The hearing examiner observed that it was the school system’s policy “that continued employment for foreign workers employed pursuant to an H-1B visa have satisfactory performance during their tenure with [the school system].” Additionally, the hearing examiner found that in the two years prior to his termination, Libit has received unsatisfactory performance evaluations. Furthermore, the hearing examiner determined that because of Libit’s status as an H-1B visa holder, Libit was “subject to termination at any time.” Accordingly, the hearing examiner recommended that “the Board affirm the CEO’s decision to terminate [Libit] for misconduct . . . …show more content…
Prigel Family Creamery, 206 Md. App. 264, 274 (2012) (quoting Halici v. City of Gaithersburg, 180 Md. App. 238, 248 (2008)). Moreover:
Our review of the agency’s factual findings entails only an appraisal and evaluation of the agency’s fact finding and not an independent decision on the evidence. This examination seeks to find the substantiality of the evidence. That is to say, a reviewing court . . . shall apply the substantial evidence test to the final decisions of an administrative agency . . . In this context, substantial evidence, as the test for reviewing factual findings of administrative agencies, has been defined as such relevant evidence as a reasonable mind might accept as adequate to support a