Free fish offered to help control mos...

Free fish offered to help control mosquitoes

There are 1 comment on the RecordNET story from Jun 24, 2012, titled Free fish offered to help control mosquitoes. In it, RecordNET reports that:

San Joaquin County residents who want to help control mosquito populations where they live can receive up to 15 mosquitofish for free next week from the San Joaquin County Mosquito and Vector Control District.

Join the discussion below, or Read more at RecordNET.

Since: Jan 12

Lodi, CA

#1 Jun 25, 2012
wants to be heard.

Why is this agency being protected?

I am a Whistle Blower to sexual harassment in the workplace at San Joaquin County Mosquito & Vector Control District.

In 2006 the first employee to Blow the Whistle, was an assistant supervisor. Management allowed the perpetrator a supervisor to confront and attack the employee who came forward. The victim endured a heart attack and was admitted to the ER caused by stress from the event.

By 2006 a hostile work environment resulted from management’s decision to protect the perpetrators sexual harassment and fight the work comp stress claim filed by victim employee # one(2006).

July of 2007 I came forward as the 2nd employee to insist the manager address the same supervisor’s sexual misconduct along with the romantic relationship he was having with his subordinate

The insurance company’s investigation required me to give a recorded testimony. My testimony was detrimental to my manager, the guilty supervisor and the subordinate regarding the pending stress lawsuit against the district. The manager has full authority over my working conditions. I worked directly under the guilty supervisor and was required to be in closed quarters on a daily basis with the girlfriend.

All aspects of my workplace were hostile with no reprieve.

March 13, 2007 a rep from Bickmore Risk or ERMA was brought in to counter balance the manager’s refusal to fire the supervisor. The title of the presentation was “Prevention of Workplace Harassment and Discrimination”. The class was to provide evidence of an attempt to resolve the problem. The perpetrator was also mandated another private course alongside with the victim and fellow supervisors. The perpetrator walked out of the training mocking the teachings giving the impression he was untouchable.

On July of 2007 I used the resource ERMA offered by the district and a rep sat in to hear my complaints along with the manager. The rep was taken back by my concerns and referred to me as overly candid.

The following day after I made my complaint the manager informed me that I forced him to relocate me and I was reassigned to a new job location, duties and supervisor. District protocol was not followed making it clear I was being punished for being vocal.

The manager again protected the perpetrator and again rewarded the illegal sexual misconduct by authorizing retaliation against me, in multiple ways putting me in dangerous conditions I was not trained for. I documented my treatment in journals and by physicians I have a documented unfiled stress claim and a doctor who told me to file my suit. If I followed the doctors orders I would have been the second stress claim filed within one year, due to the managers lack of implementing his own policys.
The perpetrator was allowed to retaliate by way of written evaluation attacking my character. Full authority was allowed to psychologically abuse me into submission and the threat of losing my job was in place. I was labeled "incapable of thinking" along with other hurtful attacks. The perpetrator didn’t even have to justify why he deemed my performance level had fallen or personally give the punishment to me. A second semi-annual retaliatory evaluation was stapled to a chain of command I was instructed to follow. The "Open Door Policy" I used 6 months earlier per our MOU was no longer available to me.
A field technician was promoted to an assistant supervisor status from another region with no knowledge of the above-mentioned information. The assistant manager acted as the supervisor. The newly promoted assistant was pressured into executing the field retaliation I endured. The office used him as a buffer.
Immediately upon the new promotion the manager blind-sided me with an intentional intimidation tactic. A performance reprimands to be witnessed by the new assistant to meet the criteria for a rightful termination. The manger laughed in my face while he asked me what my problems were.

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