Tiffany Anderson’s Files 2006 (October through December)

Links to documents:

10-01-06 Department of Health Services Re West Nile Funding

10-01-06 Department of Health Services Re West Nile Funding

10-02-06

10-02-06

10-03-06

10-03-06

Whistleblower Hotline

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.

10-03-06_JS-Employee-Protection-Line01 10-03-06_JS-Employee-Protection-Line02

10-04-06

10-04-06101

10-04-06 Mom’s ER Visits Janine,Bob & Mary Harassment

10-04-06 Mom's ER Visits Janine,Bob & Mary Harassment

10-06-06_White Slough Fishing passenger

10-06-06_White-Slough-Fishing-passanger01

10-06-06 PR

10-06-06 PR

10-10-06

10-10-06101

10-10-06_Clinical Treatment Form ASH Plans

10-10-06_Clinical-Treatment-Form-ASH-Plans01

10-11-06

10-11-06101

10-12-06_Training Incident

10-12-06_Training-Incident01

10-13-06 Meidinger v SJCM&VCD

10-13-06_Emotional abuse Durham Meidinger heart attack

10-13-06_Emotional abuse Durham Meidinger heartattck

10-16-06 ASHP Response Form

10-16-06 ASHP Response Form_Page_1_Image_0001

10-16-06

10-16-06

10-16-06

10-16-06

10-17-06_White Slough Fishing

10-17-06_White Slough Fishing

10-18-06

10-18-06

10-18-06 for my daughter Dr Excuses for John Stroh

10-18-06 for my daughter Dr Excuses for John Stroh

10-19-06

10-19-06

10-20-06

10-20-06

10-20-06 PR

10-20-06 PR

10-23-06_White Slough Fishing-Sick at 2

10-23-06_White Slough Fishing-Sick at 2

10-24-06

10-24-06_Page_1_Image_0001

10-25-06_Port of Stockton Sewage

10-25-06_Port of Stockton Sewage_Page_1_Image_0001

10-26-06

10-26-06_Page_1_Image_0001

10-27-06

10-27-06101

10-30-06

10-30-06_Page_1_Image_0001

10-31-06 ASHP Response Form

10-31-06 ASHP Response Form

10-31-06 Reconsideration ASHLink

10-31-06 Reconsideration ASHLink

10-31-06

10-31-06

11-03-06 PR

11-03-06 PR

11-04-06_Gerard Chiro Headaches Sinus

11-04-06_Gerard-Chiro-Headaches-Sinus01

11-09-06_Port of Stockton Sewage

11-09-06_Port of Stockton Sewage

11-09-06 Mom’s ER Visits Janine,Bob & Mary Harassment copy 3

11-09-06 Mom's ER Visits Janine,Bob & Mary Harassment copy 3

11-13-06

11-13-06

11-14-06 Meidinger vs SJCM&VCD Stein File Application for Adj

11-14-06 Meidinger vs SJCM&VCD Stockwell Eric Helphrey

11-14-06 Meidinger vs SJCM&VCD WCAB NO STK207071 Stein

 

11-15-06

11-15-06

11-16-06_Port of Stockton Sewer

11-16-06_Port of Stockton Sewer

11-17-06

11-17-06

11-17-06 PR

11-17-06 PR

11-17-06_Stephanie Ebel Jackson Rancheria Paystubs Feb-Nov 2006

11-20-06

11-20-06

11-21-06

11-21-06

11-22-06_Port of Stockton Sewer

11-22-06_Port of Stockton Sewer

11-27-06

11-27-06

11-28-06

11-28-06

11-29-06_White Slough Fishing

11-29-06_White Slough Fishing

12-01-06 PR

12-01-06 PR01

12-04-06_KP CIPS Notes

12-04-06_KP-CIPS-Notes01

12-04-06_KP Visit Verification

12-04-06_KP-Visit-Verification01

12-05-06 Meidinger vs SJCM&VCD Stockwell Eric Helphrey Notice of Representation

12-07-06_Maybe AIMS Investigation

12-07-06_Maybe AIMS Investigation

12-11-06

12-11-06

12-12-06

12-12-06

12-13-06

12-13-06

12-14-06_Aaron am-White Slough-New GPS System in Zone 9

12-14-06_Aaron am-White Slough-New GPS System in Zone 9

2-9-06 to 12-15-06

2-9-06 to 12-15-0601

12-15-06_Aaron am White Slough

12-15-06_Aaron am White Slough

12-15-06 PR

12-15-06 PR

12-18-06

12-18-06

12-19-06

12-19-06

12-20-06 Reconsideration – Modfication ASH Plans

12-20-06 Reconsideration-Modfication ASH Plans

12-20-12_mark-warmerdamn-board-application

12-20-12_mark-warmerdamn-board-application12-20-12_mark-warmerdamn-board-application_Page_2

12-21-06

12-21-06

12-21-06 Meidinger vs SJCM&VCD Stockwell Eric Helphrey Answer to Defendants

12-26-06 Reconsideration – Modification ASH Plans

12-26-06 Reconsideration-Modification ASH Plans

12-29-06 PR

12-29-06 PR

 

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.

Bob’s Neglect

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

Steve Liepelt

Roy Pfeiffer

 

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”.[4] 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.[5]
  • 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.[6] 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.

 

 

 

 

 

 

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