What does this kind of "discipline" tell all the other women who work for Chuck Ryan - this man remains in his position of authority - anyone out there know what happened to the women who had the courage to complain about this fine gentleman?
We can take a hint from the article below:
"Colleen McManus, the DOC's chief human-resources officer,
reported to Ryan that one of the women said employees at Safford "are
told to keep their mouths shut or they will be reprimanded. There is
general acceptance that things must go the warden's way, as that is 'the
only way.' "
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Craig Harris and Rob O’Dell,
The Republic | azcentral.com
10:27 p.m. MST April 9, 2014
Last summer, the Arizona Department of Corrections' chief
human-resources officer recommended Safford prison Warden Lyle
Broadhead's removal from top management after a complaint of sexual
harassment involving women who worked for him, records recently obtained
by
The Arizona Republic show.
The recommendation came a
year after Broadhead had been disciplined for flirting with and touching
his executive staff assistant.Yet Corrections Director Charles Ryan,
who has cracked down on employee misconduct the past two years by
imposing sanctions — including firings — nearly 2,400 times, suspended
Broadhead for 40 hours without pay, but allowed him to remain in his
current position.
The suspension was the minimum punishment
Broadhead could have received for a Class 6 offense, the second-highest
category of discipline in the Department of Corrections. The maximum
punishment is dismissal,though the director has discretion in how to
respond.
Broadhead, 40, is classified as a correctional
administrator 5. He is the only one with that classification who has
been disciplined in the past two years.
Broadhead, warden at the
Arizona State Prison Complex-Safford since February 2008, did not return
two calls seeking comment. His complex houses just more than 1,700
minimum- and medium-security male inmates about 165 miles southeast of
Phoenix.
Martin Bihn, an attorney who represents correctional
officers, called Broadhead's punishment "light," contrasting it with
what he considers Ryan's overly harsh disciplinary actions against
rank-and-file employees.
"I can't get my head around how they do
things at the Department of Corrections," Bihn said. "In the Department
of Corrections, you want wardens who will set an example for other
folks."
Robert Blackmer, a spokesman for the 2,000-member Arizona
Correctional Peace Officers Association, called the handling of
Broadhead's case "just one of the latest examples of what is a bigger
problem.
"The upper-echelon staff members are getting off with light discipline, while the lower-line staff members who may do similar things are getting raked over the coals with max discipline, or they are being dismissed."
Ryan
bristled when asked if he went easy on Broadhead, saying another
offense by the warden will result in his firing. Ryan added that he
considered Broadhead's service to the state, which began in February
1996, in imposing punishment.
"Basically, he doesn't get another
opportunity," Ryan said. "I did not go light on him at all. He received
the same as other employees in the range of sanctions."
Broadhead's
case was among 2,379 situations that merited disciplinary actions in
2012 and 2013 among the department's more than 10,000 employees,
according to records
The Republic obtained through the Arizona Public Records Law.
Among 308 Class 6 disciplinary offenses, like Broadhead's, over the past two years that were identified by
The Republic,
about 59 percent drew 40-hour suspensions, 22 percent prompted80-hour
suspensions, and 15 percent resulted in firings. The remaining 4 percent
led to suspensions of 24 hours or less.
Among 42 sexual-misconduct cases identified by
The Republic
— which involved sexually explicit comments, inappropriate touching or
sexual innuendo — one employee was demoted, four were fired, four
received 80-hour suspensions and 12 drew 40-hour suspensions. The
remaining half of the employees involved in sexual misconduct received
suspensions of 24 hours or less.
The Republic sought
disciplinary records after Ryan last year publicly called on employees
to live by higher standards amid his concerns that too many department
employees were being arrested.
Sexual harassment has been an ongoing problem within the DOC.
In 2010, federal jurors awarded $600,000 to a female corrections officer for enduring severe harassment.
At
the time, Ryan chided his predecessor for not responding appropriately
to complaints. He ordered supervisors to undergo additional training,
saying such behavior would not be tolerated.
Broadhead's first
formal warning about his behavior came in 2012, when he was told his job
could be in danger if he continued inappropriate sexual conduct. An
investigation found he engaged in flirtatious behavior — joking with,
whispering to and touching female employees, and using pet names with
his executive staff assistant.
Last year, an investigation was
triggered by two female employees, with one telling an investigator that
"there is not a day when she feels her job is safe." The women alleged
that Broadhead:
• Commented repeatedly about one woman's physical appearance.
•
Made inappropriate comments, including telling one woman he loved her
"beautiful brown doe eyes" and another female worker that they were
"sleeping together now" after they had gone to lunch together.
• Touched and twirled one of the women's hair.
•
Gave one woman a dollar and said, "This is just like the guys used to
give you," referring to what a stripper or dancer would receive for
payment.
Colleen McManus, the DOC's chief human-resources officer,
reported to Ryan that one of the women said employees at Safford "are
told to keep their mouths shut or they will be reprimanded. There is
general acceptance that things must go the warden's way, as that is 'the
only way.' "
Broadhead, according to a July 3, 2013, disciplinary
letter from Ryan, acknowledged that he had made comments about one
female employee's "big brown eyes," but denied saying he "loved" her
"beautiful eyes."
He also said that he told one woman he commented about her attire, but not in a sexual way, the letter says.
Broadhead
also stated he "did not recall" twirling one woman's hair, but he may
have moved her ponytail when he was assisting her. He also did not
remember making the "sleeping together" comment, but he told
investigators that "rumors abound at Safford," according to the letter.
McManus
noted in her 2013 investigation that Broadheadhad been warned in a
formal "Letter of Instruction" from the previous year to monitor his
behavior after being accused of "inappropriate conduct" with an
employee. Broadhead was told in the 2012 letter to maintain professional
boundaries with staff, or face being fired or removed from his post.
McManus
concluded that Broadhead had violated the standards mandated in 2012
and that he should be removed from his management responsibilities.
Reached by phone recently, however, McManus referred questions about the
investigation to DOC spokesman Doug Nick.
Nick provided
The Republic
with a statement from McManus saying it was the director's prerogative
to review the situation and staff recommendations and approve, reject or
modify any recommended actions. The week without pay for Broadhead, who
earns $80,849 annually, cost him about $1,555.
DOC records show Broadhead received three other written letters of reprimand.
In
1999, he was cited for failing to exercise proper supervision; in 2000,
he was cited for recommending a clearance level for an inmate without
verifying information submitted to justify the clearance.
And in
2009, he was written up for failing to appropriately administer
performance evaluations and failing to appropriately supervise his
executive staff assistant.
The 2009 letter, signed by Ryan and
Broadhead, stated that "continued violation on your part will result in
more severe disciplinary action, to include dismissal from state
service."
After the two sexual-conduct investigations in 2012 and
2013, Ryan charged Broadhead with "insubordination for violation of
standards of conduct for state employees," records show.
Ryan's
letter warned Broadhead: "You were expected to establish and maintain
professional boundaries with staff that maintains a clear separation
between staff and subordinate."