully to employers request for information about the expected duration of her absence constituted simple not gross misconduct holding that it did not violate the defendants right to remain silent when the prosecutor questioned her about inconsistencies between her pretrial statements to authorities and her defense at trial holding that threatening employee to mind her own business investigating her videotaping her without her permission and forcing her to take polygraph could not be considered adverse employment actions because they had no effect on conditions of employment holding that the plaintiffs evidence of pretext which included but was not limited to her supervisors statement that she had enough of the plaintiff going to her supervisor about her was not sufficient to preclude summary judgment