To: Belle Glade City Council (Belle Glade, FL)
DEMAND fair and equitable treatment for ALL city employees
Supervisors should not be allowed to pick and choose who should follow policy and who should not!
Why is this important?
A city of Belle Glade employee, Tyrone Miles, was suspended for seven days without pay for violation of the city’s “Use of city vehicles and equipment” policy. The policy states that “city employees are permitted to use city vehicles and equipment for the performance of their professional duties only."
Mr. Miles made a stop in a city vehicle at a convenience store to purchase a drink and use the bathroom while en route back to his job site after completing trash pickup for the day. This policy violation is common among city employees, where they stop at convenience stores and other non-work related establishments to purchase food and drink. This common violation would suggest that this policy is not one that is viewed as an important one by the employees or supervisors/managers. Prior to Mr. Miles’s write up and suspension, there had been some verbal disagreements between him and his supervisor.
A grievance was submitted by Mr. Miles claiming:
1. Unfair and inconsistent application of city policy because, while this is a common violation, disciplinary action for this violation is not. Prior to Mr. Miles’s suspension, seeing city vehicles at convenience stores and food and drink establishments was almost a daily occurrence. The same day Mr. Miles’s suspension started, he noticed a city vehicle at a convenience store. He entered the store and photographed two city employees. One of the employees could clearly be seen at a beverage dispenser, with a cup positioned in a manner to receive a beverage. Mr. Miles reported this and showed the photo to his Director and the Director of Human Resources. At this point, no disciplinary action has been taken against these employees. Mr. Miles also grieved the submission of false information/statement because his supervisor stated that he had parked in a handicap parking space during his stop at the convenience store and provided a photo as proof. The photo clearly showed the vehicle was to the left of the handicap parking space.
2. Failure to properly follow procedures for suspending employees because the City Manager had not approved the suspension in writing as stated in the employee handbook prior to Mr. Miles being sent home. Approximately a week and a half after Mr. Miles’s grievance was submitted, the City responded by having him report to the Director of Human Resources. Once he reported, the Director of Human Resources introduced him to an attorney (Lara Donlon) who was a representative for the City. The Director of Human Resources then exited the room. Shortly after the introduction, Mr. Miles informed Ms. Donlon that he was not comfortable speaking with her and referred her to his written complaint. Prior to him leaving to report back to his job site, a second copy of the action form was given to him (approximately 21 days after the disciplinary action), which at this point had the signatures of the Director of Human Resources and the City Manager, whereas at the time of the suspension those signatures were not present.
In order to ensure the fair and equitable treatment of city employees, we ask the Belle Glade City Council to ensure the following:
1. Fair and consistent application of all city, county, state and federal laws, regulations, rules, and policies among ALL city employees
2. Adopt a policy of progressive discipline based on the level and seriousness of violations
3. Adopt an effective employee relations program where employees do not feel threatened or fear losing employment by verbalizing opinions or bringing issues (good or bad) to the attention of city leaders/managers
4. The City Manager, Director of Human Resources and other leaders/managers not be allowed to create false audit trails to cover up failures in following laws, rules, policies, and procedures and discipline those found to have done so
We ask that the Belle Glade City Council provide feedback/actions on petition within 60 days of its receipt.
Mr. Miles made a stop in a city vehicle at a convenience store to purchase a drink and use the bathroom while en route back to his job site after completing trash pickup for the day. This policy violation is common among city employees, where they stop at convenience stores and other non-work related establishments to purchase food and drink. This common violation would suggest that this policy is not one that is viewed as an important one by the employees or supervisors/managers. Prior to Mr. Miles’s write up and suspension, there had been some verbal disagreements between him and his supervisor.
A grievance was submitted by Mr. Miles claiming:
1. Unfair and inconsistent application of city policy because, while this is a common violation, disciplinary action for this violation is not. Prior to Mr. Miles’s suspension, seeing city vehicles at convenience stores and food and drink establishments was almost a daily occurrence. The same day Mr. Miles’s suspension started, he noticed a city vehicle at a convenience store. He entered the store and photographed two city employees. One of the employees could clearly be seen at a beverage dispenser, with a cup positioned in a manner to receive a beverage. Mr. Miles reported this and showed the photo to his Director and the Director of Human Resources. At this point, no disciplinary action has been taken against these employees. Mr. Miles also grieved the submission of false information/statement because his supervisor stated that he had parked in a handicap parking space during his stop at the convenience store and provided a photo as proof. The photo clearly showed the vehicle was to the left of the handicap parking space.
2. Failure to properly follow procedures for suspending employees because the City Manager had not approved the suspension in writing as stated in the employee handbook prior to Mr. Miles being sent home. Approximately a week and a half after Mr. Miles’s grievance was submitted, the City responded by having him report to the Director of Human Resources. Once he reported, the Director of Human Resources introduced him to an attorney (Lara Donlon) who was a representative for the City. The Director of Human Resources then exited the room. Shortly after the introduction, Mr. Miles informed Ms. Donlon that he was not comfortable speaking with her and referred her to his written complaint. Prior to him leaving to report back to his job site, a second copy of the action form was given to him (approximately 21 days after the disciplinary action), which at this point had the signatures of the Director of Human Resources and the City Manager, whereas at the time of the suspension those signatures were not present.
In order to ensure the fair and equitable treatment of city employees, we ask the Belle Glade City Council to ensure the following:
1. Fair and consistent application of all city, county, state and federal laws, regulations, rules, and policies among ALL city employees
2. Adopt a policy of progressive discipline based on the level and seriousness of violations
3. Adopt an effective employee relations program where employees do not feel threatened or fear losing employment by verbalizing opinions or bringing issues (good or bad) to the attention of city leaders/managers
4. The City Manager, Director of Human Resources and other leaders/managers not be allowed to create false audit trails to cover up failures in following laws, rules, policies, and procedures and discipline those found to have done so
We ask that the Belle Glade City Council provide feedback/actions on petition within 60 days of its receipt.