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10/30/13

Gmail- Retaliation Against DCSD Emplo~

for Filing SelOJaI Harassment, Hostile Work Em.ironment and Unfair Labor Practices Complaint

Retaliation Against DCSD Employees for Filing Sexual Harassment, Hostile Work Environment and Unfair Labor Practices Complaint
Viola Davis <restoredekalb@gmail.com> Thu, Oct 3,2013 at 10:12 AM To: michaeLUhurmond@tc.dekalb.k12.ga.us, michaeLa_erwin@tc.dekalb.k12.ga.us, david_campbell@tc.dekalb.k12.ga.us, jim_mcmahan@tc.dekalb.k12.ga.us, john_coleman@tc.dekaJb.k12.ga.us, joyce_a_mor1ey@tc.dekaJb.k12.ga.us, karen_carter@tc.dekaJb.k12.ga.us, marshaJLorson@tc.dekaJb.k12.ga.us, mel\injohnson@tc.dekalb.k12.ga.us, thaddeus_mayfield@tc.dekalb.k12.ga.us, editor@crossroadsnews.com, Valerie Morgan <editor@ocgnews.com>, ken@crossroadsnews.com, Michele Cohen Marill <marill@mindspring.com>, ty. tagami@ajc.com, andrew@dekalbchamp.com Cc: Corentiss Holmes < 3 I I lAg 2 , JOEL EDWARDS < , Pedra 53 11>, Ron Gilliam < 6 >, Car1a , GETthe CELLoutA 1L <sayno2celltowers@yahoo.com> Viola Davis <restoredekalb@gmail.com>, Viola Davis

RESTORE DEKALB
~

Memorandum
To: Superintendent Michael Thurmond

CC:
From:

DeKalb Board of Education,

Restore DeKalb, and all appropriate parties

Viola Davis

Date:

10/3/2013
Re: Retaliation Against DeKalb County School District Employees tor Filing Sexual

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10/30/13

Gmail- Retaliation Against DCSD Emplo}8S for Filing Sexual Harassment, Hostile Work Em,1 ronment and Unfair Labor Practices Complaint

Harassment,

Hostile Work Environment,

and Unfair Labor Practices

Complaint

Retaliation Against DeKalb County School District Employees for Filing Sexual Harassment, Hostile Work Environment, and Unfair Labor Practices Complaint - Second Submission
On September 11,2013, Restore DeKalb hand delivered a memorandum to the DeKalb County School District headquarters to detail the retaliation against an employee that had filed a complaint involving the issue of sexual harassment, hostile work environment and unfair labor practices. We requested the retaliation cease immediately because of the potential harm such actions may cause the employees and our children's safety, health and welfare.

We were surprised to find that our documents were not read after two weeks and no one acknowledged they received the documents during this time. We were instructed by Superintendent Michael Thurmond to send documentation directly to him if we know of anyone experiencing retaliation. We sent the documentation to the Superintendent and copied the entire Board of Education. There is no excuse for our documents to go for two weeks without any reply. You will notice that I am not resubmitting to you in this correspondence the documents that we hand delivered that quotes the employees-victims graphic statements detailing the sexual harassment.

I helped document the issues the bus drivers were experiencing at the request of these drivers to improve the work environment of everyone working for the DeKalb County School System. Most of all, I wanted to ensure a safe environment for our children. When the employees are involved in such hostile acts as sexual harassment, the work environment is stressed to the point that it jeopardizes our children.

I presented this documentation to place our school system on notice that the acts of retaliation against one of the workers listed in this documentation must cease and desist immediately. The underline reason for the actions taken against this employee is in retaliation for exposing this hostile work environment. No employee should have to endure such treatment or retaliation.

During a meeting with Superintendent Michael Thurmond, he stated that he will not tolerate any retaliation against employees within the school system. I am a witness to such retaliation and decided to submit this document to prove the systematic retaliation is alive and well. The fact that this retaliation appears to originate within the Office of Internal Affairs causes us great concern.
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10/30/13

Gmail- Retaliation Against DCSD Employees for Filing Se)qJalHarassment, Hostile Work Enwronment

and Unfair Labor Practices Complaint

We submit this documentation to Superintendent Michael Thurmond and to the members of the DeKalb Board of Education for the second time with a demand for a full investigation into the Office of Internal Affairs. We ask that this investigation be done by an outside impartial third party law enforcement agency.

The problems we have identified are as follows:

The employees gave their statements about sexual harassment to Christopher Davis with the Office of Internal Affairs. Mr. Davis stated that his job title is investigator and he has years of experience. However, the state website lists Davis as a substitute teacher. When I asked Mr. Davis if he occupied a supervisory position, he said, "no". One employee has filed an EEOC complaint concerning the sexual harassment above. We have served as a third party witness to document the systematic methods of retaliation under the whistleblower policy. We were forced to get involved due to the number of complaints received about the Office of Internal Affairs acts of retaliation. The employees gave very intimate and graphic details about the work environment within the transportation department. For the school system to place that information in the hands of a person that does not occupy a supervisory position is inexcusable. The employee in question has been reassigned over three times without written documentation and/or explanation for the reassignment. The employee had changes to the work assigned with less than 24 hours' notice. To place any employee under such working conditions, especially one that drives a bus load of children, is hostile and despicable. The employee was given several verbal directives that changed his work environment to include time schedule, work conditions, policies and procedures, etc. that single him out individually. When this practice was challenged, a written document was submitted to the entire fleet of workers under the transportation department 2-3 days later. The systematic retaliation that has occurred was documented and monitored since the initial intake of the written documents concerning the sexual harassment. Once the employee filed a federal complaint, we educated the employee on acts of retaliation to watch out for within a government system such as change in time schedule, verbal commands without written documentation which can be denied later, directives that will make a person look incompetent, etc.

These are several problems we bring to the Superintendent and Board of Education's attention under the whistleblower policy and directive to "stop retaliation". We will seek the necessary actions to stop these acts of retaliation and request:
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10/30/13

Gmail - Retaliation Against DCSD Employees for Filing SeJQJal Harassment, Hostile Work Em.ironment and Unfair Labor Practices Complaint

Full investigation of the Office of Internal Affairs.

Retrieval of the emailsofpriorSuperintendents.AtkinsonandLewis.to assess if the acts of sexual harassment went to the top of the chain of command. Re-train upper management on sexual harassment and acts of retaliation.

Update policies and procedures to make sure changes in work conditions and time schedules are given with written notices under the name of the supervisor issuing the change. Legal matters, such as EEOC complaints and sexual harassment complaints, are handled by people with fiduciary responsibilities.

The top issue of this complaint involves the health and safety of our children. We need to decrease the stress these employees have to endure especially where there is violation of policies and procedures.

Sincerely,

Viola Davis Unhappy Taxpayer & Voter Community Missionary and Citizen Advocate Whi stleblowerlWatchdog

Viola

Davis <restoredekalb@gmail.com>

Thu, Oct 3, 2013 at 10:15 AM

fyi
[Quoted text hidden]

Viola

Davis <restoredekalb@gmail.com>

Thu, Oct 3, 2013 at 10:18 AM

--

Forwarded message --,117

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10/30/13

Grnait - Retaliation Against DeKalb County School District Emplo~es for filing Sexual Harassment, Hostile Work Environment and Unfair Labor Practices Complaint - Second Submission

Retaliation Against DeKalb County School District Employees for filing Sexual Harassment, Hostile Work Environment and Unfair Labor Practices Complaint Second Submission
Viola Davis <restoredekalb@gmail.com> Viola Davis <restoredekalb@gmail.com> Wed, Oct 2, 2013 at 9:28 PM

Memorandum
To: Superintendent Michael Thurmond DeKalb Board of Education, Restore DeKalb, and all appropriate parties Viola Davis 10/2/2013 Re: Retaliation Against DeKalb County School District Employees for filing Sexual Harassment, Hostile Work

cc
From: Date:

Environment and Unfair Labor Practices Complaint

Retaliation Against DeKalb County School District Employees for filing Sexual Harassment, Hostile Work Environment and Unfair Labor Practices Complaint - Second Submission
On September 11,2013, Restore DeKalb hand delivered a memorandum to the DeKalb County School District headquarters to
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1/5

10/30/13

Grnail - Retaliation Against DeKalb County School District EmplCl}ees for filing Sexial Harassment. Hostile Work En~ronment and Unfair labor Practices Corrplaint - Second Submission

detail the retaliation against an employee that had filed a complaint involving the issue of sexual harassment, hostile work environment and unfair labor practices. We requested the retaliation cease immediately because of the potential harm such actions may cause the employees and our children's safety, health and welfare.

We were surprised to find that our documents were not read after two weeks and no one acknowledged they received the documents during this time. We were instructed by Superintendent Michael Thurmond to send documentation directly to him if we know of anyone experiencing retaliation. We sent the documentation to the Superintendent and copied the entire Board of Education. There is no excuse for our documents to go for two weeks without any reply.

I help document the issues the bus drivers were experiencing at the request of these drivers to improve the work environment of everyone working for the DeKalb County School System. Most of all, I wanted to ensure a safe environment for our children. When the employees are involved in such hostile acts as sexual harassment, the work environment is stressed to the point that it jeopardizes our children.

I am presenting this documentation to place our school system on notice that the acts of retaliation against one of the workers listed in this documentation must cease and desist immediately. The underline reason for the actions taken against this employee is in retaliation for exposing this hostile work environment. No employee should have to endure such treatment or retaliation.

During a meeting with Superintendent Michael Thurmond, he stated that he will not tolerate any retaliation against employees within the school system. I am a witness to such retaliation and have decided to submit this document to prove the systematic retaliation is alive and well. The fact that this retaliation appears to originate within the Office of Internal Affairs causes us great concern.

We submit this documentation to Superintendent Michael Thurmond and the DeKalb Board of Education for the second time with a demand for a full investigation into the Office of Internal Affairs. We ask that this investigation be done by an outside impartial third party law enforcement agency.

https:/Imail.900gle.com'maill?ui=2&ik=ff2c1762b9&viell'F

pt&search= inboY&th= 1417bee82736cf9b

215

10/30/13

Grnail - Retaliation Against DeKalb County School District Errjployees for filing Sexual Harassment, Hostile Work Enl.ironment and Unfair Labor Practices Complaint - Second Submission

The problems we have identified are as follows:

The employees gave their statements about sexual harassment to Christopher Davis with the Office of Internal Affairs. Mr. Davis stated that his job title is investigator and he has years of experience. However, the state website lists Davis as a substitute teacher. When I asked Mr. Davis if he occupied a supervisory position, he said, "no". One employee has filed an EEOC complaint concerning the sexual harassment above. We have served as a third party witness to document the systematic methods of retaliation under the whistleblower policy. We were forced to get involved due to the number of complaints received about the Office of Internal Affairs acts of retaliation. We will make our evaluation available to the local, state, and federal agencies. We will evaluate the need to go public once full documentation and investigations are complete. The employees gave very intimate details about the work environment within the transportation department. For the school system to place that information in the hand of a person that does not occupy a supervisory position is inexcusable. The employee in question has been reassigned over three times without written documentation and/or explanation for the reassignment. The employee had changes to the work assigned with less than 24 hours' notice. To place any employee under such working conditions especially one that drives a bus load of children is hostile and despicable. The employee was given several verbal directives that changed his work environment to include time schedule, work conditions, policies and procedures, etc. that single him out individually. When this practice was challenged, a written document was submitted to the entire fleet of workers under the transportation department 2-3 days later. The systematic retaliation that has occurred was documented and monitored since the initial intake of the written documents concerning the sexual harassment. Once the worker filed a federal complaint, we educated the employee on acts of retaliation to watch out for within a government system such as change in time schedule, verbal commands without written documentation which can be denied later, directives that will make a person look incompetent, etc.

These are several problems we bring to the Superintendent and Board of Education's attention under the whistleblower policy and directive to "stop retaliation". We will seek the necessary actions to stop these acts of retaliation and request: Full investigation of the Office of Internal Affairs.
1417bee82736cf9b

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3f5

10/30/13

Grnail - Retaliation

Ag ainst DeKal b County School District Emplo~es

for fi Iing SellUal Harassment,

Hostile Work Em.1ronment and U nfai r Labor Practices Complai nt - Second Submission

Retrieval of the emails of prior Superintendents, Atkinson and Lewis, to assess if the acts of sexual harassment went to the top of the chain of command. Retrain upper management on sexual harassment and acts of retaliations. are given with

Update policies and procedures to make sure changes in work conditions and time schedules written notices and under the job description of the supervisors.

Legal matters such as EEOC complaints and sexual harassment are handled by people with fiduciary responsibilities. The top issue of this complaint involves the health and safety of our children. We need to decrease the stress these employees have to endure especially where there is a violation of policies and procedures.

Sincerely,

Viola Davis Unhappy Taxpayer & Voter Community Missionary and Citizen Advocate

WhistleblowerlWatchdog

Ii'iiPI

Retaliation Against DSCD Employees for filing Sexual Harassment, Hostile Work Environment and Unfair Labor Practice
35K

'eJ Complaint.docx

Viola Davis <restoredekalb@gmail,com>


htlps:llrrail.google.comlmail!?ui=2&ik=ff2c1762b9&lo1ew=pt&search=inbox&th=1417bee82736cf9b

Wed, Oct 2, 2013 at 9:47 PM


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Memorandum
To: Superintendent Michael Thurmond

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From: Date: Re:

DeKalb Board of Education, Restore DeKalb, and all appropriate parties


Viola Davis 9/1112013

DeKalb County School System Sexual Harassment, Hostile Work Environment and Unfair
Labor Practices Complaint

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DeKalb County School System Sexual Harassment, Hostile Work Environment and Unfair Labor Practices Complaint
The foundation of the legal complaint involves sexual harassment, hostile work environment and unfair labor practice. The workers involved in this document requested our assistance in writing a complaint that will detail sexual harassment, hostile work environment and unfair labor practice. We have five workers that have come forth the expose a very serious and sensitive violation within the transportation department of the DeKalb County School System. The workers have complained for years about certain workers, supervisors, ,and administrative staff engaging in sexual harassment and unfair labor practice that resulted in a hostile work environment. When the workers refused to engage in sexual advances, the supervisors would engage in acts of retaliation and intimidation to include: -Decrease in individuals work hours -Changes in workers bus routes -Refused to assign the workers special activity routes which provide additional pay. -Fabricate stories of harming children to get the targeted workers fired and/or suspended. -Assign workers to buses in poor condition. -Manipulate workers into assisting in "getting back" at targeted workers. If the co-workers refused or attempted to expose the wrongdoing, the co-workers began to experience harassment.

Memorandum
To: Superintendent Michael Thurmond

cc:
From:
Date:

DeKalb Board of Education, Restore DeKalb, and all appropriate parties Viola Davis
9/1112013

Re:

DeKalb County School System Sexual Harassment, Hostile Work Environment and Unfair
Labor Practices Complaint

DeKalb County School System Sexual Harassment, Hostile Work Environment and Unfair Labor Practices Complaint
The foundation of the legal complaint involves sexual harassment, hostile work environment and unfair labor practice. The workers involved in this document requested our assistance in writing a complaint that will detail sexual harassment, hostile work environment and unfair labor practice. We have five workers that have come forth the expose a very serious and sensitive violation within the transportation department of the OeKalb County School System. The workers have complained for years about certain workers, supervisors, and administrative staff engaging in sexual harassment and unfair labor practice that resulted in a hostile work environment. When the workers refused to engage in sexual advances, the supervisors would engage in acts of retaliation and intimidation to include: -Decrease in individuals work hours -Changes in workers bus routes -Refused to assign the workers special activity routes which provide additional pay. -Fabricate stories of harming children to get the targeted workers fired and/or suspended. -Assign workers to buses in poor condition. -Manipulate workers into assisting in "getting back" at targeted workers. If the co-workers refused or attempted to expose the wrongdoing, the co-workers began to experience harassment.

September 11,2013

-Damage to workers buses to "get the workers in trouble". Give verbal commands to create safety issues involving children and then deny the commands were ever given. Unprofessional and unethical behavior and verbal communication. lnappropriate behavior and conversations. We have approximately five drivers that have come forward to expose these injustices in hopes of improving the work environment of every worker and stop the acts of sexual harassment, intimidation, retaliation, and overall abuse. We will give bullet points to explain the accusations and alleged violations. These statements are connected to the written statements given to the Office of Internal Affairs under the directions of Ronald Ramsey and Christopher Davis. The workers are in constant fear of being fired. The following incidents and quotes are provided by the workers to include: 1. Worker 1 named Mr. _ complained that a supervisors/trainer named Ms. _ made sexual advances to both him and another female named Ms._. b. Ms._ stated, "she can get any man or anybody that she wants and she's gonna get what she's wants" which was directed at Mr..c. Ms._ stated, "She has that comeback ~' while she was driving and training. and _ on their bus routes. d. Mr. _ overheard Ms. _ make the following statement to Ms. ~ i. Ms.~ said that Ms. .blue Levi Jeans outfit and shoes were so cuteYiIi'ich lead into a sexual comment, .. you have some small _ and mines are bigger.. .I'm gonna show you tomorrow, I'm gonna wear a short shirt so that you can see the size ofthem." ii. Mr.1III overheard Ms. _saying to Ms._, she had experienced threesomes and "she like to lick and lick her man's _ swallow and lick his '. . iii. The next day, Ms. _ had on a light sleeve-less shirt and some tight unacceptable fitted stretch pants like on which would fall in the school manual dress code violation. e. Mr.,... also has several audio tapes of conversations that detail the harassment. One tape involves men at fleet a. Mr. _

September 11, 2013 maintenance telling him to have sex with the women and they will leave him alone. f. Mr. _ was retaliated against and had to endure unfair labor practices for refusing to engage in sexual overtones and requests. g. Mr. _was suspended without any documented reason and forced to retake a drug test (supervisor was hoping to catch him possibly using drugs - test was negative). h. Mr . work hours were decreased and he was refused any activity trips which help increase the workers' pay. He was also forced to cancel hours despite the fact that Mr._ worked and earned the hours. i. Unfair monitoring of Mr. _ personal personnel files, training files, etc. in an attempt to get him fired. j. Changed bus routes, double his routes, and gave Mr. ~ verbal commands that violate school policy and procedures in an attempt to get him fired. k. Reprimanded Mr._ because he would not use his personal cellphone to receive calls from the supervisors despite a policy against using personal cell phones. I. Mr. _ documented the following complaints with upper administration to include: purposefully undermining his work, harassment, inappropriate behavior, retaliation, and discrimination. m. Mr. _complained to at least three members of his upper chain of command; however, they did nothing. He later learned that some of the upper administration was sleeping with the women supervisors that he was complaining about. There is also a documented incident in whi~h one upper administrator's wife almost had a fight with the supervisors. n. The upper management would listen to the complaints and refer the workers back to the supervisors. The harassment would increase once the people that were committing the abuse learned that the workers attempted to expose their wrongdoing.

2.

Worker 2 is named Ms. _: a. The foundation of Ms. _ complaint involves sexual harassment. She has written a statement to detail the harassment. She is presently being pressured by the school system's attorneys to sign an affidavit because her charges are so graphic.

September 11, 2013

The primary person causing sexual harassment toward Ms. _ is a Ms. __ ._ and her supervisor named Ms. _ work close together in managing the workers and training new workers. c. The sexual harassment quotes made by __ to _ inctude: i. The statements overheard by Mr." ii. _asks. several personal questions and made several comments on _ clothing. _ is aware that Ms. _ is in Georgia without any family or friends. iii. _ spoke about her daughter's personal business stating that her daughter's boyfriend is bisexual. Ms._ stated, "she gave me detail that he like her daughterTOput on a devise" that's a fake ~ is what she said and that the daughter would ~~it in his." iv. _wouldask_ did she have someone in her life... she then went on the say how petite I was and mentioned I have large breast to be my size. v. Ms._ stated that she trained with Mr._ and he witnesses some of the sexual behavior toward her. ~ commented on _ breast while Mr. _ was present. . vi. _ started calling Ms_"-'" and not by her personal professional name. vii. _ made it clear that she did not want Ms. _ getting involved or conversing with Mr..., ~ VIII. _ would blow Ms. _ a kiss before getting off the bus. _ ix. __ stated to "She has what men would call come back ~." x. The sexual overtones and conversation continued during the training of these two"workers. Ms.__ has apparently been training" employees for 4 years.

b.

<_)

It is reported that other workers are afraid to come forth due to retaliation and fear of losing their jobs. The workers have witnessed other workers in prior incidents being treated unfairly which lead to workers being fired and/or quitting.

September 11,2013

_ stated to_ "She has a friend name _ and he asked her can he have sex with her_area ... "She asked me _) what I think about that." _ was very uncomfortable with the conversation; however, she feared losing her job. xii. _gavEi"Ms._ little sir names such as " and ._' instead of calling her by her legal name at work. xiii. "_ said to me that I need to tell you straight what it is that I do - I lick woman, I suck on a man's PIlla I eat b., and I eat_too." xiv. _tated to Ms. _ that Mr.~ sent her a threatening text. M~._ immediately called" a "liar". .became very nervous at that point, starred at _ and her hands started shaking. Ms._ acknowledged that the harassment against Mr. _ increased especially wit~ calling the supervisor on 11II. xv. _would taunt Ms. _ "bobbing her head back and forth" which would make Ms. _ furious. xvi. would make embarrassing comments on the bus system radio for everyone to hear stating, "I have one driver I have to hold her hand all the way thru this." These comments were made to make Ms. _ look incompetent. xvii. _ came on_ bus frequently stating she would be _ mentor. When the two were a/one,~ould try to make sure Mr._ was on the phone to witness ~ntinuedOWensive conversations. xviii. would come on Ms. ~~every morning from the time she started the jOb.~ said, "I know you see me watching you... I like to see what you're wearing~ day." xix. "... started to call Ms. _ on her personal cell phone on weekends and off work hours.

xi.

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September 11,2013

requested to take Ms. _ out to dinner which Ms. _declined. She aSked'ifShe could show Ms._ around Georgia which Ms._ said that she could do that on her own. xxi. Ms._ said that the sexual harassment has caused her sever stress, bad headaches, the skin on her face to break out, and her heart racing every time she gets ready to go to work.
XX. _

3.

Worker 3 is named Ms. _ a. Ms._ stated that Ms. and Ms. _ are unethical and unprofessional. The sexual harassment quotes and incidents include: i. _ stated, "I'll get to do it, he is such a dumb bunny and he thinks if he do it he will get this ~" ii. "She ~) does this quite often and it's really disturbing. She will tease this man by dOingthings such as dancing in a vulgar fashion real close to him or grabbing her breast and saying, "These _ are so swollen, my is fixing to come on." iii. "She (~ has described sexual experiences with different people in graphic details and in the same breath, quote a scripture from the bible." iv. Ms.__ said that these are the type of working conditions she has had to endure on almost a daily basis (not stretching the truth). v. _would go into rants. Ms. "said one rant involved taking the last 3 days of school off like sh~ry year because she ain't dealing with_(supervisor) bullshit and she will get another excuse from her dentist cause "he likes me and he want to me, all I have to do is tell him he can come over and he will give me any excuse I want, "and _don't got to pay me, I'll tell her to kiss my." vi. MS._ has been a bus driver for DeKalb County for over 18 years who has witnessed bad work ethics under her supervisor Ms.

II

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vii. Ms. tones and her wordswere hostile. When complaintswere madeto her (_'s) supervisorMr._ he said he felt that it was a misunderstanding and that was basicallythe jest of the conversation. Mr. _ told that Ms. ~ad contactedhim. . viii. _ mad~ drive unfamiliarroutesand excessiveamountsof routes.~xcluded Ms." and a few other retainersfrom any happeningsgoing on in the district. (thesehappeningswere extra activityroutesthat increasedrivershoursand pay) 4. Worker4 is namedMs._: Ms statedthat she has had nothingbut problemswith Ms. _ Ms.-'stated that Ms. _ hasa problemseparatingher personalfeelingsfrom professional. b. Ms._ statedtha would "set her up" and has seen. purposel~up otherssuch as Mr. c. Ms.. I warned Mr."weeks ago to be careful becauseshe saw it coming. Othershave either gotten terminatedor they ended up quitting. d. Ms. identifi~lempeoPletobeMs._ (supervisor), ,~ and. These people would often engageIn unfairtreatmen~workers. e. Ms._cla!!!!.ed that_(ano~ supervisor), ~~n~_serve~Cronies and would do whatevershe tells them to in turn for many hours, overtime,and otherfavors on the job. f. Ms._ was informedthat once Ms._ (whowas apparentlysupposedto be suspendeddue to complaints) returnsto work, "she was threateningeveryonethat she was goingto be worst then before." g. Ms.~ used her brother, _, to intimidateworkers that complained."'is alwaysover to HendersonMiddle on his bu~ p~own by_ bus,just sitting there on his bus as if he was watCFliii9'"M5._ or trying to intimidateher. h. Ms. and..sl!spended_ (as well as otherworkers)off h~_ and sent herto fleet services to work. a.

_s

September 11, 2013

F,

September 11, 2013

Workers were sent to fleet services as punishment and retaliation. J. _ and. made up an incident involving a claim that Ms. _Jeft a8vear old child wandering around the apartment (comp\ex). After a suspension and investigation, Ms. _ was cleared from the allegation. k. _ was removed from her bus routes, constantly spied on by ~cronies, "set up, lied on, and her character attacked". I. _took~ field trips which negatively affected her pay. m. stated, "field trips are supposed to be distributed out evenly, this has never happened because the same ones get all the hpurs, Check our time sheets then you will get a lot of your answers." n. Ms._complained of a hostile work environment. 5. Worker 5 is named Ms. _ Ms_is a .year old grandmother who has taken emergency leave due to ~ent. b. Ms:__ stated that , _, _ and were the problem with some of the supervisors speaking down to the worker and in a demeaning manner. These supervisors engage in the mistreatment of wOBers es ecially the older bus drivers. c. - She ''talks nasty to the drivers". d. stated that supervisors take her time and short her pay. e. Ms_ said that her witness to such treatment is __ w~is also connected to this complaint. f. Ms. _had her routes Changedand when she asked why, the supervisor said, "Because I can". These types of actions cause a safety issue for the children because drivers are not familiar with the new routes and have an increase chance of making mistakes which can harm the children. g. Ms. _ said that there is a lack of trust in the management of the transportation department due to the harassment and mistreatment. h. Ms. _has complained abou_to Mr._ and Mr. _ said, "I'll check into this". However, nothing was done. a.

i.

II

September 11, 2013


I.

Ms._would endure constant accusations from supervisors. When she would ask the supervisors to view the camera, they would refuse to view the camera.

I have large number of workers/drivers contacting me concerning these serious issues within the category: -Sexual harassment =Hostile work environment .Unfair labor practice The workers had a meeting to voice their complaint to management and also had a protest outside of the headquarters. The initial meeting brought together over 480 bus drivers. There are over 900 bus drivers in the DeKalb County School System transportation department. They are ready to come together to have someone file a grievance against the school system to enact change and improve the work environment. They want the people that are engaging in the sexual harassment to be fired. They want the administrators that knew about the sexual harassment and did nothing to stop the harassment to be fired. (PS- Documentation, tapes, pictures, emails, etc. delivered on request)

I performed the legal intake at the request of these drivers to improve the work environment of everyone working for the DeKalb County School System. Most of all, I wanted to ensure a safe environment for our children. When the employees are involved in such hostile acts as sexual harassment, the work environment is stressed to the point that it jeopardizes our children. I am presenting this documentation to place our school system on notice that the acts of retaliation against one of the workers listed in this documentation must cease and desist immediately. The underline reason for the actions taken against this employee is in retaliation for exposing this hostile work environment. No employee should have to endure such treatment or retaliation. During a meeting with Superintendent Michael Thurmond, he stated that he will not tolerate any retaliation against employees within the school system. I am a witness to such retaliation and have decided to submit this evidence to prove the systematic retaliation is alive and well. The fact that this retaliation appears to originate within the Office of Internal Affairs cause us great concern.

September 11,2013

We submit this documentation to Superintendent Michae\ Thurmond and the DeKa\b Board of Education with a demand for a full investigation into the Office of Internal Affairs. We ask that this investigation be done by an outside impartial third party law enforcement agency. The problems we have identified are as follows: The employees gave their statements to Christopher Davis with the Office of Internal Affairs. Mr. Davis stated that his job title is investigator and he has years of experience. However, the state website lists Davis as a substitute teacher. When I asked Mr. Davis if he occupied a supervisory position, he said, "no". One employee has filed an EEOC complaint concerning the sexual .harassment above. We have served as a third party witness to document the systematic methods of retaliation under the whistleblower policy. We were forced to get involved due to the number of complaints received about the Office of Internal Affairs acts of retaliation. We will make our evaluation available to the local, state, and federal agencies. We will evaluate the need to go public once full documentation and investigations are complete. The employees gave very intimate details about the work environment within the transportation department. For the school system to place that information in the hand of a person that does not occupy a supervisory position is inexcusable. The employee in question has been reassigned over three times without written documentation and/or explanation for the reassignment. The employee had changes to the work assigned with less than 24 hours' notice. To place any employee under such working conditions especially one that drives a bus load of children is hostile and despicable. The employee was given several verbal directives that changed his work environment to include time schedule, work conditions, policies and procedures, etc. that single him out individually. When this practice was challenged, a written document was submitted to the entire fleet of workers under the transportation department 2-3 days later. The systematic retaliation that has occurred was documented and monitored since the initial intake of the written documents concerning the sexual harassment. Once the worker filed a federal complaint, we educated the employee acts of retaliation to watch out for within a government system such as change in time schedule, verbal commands without written documentation which can be denied later, directives that will make a person look incompetent, etc. These are several problems we bring to the Superintendent and Board of Education's attention under the whistleblower policy and directive to "stop retaliation". We will seek the necessary actions to stop these acts of retaliation and request:

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September 11,2013

Full investigation of the Office of Internal Affairs. Retrieval of the emails of prior Superintendents, Atkinson and Lewis, to assess if the acts of sexual harassment went to the top of the chain of command. Retrain upper management on sexual harassment and acts of retaliations. Update policies and procedures to make sure changes in work conditions and time schedules are given with written notices and under the job description of the supervisors. Legal matters such as EEOC complaints and sexual harassment are handled by people with fiduciary responsibilities. The top issue of this complaint involves the health and safety of our children. We need to decrease the stress these employees have to endure especially where there is a violation of policies and procedures.

~f)~
Viola Davis Unhappy Taxpayer & Voter Community Missionary and Citizen Advocate WhistleblowerNVatchdog

11

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Retaliation Facts Prepared By Mr.


September 6, 2013

Documentation of Harassment, Hostile Work Environment, Retaliation, Unfair Labor Practices, Bullying, Intimidation, and Purposeful Undermining Tactics

I.

Sharing personal information with fellow co-worker

Ms. is named as a witness in my EEoe complaint, filed June 21, 2013. I believe that this incident is unprofessional to show and discuss my EEOC complaint with anyone other than me. The violations of my privacy rights, federal and state rights have been perpetuated by DeKalb County Schools Legal Affairs, Mr. Christopher Davis and Mr. Ronald Ramsey. At question is that this is being done to intimidate me and the witness, who is named in my EEOe complaint. Using her to gather and seek information regarding me and to send a message to scare her and myself. I strongly believe that these incidents have scared the witness to fear for her job. Details of multiple meeting that lead to reveal my personal information will only be discussed and revealed to the EEOC investigators.

II.
ill.

Increased Surveillance and Monitoring Waiting on me at parking lot and being followed Alterations of my time schedule

These separate incidents, in my opinion, are examples of retaliation an \


1

Retaliation Facts Prepared By Mr. September 6,2013

Documentation of Harassment, Hostile Work Environment, Retaliation, Unfair Labor Practices, Bullying, Intimidation, and Purposeful Undermining Tactics

1.

Sharing personal information with fellow co-worker

Ms. is named as a witness in my EEOe complaint, filed June 21, 2013. I believe that this incident is unprofessional to show and discuss my EEOe complaint with anyone other than me. The violations of my privacy rights, federal and state rights have been perpetuated by DeKalb County Schools Legal Affairs, Mr. Christopher Davis and Mr. Ronald Ramsey. At question is that this is being done to intimidate me and the witness, who is named in my EEoe complaint. Using her to gather and seek information regarding me and to send a message to scare her and myself. I strongly believe that these incidents have scared the witness to fear for her job. Details of multiple meeting that lead to reveal my personal information will only be discussed and revealed to the EEOC investigators.

II.
III.

Increased Surveillance and Monitoring Waiting on me at parking lot and being followed Alterations of my time schedule

These separate incidents, in my opinion, are examples of retaliation and


3.

harassment. I'm making an official complaint tp Superinttt~bent Michael Thurman. I just want to do my job to the best of my ability and I'm requesting these supervisor acts of retaliation stop immediately.

8/20/13 At 6:02am, a voice message was left on my personal cell phone by district manager Ms. _for me to give her a call. (Later retrieved) At 12:48pm, I was parked on the N. Decatur parking lot, sitting in my personal vehicle waiting for my post trip for pm route to start. District manager Ms. pulled up to me in her assigned county vehicle, a White Fold Taurus, and got out of her vehicle to address me by asking did I receive her call or message. My response was no. Ms. _informed me about my time. Ms . came to me on two different days when I was not on the clock, and I was in my personal vehicle. She stated that she wanted to address my start up and my pm time and that it needed to be at 6:00am and my evening time 1:30pm. I stated to Ms . this is the second time you're addressing me about my time, but you're not addressing the other drivers. We as drivers are to work the same when it comes to our time schedule. The employees that work the same time as me were not informed of the schedule changes Ms. _ was giving me. I stated to Ms . that I was starting to feel singled out, harassed, stressed, and retaliated against. I haven't seen you have this discussion with any other drivers on the lot nor have you put out a memo to address all drivers. Ms. _then stated verbally that she is going to send out a memo on the time schedule dealing with our job. This apparently was the decision of the district manager and not from upper management. I could not neglect the fact that Ms . was a possible friend of the former employee Ms. , the prior employee I wrote a complaint against with the Office of Internal Affairs.

Ms. also worked once as her assistant. They are targeting me for retaliation because I wrote up their friend, Ms. 11II
2

8/22/13 At Middle for the pm pickup of students. I was informed by retainer driver that he was ordered by District manager, Ms. _ and Mrs. _ to ride along with me to monitor to see how long it takes me on my route to get back to the N. Decatur lot to park my bus. During my routine route (Briarcliff rd. and Oak rd.) retainer bus driver, Ms. looked over and shook her head at me as she witnessed riding on the bus with me along with my middle school students. (Witness pictures are available upon request)

8/23/13 I missed the call and a voice message from retainer driver stating that he was ordered again to ride along with me again to revise my route and what time I should meet him for him to ride along. (Recorded voicemail message) On this day at Middle, I arrived to pick up my students from the school. I noticed that none of my students were standing outside waiting to be picked up. I notified dispatch that when I arrived at my school, my 46 students were missing and that someone has picked up my students without my knowledge or my being informed that my students would be intercepted by another driver. I view another driver taking my route without my knowledge to drop off my students as an undermining tactic. I later found out that was ordered by district manager Ms. _ and Mrs. to pick up my students. These actions made it seem as though I'm incompetent, cut my work hours, and undermine my work environment. Most important, this can potentially endanger my students because Mr. _ had only 2 days to learn my route and students. This short notice and adjustment
3

in routes can place our students at risk of being let off at the wrong location, as well as other risk factors.

08/19/13 I received a phone cal~l cell phone at 12:48 pm from District Manager Ms._ in reference to my time sheet. She stated that she wanted to adjust my morning time from 5:45am to 6:00am and my evening post trip from 1:00pm to 1:30pm. I advised Ms. _that this has been my time since I started this job beginning at the school year and that I'm coming to work at the same time as other drivers do and that the last district manager tried to cut my time and was overruled by Chief Director of Operations, Mr. who stated to me in a conversation that the earliest a driver comes in is 5:30am, and for the evenings was 1:OOpm.I explained to Ms. _that my time on my time sheet is the same as earlier this year, and my route was the same with no changes. During this discussion Ms. ~tated that she was going to call Mr. in regards to this matter. I agreed Mr._ who approved my time, was legitimate. I received a phone call via my personal cell phone from_ about a field trip to _ HS, taking the school baseball team to Lithonia, GA for a game at 3:00pm to 8:30pm. She asked me if I was interested in taking it. I agreed to do so and the field trip was assigned to me and paperwork would be delivered to me later to sign. Around 1:20pm I received a callback from_ stating that they cancelled my field trip and it was reassigned to another driver. I do believe that"" had nothing to do with this but it came from above her head.

8/20/13

At 12:48pm I was parked on the N. Decatur parking lot, sitting in my


personal vehicle while waiting to my post trip for pm route to start. District manager Ms. pulled up to me in her assigned county vehicle (White Ford Taurus) and got out of her vehicle to address me and ask did I receive her call or message, my response was no. On my time and I'm not on the clock. She stated that she wanted to address my time 1:30pm. I stated to Ms. _this is the second time you're . addressing me about my time, but you're not addressing the other drivers who are coming in before and the same time as me. I stated to Ms. _ I'm starting to feel singled out, harassed, stressed, and retaliated upon. I haven't seen you have this discussion with any other' drivers on the lot, nor have you put out a memo to address all drivers. Ms. ~en stated verbally that she is going to send out a memo of time to be at work, this is a district manager decision and not from upper management.
8/20113

After my morning route, I parked spare bus 1407 in a parking space on N. Decatur rd. parking lot next to bus 1875. On that evening of post trip 12:45p I noticed that the bus I was assigned to was moved from its original parking spot to another spot further down the fleet of buses. That bus was moved by an unknown driver. There's no assigned parking space. I believe this is harassment, retaliation, hostile work environment, undermining tactics and stress directed to me and my fellow drivers due to the target on my back by management causing other driver fear and stress of me parking next to them. Drivers are playing musical chairs with the bus I drive and park next to. Monday after my pm route around 5:50pm, I was informed by another driver via text message, that District manager Ms. is at the N. Decatur lot waiting in her assigned school county vehicle (White Ford Taurus). As I was pulling in off the road into the lot, I see Ms .
5

parked by my vehicle. After doing my evening post trip inspection, I'm walking to my vehicle, off the school clock, and Ms. _got out of her vehicle, called my name to address me again about my time. As I was trying to leave, she told me that she had spoken with Mr. __ _ about my time and he had informed her to make changes to my time. At I0:07pm that night, I emailed Chief Operations Officer _ and Legal Affairs Christopher R. Davis about my concerns ... "DeKalb County First Class Mail." I, am writing to regards to Harassment and Retaliation in the work by a supervisor. I'm requesting a meeting with you both regarding this that occurred with a supervisor. I think this is a situation that needs to be looked into by upper management. Thank you for your time and consideration in this matter." 8/21/13 8:49am I received an email back from Chief Operations Officer stating, "for me to make an appointment with the Office of Legal Affairs to voice my concerns." Email is attached. 7:37pm I made a phone call to Mr. Davis' office and left a message on his answering machine to return my call to voice my concerns. 8/22/13 7:40am I called Mr. Davis' office and he was not available At 11:50am I called Mr. Davis' office and he picked up. In conversation between me and him regarding my issues, he asked me if I went through the chain of command, (my boss to her boss). I explained to him no because I didn't know who Ms ..boss was due to changes over the summer. Mr. Davis explained to me that they had an open door policy that I could stop by if I wanted to. He then stated that he was very busy

doing another case he was working on and he was rushing me off the phone. From that point on, I felt uncomfortable going to his office to
6

speak with him or anyone else. I feel there is a problem with me, management, and legal affairs because I defended myself against harassment, retaliation, intimidation, and bullying earlier this year. (Pull the recording of phone conversation ~ After speaking with Mr. Davis that morning about my concerns, I noticed later that evening the harassment kicked up a notch and got aggressive; Read below. During one of my bus rides, I experienced so much stress from these acts of retaliation that my stress level had raised to the point of my mind wasn't clear; my legs started shaking while driving with the children on my bus. I feel it is unsafe to drive under these stressful conditions. I missed my turn due to these unwanted stressful management tactics that put me under a constant state of fear and having to guard every move I make.

Questions and Statements made on the EEOC complaint: What happened to you that you believe was discriminatory? The workers have complained for years about certain workers, supervisors, and administrative staff engaging in harassment, retaliation and unfair labor practice that resulted in a hostile work environment. The supervisors would engage in acts of retaliation and intimidation to include: Decrease in individual's work hours Changes in workers bus routes C Refused to assign the workers special activity routes which provide additional pay.
A B

.D
.E

Fabricatestoriesof leaving and harming children to get the


Assign workersto buses in poor condition.
7

targeted workers fired and/or suspended .

F Manipulate workers into assisting in "getting back" at targeted workers. If the co-workers refused or attempted to expose the wrongdoing, the co-workers began to experience harassment. Damage to workers buses to "get the workers in trouble". Give verbal commands to create safety issues involving children and then deny the commands were ever given. Unprofessional and unethical behavior and (sex related) verbal communication.

Why do you believe these actions were discriminatory?

Hostile Work Environment:


h. My work hours were decrease and he was refused any activity field trips which help increase the workers' hours. I was also forced to cancel hours despite the fact that I'd worked and earned the hours. i. Unfair monitoring of my personal personnel files, training files, time sheets etc. in an attempt to get him frred. j. Change buses, adding students, double my routes, and given verbal commands that violate school policy and procedures in an attempt to get me fired. I'd documented the following complaints with upper administration to include: purposefully undermining my work, harassment, inappropriate behavior, retaliation, and discrimination. m. I complained to at least three members of his upper chain of command; however, they did nothing. n. I'd emailed upper management/legal affairs complaints and refer the workers back to the supervisors. The harassment would increase once the people that were committing the abuse learned that the workers

attempted to expose their wrongdoing.

Unfair Labor Practice and Further Harassment:


f. I was retaliated against and had to endure unfair labor practice

g.
h. My work hours were decrease and were refused any activity field trips which help increase the workers' pay. I was also forced to cancel hours despite the fact that I worked and earned the hours. i. Unfair monitoring of my personal personnel files, training files, etc. in an attempt to get him fired. j. Continued to call/texts personal cell phone while driving school bus, double routes, and given verbal commands that violate school policy and procedures in an attempt to get him fired,

Rough Draft