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right to terminate his employment without cause. In that event,
UTA would be required to pay petitioner his base salary,
petitioner would not be required to mitigate damages, and
petitioner’s income from other employment would not reduce the
amount owed to him by UTA. In order to terminate petitioner
without cause, the elected directors of UTA would have to approve
the termination unanimously.
After its execution, the employment agreement was amended
several times for various reasons, including to increase
petitioner’s base salary.
Wendy Casselith’s Accusation of Sexual Harassment
Wendy Casselith was employed by UTA as petitioner’s
assistant. Around April 1994, Ms. Casselith accused petitioner
of verbally abusing and sexually harassing her. She hired an
attorney to pursue claims against UTA. UTA resolved Ms.
Casselith’s claims by paying Ms. Casselith.
Petitioner Remains at UTA
As of January 1995, petitioner’s base salary at UTA was $1
million per year.
On May 1, 1995, UTA and petitioner amended the employment
agreement (May 1995 amendment) to extend its term until March 30,
1998, and to increase petitioner’s base salary to $2 million per
year. The May 1995 amendment also provided that petitioner
exchanged his interest in the UTA termination of employment plan
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Last modified: May 25, 2011