06/15/1999 (2)
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CIVIL SERVICE BOARD
CITY O}!~ CLEAR\" A TER
June 15t 1999
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Present:
Colbert Henley
Bill Cnrrozn
. Catherine Adams
Debbie. Turner
. John Armbruster
Rick Ebclke
Leslie DougalI~Siqes
Sgt Mike Waters
. Bill Baird
Toni Forbes .
Robert Walker
David Doyle
. Shcrilla Pittman
Chair ,
Board Member.
Board Member
Board Member
Board Member
Assistant Human Resources Director
Assistant City Attorney .
Clearwater Police Department
Deputy Chief, Clearwater Police Dept.
Defendant
Attorney at Law
Supervisor, Communications Div.
Human Reso'urces Technician
ITEM #1 - Meeting Called to Order
Chair Henley called the meeting to order at 5:15 p,m. at the Municipal Services Building.
To provide continuity for research, items are in agenda order although not necessarily
discussed ill that order.
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ITEM #2 - Board Action - HearingOfficerts Recommended Order Re: Dismissal of Toni Forbes
, Chair Henley read charges.
Ms. Forbes violated the following Clearwater Police Department Rules:
Rule #212.06 Sick Leave/False Statement - EmploYfcS shall not feign. illness or injuryt falsely
report themselves ill or injured or otherwise deceive or attempt to deceive any official of the
department as to the condition of their health.
Rule #2113.11 Untruthfulness - Employees are required to be truthful at all times, whether under
oath or not.
RuJe #213.111 Untruthfulness During Sworn Statements - Employees are required to completely
and truthfully answer all questions while giving sworn statements during internal investigations
or any other authorized or official proceedings.
Employee relayed that she contested the recommendation of the Hearing Officer. Chair Henley
explained rules and procedures for contesting the hearing officer's recommendation. Employee
would have an opportunity for rebuttal and the City will have an opportunity for comments.
Member Carozza moved and it was seconded and unanimously carried that each party be .
allowed 10 minutes for their presentation and 5 minutes for a rebuttal then 5 minutes each for
summation. .
Presentation: Toni Forbes
.0
Attorney Robert Walker spoke on behalf of Toni Forbes.
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Mr. Walker believes from his prospective, the Hearing Officer's report was conducted using the
appropriate administrative due processes for these proceedings. Hc also wantcd to note that
Ms. Forbes is the first employee, to his knowledgc, to face discipline under the City's new
PBMP. ..
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Ms. Forbes is n 7 year City employee who worked as n Police dispatcher: She was suffering
from the after effects of a very serious automobile accident and as such was taking a regiment of
medication. In addition she was tnkmg medication for a long standing asthma condition. She
. underwent an involuntary hospital stay because ora severe asthma attack of which she received
IV therapy. Her doctor recommended that she reduce the stress in her life as some of these
conditions were aggravated by stress. The medications were being injected periodically. Some of
the medications werc so strong, they would knock her for 48 hours. She went to her Supervisor
to ask for a 4-dayll O-hour work week, which would give her Fridays off to acc~mmodate
treatment for the various conditioris. Her Supervisor asked her for a doctor's note which she
provided. She worked with this schedule for a period of 17 weeks.
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She was deceptive in leading her supervisor to believe that she was receiving intravenous
treatment on Fridays. She felt reluctant to inform her superiors of the extent of her condition
because of the lack of privacy and the absence of confidentiality within the Communications
'Center. She had witnessed on other occasions there were private matters concerning other
employees being shared or made "light" of by the supervisors and coworkers.
If Ms. Forbes would have sought the Fridays off through the FMLA, the City would have had no
choice but to give her the Fridays off. None of her supervisors discusscd t.he FMLA option with
her:
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Nevertheless, when a shift change was made, Ms. Forbes was required to get another doctor's
note at which time it was discovered that she had mislead her superiors. Although she used poor.
judgment in misleading her superiors, it was not cause for dismissal.
Ms. Forbes) position is that the punishment is much more severe than the actual infraction. She
did admit that she was less than honest with her superiors. She hus an excellent track record,
Her evaluations are "outstanding" or "highly successfuL"
Toni Forbes commented:
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Her employers knew of her condition while in the hospital. They sent her flowers, Toni feels she
is a good employee and her dismissal is a result of much marc than this infraction. She made
Commissioners aware of faulty computer systems and she was later approached and told not to
do it again. She was outspoken on matters related to the unfair distribution of overtime being
issued within the Division. She also feels she is being singled out and treated differently by her
, superiors because she has kept records of several issues that are wrong within the Department
and her superiors arc aware of this.
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Ms. Forbes concludes that she is a good and dedicated employee. She docs her job very well and
her evaluations reflect that.
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mcs0699
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6/15/99
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Presentation: City. Leslie Dougall-~ldcs
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Ms. Dougall-Sides reminded Board Members that they cannot change the recommendation of the
Hearing Officer nor rehear the case. They arc to detennine if the punishment is warranted based
on the infraction.' .
i.
Ms. Dougall-Sides stressed the facts:
Employee .mislead her doctors.
Employee was untruthful about the IV treatments.
Employee was untruthful to her Sergeant, Captain nnd her Supervisor, Mr. Doylc.
Employee contradicts her statement of not being comfortable with discussing her physical
condition with her supervisor because she did do so,
The City did accommodate employee by allowing her flex time (4. to-hour days).
Ms. Dougall-Sides pointed out that the Hearing Officer found employee in violation of 3 rules of
the PBMP which would have also been violated under the old disciplinary procedure.
n:
The two doctors interviewed deposed that the employee was misleading in the infOlmation given
them from Ms. Forbes.
Although Ms. Forbes was not a member of the CW A bargaining unit she was still able to scek
assistance from them ifneeded. .
Deputy Chief Baird:
C~)
Deputy Baird feels that Ms. Forbes is' not the caliber of employee wanted within the Police
Department. An employer should receive nothing less than honesty and integrity from their
employees. .
Rebuttal/Summation: Toni Forbes
. The Hearing Officer did not see all seven doctors she was required to see during the course
of her various treatments. The others may have had a different opinion as to her condition.
. One of her doctors reported to her that he was grilled/pressured by the investigators.
. She felt intimidated by supervisors' lack of privacy in regard to her health problems.
. She feels that she is an excellent employee and proud to work for the City.
· She feels she was singled out because of complaints she voiced about the new computer
system.
,. She hopes there is no retaliation received to ller family as a result of these proceedings
Rebuttal/Summation: City-~Leslie Dougall-Sides
· Employee cannot state specific incidents of preferential treatment toward others to indicate
her being singled out. Her request for flexed hours was given as requested originally.
· Although she may have been a good employec. there is no excuse for the continuous lies to
her superiors
Questions and Comments by Board Members:
"'~/
Member Catherine Adams questioned:.
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Why didn'temployee use the procedures available through FMLNADA?
Forbes ~ She was not made aware of the poliey until aficr the fact upon
. obtaining counsel for these proceedings. She also indicated that it was her desire to
work as much as she possibly could.
What type and level of training do supervisors have regarding FMLA?
Rick Ebclke~-Supcrvisors arc trained on how to handle excessive leave due to siekness of
employees and/or family members. The Human Resources Department is also available
to answer questions. In addition all employees are provided information on FMLA &
ADA at time of hire.
Leslie Dougall-Sides commented that it is the employee's responsibility to seek assistance in
regard to FMLNADA. She also noted that FMLA leave is taken concurrently with sick leave
and is for a maximum of 12 weeks. The opportunity pro"ided to Ms. Forb~s to flex for a period
of 17 weeks was to her advantage. This allowed her to continue to earn income. Had she used
the FMLNADA process) she would have received no pay for five weeks,
" .
Member John Armbruster Commented: The Board is responsible for determining if there was
reasonable cause for dismissal and if the extent of the disciplinary action was ,warranted.
Member Bill Carozza questioned:
Q: Does employee understand the difference. between integrity and job pcrfomance?
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Forbes responded yes.
Chair Colbert Henlev questioned:
Q: Were LV. treatments received only during employees stay in hospital?
A: Forbes responded yes; but some of the other treatments were so strong, they knocked her
out for a few days.
Q: Why did employee not go to the Primary Care Physician after medications were not
working'?
. A. Forbes responded that she saw a specialist and paid out-or-pocket because the Primary
Care Physician was unable to help her.
Member Debbie Turner Ouestioned:
Q:
Was employee counseled by supervisor about setting up an action plan in
accordance with PBMP procedures?
A: Forbes responded that she was not counseled about an action plan.
Leslie Dougall-Sides commented that on Page 16 of the PBMP it states that "Integrity issues
. do not require an action'plan." .
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Board Action
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Cl1air Henley moved to uphold the Hearing Officer's recommendation for the d,ismissal of
,Toni Forbes. The motion was duly seconded by Member Adams and carried by.a four to one
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vote. . , ,
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. ITEM #3. - Adjournment.
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. Meeting was adjoumed at 6: 15 p.m.
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