More than 30 state government employees have expressed their lack of trust in the accountability processes for powerful leaders in Nevada. The Nevada Department of Corrections (NDOC) director received three reports about Deputy Director Kristina Shea in a span of one month last year. The reports raised concerns about retaliation against workers, bullying, harassment, and changes to the vetting process for correctional officers.
However, despite these reports, employees felt that Shea was not held accountable, reflecting a broader issue of limited mechanisms to discipline higher-level state employees. Many employees do not trust the state’s processes to address misconduct, as they believe well-connected managers can avoid scrutiny.
Interviews with current and former state employees revealed instances of bullying and retaliation for reporting misconduct. The Division of Child and Family Services had 15 employees who alleged bullying from a supervisor. Retaliation against whistleblowers is illegal under Nevada law.
Shea denied the accusations against her and encouraged employees to use formal complaint processes. Director Dzurenda praised Shea as a trusted leader and an agent of positive change, attributing decreased staff vacancies to her efforts.
The article also highlighted the challenges faced by state workers in getting their complaints addressed. The grievance process, which is available to classified employees, is often seen as protecting managers. Human resources officials overseeing misconduct allegations sometimes face conflicts of interest.
The lack of accountability in responding to workplace misconduct has contributed to a decline in trust within state agencies. Employees find the grievance process discouraging and fear retaliation for speaking out. The state has started implementing a statewide process for conducting internal investigations to address some of these concerns.
In addition to internal processes, employees can report workplace discrimination to state and federal agencies. However, these agencies have limited sanctioning authority and may not always address all complaints effectively. Workplace lawsuits can result in cash settlements but rarely lead to employer sanctions.
The article also shared personal stories of state employees who faced challenges in voicing complaints. Tyler experienced negative performance reviews and reprimands after filing a complaint against a supervisor. Antionette Bryant resigned from the Division of Child and Family Services due to anxiety caused by her manager’s behavior.
Overall, the article sheds light on the challenges faced by state workers in holding managers accountable and addressing workplace misconduct. The lack of trust in existing processes and fear of retaliation create barriers for employees seeking to report issues and improve working conditions.
