In the year 2010 five brave people of color decided to resist oppression and strike a blow for freedom. They launched a class action lawsuit against Department of Children & Families plus Connecticut Juvenile Training School for discrimination ----racism. Since the DCF Plantation 5 went public with their lawsuit a pogrom (organized persecution ) by white management has been instituted against these employees. Not a day has gone by in three years where some member of the DCF Plantation 5 did not face scrutiny or investigation. Former CJTS employee Cornell Lewis fired by CJTS July 17, 2013, both females of the suit were closely watched in 2013. One lady faced humiliation when CJTS administrators removed her from Unit 4 D for investigation which lasted 60 days ( of course she did nothing wrong and placed back on Unit 4 D ). Yes it is always open season on anyone daring to defy the white power structure within DCF / CJTS. The latest persecution against a male lawsuit member happened December 28, 2013.
Sources within CJTS plantation said that an assistance call for help on Unit 5B went out Saturday ( Dec. 28th ). This type of call is common when housing incarcerated youth at CJTS, usually it means a fight etc is taking place. At this particular time a female YSO on Unit 5B attempted to restrain a youth for something, when a member of the DCF Plantation 5 arrived he assisted her. Witnesses report the male YSO escorted the disruptive youth to his room and backed out---without any evidence of injury to the resident. Now here comes the best part of this tale. On December 30,2013 a telephone call is placed to the Connecticut State Police from management at CJTS about possible injury to a resident. It seems as if the resident on Unit 5B suddenly is claiming a male YSO ( guess who? the YSO male member of the DCF Plantation 5 ) injured him in some way. This is suspicious to the writer of this blog given the call to State Police happened two days after the incident. If this resident was so injured, action needed to be taken sooner. However, it is possible white management concocted their story against the YSO after finding out a lawsuit member was involved. At least five YSOs went to Human Resources to testify on behalf of the accused YSO. Sources reveal that all five YSOs told HR " the YSO under investigation did nothing wrong and followed policy during & after the 5B incident." Such documented testimony did nothing to stop this farce of an investigation.
While DCF /CJTS continue to foster this image of benevolent benefactors of children, their real persona is being revealed daily. With this latest persecution of a male member of the lawsuit the true hideousness of white supremacy is manifest.
Monday, December 30, 2013
Friday, December 27, 2013
ANOTHER CONVERSATION WITH DCF & THE COMMUNITY IN HARTFORD
A friend sent me a posted Facebook flyer by e-mail today about the Department of Children & Families. The title of this flyer read Home Invasion vs. Home Restoration Controversial community discussion w/ DCF. This pow wow with DCF is taking place tonight [ Dec. 27, 2013 ] in Hartford at 136 Westland Street, Urban Hope Refuge Church. My friend who sent me the FB page said "Cornell you might be interested in this." At first my reply was brief, but upon reflection, it seemed necessary for a longer reply on FB. Now that reply is going to be part of this blog article.
DCF uses linguistic acrobatics to quell potential storms or public relation threats to it's hegemony. For several years a small group has publicly taken issue with not only DCF but Connecticut Juvenile Training School about racism etc. Now after a series of negative media stories about racism in both agencies a new strategy has emerged. DCF has launched out into the community with a message of trying to bring people together in understanding. Say what? It is no secret that both DCF / CJTS do not relate to their employees of color very well. And it is also common knowledge how people in Hartford's Northend feel as DCF invades homes and takes children out for nebulous reasons. Certain people and black churches play directly into DCF's strategy by hosting jive forums for the masters of verbal prestidigitation to attend. For years such talking forums have not caused a noticeable shift in DCF policies, when it comes to firing black male employees at a higher rate (66%) than other ethnic groups. What is really going to change tonight? DCF will trot out talking head representatives to mollify the unwashed masses, leaving them in a somnolent ( sleepy ) state.
Change can only occur when people stop doing what is predictable. DCF is use to picket signs and forums where issues get talked to death, but change is only an after thought. New or aggressive ideas are needed to first rattle the oppressor then topple their power structure. It was two years ago a group went throughout Hartford's Northend knocking on doors --- explaining people's rights versus DCF. In a three month campaign No DCF Zones were created. It caught the attention of DCF and many residents embraced the concept. Volunteers went from Albany & Garden Streets to Vine. Then up Vine to Capen & back to Albany. The Associated Press covered the story and sympathizers within DCF said " those folks ( hiearchy at Hudson street ) are nervous."
When oppressors want to make inroads in the black community they find willing sycophants in our religious community to lead the way. My grandfather called such religious leaders in league with oppressors " plow horses." Such a term is meant to convey the image of an animal braking up soil for seeds to be planted. And historically black people listen to their preachers instead of using critical thinking & deductive reasoning in solving issues. Now we have Negroes acting like plow horses i.e. preparing the minds of black people to accept vebal swill from DCF. Instead of running to movie theatres watching a story about Nelson Mandela, act in his spirit. Tell DCF to stop invading homes where people of color reside. If black people stood up and collectively confronted DCF there would be no need for another jive forum tonight.
DCF uses linguistic acrobatics to quell potential storms or public relation threats to it's hegemony. For several years a small group has publicly taken issue with not only DCF but Connecticut Juvenile Training School about racism etc. Now after a series of negative media stories about racism in both agencies a new strategy has emerged. DCF has launched out into the community with a message of trying to bring people together in understanding. Say what? It is no secret that both DCF / CJTS do not relate to their employees of color very well. And it is also common knowledge how people in Hartford's Northend feel as DCF invades homes and takes children out for nebulous reasons. Certain people and black churches play directly into DCF's strategy by hosting jive forums for the masters of verbal prestidigitation to attend. For years such talking forums have not caused a noticeable shift in DCF policies, when it comes to firing black male employees at a higher rate (66%) than other ethnic groups. What is really going to change tonight? DCF will trot out talking head representatives to mollify the unwashed masses, leaving them in a somnolent ( sleepy ) state.
Change can only occur when people stop doing what is predictable. DCF is use to picket signs and forums where issues get talked to death, but change is only an after thought. New or aggressive ideas are needed to first rattle the oppressor then topple their power structure. It was two years ago a group went throughout Hartford's Northend knocking on doors --- explaining people's rights versus DCF. In a three month campaign No DCF Zones were created. It caught the attention of DCF and many residents embraced the concept. Volunteers went from Albany & Garden Streets to Vine. Then up Vine to Capen & back to Albany. The Associated Press covered the story and sympathizers within DCF said " those folks ( hiearchy at Hudson street ) are nervous."
When oppressors want to make inroads in the black community they find willing sycophants in our religious community to lead the way. My grandfather called such religious leaders in league with oppressors " plow horses." Such a term is meant to convey the image of an animal braking up soil for seeds to be planted. And historically black people listen to their preachers instead of using critical thinking & deductive reasoning in solving issues. Now we have Negroes acting like plow horses i.e. preparing the minds of black people to accept vebal swill from DCF. Instead of running to movie theatres watching a story about Nelson Mandela, act in his spirit. Tell DCF to stop invading homes where people of color reside. If black people stood up and collectively confronted DCF there would be no need for another jive forum tonight.
Monday, December 23, 2013
CLOTHING THEIR BIGOTRY IN THE GARB OF RIGHTEOUSNESS
For thousands of years the purveyor of bigotry always found some justification for spewing their hatred. For instance religious zealots used the Bible, nationalism came in handy for expelling " unwanted ethnic groups", a few have declared it is for the good of our country to say such things. Let us not forget endemic racism towards blacks was deemed necessary " in order to raise the barbaric nature of Africans" i.e. civilize them. Always will the oppressor seek clothing their bigotry in the garb of righteousness. For purposes of this discussion bigotry is defined in the dictionary as " the attitude, state of mind, or behavior characteristic of a bigot ; intolerance." And a bigot tends to be - historically speaking- intolerant of people, customs, language or gender. In contemporary society there is a parallel to the term bigotry to be found at Connecticut Juvenile Training School / Department of Children and Families.
At CJTS for instance a number of incidents have occurred where the hierarchical white management refused to address complaints of black employees. What I mean is this, white management paid lip service to complaints but really ignored them. People ask why is it management continues to trumpet trying to rehabilitate youthful offenders but treats employees of color with disdain? The tone deaf attitude of CJTS management toward employees is no anomaly; it is rooted in Americanism that has always clothed itself in bigotry ... then covered it with a fine layer of righteousness. CJTS constantly sends out social media releases which show that agencey in a good light, helping incarcerated youth get back on the right track. Also CJTS has in the past put up smoke screens to confuse outsiders, e.g. a few years ago a Diversity Action Team came into existence. DATsupposedly was a vehicle for promoting diversity on CJTS property. In reality DAT promoted a few ethnic dinners, put up posters of culturally famous people and sent out e-mails about the success of DAT. Well, DAT has faded away like the morning dew when touched by sunlight. All CJTS sought to accomplish was being seen clothed in the garb of righteousness.
Yet while all this visible bait and switch went on, five employees of color filed a class action lawsuit against CJTS, the media reported about several incidents, one employee went on a hunger strike in protest of racism. A white female employee on several occasions called incarcerated youth at CJTS porch monkeys, petitions are sent to Govenor Dannel Malloy & CJTS Superintendent William Rosenbeck, et al. about racism within CJTS / DCF. None of the above mentioned issues were addressed in a meaniful fashion. All issues of racism have been explained away or ignored by white management. Can CJTS / DCF explain why 66% of all disciplinary actions are aimed at black males??
The picture CJTS / DCF presents to the world of a harmonious employee workforce is fictitious. There are festering racial issues threatening to erupt like a volcano.
Perhaps the day will come when people in the larger community will see what DCF Plantation blog already knows, management is "clothing their bigotry in the garb of righteousness.
At CJTS for instance a number of incidents have occurred where the hierarchical white management refused to address complaints of black employees. What I mean is this, white management paid lip service to complaints but really ignored them. People ask why is it management continues to trumpet trying to rehabilitate youthful offenders but treats employees of color with disdain? The tone deaf attitude of CJTS management toward employees is no anomaly; it is rooted in Americanism that has always clothed itself in bigotry ... then covered it with a fine layer of righteousness. CJTS constantly sends out social media releases which show that agencey in a good light, helping incarcerated youth get back on the right track. Also CJTS has in the past put up smoke screens to confuse outsiders, e.g. a few years ago a Diversity Action Team came into existence. DATsupposedly was a vehicle for promoting diversity on CJTS property. In reality DAT promoted a few ethnic dinners, put up posters of culturally famous people and sent out e-mails about the success of DAT. Well, DAT has faded away like the morning dew when touched by sunlight. All CJTS sought to accomplish was being seen clothed in the garb of righteousness.
Yet while all this visible bait and switch went on, five employees of color filed a class action lawsuit against CJTS, the media reported about several incidents, one employee went on a hunger strike in protest of racism. A white female employee on several occasions called incarcerated youth at CJTS porch monkeys, petitions are sent to Govenor Dannel Malloy & CJTS Superintendent William Rosenbeck, et al. about racism within CJTS / DCF. None of the above mentioned issues were addressed in a meaniful fashion. All issues of racism have been explained away or ignored by white management. Can CJTS / DCF explain why 66% of all disciplinary actions are aimed at black males??
The picture CJTS / DCF presents to the world of a harmonious employee workforce is fictitious. There are festering racial issues threatening to erupt like a volcano.
Perhaps the day will come when people in the larger community will see what DCF Plantation blog already knows, management is "clothing their bigotry in the garb of righteousness.
Friday, December 20, 2013
ANOTHER CASE OF INJUSTICE ON CVH PLANTATION
This column appears in the December 19 - January 2 edition of the Hartford News. Please forward widely!
David Samuels
Founder
Community Party
https://twitter.com/CommunityParty1
Workplace Bullying Report: Structural Racism at Connecticut Valley Hospital
This column appears in the December 19 - January 2 edition of the Hartford News. Due to the holidays, the Hartford News will not be published next week... Community Update: Hartford City Council President Shawn Wooden, who usually avoids the subject of race, actually talked about Black/Latino unemployment during the Fox CT Capitol Report program last Sunday; the topic was the one-year anniversary of the Newtown school shooting. Wooden was asked about possible solutions to gun violence in Hartford. Time will tell if this was merely lip service... I was disgusted by how Face the State host Dennis House treated Kennard Ray during Ray's appearance on the show. Instead of examining Ban the Box and why it's important, House grilled Ray about his already well documented legal history. House didn't ask Ray about then Waterbury mayor Michael Jarjura hiring convicted felon John Rowland to be the city's economic advisor in 2006, and how Ray feels about this double standard. Shameful... In an incredible display of hypocrisy, the Connecticut chapter of the American Civil Liberties Union challenged the Manchester Police Department's conclusion that they don't engage in racial profiling. The MPD released a report last week. http://www.courant.com/community/manchester/hc-manchester-racial-report-1213-20131212,0,5333497.story ACLU legal director Sandra Staub is a member of the Connecticut Racial Profiling Prohibition Project, a bastardization of the Community Party's Penn Act advisory board provision that was passed by the Connecticut General Assembly in 2012. The advisory board colluded with lawmakers to repeal CP's enforcement language this year. In my opinion, Staub isn't interested in stopping racial profiling. She's using the issue as a political football to advance her career. https://www.facebook.com/notes/stop-racial-profiling-obey-the-law/racism-report-penn-act-advisory-boardwest-end-civic-association-members-push-bac/569676799748837 We'll keep an eye on this story. The advisory board has recently met a couple of times; we'll comment on the meetings after we review the videos, which are available on the Connecticut Network website. Enter "racial profiling" in the search engine. http://www.ctn.state.ct.us/ondemand.asp CP will introduce our Trayvon Martin Act in 2014. https://www.facebook.com/notes/stop-racial-profiling-obey-the-law/support-the-trayvon-martin-act/535126163203901
This week we'll present data obtained through a Freedom of Information Act request which we submit as proof that Connecticut Valley Hospital, like the Department of Children and Families, is engaging in structural racism. The data analysis was done by Adam Osmond. Adam found that CVH fires Black employees 42% more often than whites. Overall Blacks are terminated at a rate of 70%, compared to just 22% for whites. Blacks are subjected to disciplinary action at a rate of 10% more than other workers. 70% of the CVH employees who make $120,000 per year or more are white, only 3% are Black. CVH initially withheld the race of workers when they sent us the disciplinary records; we had to make a second request. Now it's easy to see why. Emails that my co-worker John Hollis and I have obtained from CVH show that CVH managers are constantly monitoring my social media activity in an attempt to manufacture some type of complaint against me, either internally or through legal action. Our co-workers at CVH report that one of the managers who is spying on me was recently suspended for falsifying documents. After reading a couple of emails I was so disturbed by the level of hyperscrutiny, I immediately informed John and the president of our union local that I wanted to file a grievance. A CVH affirmative action "investigative report" described me as having a "preoccupation with race and racism." The facility ruled that I was discriminating against a white co-worker who in my opinion received preferential treatment from CVH. This employee filed an affirmative action complaint in retaliation for me filing the same complaint against her. My complaint was denied. I'm currently going through more emails with the intention of filing additional grievances, based on whatever else I find. "Highlights" include a discussion about my 2012 column on CVH employees Rosa Badillo and Carlos Vargas, who complained about racism by their bosses. The email revealed that my column was forwarded to Rosa and Carlos' bosses and that CVH attorneys had been consulted about a possible "response" to me (whatever that means). There was zero discussion about investigating Rosa and Carlos' allegations. Another CVH manager said that "something must be done soon" about me because I filed a grievance, which is my right as a state employee. This is the same manager who called the CVH police on me in retaliation for one of my columns about workplace bullying at the facility.
Yet another CVH manager talked about wanting to put me on the "hot seat" after I filed a grievance about my 2012 service rating. I consider this language, like the aforementioned comment by the other manager, to be threatening. The Office of Labor Relations recently sustained my grievance, changing my Fair rating to Good. Finally there was an exchange where CVH managers talked about targeting me for doing an interview with a radio station on the same day that I called in sick. Apparently they believe that calling in sick is the equivalent of house arrest. The emails show that the managers continued listening to the interview even though it was obvious to anyone that I was on the phone, and was not present at the radio station. The managers knew from monitoring my social media pages that the interview was going to be about the latest developments with the state racial profiling law; the manager who said "something must be done soon" about me quoted my post promoting the interview verbatim. My question to DMHAS commissioner Pat Rehmer is why were so many managers spying on me when they should have been working? John discovered a breach of his confidential health information in an email where he was being disparaged by (you guessed it) the CVH manager who wants "something done soon" about me. The breach was pointed out by another CVH manager who was clearly annoyed at having to respond to a work email at 6:30 in the evening. Cornell Lewis filed an FOI request and obtained emails from the Department of Children and Families which showed that DCF used similar tactics against him. Cornell was fired by DCF in retaliation for speaking out about structural racism at that facility, a claim which has been supported by hiring, promotion and disciplinary records he obtained from DCF through FOI requests. If you would like to file an FOI request to get information from your employer, you can get details here. http://www.ct.gov/foi/site/default.asp Despite the results of CVH's own workplace bullying survey (which they tried to suppress) that found 80% of employees view managers as bullies who perpetuate an abusive work climate, and the disciplinary data we have obtained which they also attempted to conceal, CVH management continues to deny, deny, deny. THIS IS MADNESS. http://hendu39.wordpress.com/2013/12/17/connecticut-valley-hospital-workplace-bullying-survey-results/ CVH supervisors and managers portray John and I in emails as potentially violent, incompetent troublemakers, while workplace bullies among the rank and file who act as their agents receive preferential treatment, including swift promotions and glowing service ratings.
Workplace bullying is the equivalent of domestic violence. The Department of Health and Human Services is quite clear on this issue. "(Workplace bullying) has many of the same characteristics of domestic violence – the abuser uses intimidation and manipulation to get what he or she wants." http://www.foh.hhs.gov/eapnews/consortium/dealing.html CVH is the poster child for workplace bullying in this state. The Connecticut General Assembly must pass strong anti-bullying legislation in 2014. CP's Safe Work Environment Act includes a provision which would establish an advisory board that will work every year to address abusive workplace conduct. Workplace bullying is a layered issue; one bill will not eliminate this problem. Currently the laws are totally rigged in favor of the employer. Workers are powerless. Legislators, the ball is in your court. Visit Cornell's DCF Plantation blog. http://www.dcfplantation.blogspot.com/ MoveOn.org has started an online petition in support of Verizon employees who are being subjected to workplace bullying. http://petitions.moveon.org/sign/bullying-at-verizon-enough.fb76?source=s.icn.fb&r_by=5851225 My message to CVH management is do your worst. CVH employees continue to provide John and I with information about discrimination and bullying by you. You're also being watched closely. The content of your emails, coupled with the ongoing reports by our co-workers, support our belief that your "Achieving Excellence Together" campaign, which includes"Building Collegiality" training, is a smokescreen designed to defeat workplace bullying legislation. The information that we have obtained via FOIA is further proof that the concept of an employer policing itself is preposterous. We're building a coalition to support the bill. We intend to educate the public and legislators about the cowardly, reprehensible management practice of manipulating policy and procedure for the purpose of targeting employees, especially Black males. Happy hunting. http://www.dcfplantation.blogspot.com/2013/08/black-men-are-still-meeting-same-fate.html
State Representative Matt Ritter will host a workplace bullying town hall on Monday, January 27, 5:30 pm to 7:00 pm at the Albany Branch library, 1250 Albany Avenue in Hartford. If you’re being bullied at work by co-workers and/or your employer, this is an opportunity to tell your story and be a part of a discussion about solutions. Check out the link to the Albany Branch website in our Resources section for directions. Stay tuned for info on the Safe Work Environment Act and the Trayvon Martin Act, coming in 2014. Listen to WQTQ 89.9 FM for public service announcements on CP's racial justice initiatives. You can contact us at 860-206-8879 or info.community.party@gmail.com .
Resources
My 2012 Hartford News interview with Connecticut Valley Hospital employees Rosa Badillo and Carlos Vargas about racism by CVH managers against Latinos:
https://www.facebook.com/notes/david-samuels/special-report-racism-homophobia-at-connecticut-valley-hospital/10151418650215432
Albany Branch library website:
http://www.hplct.org/locations-hours/Albany
Adam Osmond's CT Lottery Watchdog Twitter page:
https://twitter.com/CTLotteryWatch
David Samuels
Founder
Community Party
https://twitter.com/CommunityParty1
Workplace Bullying Report: Structural Racism at Connecticut Valley Hospital
This column appears in the December 19 - January 2 edition of the Hartford News. Due to the holidays, the Hartford News will not be published next week... Community Update: Hartford City Council President Shawn Wooden, who usually avoids the subject of race, actually talked about Black/Latino unemployment during the Fox CT Capitol Report program last Sunday; the topic was the one-year anniversary of the Newtown school shooting. Wooden was asked about possible solutions to gun violence in Hartford. Time will tell if this was merely lip service... I was disgusted by how Face the State host Dennis House treated Kennard Ray during Ray's appearance on the show. Instead of examining Ban the Box and why it's important, House grilled Ray about his already well documented legal history. House didn't ask Ray about then Waterbury mayor Michael Jarjura hiring convicted felon John Rowland to be the city's economic advisor in 2006, and how Ray feels about this double standard. Shameful... In an incredible display of hypocrisy, the Connecticut chapter of the American Civil Liberties Union challenged the Manchester Police Department's conclusion that they don't engage in racial profiling. The MPD released a report last week. http://www.courant.com/community/manchester/hc-manchester-racial-report-1213-20131212,0,5333497.story ACLU legal director Sandra Staub is a member of the Connecticut Racial Profiling Prohibition Project, a bastardization of the Community Party's Penn Act advisory board provision that was passed by the Connecticut General Assembly in 2012. The advisory board colluded with lawmakers to repeal CP's enforcement language this year. In my opinion, Staub isn't interested in stopping racial profiling. She's using the issue as a political football to advance her career. https://www.facebook.com/notes/stop-racial-profiling-obey-the-law/racism-report-penn-act-advisory-boardwest-end-civic-association-members-push-bac/569676799748837 We'll keep an eye on this story. The advisory board has recently met a couple of times; we'll comment on the meetings after we review the videos, which are available on the Connecticut Network website. Enter "racial profiling" in the search engine. http://www.ctn.state.ct.us/ondemand.asp CP will introduce our Trayvon Martin Act in 2014. https://www.facebook.com/notes/stop-racial-profiling-obey-the-law/support-the-trayvon-martin-act/535126163203901
This week we'll present data obtained through a Freedom of Information Act request which we submit as proof that Connecticut Valley Hospital, like the Department of Children and Families, is engaging in structural racism. The data analysis was done by Adam Osmond. Adam found that CVH fires Black employees 42% more often than whites. Overall Blacks are terminated at a rate of 70%, compared to just 22% for whites. Blacks are subjected to disciplinary action at a rate of 10% more than other workers. 70% of the CVH employees who make $120,000 per year or more are white, only 3% are Black. CVH initially withheld the race of workers when they sent us the disciplinary records; we had to make a second request. Now it's easy to see why. Emails that my co-worker John Hollis and I have obtained from CVH show that CVH managers are constantly monitoring my social media activity in an attempt to manufacture some type of complaint against me, either internally or through legal action. Our co-workers at CVH report that one of the managers who is spying on me was recently suspended for falsifying documents. After reading a couple of emails I was so disturbed by the level of hyperscrutiny, I immediately informed John and the president of our union local that I wanted to file a grievance. A CVH affirmative action "investigative report" described me as having a "preoccupation with race and racism." The facility ruled that I was discriminating against a white co-worker who in my opinion received preferential treatment from CVH. This employee filed an affirmative action complaint in retaliation for me filing the same complaint against her. My complaint was denied. I'm currently going through more emails with the intention of filing additional grievances, based on whatever else I find. "Highlights" include a discussion about my 2012 column on CVH employees Rosa Badillo and Carlos Vargas, who complained about racism by their bosses. The email revealed that my column was forwarded to Rosa and Carlos' bosses and that CVH attorneys had been consulted about a possible "response" to me (whatever that means). There was zero discussion about investigating Rosa and Carlos' allegations. Another CVH manager said that "something must be done soon" about me because I filed a grievance, which is my right as a state employee. This is the same manager who called the CVH police on me in retaliation for one of my columns about workplace bullying at the facility.
Yet another CVH manager talked about wanting to put me on the "hot seat" after I filed a grievance about my 2012 service rating. I consider this language, like the aforementioned comment by the other manager, to be threatening. The Office of Labor Relations recently sustained my grievance, changing my Fair rating to Good. Finally there was an exchange where CVH managers talked about targeting me for doing an interview with a radio station on the same day that I called in sick. Apparently they believe that calling in sick is the equivalent of house arrest. The emails show that the managers continued listening to the interview even though it was obvious to anyone that I was on the phone, and was not present at the radio station. The managers knew from monitoring my social media pages that the interview was going to be about the latest developments with the state racial profiling law; the manager who said "something must be done soon" about me quoted my post promoting the interview verbatim. My question to DMHAS commissioner Pat Rehmer is why were so many managers spying on me when they should have been working? John discovered a breach of his confidential health information in an email where he was being disparaged by (you guessed it) the CVH manager who wants "something done soon" about me. The breach was pointed out by another CVH manager who was clearly annoyed at having to respond to a work email at 6:30 in the evening. Cornell Lewis filed an FOI request and obtained emails from the Department of Children and Families which showed that DCF used similar tactics against him. Cornell was fired by DCF in retaliation for speaking out about structural racism at that facility, a claim which has been supported by hiring, promotion and disciplinary records he obtained from DCF through FOI requests. If you would like to file an FOI request to get information from your employer, you can get details here. http://www.ct.gov/foi/site/default.asp Despite the results of CVH's own workplace bullying survey (which they tried to suppress) that found 80% of employees view managers as bullies who perpetuate an abusive work climate, and the disciplinary data we have obtained which they also attempted to conceal, CVH management continues to deny, deny, deny. THIS IS MADNESS. http://hendu39.wordpress.com/2013/12/17/connecticut-valley-hospital-workplace-bullying-survey-results/ CVH supervisors and managers portray John and I in emails as potentially violent, incompetent troublemakers, while workplace bullies among the rank and file who act as their agents receive preferential treatment, including swift promotions and glowing service ratings.
Workplace bullying is the equivalent of domestic violence. The Department of Health and Human Services is quite clear on this issue. "(Workplace bullying) has many of the same characteristics of domestic violence – the abuser uses intimidation and manipulation to get what he or she wants." http://www.foh.hhs.gov/eapnews/consortium/dealing.html CVH is the poster child for workplace bullying in this state. The Connecticut General Assembly must pass strong anti-bullying legislation in 2014. CP's Safe Work Environment Act includes a provision which would establish an advisory board that will work every year to address abusive workplace conduct. Workplace bullying is a layered issue; one bill will not eliminate this problem. Currently the laws are totally rigged in favor of the employer. Workers are powerless. Legislators, the ball is in your court. Visit Cornell's DCF Plantation blog. http://www.dcfplantation.blogspot.com/ MoveOn.org has started an online petition in support of Verizon employees who are being subjected to workplace bullying. http://petitions.moveon.org/sign/bullying-at-verizon-enough.fb76?source=s.icn.fb&r_by=5851225 My message to CVH management is do your worst. CVH employees continue to provide John and I with information about discrimination and bullying by you. You're also being watched closely. The content of your emails, coupled with the ongoing reports by our co-workers, support our belief that your "Achieving Excellence Together" campaign, which includes"Building Collegiality" training, is a smokescreen designed to defeat workplace bullying legislation. The information that we have obtained via FOIA is further proof that the concept of an employer policing itself is preposterous. We're building a coalition to support the bill. We intend to educate the public and legislators about the cowardly, reprehensible management practice of manipulating policy and procedure for the purpose of targeting employees, especially Black males. Happy hunting. http://www.dcfplantation.blogspot.com/2013/08/black-men-are-still-meeting-same-fate.html
State Representative Matt Ritter will host a workplace bullying town hall on Monday, January 27, 5:30 pm to 7:00 pm at the Albany Branch library, 1250 Albany Avenue in Hartford. If you’re being bullied at work by co-workers and/or your employer, this is an opportunity to tell your story and be a part of a discussion about solutions. Check out the link to the Albany Branch website in our Resources section for directions. Stay tuned for info on the Safe Work Environment Act and the Trayvon Martin Act, coming in 2014. Listen to WQTQ 89.9 FM for public service announcements on CP's racial justice initiatives. You can contact us at 860-206-8879 or info.community.party@gmail.com .
Resources
My 2012 Hartford News interview with Connecticut Valley Hospital employees Rosa Badillo and Carlos Vargas about racism by CVH managers against Latinos:
https://www.facebook.com/notes/david-samuels/special-report-racism-homophobia-at-connecticut-valley-hospital/10151418650215432
Albany Branch library website:
http://www.hplct.org/locations-hours/Albany
Adam Osmond's CT Lottery Watchdog Twitter page:
https://twitter.com/CTLotteryWatch
Friday, December 13, 2013
CT TRUTH FORCE SEEKS ANSWERS ABOUT ATTENDANCE SHEETS
The following letter was e-mailed to state officials shortly after DCF Plantation posted a story ( 12-9-13 ) about possible irregularities in attendance sheets at Connecticut Juvenile Training School by a Unit Leader in administration.
Connecticut Juvenile Training School
To Mr. Rosenbeck:
As the CT Truth Force we would like to bring some issues
regarding Connecticut Juvenile Training School (CJTS) to your attention. As
mentioned in previous communications, we are concerned with racial inequities
at the Department of Children and Families (DCF), particularly for employees of
CJTS. We have seen evidence of a recurring practice of discrimination against
employees of color, particularly Black male employees. We have been closely
following the case of Minister Cornell Lewis who was unjustly dismissed from
his job at CJTS as a result of his activism on behalf of himself and fellow
employees.
Now, another matter has come to our attention. Through the
Freedom of Information Act, the attendance records of a Ms. Jane Markovitz were
obtained by the blog “DCF Plantation.” We believe these records bring up some
questions regarding the management of CJTS. After examining the attendance
information, we believe that Ms. Markovitz was allowed leniency in her use of
time off, leniency that has not been afforded to other employees. We would like
to know if indeed Ms. Markovitz received special allowances, and if so, why? If
you deny that she was allowed extra time off, could you please explain the
inconsistencies in the record?
With the economy of this state being as fragile as it is
right now, we believe that these records should be carefully audited with a
discerning eye for any inconsistencies. If the management of CJTS wishes to
prove that their work policies are equitable, we do need an explanation for the
seemingly liberal use of time off by Ms. Markovitz. Thank you.
Signed,
Joanna Iovino
CT Truth Force
CC: Joette Katz, DCF
Commissioner
Kevin Lembo,
Connecticut State Comptroller
Monday, December 9, 2013
ARE THESE ATTENDANCE SHEETS IN NEED OF SCRUTINY??
It has come to the attention of DCF Plantation blog that irregularities might be present in these attendance sheets of a Connecticut Juvenile Training School Unit Leader. We encourage readers to use the codes provided to compare with the attendance sheets and draw conclusions; notice the inordinate amount of sick days and Worker Compensation days taken, etc. Also days taken off after working holidays ( extra pay ).
==========================================================================
TIME REPORTING CODE LIST
Click here to access the file.
==========================================================================
TIME REPORTING CODE LIST
STANDARD WORKERS’ COMPENSATION ATTENDANCE CODES
These two lists are used by
employees at Connecticut
Juvenile Training
School for purposes of using codes & acronyms
for time sheets. All codes displayed on the time sheets being questioned are
from the above mentioned lists.
SFAM---------SICK FAMILY
ULTAR------- LAW TARDY UNPAID
FMLA--------- FAMILY MEDICAL
LEAVE ACT
VCMV--------- FMLA COMBO
MEDICAL VACATION
PCMP----------FMLA COMBO
PERSONAL LEAVE
CU-------------- COMPENSATORY
TIME USED
WSPC----------- WORKERS COMPENSATION.
DR.APPOINTMENT
½ DAY MAX
RLDY---------- REGULAR LIGHT
DUTY
WCDIR---------- WORKERS COMP.
TPA ( third party administrator)
DIRECT PAY
DIRECT PAY
SFMS------------ FMLA FEDERAL
MEDICAL SICK
** LFRL IS A CODE LISTED ON
THE TIME SHEET BUT IS NOT
SEEN ON ANY OF THE TWO DOCUMENTS ABOVE.
** ALSO CODES OTI50 &
OTIFO ARE LISTED ON TIME SHEETS
BUT NOT ON ABOVE LISTS
Click here to access the file.
Friday, December 6, 2013
LACK OF FAIRNESS ON UNIT 4D AFTER ALTERCATION
Several reliable sources working at Connecticut Juvenile Training School report that a fight broke out on Unit 4 Delta recently. Several residents tried to injure a peer but wound up putting a male YSO out of commission-due to head injuries. Work at CJTS is not easy for YSOs but it is part of what people sign up for. The real issue during this mele focuses on what happened when a YSO was hurt enough to be taken off that campus by ambulance ( sources report ). In the words of other employees " during the time the YSO was being assaulted another YSO did not respond quicky enough to prevent injury"; at CJTS if you do not respond quickly enough during any fracas management usually disciplines that slow responder i.e. write up, verbal reprimand or more. In this 4D scenario no manager at CJTS reprimanded the male YSO for being sluggish in responding to a serious situation. This is unusual and not the norm but let us look at the fact that non responder is a white male.
There is a history of people of color being discplined at CJTS for not responding to emergency situations where injury might occur. There is never any hesitation about discipline for blacks or Latinos; now the situation involves a white male and management does nothing. Is there a reason for the delay? At this juncture my only concern is for fairness from management when dealing out discipline. You cannot justify such double standards and still claim " like Caesar's wife to be above suspicion." History records Caesar's wife Calpurnia escaped scrutiny after his murder due to high moral character; CJTS has a record of of dealing negatively with employees of color. Ergo, how can this agency claim to not be biased?
Watch closely for more developments in this 4D case of a white male YSO non responder escaping punishment. Oh by the way, why is the white female YSO who called residents of color " porch monkeys" still working on her Unit in building # 5? She used racial epiteths and still is working on Unit until the investigation is complete. Meanwhile back at the ranch, employees of color have been removed from their Unit for rumors of using profanity toward residents. Again a double standard for those that are white.
There is a history of people of color being discplined at CJTS for not responding to emergency situations where injury might occur. There is never any hesitation about discipline for blacks or Latinos; now the situation involves a white male and management does nothing. Is there a reason for the delay? At this juncture my only concern is for fairness from management when dealing out discipline. You cannot justify such double standards and still claim " like Caesar's wife to be above suspicion." History records Caesar's wife Calpurnia escaped scrutiny after his murder due to high moral character; CJTS has a record of of dealing negatively with employees of color. Ergo, how can this agency claim to not be biased?
Watch closely for more developments in this 4D case of a white male YSO non responder escaping punishment. Oh by the way, why is the white female YSO who called residents of color " porch monkeys" still working on her Unit in building # 5? She used racial epiteths and still is working on Unit until the investigation is complete. Meanwhile back at the ranch, employees of color have been removed from their Unit for rumors of using profanity toward residents. Again a double standard for those that are white.
Thursday, December 5, 2013
THE COLONIZED MIND ON THE CJTS PLANTATION
The distinguished psychiatrist Frantz Fanon wrote profound words in his 1961 classic Wretched of the Earth. In this literary masterpiece, Fanon deconstructed the colonized mind.
“The gaze that the colonized subject casts at the colonist’s sector is a look of lust, a look of envy. Dreams of possession. Every type of possession; of sitting at the colonist’s table and sleeping in his bed, preferably with his wife. The colonized man is an envious man.”
The book Wretched of the Earth has always given me pause to think about colonized minds. In America black people whose ancestors were brought from Africa as slaves were stripped of a worldview to be replaced by something else. That something else is the lust or yearning after what the colonizer has i.e. language, customs, material items, or worldview. With this being said, it is easy to understand why some Youth Service Officers at Connecticut Juvenile Training School do not resist the oppression they suffer. Let me be clear.
The colonizer has provided YSOs at CJTS with a living caring for incarcerated residents ( mostly residents of color ). Thus employees on the lower economic scale at CJTS can dimly see hopes of living like upper management. Yet this "lusting" as Fanon called it inhibits people from pointing out oppression; to voice concern about injustice might cause retaliation by management, ending a lifestyle of some comfort. If YSOs took a correct view of what goes on in their environment they cannot not deny being in the grip of a colonized mindset. To embrace a colonized worldview makes you a prisoner of the oppressor ; you will accept trinkets and items from hands determined to keep a foot on the neck of employees.
In order to transcend a colonized mind people must embrace goals or ideals higher than what they see oppressors holding. However in order to aspire to higher ideals people must seek to be free of shackles on the mind. After all Richard Lovelace said "stone walls do not a prison make, nor iron bars a cage." When and if YSOs wake up to reality they will discard the colonized mind Fanon writes about.
“The gaze that the colonized subject casts at the colonist’s sector is a look of lust, a look of envy. Dreams of possession. Every type of possession; of sitting at the colonist’s table and sleeping in his bed, preferably with his wife. The colonized man is an envious man.”
The book Wretched of the Earth has always given me pause to think about colonized minds. In America black people whose ancestors were brought from Africa as slaves were stripped of a worldview to be replaced by something else. That something else is the lust or yearning after what the colonizer has i.e. language, customs, material items, or worldview. With this being said, it is easy to understand why some Youth Service Officers at Connecticut Juvenile Training School do not resist the oppression they suffer. Let me be clear.
The colonizer has provided YSOs at CJTS with a living caring for incarcerated residents ( mostly residents of color ). Thus employees on the lower economic scale at CJTS can dimly see hopes of living like upper management. Yet this "lusting" as Fanon called it inhibits people from pointing out oppression; to voice concern about injustice might cause retaliation by management, ending a lifestyle of some comfort. If YSOs took a correct view of what goes on in their environment they cannot not deny being in the grip of a colonized mindset. To embrace a colonized worldview makes you a prisoner of the oppressor ; you will accept trinkets and items from hands determined to keep a foot on the neck of employees.
In order to transcend a colonized mind people must embrace goals or ideals higher than what they see oppressors holding. However in order to aspire to higher ideals people must seek to be free of shackles on the mind. After all Richard Lovelace said "stone walls do not a prison make, nor iron bars a cage." When and if YSOs wake up to reality they will discard the colonized mind Fanon writes about.
Tuesday, December 3, 2013
A THRILLA WITH DIPILLA: CRACKS IN THE CJTS PLANTATION WALL
The DCFplantation blog received information that Youth Services Officers at Connecticut Juvenile Training School are upset with management. Let me be clear. YSOs apparently have an axe to grind with Assistant Superintendent John Dipilla; they have stated this publicly at CJTS and in the community. This is interesting because YSOs open anger toward Dipilla marks the first time that rank & file employees have shown such bravery. I have not asked for specific details of what stoked the anger of YSOs, clearly something happened. And this latest development did not happen in a vacuum because activists prepared the soil through praxis ( protests, hunger strikes, petitions etc ). Now clouds of dissension appear on the plantation horizon. By the way the YSOs leading the charge are black, white, Latino, male & female. People are not ready yet to let their faces be seen--and this is okay.
At this juncture certain YSOs are seeking e-mails and text messages of Dipilla through the Freedom of Information Act hoping to reveal problems at CJTS. We have seen and heard over the years there are problems at CJTS with bias / racism and most recently a white staff calling residents of color porch monkeys.
Wonder what these brave YSOs know about Dipilla?
Stay tuned.
At this juncture certain YSOs are seeking e-mails and text messages of Dipilla through the Freedom of Information Act hoping to reveal problems at CJTS. We have seen and heard over the years there are problems at CJTS with bias / racism and most recently a white staff calling residents of color porch monkeys.
Wonder what these brave YSOs know about Dipilla?
Stay tuned.
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