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Accordingly, we will not consider Du Bois' references to evidence outside the record and our analysis will be confined to the facts in the record that is actually before this Court that are relevant to the issues presented. In August 2013, Foremost hired Du Bois as a Pediatrician and Chief Medical Officer (“CMO”). The trial court sustained Foremost's objections to Baggett's letter on the bases that it is hearsay, Du Bois did not timely disclose Baggett as an expert, it lacks foundation, and is conclusory. It depends on government funds, grants, and incentives to remain in business and provide the necessary medical care to the underinsured population. 2016) (we review the admission or exclusion of evidence under an abuse of discretion standard).
Foremost and Du Bois entered into an Employment Agreement setting forth the terms and conditions of Du Bois' employment, including grounds for termination and compensation. Du Bois argues she did not have to disclose Baggett as a witness because she considered him to be a “consultant,” not an expert. This Court is limited to considering only the evidence before the trial court at the time of the summary judgment proceedings. The Employment Agreement specified that Foremost could terminate Du Bois if her controlled substances registration expires. Du Bois' Employment Agreement required Du Bois to have a controlled substances registration. Putting aside any question surrounding the rule set forth in Brooks, we conclude that the trial court did not abuse its discretion in excluding Baggett's letter and the DEA and DPS certificates. If you want to get to know and set up dates with compatible singles in London you’ve found the right place!
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