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To: Stacey Scherpf Au.D., CCC-A | Associate Director of Operations | Phoenix VA Health Care System

Leadership Failure: Sexual Harassment, Predatory Behavior, and Cover-Ups Inside Phoenix VA Police

The Phoenix Veterans Affairs Police Department, operating within the Phoenix VA Health Care System, has faced growing scrutiny over allegations of sexual harassment, inappropriate workplace conduct, retaliation, and a culture critics argue normalized sexually inappropriate behavior within leadership ranks.

Employees and observers have described supervisors, such as Operations Major Joshua FISTER, making sexually charged comments, "simulating masturbation" in the workplace, making inappropriate relationship jokes, commenting about “hot women” within the department, and suggesting they could not “control themselves” around female employees. Critics argue these behaviors persisted for years within a workplace culture where employees feared retaliation, isolation, or career damage for speaking out.

Most concerning to observers is that many of these allegations reportedly continued despite repeated complaints, leadership awareness, Harassment Prevention Program (HPP) matters, and ongoing workplace concerns involving Phoenix VA Police leadership structures.

THE UNACKNOWLEDGED PLAGUE: SEXUAL HARASSMENT & INTIMIDATION

Within this toxic environment, female officers — and some male employees — reportedly endured years of inappropriate conduct, lewd comments, sexualized workplace behavior, intimidation, and retaliation concerns while leadership remained fully aware of ongoing workplace complaints.

Phoenix Veterans Affairs Health Care System's (PVAHCS) “Executive Leadership” substantiated sexual misconduct in 2023 involving Joshu FISTER engaging in matters of a "sexual nature" (See: Complaint No. 1769593549 - 1365608241). Critics argue that despite these findings, FISTE remained in a position of authority as a supervisor police officer with no meaningful leadership changes, demotion, removal, and only limited administrative action such as training.

At the same time, PVAHCS "Executive Leadership" remained aware of multiple Title VII discrimination complaints, Office of Resolution Management (ORM) matters, and workplace misconduct allegations filed between 2022 through the 2025/2026 consolidation of VA Police oversight into the Office of Operations, Security, and Preparedness (OSP). Critics argue these issues unfolded directly under the watch of Phoenix VA executive leadership before responsibility for VA Police oversight transitioned to OSP.

Instead:

  • Whistleblowers are ignored or retaliated against
  • Victims leave in silence through transfers, resignations, or medical retirements
  • Female officers left the department due to hostile workplace conditions
  • Employees remain silent out of fear of retaliation, professional sabotage, or career harm
  • A culture of fear and silence continues surrounding Phoenix VA Police workplace misconduct concerns

FEDERAL AND SUBSTANTIATED FINDINGS OF HARASSMENT

The  Phoenix VA Police have already faced documented racial harassment findings and federal litigation connected to workplace discrimination concerns - and were found liable.

In Bennett v. Department of Veterans Affairs, (No. 2:24-cv-00084, D. Ariz.), the Department of Veterans Affairs ultimately reached a settlement following substantiated racial harassment findings issued through the VA Office of Employment Discrimination Complaint Adjudication (OEDCA), with Final Agency Decision (FAD) Case No. 200P-644-2022-147530, involving violations of Title VII of the Civil Rights Act of 1964 - also by Joshua FISTER.

SEXUAL HARASSMENT ALLEGATIONS HIDDEN FROM PUBLIC VIEW

Critics argue that while racial harassment issues eventually became public through litigation, EEO findings, and federal court proceedings, allegations involving sexual harassment, sexually inappropriate workplace conduct, intimidation, and leadership misconduct within Phoenix VA Police largely remained hidden from public view through internal administrative processes, Privacy Act protections, and closed investigative mechanisms.

This publication exists to preserve and publicly document that history.

REPORTED WORKPLACE CONDUCT AND LEADERSHIP CONCERNS

Employees and observers have raised concerns involving:

  • Supervisors engaging in sexually inappropriate workplace behavior

  • Simulated masturbation gestures and sexually charged comments within the workplace

  • Leadership making inappropriate comments regarding female employees and physical appearance

  • Retaliation concerns involving employees who reported misconduct

  • Female officers and staff reportedly leaving the department following hostile workplace experiences

  • Management officials remaining in positions of authority despite repeated complaints and workplace concerns

PRESERVATION AND APPLICANT AWARENESS

We believe the public, prospective applicants, female applicants, minority applicants, veterans, and future employees have a right to know the documented workplace culture concerns associated with Phoenix VA Police before seeking employment or assignment within the department.

This preservation effort exists so that the institutional history surrounding Phoenix VA Police leadership, workplace culture concerns, harassment allegations, retaliation concerns, and oversight awareness cannot simply disappear behind administrative closures, internal investigations, or organizational restructuring.

Why is this important?

Because this controversy is no longer just about isolated complaints. It reflects a broader workplace culture and leadership environment that allegedly persisted for years within Phoenix VA Police under the oversight of Phoenix Veterans Affairs executive leadership.

Key concerns raised by employees and observers include:

  • Allegations involving sexual harassment and sexually inappropriate workplace conduct

  • Supervisors simulating masturbation gestures within the workplace

  • Sexually charged comments and inappropriate discussions involving female employees

  • Employees fearing retaliation, professional isolation, or career harm for reporting misconduct

  • Female officers and staff leaving the department following hostile workplace experiences

  • Management officials remaining in positions of authority despite repeated complaints, investigations, and workplace concerns

  • Workplace misconduct remaining largely hidden from public view through internal administrative investigations and Privacy Act protections

  • PVAHCS "Executive Leadership" being aware of Title VII complaints, ORM matters, and workplace concerns from 2022 through the transition of VA Police oversight to OSP

While substantiated racial harassment findings eventually became public through litigation and federal EEO findings, many allegations involving sexual harassment and inappropriate workplace conduct never received the same level of public scrutiny.

This preservation effort exists so current and future employees, applicants, veterans, and members of the public may independently review the documented concerns, leadership history, and institutional culture associated with Phoenix VA Police for themselves.

Updates

2025-09-18 05:53:49 -0400

📢 Update: This department is still running nonstop fact-findings 🔎 — case after case piling up 📂. The Harassment Prevention Program is overwhelmed, and management is frustrated because they can’t control the flood of complaints 🚨.

But here’s the real question: will they finally address the root cause and remove toxic management? 🛑👎 Until then, the cycle of harassment and retaliation just keeps repeating.

#VA #ToxicLeadership #Accountability #HarassmentPrevention #WhistleblowerProtection #WorkplaceJustice #NoFearAct #VeteransAffairs #LeadershipFailure #EndRetaliation