Tiffany Anderson’s Files 2007 (July through September) – Pesticides for Poisoned Profits MVCAC

Links to documents:

July 26, 2007

Sexual Harassment Complaint

By Tiffany Anderson ERMA & Stroh

Bob Durham is reassigned as my new supervisor. Everyday began and ended with Janine and I all alone locker room.

Why I Filed a Complaint

My work days began with verbal threats, aggressive dominating actions over me by Janine. Janine was protected by management as Bob’s girlfriend and mobbing was formed by employees who were forced to witness and protect Bob and Janine for the actions that demanded immediate termination by both.

Bob as my supervisor had double standards for himself and his allies

No rules apposed to those who lied to protect him during the December 2006 AIMS investigation for the verbal assault on Don Meidineger.

Bob retaliated against me for walking out when I he behaved inappropriate and said things that violate ERMA. The consequences of not being liked by Bob and Janine resulted in rumors they created attacking my character and work ethic to my piers and management.

My complaint was in writing and discussed and verbal (retaliation for participating in a protective act) reporting unsafe working environment, two employees created litigations in 2006 and they do not do their job.

Bob as my supervisor was alarming me because he had new techs unlicensed, caused tremendous division in our crew, was seldom at work and he refused to work with me with no knowledge of my region.

His girlfriend was allowed by our manager John Stroh and Eddie Luchessi to repeat intentional attacks at me. Causing emotional injury, mental injury and discomfort to prove dominates and power over me.

Who Was Present During Complaint

ERMA Bickmore Risk who is listed on the insurance policy with AIMS and JVPA. Sent their rep Gerry Preciado who joined John Stroh to receive my written complaint and verbally discuss my concerns.

Actions Taken After Complaint

They chose to retaliate against me the victim. Once again protect Bob who John allowed to write a retaliatory evaluation for a time he wasn’t even around doing his job.

AIMS & ERMA Protects Employer’s Retaliation

I was reassigned to vacant zone 18 Escalon with no two-week training protocol implemented. Janine’s winter work required her to take zone 18 cards and put new maps on the property and organize the zone. The cards were a mess. I had never worked in Escalon it was the hardest zone. If you look at a map it will show how small the size id compared to the other zones. It’s labor intensive. I never did a job like this one before. No training provided.

Harm to Me

Intentionally Exposes Citizens to West Nile Virus

Tom Beard’s injuries arose from zone 18 and were being denied while I would soon repeat his fate 4 times over with the same ending.

No one was allowed to talk to me or help me. All necessary resources to preform my job duty were denied.

Tom Beard was forced out of his job and claims denied immediately, committing fraud, saving money for them by placing him on Unum disability. AIMS used Stockwell to deny Tom Beard, Don Meidinger and Tiffany Anderson’s valid claims.

John, Eddie, the board, AIMS, ERMA & Stockwell support Verbal assault, retaliation for reporting sexual harassment and work place violations.

07-25-07 Tiffany Anderson Sexual Harassment Complaint Filed

07-25-07_Gerard Chiro Approved

07-25-07_Tiffany Anderson Sexual Harassment Complaint Filed

Is it fraud to pay for an education of classes and intentionally contradict its teachings? Shouldn’t management support actions that back up the cost of ERMA Risk Management?

For a second time my testimony is once again detrimental to Bob and Janine who were not coming to work, not doing their jobs, creating hostility between all employees and dangerous working environment. By intentionally understaffing and using unlicensed pesticide applicators left to pick up the slack for John and Eddie whose only solution was to schedule multiple ERMA teachings that they refused to implement.

ERMA does not teach to take corrective action against the victim and allow the harasser to take disciplinary actions against the victim with managements consent.