Sunday, May 27, 2007

Reflecting On Things

Posted by SpeakOutEid: The following is a comment posted by one of your fellow coworkers. I applaud Glen and the other IT personnel, who stood up and fought against Ane Deister and her cohorts to protect our rights. In the Help Desk case here is a group of employees who instead of “moving on” fought to effectively make a change. I encourage you to contact Glen for the complete Public Employees Relation Board’s (PERB) public document showing the 60 violations of labor law.

Side Note: Local and state agencies, along with the media are monitoring this blog. If you are still afraid to come forward and speak out against management than at least post a comment that will give these folks a direction as to where they should start investigating.




I am happy to see this blog site become a forum for communications and the sharing of ideas. I thank you all for your courage! Speaking of courage– I would like to thank the Association Board and you the Association members for your support in my fight against the District on the issue of Standby duty, Standby schedules and Standby pay. From the beginning of this ordeal, nearly a year and a half ago, the issue seemed to have turned into a personal vendetta which Michele Weimer had no intentions to resolve and together with Mary Lyn Carlton subjected Help Desk personnel to threats and retaliation. You’ll find on this blog the final settlement documents so you may judge for yourself. I’ve enjoyed implementing new technology at EID for the last eleven years but admit last year was the least pleasant! Since January, we have had another reorganization, the disbanding of the Help Desk and outsourcing of services. As to the cost of this little change; I will let the MountainDemocrat and Sacramento Bee ask the question, for the public ask the District Board of Directors.

As some of you have observed, Ane has brought “big business” to EID – so using her own rule book I say we do the same and move from an Employee Association to a Union! Please attend the next scheduled Association meeting and voice your concern to the Executive Board. I recommend the Association of Federal State and Local Government Employees (AFSALCE)because they can represent us all but will gladly listen to the Local 39, mentioned on this site. As you know we will be entering negotiations to renew our MOU next year. It is imperative we quickly create a short list, invite and listen, VOTE and have this new Union in place by early Spring 2008 so they enter into negotiations from the start. Also remember that a Five Year MOU is accorded to Management we trust – in this case we should take it off the table and offer a one or two year contract. Hopefully this will be a wake-up call to the District Board and our fellow rate payers that all is not well in the Republic of EID. We accept reorganizations and change but will not accept having our Employee Association and our MOU ignored and violated.

Some of you say it is not Management’s fault, that maybe it’s just a lack of communications. Some say it’s the devil in disguise or that the Board we supported has sold us out! I just say there’s a problem; it’s broke and needs fixing. So let’s start, on our side, by uniting and developing a strong voice that asks tough questions like: we have an Association of Employees, we have a negotiated MOU – what the hell are you doing ignoring it, circumventing it and violating California laws in the process and then promoting the people who violated the law?

Reading your blogs and comments I sense some of you have also been wronged- as I’ve been this past year. Yes there is anger that mounts in these situations; especially when you see your peers dragged into your affairs and then see middle management lie and cover-up. But caution – document, document, document and be patient and remember that California is a pro-labor state with agencies such as PERB (www.perb.ca.gov) and DFEH (www.dfeh.ca.gov) that can help and protect you. I welcome anyone in such a situation to call me at home and I’ll show you my documentation, my formal PERB complaint, what the Association supported and the 60 violations of law PERB formally served on the District. And I’ll tell you about the arbitration process and the final settlement. Let me encourage you by saying if you think you are right, do the research to ensure you are and then proceed! I’ll admit, now, that gloating is a nice feeling! But also remember that defiance has its price (I’m still wearing my head to toe body armor and shield to work). And don’t forget that most famous of all quotes – “I’ll get you my pretty” – its in their rule book too!

Cheers and Godspeed!
Glenn Purkett, Placerville, CA


PUBLIC NOTICE

An Encouraging Outcome for EID Employees
On May 2, 2007 a settlement was reached between EID management and the EID Employee’s Association (representing personnel of the Information Technology Support Division) and arbitrated by the Public Employees Relation Board (PERB), a State of California agency created to resolve and enforce government code regulations and public employee labor law. In the terms of the settlement (see attachment) EID management has agreed to pay Help Desk personnel a lump sum payment for past denied and unpaid standby time. Management also agreed, in this settlement, to expunge retaliatory reprimands issued these employees and referencing the grievance served. Management also agreed to revise the annual performance appraisals removing any and all mention of the grievance and reprimands. Additionally, District management agreed to reduce a “3-day suspension without pay” to a written reprimand and to return one day’s suspended pay but stopping short of completely admitting the suspension was an act of retaliation. Because the employee is still under the supervision of the managers who refused the standby pay and then retaliated against these employees, EID management has agreed to assist transferring the employee to a different position provided qualifications are met. Lastly, management has agreed to finally recognize the existing Memorandum of Understanding (MOU), dated 2004-2009, and apply its standby provisions to all represented employees.

The subsequent disbanding of the division and the outsourcing of Help Desk services, during January 2007, and after the serving of this first PERB complaint, were not addressed in this settlement.

27 comments:

Anonymous said...

Maybe they ought to look at the contractor hired to do the EDHWWTP "investigation", I've been told they didn't follow proceedures on that, did they go out to bid or were they someones friend??? I would bet there is no proper contract, what about insurance, do they have the proper requirements? There is your start. What about this event Ane had at her house on or around May 1st? Is anyone investigating that one? I think the reporters need to look at contracts with the outsourced Help Desk as well, that was handed to Progent without really comparing to other companies. Keep spending, I smell another rate increase......

Anonymous said...

It is good to see the dedicated people of the IT department prevailing over the lies. Are they are the only group of people here to stand up and demand to be treated as human beings? They made it stick, the rest of us can too. These people can be beaten, just takes sticking to your principals. Everyone else just stands around and watches their association leaders get bought off one by one. Hull, what a maroon, couldn’t manage paint while it dried and what a coincidence, gets promoted right when the IT mess starts! Cheri, couldn’t wait to get that pay-off and split, leaving all of us to be torn apart by the lying lions. Enough of that, time for a real union.

EID is currently managed by deceit, innuendo, favoritism, backstabbing, but most of all, stupidity. This is what happens when second rate people are given control far above their abilities and are not held accountable for screw up after screw up. Why does the board tolerate it? They like the little perks, the lunches, free trips to all the meetings, free this, free that, sounds like they’re being bought cheap doesn’t it?

The entire management group is controlled by Ane and the completely moronic and unethical management methods of Deanne “know nothing and will talk forever about it” Kloepfer, Michele “is lazy a job description?” Weimer and Mary Lynn “HR of, by, and for Ane’s pets” Carlton. They are the ones responsible for the mess in IT, why aren’t they being held accountable? Why aren’t they the ones who have to justify reorganizing so their outside friends get a cut of the pie? Why aren’t they the ones being hauled up in front of everyone at every management meeting and being made fun of? Oh yea, that’s right, they own EID, it’s their playground and they get paid to play whatever game Ane decides, and Ane owns everything and everyone at EID. It’s her sand box and she likes to kick the sand around, doesn’t she?

Things have to change!

Anonymous said...

What employees husband built Ane's new addition at her house last year? Why is the board allowing Ane to build a new building to house management and not taking care of the workers that really get the work done? Why builkd a new building if we are headed to outsourcing as Steve Setoodeh is actively working on behind the scenes and out of the papers headlines? I would bet that EID could cut its managment staff by over $1.5 million a year and save ratepayers and our staff many rough times. I would start with strategic management division and work right into the G.M office support staff. Easily done in a matter of weeks. Ane has managment pursuing the balderson award like Santa Clara has often been the reciptient, why spend ratepayers money for this award of excellence which just keeps managment focused on awards and reports vs quality of our water? How about that Tunnel? Are we going to stasndby and watch our management spend many more millions just to lose it again? Why is the board sitting idle on this one? Janet and Karen sure had a blowout, did we all get the facts or was it covered up by HR? Can Tina Stewart ride and car pool with her husband when he is on standby?

Anonymous said...

Who is trying to outsource our work? Is it the guy with the spider in his office? What happened between karen T. and Janet pollard? Why did HR escort Karen T out of the office that day? What about this new FERC license? What is managements plans on reducing or outsourcing our work due to major license revenue restrictions? Why was Dave Powell released? Did steve setoodeh sell him out?

Anonymous said...

What about the year when Ane broke her leg and hired a personal driver to take her everywhere? Her leg wasn't broken at EID, so why was she allowed a personal driver when everyone else has to manage on thier own?
Using public funds for this just doesn't seem right.

Anonymous said...

How is it possible for certain employees to be promoted while other employees are being fired for doing the same so called "mistake"?

Anonymous said...

I feel Ane's way of thinking is Divide and Conquer! It's Ane's way or the highway.
What we need to do is a Vote of No Confidence! Ususally, a vote of NO CONFIDENCE is taken for the specific purpose of requesting the manager to be removed from their position because of their perceived lack of leadership, lack of communication, and lack of support--or caring for employees. Ane is aloof and dictatorial and has been unfair in promotions and discipline.
By doing the Vote of NO CONFIDENCE, we should be able to show our local polititians that we are serious and need some local support in getting a new manager and maybe new Board Members who will listen!

Anonymous said...

I'm sure that all of you know this, but for those that don't: PLEASE BE CAREFUL of Ane's support staff. They pretend to be your friend but EVERYTHING you tell them gets RIGHT BACK to Ane and gets all TURNED AROUND! The lies that they create are AMAZING! And if they get to her first, watch out!!!!!

Anonymous said...

What is with the Board? How can they ignore 60 vialations against the District! How did Ane, Michele and Mary Lynn lie their way out of that! Michele has been worthless since day one. AND I am amazed that Ane did not fire Michele and Mary Lynn as scapgoats for their poor and criminal treatment of employees. And then there is Steve Setoodeh... Anonymous said Be careful of Ane's support staff, well everybody knows that Ane gets tired of people really fast. You make her mad one time and she holds it against you for life. I have seen evidence of Jennifer leaving any day now to go to work in another department PROBABLY with a big fat "Promotion" and raise. Is Kim Kocis going to be doing Jennifer's job now? Beware Kim, it is not what they make it to be, it gets to be very waring and will burn you out and destroy you.

From the way I have seen Ane look lately, she is beginging to look worn down. I have a feeling her days are numbered at EID. It would be great if she left but it would be even better to get her indited (sp) or worse for her criminal acts at EID (and outside)

Anonymous said...

Has anyone counted the number of long term employees that Ane has let go since her reign of terror? Why is it that such a large number of long term employees have been harrassed? And, isn't it a bit strange that the newer employees/management get away with more than the long term employees?
Makes you think that Ane wants all of the long term employees gone so she can "control" the new hires!

Anonymous said...

Isn't it sad to see the number of people that will stab a co-worker in the back just to get themselves promoted to a higher paying position?
You all know who you are!

Anonymous said...

The International Labor Organization (ILO) has called the fastest growing complaint of American workers--bully bosses! Bullies threaten, humiliate, ostracize and try to take away a worker's power. They keep mental lists of blacklisted employees and can add names without the target ever knowing why!
The ILO describes workplace bullying as persistent, offensive,abusive, intimindating or insulting behavior, abuse of power or unfair penal sanctions sanctions which make the recipient feel upset, threatened, humiliated or vulverable, which undermines their self confidence and my cause them to suffer stress!
Doesn't this describe Ane Diester?
It is time to stand up and take a stand against Ane's bullying style of managment! You will be heard!

Anonymous said...

Is it legal to promote someone to a higher position knowing that the person is planning on retiring? For instance, Larry Hull's position?
We all know the games you're playing Ane!

Anonymous said...

Fun with names:

Michele Whiner
Ane Shyster
Mary Lynn Charlatan
Deanne Klepto/Drunko

Sorry, couldn't resist. Consider it humor from the trenches and to let them know how we really feel, what we're really saying when they leave the room and what everyone here really sees when one of these pod people slithers by. The board is in bed with them, don't think they're not. Time for a new board! Get your friends and neighbors to run against them!

And how come nobody asks about Ane getting six new cars in the last five years? How much more is my water bill so she can drive a new car whenever she wants one? Where is the grand jury on that one?

Anonymous said...

I think the person that referred to being careful of support staff had Jennifer in mind. Wouldn't you agree?

Anonymous said...

To "anonymous" having "fun with names." You do no justice to yourself or your cause by calling people ugly names. It seems small and pathetic and undignified. Well done.

Anonymous said...

Well if I'm not mistaken the Larry Hull issue constitutes retirement spiking, can you say illegal? Has anyone contacted the insurance commissioner or PERS?

Anonymous said...

If you are talking about Jennifer in billing, we all know what it takes to get a promotion, don't we?

Anonymous said...

It is sooooo obvious that Ane gave Larry Hull the promotion just to pad his retirement pay! There was absolutely no reason to make the new postion he was put into!
I guess if you brown nose enough, it can take you places!
Shame on you Ane for wasting public funds!

Anonymous said...

Wasting public funds is that fact that the HR department has a staff of 3 and a Manager, Asst Dept Head and a Dept Head to the tune of about 1/2 a million annually in salary and benefits. Why does HR need three hightly paid management positions?

Anonymous said...

EID has never been so top heavy in it's history until Ane came aboard!
The state honestly needs to come in and dig into some deep investigations!

Anonymous said...

I was actually talking about Jennifer Kitchen. Watch out for that one!

Anonymous said...

Has Mary lynn Carltons husband ever done consutling work or a study as the board call it for the district as a consultant? Who is working on the Baldridge award Michele Weimer, Mary Lynn Carlton, and Mr Carlton? What about Diane kloeffer? Who is copying the Santa Clara Water Districts suit for perfection so Ane gets a boost as she leaves office?

Anonymous said...

Its no wonder EID needs three HR employees that average over a $100k a year in salaries

Anonymous said...

Should the board not begin cutting jobs in upper management and think about not building a new building? I think many of us have heard the spiderman say that if he was running EID that he could cut $1.5 million a year in management, and if we dont do something soon others might step in and privatize us, meaning do our jobs for less than we can do them for.

Anonymous said...

What are we going to do? Do you have any ideas?

Anonymous said...

Ane's house new solar deck was built by Mr Mansfield. Any conflicts or speacial treatments here?