To: Dr. Ron Heezen
Library's Questionable Personnel Practices Costly to Tax Payers?
Recently, at the August 27, 2014 Board of Trustees Meeting, Debbie McGuire made public comments regarding alleged acts of misconduct within the Human Resources Department; these comments can be viewed at http://www.lvccld.org/about/board/2014/minutes/08_27_14_6_minutes.pdf
In light of these comments, we the undersigned employees and friends of the Las Vegas Clark County Library District are concerned with the lack of transparency and adherence to consistent policy in regard to recruitment, interview, and discipline practices, as well as the existence of favoritism and disparate treatment within the District.
We would like to respectfully request that the Executive Director, Dr. Ron Heezen, bring in an impartial outside investigator to review these practices within the last six years. Further, it is requested that the findings being made public. This petition is being submitted under the protection of the Whistleblowers’ statute.
Sincerely and respectfully submitted,
In light of these comments, we the undersigned employees and friends of the Las Vegas Clark County Library District are concerned with the lack of transparency and adherence to consistent policy in regard to recruitment, interview, and discipline practices, as well as the existence of favoritism and disparate treatment within the District.
We would like to respectfully request that the Executive Director, Dr. Ron Heezen, bring in an impartial outside investigator to review these practices within the last six years. Further, it is requested that the findings being made public. This petition is being submitted under the protection of the Whistleblowers’ statute.
Sincerely and respectfully submitted,
Why is this important?
All District Memo 14-05 states the following:
TO: All District Employees
FROM: Keiba Crear, Chair, Board of Trustees
Thomas F. Fay, Deputy Director/COO
DATE: August 20, 2014
SUBJECT: Anonymous Letters
Earlier this week, a number of anonymous letters were distributed to individuals, branches and departments throughout the District. These letters make several accusations. Similar, anonymous letters were received by Board members in June. Since the accusations involved personnel, each accusation was discussed and addressed in the closed executive session at the June Board of Trustees meeting. All Board members were present for that discussion in addition to the District’s legal counsel. The District is committed to ensuring that all staff concerns are promptly and thoroughly investigated. Due to the nature of anonymous accusations, the District is necessarily limited in its ability to address such concerns. Staff is reminded that the District has a comprehensive Equal Employment Opportunity Policy and a Policy of Zero Tolerance for Harassment and Discrimination in its Personnel Policies and Procedures Manual, which set forth the procedures for raising a complaint or concern.
These policies also state:
The District strictly prohibits any form of retaliation against an employee who files a complaint or cooperates in an investigation. Therefore, if someone has a complaint of any nature, he or she may contact Tom Fay, Deputy Director/COO, in person or in writing at 7060 W. Windmill Ln., Las Vegas, NV 89113, by e-mail at [email protected], or by phone at xxx-xxx-xxxx. All complaints will be reviewed and investigated with appropriate action taken. In accord with the District’s policies, complaints may also be brought to the attention of any Human Resources staff member or any other supervisor or manager. In addition, represented employees have a detailed grievance procedure which is contained in each of the District’s collective bargaining agreements. Any disputes concerning potential violations of the collective bargaining agreements should be raised through the grievance process, in accordance with the agreement’s provisions. Finally, at one point staff had been instructed to collect the letters and send them back to Human Resources. At this time there is no need to collect these additional letters. However, if branch staff feel more comfortable or feel that it is prudent to send the letters, they may send them to Tom Fay, Deputy Director/COO via courier. They will be kept on file with the other letters that have been received.
If you have any questions regarding this announcement, please contact Tom Fay by e-mail at [email protected], or by phone at xxx-xxx-xxxx
TO: All District Employees
FROM: Keiba Crear, Chair, Board of Trustees
Thomas F. Fay, Deputy Director/COO
DATE: August 20, 2014
SUBJECT: Anonymous Letters
Earlier this week, a number of anonymous letters were distributed to individuals, branches and departments throughout the District. These letters make several accusations. Similar, anonymous letters were received by Board members in June. Since the accusations involved personnel, each accusation was discussed and addressed in the closed executive session at the June Board of Trustees meeting. All Board members were present for that discussion in addition to the District’s legal counsel. The District is committed to ensuring that all staff concerns are promptly and thoroughly investigated. Due to the nature of anonymous accusations, the District is necessarily limited in its ability to address such concerns. Staff is reminded that the District has a comprehensive Equal Employment Opportunity Policy and a Policy of Zero Tolerance for Harassment and Discrimination in its Personnel Policies and Procedures Manual, which set forth the procedures for raising a complaint or concern.
These policies also state:
The District strictly prohibits any form of retaliation against an employee who files a complaint or cooperates in an investigation. Therefore, if someone has a complaint of any nature, he or she may contact Tom Fay, Deputy Director/COO, in person or in writing at 7060 W. Windmill Ln., Las Vegas, NV 89113, by e-mail at [email protected], or by phone at xxx-xxx-xxxx. All complaints will be reviewed and investigated with appropriate action taken. In accord with the District’s policies, complaints may also be brought to the attention of any Human Resources staff member or any other supervisor or manager. In addition, represented employees have a detailed grievance procedure which is contained in each of the District’s collective bargaining agreements. Any disputes concerning potential violations of the collective bargaining agreements should be raised through the grievance process, in accordance with the agreement’s provisions. Finally, at one point staff had been instructed to collect the letters and send them back to Human Resources. At this time there is no need to collect these additional letters. However, if branch staff feel more comfortable or feel that it is prudent to send the letters, they may send them to Tom Fay, Deputy Director/COO via courier. They will be kept on file with the other letters that have been received.
If you have any questions regarding this announcement, please contact Tom Fay by e-mail at [email protected], or by phone at xxx-xxx-xxxx