The following is the SEIU 1021 Executive Board statement in its entirety, as requested by Chair Mulheren. I would like to thank Chair Mulheren for her indulgence in allowing an additional minute for this statement.
The last two times I appeared at this podium, it was to speak to you about the amazing things that county workers do to support our community. We had some fun.
I’m sorry to say, This time isn’t so fun.
There was an item on the May 6 agenda- item 4i- that should have been done after debate was closed. I was in Long Beach at the emergency preparedness training workshop when the Subsequent events unfolded, and I learned of them after the fact.
When I walked into Dora St on Monday morning the mood was somber. Uncertain. Fearful. It reminded me of the way the building felt after the last two times the Public Health Director had abruptly left.
I spent what time I could spare over last week talking with managers, members, and anyone else I could find who would speak to me. Members came to me and offered help. The SEIU 1021 executive board met on an emergency basis on May 14, and we agreed that a statement needed to be made.
After a week of investigation and interviews these are the facts as we have been able to determine, and the investigation continues.
First. The executive board has not taken a position on creating a Director of Health Services or a merger of Public Health and Behavioral Health.
Second. The petition that was circulated and later presented to this Board was written by an SEIU member.
Third. After receiving complaints that some members felt pressured to sign the petition because it was being circulated by managers, Patrick Hickey, the Local SEIU 1021 representative from the region, via email officially requested an investigation into the allegations made by members.
Fourth. That request for investigation somehow, whether forwarded or intercepted, made its way- word for word- to a publication, which printed it, word for word, and allowed public comment.
Fifth: the public comment and subsequent naming of individuals involved in the petition has resulted in palpable fear in both public health and behavioral health. no fewer than 16 members who work at Dora St. expressed to me directly that they are now afraid to come here, to speak to you, or express any opinion on Board activities for fear of being the next target. Several managers expressed to me the same. And no, I will not name names because they fear retaliation from this Board. Because the list of who could have released Mr. Hickey’s email is very small.
The following IS an official position by the SEIU 1021 executive board:
Employees do not lose their first amendment rights to address the governing body simply because they are employed by it.
Employees are protected by state and federal labor laws to participate in a work environment that is free from harassment and intimidation.
Employees have the right to voice complaints about workplace conditions and have them investigated in a fair and impartial manner and without fear of reprisal or retaliation.
Employees have the right to confidentiality when facing allegations of wrongdoing.
The release of the letter requesting an investigation into allegations involving conduct between employees to the public violates that right to confidentiality.
It also violates the trust between employees and their employer that such matters will be handled impartially. No one receives an impartial investigation in the court of public opinion.
These violations cut across all employees regardless of bargaining unit membership or status.
The executive board therefore states:
We expect that the request for investigation submitted by SEIU 1021 leadership will be honored, and conducted with full consideration to the confidentiality and due process rights entitled to every employee who engages in any investigation whether as accuser, accused, or witness.
We acknowledge that the previous expectation would have been honored by Human Resources even without the release of the letter to the public.
We expect that there will be an investigation into how Mr. Hickey’s email- a confidential Union communication regarding personnel matters- was released to the public.
The chilling of first amendment rights- whether purposeful or inadvertent- cannot continue unaddressed. Human Resources cannot adequately function when employees are afraid or not willing to come forward and speak their truth.
We hereby offer to this Board and the Executive Office our engagement with bargaining unit leadership and employees to ensure that employees fully understand their rights to free speech and to confidential personnel matters.
The following is the SEIU 1021 Executive Board statement in its entirety, as requested by Chair Mulheren. I would like to thank Chair Mulheren for her indulgence in allowing an additional minute for this statement.
The last two times I appeared at this podium, it was to speak to you about the amazing things that county workers do to support our community. We had some fun.
I’m sorry to say, This time isn’t so fun.
There was an item on the May 6 agenda- item 4i- that should have been done after debate was closed. I was in Long Beach at the emergency preparedness training workshop when the Subsequent events unfolded, and I learned of them after the fact.
When I walked into Dora St on Monday morning the mood was somber. Uncertain. Fearful. It reminded me of the way the building felt after the last two times the Public Health Director had abruptly left.
I spent what time I could spare over last week talking with managers, members, and anyone else I could find who would speak to me. Members came to me and offered help. The SEIU 1021 executive board met on an emergency basis on May 14, and we agreed that a statement needed to be made.
After a week of investigation and interviews these are the facts as we have been able to determine, and the investigation continues.
First. The executive board has not taken a position on creating a Director of Health Services or a merger of Public Health and Behavioral Health.
Second. The petition that was circulated and later presented to this Board was written by an SEIU member.
Third. After receiving complaints that some members felt pressured to sign the petition because it was being circulated by managers, Patrick Hickey, the Local SEIU 1021 representative from the region, via email officially requested an investigation into the allegations made by members.
Fourth. That request for investigation somehow, whether forwarded or intercepted, made its way- word for word- to a publication, which printed it, word for word, and allowed public comment.
Fifth: the public comment and subsequent naming of individuals involved in the petition has resulted in palpable fear in both public health and behavioral health. no fewer than 16 members who work at Dora St. expressed to me directly that they are now afraid to come here, to speak to you, or express any opinion on Board activities for fear of being the next target. Several managers expressed to me the same. And no, I will not name names because they fear retaliation from this Board. Because the list of who could have released Mr. Hickey’s email is very small.
The following IS an official position by the SEIU 1021 executive board:
Employees do not lose their first amendment rights to address the governing body simply because they are employed by it.
Employees are protected by state and federal labor laws to participate in a work environment that is free from harassment and intimidation.
Employees have the right to voice complaints about workplace conditions and have them investigated in a fair and impartial manner and without fear of reprisal or retaliation.
Employees have the right to confidentiality when facing allegations of wrongdoing.
The release of the letter requesting an investigation into allegations involving conduct between employees to the public violates that right to confidentiality.
It also violates the trust between employees and their employer that such matters will be handled impartially. No one receives an impartial investigation in the court of public opinion.
These violations cut across all employees regardless of bargaining unit membership or status.
The executive board therefore states:
We expect that the request for investigation submitted by SEIU 1021 leadership will be honored, and conducted with full consideration to the confidentiality and due process rights entitled to every employee who engages in any investigation whether as accuser, accused, or witness.
We acknowledge that the previous expectation would have been honored by Human Resources even without the release of the letter to the public.
We expect that there will be an investigation into how Mr. Hickey’s email- a confidential Union communication regarding personnel matters- was released to the public.
The chilling of first amendment rights- whether purposeful or inadvertent- cannot continue unaddressed. Human Resources cannot adequately function when employees are afraid or not willing to come forward and speak their truth.
We hereby offer to this Board and the Executive Office our engagement with bargaining unit leadership and employees to ensure that employees fully understand their rights to free speech and to confidential personnel matters.