My supervisor reminded me that just because I was the facility union representative did not mean that I could neglect my classroom. I was expected to still hold class. Any investigations I was involved in with our union members had to be conducted on my time. This issue was going to be my very first conflict with my immediate supervisor. In the beginning he had to divide his time between our facility and another facility to the north west of us. So if I had union business, I would try to conduct it when he wasn’t at our facility. This was the easiest way of avoiding the conflict with him. Another way was for me to conduct my business over the telephone. Unfortunately, I did not have access to a telephone in my classroom from the beginning. However, my colleague across the hall from me, our Food Technology teacher, did. She would even listen to our members complaint and give me the heads up on what was happening. That gave me time to review the contract and go on the offensive. In the beginning most of the grievances were basic protocol issues, and I could get settlements at the first or second stage of the grievance procedure. Tardiness, call off, and overtime issues could usually be settled in those stages, and from the beginning that was the majority of my cases.
The most difficult cases, however, were immediate terminations. For those, I was always called to come to the Warden’s conference room. When the call went out for me to report to the conference room , my colleagues would always wonder, who is it this time, or if my employment was being terminated? It always amazed me that my boss didn’t have anything to say about me being on union business when I was called to the Warden’s conference room. I would lay in my class (send my students back to their housing unit) letting him know I wouldn’t be teaching. He would just shake his head OK and acted like nothing was happening. I have to admit that I was always hesitant. Not knowing what was awaiting me in the Warden’s conference room could be stressful. I tried not to think about it and said a prayer for strength. Our school officer informed me that he just received a call that I was to immediately report to the Warden’s conference room. He would take care of my classroom, and let the principal know I was called. It was not the usual way I received notice and I was concerned as I left the school.
As I passed through the gate leading to the Administration Building an officer showed me a stop order that was placed on one of the school’s Administrative Assistants. “Stop Orders” are only placed on staff when an investigation is being conducted for rule violations. The accused are not allowed into the security perimeter of the prison until the investigation has been completed and they are found not guilty. I thanked her for the heads up. I had a good idea now of what I would be facing. As I entered the conference room, the Administrative Assistant from the school, the Warden, and Inspector entered from the Warden’s office. They did not look happy. The Deputy Inspector informed me that the employee had requested my presence. They began laying out their case against her and it was not good. She was having an intimate relationship with one of her inmate clerks and the Inspector had been recording her telephone conversations made through a third party. It was damning evidence. I felt very sorry for her and could tell she was embarrassed having me hear the recordings. I wanted to know how long this had been going on, and the Inspector informed me for over six months with 40 conversations recorded., and they also had the letters she wrote him. The inmate and his relation(third party) also gave statements about the relationship. I had heard enough. I asked management to leave the room while I spoke with her.
I had to inform her that by law they were required to press charges against her. At first, she didn’t believe me but when I showed her the MLS and DOC Policy she started crying. She realized she could really be prosecuted and go to prison. She was in a position of authority over the inmate, and his statement was that, “he didn’t want to lose his prison job so he obliged her.” This is totally messed up I thought. He obliged her? Total-garbage.! He was a total manipulator and she was his prey. She had a Master of Science Degree, and was being paid a good salary with benefits. I asked her, “why on earth would you mess that up?” She tearfully said, “Her heart has no limits.” Without being too crude I informed her,” I hope your unlimited heart likes prison. If they press charges, that’s where the heart will be.” She asked me, “what should she do.? ” My response was “to get a good lawyer.” She asked, “what if I just resign.” I informed her to only offer her resignation if they are willing to sign documents that they will not press charges once she leaves.
I also informed her to hire an attorney for her protection, and reputation. She could make an argument of her vulnerability and management’s inability to diffuse this in its early stages. She looked at me with teary eyes and said, ” you should be a lawyer.” I shook my head no. I felt drained. I didn’t want to talk to her about this any longer. I knew I could not save her job, and asked management to come back into the room. They were quick to point out that with the new laws and policies she will be facing prosecution. I made my plea on her vulnerability and managements not intervening in the early stages. This was not my first termination case at this facility and I felt that management had a history of waiting too long to address issues when they knew an employee had been compromised. We were at a standstill. Then against my advice, she offered her resignation. Management’s answer was, “by resigning her employment they would not press charges.” I wanted everything documented and it was. I never saw her again after this meeting and I felt exhausted. This termination was painful, and there would be more to come, unfortunately. TO BE CONTINUED…
Psalm 63 Slava Ukraine God bless the heroes
MJ-Way 