Dear Editor,
If you remember not very long ago on March 26,2024 at 55 minutes, Benton County Human Resources Director Ms. Sue Wilber was investigating Mr. Turnis the IT director for not following his superior's directive. She brought forth her conclusions from her "investigation" and said that Mr. Ternis had not followed an unwritten, undocumented but spoken directive to remove a security camera. Well. well, well the chickens have come home to roost.
Ms. Wilber was told via the board meeting on June 25, 2024 at 16:06 minutes into the meeting to come up with the vacation schedule for the handbook to meet the request by Mrs. Greenlee a 35 + year employee. According to the job Description for the HR position, prepared by Ms. Wilber she "Develops, recommends and implements personnel policies and procedures; prepares and maintains handbook on policy and procedures; … "item #2.
Ms Wilber did not have the documentation ready at the July 16, 2024, board meeting as set forth during the board meeting of June 25, 2024. Thus, she is in violation of the employee Handbook under Employee Conduct page 43
Item #14 Engaging in insubordination or failing to cooperate with assigned employees, coworkers, supervisors or managers.
Item # 15 "Failing to follow County Job instructions or to perform work requested by a supervisor or manager."
The same code she accused Mr. Turnis of violating. Of which a letter was added to his permanent file stating such.
On July 16, 2024 at 22:34 the board again tabled the issue until July 30, 2024. I am sure glad the Human Resources office got painted, The HR. software got purchased, a part-time HR employee got hired. All of which was she not directly instructed to do. Seems like we need to prioritize our work.
If you remember the date was March 26, 2024 . Thank heaven Turnis didn't resign. He did get a letter of reprimand, put into his permanent file.
So, Mr. Primmer will you request that Ms. Wilbur be terminated or ask for her resignation for the same violation?
Or will you at least put a letter of reprimand into her permanent file or will you and your board yes men just sweep it under the rug?
Francis D. Thomas
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When the IT Department head violates the Employee handbook, HR takes him to the carpet in front of the Board of Supervisors so he can be held accountable. He is professional and maintains his integrity before the board.
When the Director of Human Resources violates the Employee Handbook who takes her to the board of supervisors and holds her accountable for violating, not just the employee handbook but her job description?
How is the HR Director going to develop, recommend and implement personnel policies and procedures... when there's a clear demonstration of questionable integrity and insubordination?
If you can't direct oneself, then perhaps you shouldn't direct.