The Mendocino County Civil Grand Jury recommends changes at the city of Willits after reporting it found ample evidence of a toxic work environment among city leadership.
According to a report titled “Healing the Toxic Culture in the city of Willits Workplace,” the 2024-25 Grand Jury “received a complaint detailing multiple irregularities including an intimidating and toxic workplace culture for the employees of the city of Willits,” and its members decided to investigate.
While collecting evidence, “the Grand Jury reviewed documents including the written city of Willits Personnel Policies and Procedures Manual and the Willits City Council Manual of Procedures and Protocols, (and) conducted 15 interviews with employees, department directors and top management, interviewed three City Council members and regularly attended Willits City Council sessions.”
The Grand Jury “also conducted interviews with current and past employees who shared concerns about the actions of top management,” noting that “all activities detailed in the complaint stemmed from top management actions.”
Through its investigation, the Grand Jury reports finding “documented instances of activities contributing to a toxic workplace environment” with examples including:
Staff do not feel they can bring concerns without fear of retaliation. It was a normal pattern for top management to belittle, bully and talk badly about anyone they did not like no matter if it was unethical or morally wrong. Staff left working for the City of Willits because they were badly treated and forced out. Employees felt it was hell at work, and mental health became more important to them than the job. One employee described the last four years as having been the hardest, most stressful, frustrating and challenging times experienced over multiple professions. Complaints made regarding top management fall on deaf ears; the complainant is perceived as the problem. An employee was told by top management to change their personality and ‘grow a pair.’ Employees state that the leadership is fear-based. This causes disruptions and frustrations, taking away the ability to perform duties to the fullest. Constant belittling and condescending language is taking its toll on staff.After gathering this information, the Grand Jury reports determining that the city of Willits’ “top management has allowed a toxic and intimidating workplace to develop by failing to follow or enforce written policies and procedures. Employees have no process available to address bullying or harassment by top management because there is no Director of Human Resources and because of the fear of retaliation. (Also), the City Council failed to provide effective oversight of top management.”
The Grand Jury does add, however, that it did not find this “toxic and intimidating workplace culture” to exist at the Willits Police Department.
To address these issues, the Grand Jury recommends:
The Willits City Council direct its City Manager to demonstrate compliance with the existing written Personnel Policies and Procedures Manual for the City of Willits, by July 31, 2025. The Willits City Council create a mechanism for compliance and oversight to ensure all personnel policies are being followed, by Jan. 1, 2026. The Grand Jury recommends the Willits City Council direct the Willits City Manager to restore and fill the position of Human Resources Director by Jan. 1, 2026. The Grand Jury recommends the Willits City Council conduct annual performance reviews of the Willits City Manager by April 30 of each year.The Grand Jury also notes that its report requires a response from the Willits City Council regarding “All Findings and All Recommendations” within 90 days of the report’s release.
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