Two-time former city council candidate and county deputy counsel Bryan Ziegler is suing the county for a hostile work environment and discrimination.
Read all about it at the Seaside Courier.
Ziegler apparently angered some Code Enforcement managers by defending some home prayer meetings from code enforcement actions. We don't know whether inter-departmental squabbles rise to a "hostile work environment" and discrimination, but we'll see how it plays out.
Hopefully, the documents he refers to in the article will not suddenly disappear, never to be seen again.
ReplyDeleteThe EUSD is giving Tim Baird a blank check- he doesn't need board approval to spend up to $175k. More EUSD people traveling. Tim Baird has gone to Istanbul! Turkey, london, New York( in the last six months). Tonight his crew is recommending West Virginia. We can't get the help we need at P.E.C.
ReplyDeleteMrs.Sinjay- what are you going to do for us?
After Baird's posse was reelected, they realized it was free sailing ahead. Nothing was done about the junket to the desert, so why should they restrict more travel bonanzas? Still say it was conference related or consultation with colleagues - more examples of the lack of checks and balances in civic based groups.
DeleteThey are taking advantage of the system and now feel emboldened and entitled.
Legal Requirements for a Hostile Environment
ReplyDeleteThe legal requirements for a hostile work environment include these.
The actions or behavior must discriminate against a protected classification such as age, religion, disability, or race.
The behavior or communication must be pervasive, lasting over time, and not limited to an off-color remark or two that a coworker found annoying. These incidents should be reported to Human Resources for needed intervention. The problem becomes significant and pervasive if it is all around a worker, continues over time, and is not investigated and addressed effectively enough by the organization to make the behavior stop.
The hostile behavior, actions, or communication must be severe. Not only is it pervasive over time, but the hostility must seriously disrupt the employee’s work. A second form of severity occurs if the hostile work environment interferes with an employee’s career progress. For example, the employee failed to receive a promotion or a job rotation as a result of the hostile behavior.
It is reasonable to assume that the employer knew about the actions or behavior and did not sufficiently intervene. Consequently, the employer can be liable for the creation of a hostile work environment.
On the surface, none of these appear to apply.
DeleteZiegler is on the fringe of a lot of things. A wannabe.
ReplyDeleteZiegler stopped the apparatchiks, from harassing property owners, for having a book discussion at their kitchen table. That's fringe?
ReplyDeleteHe's so fringe that nobody but you and he care what happened to him.
ReplyDeleteNotice the lack of interest in his topic.