Links to documents:
10-03-06_JS Employee Protection Line 10-3-06 Employee Protection Hotline the district wants to protect you from wrongdoing 800-576-5262 organization code number is 10112. Handed to employees with district logo Memo by John Stroh and he told us that if anyone had a complaint about him to call the number.
10-13-06 Meidinger v SJCM&VCD
In 2006 Zone Reassignments were
announced effective January 2007
For 6 months Duane trained Bob the central region and Bob taught Duane the north Region.
All to Accommodate Bob and Janine
My previous supervisor Duane informed me that Bob would spend one month with each tech in our zone. To get to know our supervisor teach him our region. Bob never put any initiative in doing his job.
He was also not allowed to work with me dictated by Janine supported by management. Bob never spent one day getting to know me or my zone.
Duane Bridgewater was moved to supervise the north Region at the White Slough Facility
Chris Heirs not licensed began work in June 2007
Assigned to zone 1
Illegal Spraying of Formaldehyde at White Slough for 7 Years Employees Denied Right To Know
During this year the formalin has been sprayed in the ponds at the location for 7 years without reporting to employees or posting any warning signs.
Why Bob Can’t Work In Lodi
Bob Durham was moved to the Central Region
His verbal assault on Don Meidinger resulting in a heart attack.
AIMS denied Don’s claim and was protecting Bob’s actions.
The victim Don was punished by Bob and management and denying his rightful benefits their supervisor provoked injuring him on the job from AIMS claims, Stockwell defense from 2006-2010
Why Bob Can’t Work In Escalon
Bob could not supervise Janine
in the south region any longer when their personal relationship created litigations in the work place.
Greg Edwards unlicensed zone 8. Bob neglects a heavy populated area Stockton. Greg gets reprimanded for something his supervisor was responsible teaching his uncertified applicator.
Tiffany Anderson was excluded by Bob, who refused to acknowledge me, work with me. But assigned me the shitty jobs at Stockton sewer In Larry Frasiers zone who refused to go to the Stockton sewer because of the dangers. I was given the lowliest assignments, isolated as I was the only female in my crew.
Our crew used to work like a team avoided me now because their wives were insecure the affairs taking place at work caused.
Steve Duke was reprimanded by Bob for 1000 counts of mosquitoes in his trap for weeks. Bob assigned Scott Andres for two weeks to look for the source.
The Technician Who Does Nothing
Janine was allowed to neglect her zone from 2005- 2010 a benefit of sleeping with Bob and ERMA non compliance. Scott discovered Janine’s zone was the source Steve’s mosquito trap responsible for getting him in trouble. When Scott told Bob they were coming from Janine, she was allowed to yell at him publicly and warned to never do inspect her zone again. West Nile? Who cares? Right AIMS?
Employees Injuries Not Reported or Protected
Joe Sarale was retained in 2007 assigned to 9 my previous zone. Joe broke his arm in 2009 while harvesting fish from a property owners swimming pool and fell. Joe was allowed modified duty with a arm he can’t drive with. While I was denied the same right. Joe Sarale was hospitalized with Pneumonia and was fearful of losing his job as he had not been working long enough to build up accrual time to cover his absences. Eddie and John did not report this injury to OSHA and Joe was taken care of with cash.
Keith is alone from 2006 to mid 2008
Keith Nienhuis acting supervisor over south region because Bob was absent due to personal reasons and litigations taking place. Keith had a vacant assistant position and was paid the lower rate for doing both jobs.
From 2007 to Knee Injury June 19, 2008
Tiffany Anderson was moved to 18 by John Stroh and ERMA. Daily treatment was consistent isolation and social rejection from
Keith Hostile. Harassment
Janine Esau hostile, late daily, abuse sick leave
Norm Hopkins hostile moved next door to me
Morgan Bennett hostile
Unbiased Crew Not close to my zone
New Mike Corrales
A hostile work environment may also be created when management acts in a manner designed to make an employee quit in retaliation for some action. For example, if an employee reported safety violations at work, was injured, attempted to join a union, or reported regulatory violations by management, and management’s response was to harass and pressure the employee to quit. Employers have tried to force employees to quit by imposing unwarranted discipline, reducing hours, cutting wages, or transferring the complaining employee to a distant work location.
Where a hostile environment is alleged, the legality of behaviors must be determined on a case by case basis. In the workplace, such a claim focuses on the working conditions that must be endured by the victim as a condition of employment, rather than on tangible job changes. To establish whether the situation is actionable the “totality of circumstances” must be weighed with an eye to determining “that the harassment affected a term, condition, or privilege of employment in that it was sufficiently severe or pervasive to alter the condition of the victim’s employment and create an abusive working environment”. To rise to the level of hostile environment, the behavior must be frequent, severe and pervasive. It is not enough that a single such incident, or a few isolated incidents, have occurred, or that only one employee engages in such conduct (unless that employee is in a supervisory capacity).
To establish a Prima facie case for hostile work environment sexual harassment, the alleged victim must prove the following five elements:
- He or she suffered intentional, unwanted discrimination because of his or her sex.
- The harassment was severe or
- The harassment negatively affected the terms, conditions or privileges of his or her work environment.
- The harassment would detrimentally affect a reasonable person of the same sex.
- Management knew about the harassment, or should have known, and did nothing to stop it.
- In many United States jurisdictions, a hostile work environment is not an independent legal claim. That is, an employee can not file a lawsuit on the basis of a hostile work environment alone. Instead, an employee will have to prove that she or he has been treated in a hostile manner because of her or his protected class, such as gender, age, race, national origin, disability status, and similar protected traits. Importantly, the hostile work environment is gender neutral, that is, men can sexually harass men or women and women can sexually harass men or women.
- Likewise, a hostile work environment can be considered the “adverse employment action” that is an element of a whistleblower claim or a reprisal (retaliation) claim under a civil rights statute. When an employee claims that a hostile work environment is an adverse employment action, the legal analysis is similar to the burdens of proof described above; however, in order to recover damages the employee will also have to establish all other elements of the claim such as that the employee engaged in protected conduct such as making a report of discrimination or reporting an employer’s violation of law and also establish that the employer created the hostile work environment, at least in part, because the employee engaged in the protected activity.