A LONG AND ARDUOUS JOURNEY

A Long and Arduous Journey

 The conspiracy against activist Cornell Lewis

The Department of Children and Families employed activist Cornell Lewis for over seven years. During this period at DCF and Connecticut Juvenile Training School, management erected barriers to hinder Lewis and expel him as persona non grata. This story is an attempt to tell the story of a black man entering into the toxic environment of agencies proclaiming to protect youth, while rejecting a man for no other reason than white management felt threatened. The following narrative has been collected from verbal and journal sources that this writer had access to.

ENTRY INTO DCF

Cornell Lewis initially was employed at another social service agency in 2007 when he decided to change jobs. His mother was diagnosed with colon cancer and he did not want her suffer the financial cost for treatment. Also there were structural concerns within the agency he worked at, that made it necessary to depart. Cornell talked to several people within DCF to get an idea of the workload and environment. He was told to come to the agency… enter the Child Protective Services department, then transition over to Community Liaison. After taking an entrance exam February 24, 2007 and passing it, Cornell was accepted as a new probationary hire within DCF in October 2007. However when word got out he was coming, there were rumblings from DCF middle management about this outspoken black activist being part of the agency. Would Lewis fit in? Would he conform to the agency milieu? It must also be noted that Lewis was assigned to the Hamilton Street office where a Director knew Lewis. They both were involved in anti-drug and violence campaigns in Hartford, Connecticut against drugs and gangs. This writer spoke with Lewis about entering DCF Hamilton Street office.  “I walked into the DCF office November 9, 2007 for orientation, and remember being escorted to some cubicle in back of a large area. People were looking at me. Due to all the publicity given to me as a result of the anti-drug campaigns, my face was well known. It was like being under some kind of microscope.” Lewis’ cubicle was located near an office that housed his supervisor. It was not until later that the reason for being placed so close to his supervisor became clear. He was being monitored more than other new hires. As Lewis settled into unfamiliar surroundings with the emphasis on volumes of production, people came to his cubicle to either gawk at him, or introduce themselves. When Lewis would talk to people in the office, either they replied cordially or gave him the cold shoulder. When Lewis worked at other social service agencies he often had contact with some of these same DCF workers at Hamilton Street who sought services for their clients. Now when he saw these same people their reaction was different… aloof…dismissive…. afraid.

All workers in the DCF basement worked on computers. Lewis did not receive a computer to work on initially for 30 days. He could only use a computer when another co-worker gave him access to her password. Again this was just another form of obstruction in order to befuddle or stymie Lewis in this new environment. Lewis met with a Director of Hamilton Street and mentioned the lack of a computer and being in possession of another password. At this point the Director said “what, no computer is not acceptable. Also having another employee’s password is prohibited.” The next day Lewis had access to a computer. It still did not dawn on Lewis that dark sinister forces within DCF were attempting to force him out of the facility. After all says Lewis, “I did not come to DCF with any agenda other than, trying to obtain enough money, to help pay for my mother’s cancer treatment in Detroit.” Soon the assignments were coming in for Lewis to   provide services for clients. This included, home visits or seeking resources for children removed from their homes. At the time Lewis did not realize he was being given harder assignments other co-workers could or would not be involved in. For example Lewis was sent to the home of Albanian Muslims. The official story on this family was that one of their boys had an injury that might be considered abuse. What was not told to Lewis is how all DCF workers up to this point had been run away from the Muslim home by the parents, or that DCF workers’ ignorance, and insensitivity to Muslim’s culture, made it difficult to gain entry into the home. Lewis said he went to the home and greeted the family in Arabic As-salamu Alaykum which means “peace be with you.” The greeting and reply from the family managed to get Lewis in the Muslim home. Then there was the time Lewis went to the home of a black female whose kids were removed from school due to allegations of neglect, and placed in a safe home in South Windsor, CT. At this woman’s home the excessive heat and infestation of fleas caused Lewis to end an interview and social history information collection. He had to go home, put his clothing in plastic bags, then shower before returning to work.  During this probationary period of Lewis at DCF, co-workers and management whispered about his outside activities. According to Lewis none of the community activities had anything to do with DCF work. Lewis claims to have shown up for work on time, accepting all assignments given to him. Still comments about him not typing fast enough to turn out several cases daily were grist for rumor mills. When the Director came down with another activist to visit Lewis the entire unit stopped and gawked. Being in the same office as the Director seemed odd to Lewis, he could not talk to his friend for fear of being accused of receiving preferential treatment. In addition to all the other nonsense, middle management in DCF monitored Lewis’ percentage of open or completed cases… always pushing for increased production.

Transfer to Connecticut Juvenile Training School-CJTS

Behind the scenes ominous forces within DCF conspired to remove Lewis out of the Hamilton Street office. A study of Lewis’ work was deemed not satisfactory during his probationary period in 2007-2008( this seems odd, due to the fact Lewis was told he was doing fine by two supervisors).However Lewis was not informed about this development, nor given an opportunity to remedy the situation. People waited until the Director was out of the office at a conference, then tried to ease Lewis out of the facility. Then the Director suddenly came back to the office and discovered the ruse.  At this juncture those detractors of Lewis backed off their position. DCF managers and Human Resources people now looked for cover; questions were asked about why no one informed Lewis about the decision to walk him off DCF property at the end of the work day. Neither was it explained to Lewis that during probation, there were little used clauses allowing this disqualification of the worker if performance requirements were not met. And this tactic is what those people tried to use to terminate Lewis without knowledge of the Director. Well. The word came down to allow Lewis opportunity to correct any problems. However the cabal led by a Latina in Human Resources emitted a Cri de Coeur [an impassioned outcry, as of entreaty or protest] claiming the head of DCF Hamilton Street facility could not be impartial with regard to Lewis. Several weeks passed and the HR Latina version of the hanging Judge Roy Bean, launched an investigation of Lewis on some trivial matter that was grounded in fiction and pixie dust. The trumped up investigation of Lewis ended due to insufficient evidence.

As time progressed, the DCF drama continued with Lewis being scrutinized about aspects of his work that other employees did not have to endure. Several co-workers were not proficient with typing, but they were allowed to get away with this due to inter-office relationships with top management officials. While Lewis always accepted all cases given to him, other workers refused to see certain clients deemed problematic, and no disciplinary actions ever occurred. Try as he might, Lewis could not satisfy those lurking enemies seeking to expunge him from DCF. To use an old phrase, “the handwriting was on the wall” and it was just a matter of time before Lewis succumbed to sinister forces around him. It is worth noting that the hijinks regarding Cornell at this juncture can be called a red herring. The Director made unpopular changes at Hamilton Street office, and ergo, was the real target of all of this foolishness and shenanigans by HR et al. Those low brow managers in DCF did not have courage to attack their Director face to face. Thus blindsiding Cornell Lewis proved another way of striking at the Director. At this juncture Lewis undaunted by the maelstrom surrounding him continued on, determined to save enough money for the cancer treatment of his mother in Detroit. Yet as the saying goes “the best laid plans of mice and men, often go astray.” Lewis soon had to make a decision about whether to continue working in the toxic DCF environment. Workers diametrically opposed to the Director used Lewis as a point of contention; they brought his name up in meetings and even went to the DCF Commissioner sounding portents of doom about Cornell’s activism causing issues inside the agency. One day while working in the office Cornell was informed Congressman John Larson and Hartford Mayor Eddie Perez called Hamilton Street management. Both politicians requested Lewis to attend a meeting May 26, 2008 concerning anti-violence, gangs and drugs at Weaver High School. No one wanted to tell these politicians Lewis is at work now, this led to management asking Lewis if he wanted to go to this event. Lewis replied to management “you make that decision.” Well Lewis went to the event but management resented his going, but also feared the fact politicians were seeking this black male for community activities. Soon HR went back to the DCF Commissioner asking to remove Lewis due to “being disruptive to the workforce.” Lewis claims that the time to depart from DCF seemed imminent. Lewis received telephone calls from friends inside DCF Central Office saying “middle management does not want you here. These people do not want an independent thinker in their midst. They have some type of negative performance report about you.” After hearing this portent of doom, Lewis asked for a transfer to another DCF outpost.

Friends in DCF contacted the Director of Connecticut Juvenile Training School about possibly hiring Lewis. The CJTS Director agreed to meet Lewis. In August of 2008 Lewis met the CJTS Director and was told “you are welcome to join our facility if that is what you want. Cornell, I know what happened to you at Hamilton Street and disapprove, but those people do not appreciate all the work you did to make sure drug dealing criminals did not take over entire Hartford neighborhoods. We can use someone like you at CJTS. We are seeking to change the culture at CJTS from what it presently is, to something more advanced than what it is now. Having you there is the beginning of a process to employ more educated people. If you stick it out for one year I can move you into a position in probation, working with youthful offenders.” Lewis accepted the offer to work at CJTS for less money but to be part of an organization where leadership actually embraced him. Upon hearing about the transfer to CJTS was indeed going to occur, management breathed sighs of release at Hamilton Street; by now Lewis’ co-workers had heard about management’s plan to ease Lewis out the door.  People started making comments about how railroading Lewis did not seem fair, and how Lewis came early and left late.  Now management trying to save face before office employees, set up this meeting with Lewis in an office at the head of several managers, telling people he decided to depart for CJTS.  When Lewis described intentions to transfer to CJTS management assumed the posture of Pilate in the Bible saying “my hands are clean.” September 11, 2008 was Lewis’ last working day at DCF. According to Lewis’ recollection and written sources, “people gathered in an office and gave me apple pie. I told them about the transfer to CJTS in Middletown, CT. Several people were visibly upset and a few women started crying. The supervisors responsible for my demise at DCF needed my help to quiet the natives.  People were not fooled about what was going on." They knew Lewis was hounded out of Hamilton Street office.  According to Lewis account, “it certainly was strange to sit and help your enemy –with kind words for them. Knowing this whole damn thing I went through was orchestrated by enemy forces.” Lewis would descend into another environment more toxic than DCF and with new challenges. Lewis’ first day working as Youth Service Officer at CJTS was on September 12, 2008, he stood outside of the facility and noticed incarcerated youth walking to breakfast dressed in brown pants and blue shirts. These youth marched in lockstep, throwbacks to Southern chain gangs or perhaps slaves destined to be sold at auction. Lewis would be placed in Unit 4-D and there face new perils and forms of racism.

The Conspiracy Begins

 Being on Unit 4-D caused Lewis to learn new systems of dealing with male residents, suspicious co-workers, and a toxic environment. Not to mention a Supervisor with an eighth grade education that felt threatened by Lewis’ presence. Lewis immediately noticed how the Unit Leader assigned another black male supervisor on the Unit to act as some sort of go between. All questions about the Unit were directed through the assigned black male supervisor. The Unit Leader tried to stay away from Lewis and used the black supervisor as a buffer. Perhaps this might be called the tale of two supervisors, one white and ignorant, the other black and politically ambitious. After several months of being monitored on Unit 4-D Lewis talked to some co-workers who explained the new CJTS culture. One male said, “Lewis if you want to work here it is best to follow our script. If you do not work with us, then when problems arise with residents, and you call for assistance-your help will come slow.” In other words co-workers issued their form of implied threat to Lewis. And so the gauntlet was thrown down to Lewis.

Shortly thereafter [2009] Lewis talked with the Director of CJTS. He explained to Lewis that “with your clinical skills it would be better to employ you in another fashion. The school comes to mind or perhaps in some clinical capacity since you have a Master of Education degree in Social Work.”  While the Director of this facility seemed to embrace Lewis’ gifts, other management types at this facility did not. A difference of opinion with another black male YSO brought the leadership running 4-D to exert authority over Lewis, they did this by giving him a letter of verbal warning. To make the point here let us highlight that CJTS management in the years to follow will investigate Lewis over every possible issue, including what he read. One supervisor from 4-D did not understand the contents of books containing political satire and branded Lewis racist. This vindictive supervisor encouraged HR to question Lewis, but no disciplinary actions were taken by CJTS. Every restraint of any resident Lewis engaged in brought management scrutiny [let it be noted top echelon management were white]. When Lewis sent management email concerns about safety issues on the Unit, it brought reprisals. When management discovered Lewis spoke by telephone with The Child Advocate in July of 2009 it only angered the hierarchy within DCF / CJTS. In addition, anarchists delivered letters to Governor Jodi Rell  and DCF Commissioner Susan Hamilton describing Lewis’ viewpoints about CJTS racism. Activists and Lewis met with Gov. Rell’s Chief of Staff to discuss CJTS. The year 2009 saw renewed attacks by white management on Lewis plus other workers of color at CJTS. Lewis needed allies to fight back against the toxic CJTS culture, and on October 2, 2009 help appeared in the form of a black female supervisor.

Help is Coming

In October 2009 Lewis and activists passed out flyers in neighborhoods of color in Hartford’s Northend about DCF /CJTS. A No DCF Zone was created in which posters proclaiming DCF workers were exploiting people of color were posted.

A female supervisor approached Lewis one day in October 2009 at work and said did you ever consider filing lawsuits about racism or hostile workplace against CJTS, Cornell?  The conversation lasted for 20 minutes. Lewis agreed that such a lawsuit would be of value. And so on that day Lewis crossed the Rubicon and there would be no turning back. It did not appear employees at CJTS were interested in legal action against CJTS, but eventually two women and three men obtained a lawyer who agreed to represent the group known as the DCF Plantation 5. That group had one goal in mind - use legal action to expose CJTS’ racism. The white hierarchy continued using black managers to attack Lewis in some fashion. In October 2009 a black Director of Residential Care (DRC) at CJTS called Lewis while he worked on Unit 4D and asked the following question: “Cornell, were you working on this specific day and time? There is someone at CJTS [female] who claims some male from your Unit answered the telephone when she called. This male then made remarks that she considered inappropriate.” Lewis listened to the remark this woman said was made, then Lewis answered NO. I never said any such thing. Lewis also asked why the DRC and woman thought he made such comments. The DRC replied after looking at the video tape of the Unit it appears YOU MIGHT be the only one around at that time, although we cannot be sure. To make a long story short, the lady never asked whom she spoke to and even waited 12 days before reporting this nonsense. The DRC actually met with Lewis and the Union Representative, then the case against Lewis was dismissed. In addition members of the gay community volunteered to assist Lewis in fighting DCF. For years Lewis wrote news stories in support of LGBT rights in the three black Hartford newspapers. Those people in the gay community did not forget Lewis as some so called friends would in the future.

Trying to Organize the Masses

Cornell Lewis attempted to organize CJTS workers during 2009-2011 to no avail. YSOs were so accustomed to being victimized by white racist management inside CJTS that fear had been expertly inserted in employees. There were no employees brave enough to stand against the many forms injustice took at that facility. Oh a few brave souls signed Lewis’ petitions to management about certain issues, but nothing else. Fear stalked CJTS; in addition people only wanted to work overtime, nothing else seem to matter. Disgruntled YSOs would grumble in the hallways during school hours or in their particular Units. Lewis told this writer “I never saw such mentally beaten down people like the YSOs working at CJTS.” Some of the workers complained Lewis tactics to expose management only made things at CJTS worse. A few employees even suggested Lewis stop “stirring up trouble.” In November 2009 the DCF Commissioner contacted Lewis through a high ranking black official located within Central Office which is the main headquarters… 505 Hudson Street. This black official said the commissioner wanted to meet and discuss issues such as the No DCF Zone created by activists in Hartford’s Northend. By now the office of Governor Rell issued an order that ALL DCF offices and facilities hold Courageous Conversations about race. In exchange for the conversations on race Lewis agreed not to disrupt the upcoming Veterans Day Parade in Hartford.

Challenging White Supremacy

The DCF Plantation 5 met with an attorney to begin the process of launching their lawsuit against DCF / CJTS over racism issues. According to Lewis this lawsuit was meant to shake the foundations of white supremacy and challenge people in the white apartheid DCF system. Finally in July 2010 the lawsuit was filed in court with sighs of relief from the DCF Plantation 5.  Now the fight was really on. In order to inculcate into the thinking of CJTS white apartheid management Lewis et al. were serious, a series of strategic actions were taken. Lewis also accessed Freedom of Information documents from DCF which revealed how leaders in state agencies viewed him. There were emails from CJTS to DCF asking how to supervise Lewis, and to be careful in responding to his inquiries. In addition Lewis’s Unit Leader asked for meetings with CJTS management to discuss methods of interacting with Lewis.

Oct. 14, 2011 An Associated Press reporter interviewed CJTS Superintendent about Lewis proposed hunger strike. Such actions by the Fourth Estate challenged white supremacy inside the CJTS Plantation and made Cornell Lewis number one on management’s hate list.

Oct 17, 2011 Lewis began hunger strike to protest racism at CJTS that ended after 8 days.

Oct. 22, 2011 Two State Representatives agree to host public hearing in June about Lewis et al. complaints of CJTS racism.

Jan. 5, 2012 two white female anarchists deliver letters to CJTS / DCF hierarchy describing racism

 Feb 5, 2012 rally outside CJTS with megaphones and multi- ethnic group about Lewis

Note: Lewis met with DCF Commissioner once in her office and again at CJTS over racism complaints

In 2011 Lewis appeared on several radio programs discussing racism at DCF / CJTS.

Agency Retaliation

In Oct. 2012 two residents fought in a room at CJTS. Lewis and two YSOs were looking at a computer screen during the fight at non work related issues. The trio of YSOs continued working until on Nov. 9, 2012 white management placed all three workers on paid administrative leave over the incident, citing Neglect of Duty as the cause. In reality this move by management was an attempt to get rid of Lewis. What made the maneuver of placing these men on administrative leave an acceptable risk is this, one YSO was Hispanic, the other Caucasian. Ergo if questioned about whether the move could be construed as racism, management only had to point out the ethnicity of the three YSOs. However the real motive was to get rid of Lewis at all costs. After secretly hatching their viper like plans, white management made a decision Nov. 9, 2012 to act upon three YSOs so-called neglect. Lewis continued holding DCF /CJTS accountable for promoting racism. Cornell gave a speech at Central Connecticut State University Dec. 8, 2012 in New Britain about racism in both state agencies. In the midst of all of the intrigue something happened that caught Lewis’ attention. Someone called from DCF Central Office on Dec. 12^th and said “CJTS administration is going to terminate all three of you over this incident on Unit 4-D. But Cornell they [administration] really are targeting you.” Lewis was also put on DCFs Central Registry as being a threat to children. This disqualified Lewis from working with children or earning a living. By this underhanded move, DCF tried to make Lewis submit to a settlement. Now the plot thickens because while Lewis et al. were waiting for the fatuous nonsense from management to proceed, other ripples began to surface within CJTS.

 Rats deserting the Ship

Lewis felt that management’s revenge was the only card playable by desperate people. Then another sort of problem arose when friends of Lewis basically abandoned him at CJTS and in the community. Lewis recounted how on Jan. 5, 2013 a teacher working at CJTS said this to him “your activism is causing backlash from management. Cornell, innocent people are paying for management’s witch hunt.” Lewis told this writer “man, those comments caught me off guard. Never thought this friend would say that to me. I knew this person 15 years, had been to their home and met the spouse. We were friends at least in my mind. It did not enter my thinking as to being rejected by my friend.” However the person [who is white] did what would become a familiar pattern, fear and threat of possible loss of income through DCF, fueled what was happening. In the months to follow more so called friends –black and white- would shun Lewis like he possessed leprosy. In the Greater Hartford Community agencies depending on DCF for grants or funding did not want to associate with Lewis. When Lewis applied for jobs he got rejected. One black run agency head said during an interview, “the subject has come up in meetings how you are working against DCF in the community. You know, Cornell, we receive grants from DCF and have to be careful.”  [translation-they were saying white folks will cut us off if you are hired]. This writer asked Lewis how being rejected by friends affected him. “At first my mind felt numb with disbelief, then it made me angry. Later I decided to keep pushing on and crossed all those betrayers off my friend list for life. To hell with all of them.”

Buried Alive Under Paperwork

The next phase in this DCF melodrama came in the form of meetings / paperwork by DCF. Lewis’ lawyer Lewis Chimes went to several meetings with Lewis about what supposedly happened on Unit 4-D when two youth fought. DCF /CJTS claimed one of the residents suffered a concussion even though no data was presented to bolster their claim. At the DCF legal lynching Lewis listened ad nauseum to DCF officials [primarily white females], describe what he did and the need for him to show remorse. What intrigued Lewis was how all these meetings and paperwork were used as cudgels to beat him into submission. At some of these Kangaroo Court proceedings the administrators trotted out black people to participate in Lewis’ legal lynching. During meetings on Capitol Avenue Lewis sat in front of a black man who was nothing more than a modern version of Buckwheat. In DCF Central Office white management trotted out some smiling black female during legal hearings and let her lead the charge against him. However it was not that black folks were sent against Lewis that bothered him so much. Those white females who sat before Lewis at certain hearings continued to say how he did not show true remorse for what happened. Yet Lewis did say he regretted not paying attention and that this fight took place. What these white female Kangaroo Court leaders really meant was Lewis did not grovel enough before white supremacy to satisfy them. Lewis said no matter what he did, these people were hell bent on using process and procedure to lynch him. He decided not to bow down. When Lewis went to file for unemployment benefits, DCF sent the head of Human Resources to oppose it. At every turn white supremacy tried burying a black man who confronted racism within DCF /CJTS.

Day of Reckoning - Lewis Terminated

Charades continued against Lewis for over a year before DCF finally made the decision to fire him. On July 1, 2013 Lewis was summoned to DCF disciplinary hearing at 1:30 pm at 505 Hudson Street, Central Office. During another dog and pony show Lewis listened to the CJTS Superintendent utter verbal swill about Lewis’ neglect of duties at CJTS. After listening to both the Human Resources person and Superintendent of CJTS it was Lewis’ turn to speak. He read a statement that was hard hitting and denounced the people sitting across from him as distorters of the truth. Then management stood and walked out of the room. On July 3, 2013 the Union representing Lewis called and said “as of today DCF / CJTS officially fired you.” This action came on the same day a black newspaper published a very strongly worded article Lewis wrote for the Hartford Inquirer. However the other two YSOs in this case did not get terminated. One of the YSOs was given back his job after DCF found him guilty of minor infractions. Let it be noted the other YSO made some kind of agreement with DCF for minimal disciplinary action.

Home Stretch-Arbitration

DCF decided to remove any offers made to Lewis since him being placed on administrative leave and seek arbitration. The white supremacists obviously thought they could win in arbitration, then shut Lewis out in toto. During the time of 2013- 2014 the arbitration hearings dragged on with DCF presenting 12 witnesses against Lewis. It was the purpose of hostile DCF management to try and overwhelm the arbitrator with so-called facts. The arbitrator however said she did not need all those witnesses and could read some of the documentation presented instead. In the end DCF decided not to cross examine Lewis. The Union representing Lewis questioned him and laid out their case that social activism about injustice at CJTS was the catalyst for Lewis being terminated. All kinds of documentation against Lewis was presented and finally the decision came down. On July 11, 2014 it was announced Cornell Lewis won his arbitration against DCF/ CJTS. Now the racist organization would be faced with placing Lewis back on the job or making some sort of settlement. Lewis said to this writer about the arbitration victory. “It [firing and final arbitration victory] certainly did take a lot out of me to fight these people. However my conviction not to quit carried me through this ordeal. I achieved lots of insights about how so called friends betrayed me and who stood with me during these perilous times. A few gray hairs suddenly showed in my beard but it was worth it." DCF management let it be known any settlement offer would include Lewis not returning to work. This stipulation came about because CJTS workers were elated over Lewis victory and awaited his return. YSOs asked Lewis to be the chief Union Steward at CJTS, and management did not want this to occur.

DCF finally paid Lewis a financial settlement not to come back to work. He accepted the offer and moved on to another job.

When Lewis’ victory over the DCF apartheid organization became public knowledge, people in the black / Hispanic communities were elated. Lewis was congratulated by people of color in public places and through private conversations. For many years DCF / CJTS rode roughshod over people of color in the community and at their facilities. Finally someone [Lewis] beat them at their own game.