04/05/2006
New Hanover County Health Department
Revenue and Expenditure Summaries for February 2006
Cumulative: 66.67 Month 8 of 12
•
Revenues
Current Year Prior Year
Type of Budgeted Revenue Balance % Budgeted Revenue Balance %
Revenue Amount Earned Remaining Amount Earned Remaining
v.
Federal & State $ 1,846,138 $1,247,363 $ 598,775 67.57% $1,956,517 $ 1,071,661 $ 884,856 54.77%
AC Fees $ 659,496 $ 432,170 $ 227,326 65.53% $ 580,161 $ 408,914 $ 171,247 70.48%
Medicaid $ 1,500,300 $ 516,120 $ 984,180 34.400 .4 ° $1,138,039 $ 457,806 $ 680,233 40.23%
Medicaid Max $ - $ - - - - $ 154,600 $ - $ 154,600
EH Fees $ 300,212 $ 131,298 $ 168,914 43.73% $ 300,212 $ 157,645 $ 142,567 52.51%
Health Fees $ 128,000 $ 151,971 $ (23,971) 118.73% $ 113,545 $ 112,481 $ 1,064 99.06%
Other ~ $ 3,235,186 $ 1,901,078 $1,334,108 58.76% ` $2,523,535 $ 1,558,788 $ 964,747 61.77%
L Ly i
tk... ~ 4
Totals $ 7,669,332 $4,379,999 $3,289,333 57.11% $6,766,609 $ 3,767,295 $ 2,999,314 55.67%
Expenditures
Current Year Prior Year
• Type of Budgeted Expended Balance % Budgeted Expended Balance %
Expenditure Amount Amount Remaining Amount Amount Remaining
Salary & Fringe $ 11,276,483 $6,641,743 $4,634,740 58.90% $ 10,427,295 $6,177,045 $4,250,250 59.24%
Operating $ 2,064,395 $ 953,981 $1,110,414 46.21% A $ 1,792,905 $ 952,498 $ 840,407 53.13%
Ca ttaI Outla $ 4 25 $ 203,750 $ 510 525 28.53% p $ 127.784 $ 17 653 $ 110,131 1381%
WW'', 157m,
Totals $ 14',0'55j'553 $7,799,474 $6,255,679 55.49% $ 12 ,347 ,984 $7,147,196 $5,200 788 57.88%
Summary
Budgeted Actual %
FY 05-06 FY 05-06
Expenditures:
Salaries & Fringe $11,276,483 $6,641,743
Operating Expenses $2,064,395 $953981
Capital Outlay 714,275 $203,750
Total Expenditures 14,055,153 7,799,474 55.49%
Revenue: $7,669,332 $4,379,999 57.11%
Net County $6,385,821 3,419,475. 54.00%
•
Revenue and Expenditure Summary
For the Month of February 2006 10
NHCHD BOARD OF HEALTH APPROVED GRANT APPLICATION STATUS FY 05-06
Date BOH Grant Requested Pending Received Denied
3/1/2006 No Activity for March 2006
Child Care Nursing (Smart Start)
2/1/2006 Continuation funding for eAstin rant program $186,600 $186,600
Health Check Coord. (Smart Start)
Continuation funding for eAstin rant program $45,800 $45,800
Family Assessment Coord. (Smart Start)
Continuation funding for FAC portion of
Navigator program $113,000 $113,000
NC Institute for Public Health - Accreditation -
assistance with improvement in areas
(policies/procedures & continuing ed training `
log). $17,0 4 $17,034 $4,150
Tabled by BOH Pediatric Primary Care (United
not approved Way/NHRMC) Start-up funds to support new
for submission primary care program for pediatric patients $30,000 $0
Cape Fear Memorial Foundation- Obesity
1/4/2006 Grant 3 year period) $300,000 $300,000
Cape Fear United Way- Panorex Grant $38,000 $38,000
NC Office of Minority Health & Health
Disparities- Interpreter Grant $20,000 $20,000
NACCHO Grant-Addressing Disability in Local
1217/2005 Public Health. Collaboration With UNCW. $25,000 $25,000
• Office of Research, Demonstrations and
11/2/2005 Rural Health- Pediatric Prima Care Grant $50,000 $50,000
Health Carolinians- Contract Coordinator $5,000 $5,000
10/1212005 No activity for October 2005.
9!7/2005 No activity for September 2005.
Wotte-NC Public Health Association
Prenatal Grant for FY 05-06 and FY 06-07-
8/3/2005 assistance for diabetic rental patients. $5,000 $5,000
allocating
North Carolina Alliance(NCAH) for $5,000 from
Secondhand Smoke- Local Control Initiative existing PA
if approved and awarded PA funds to be used ' allocating budget- ' Grant was
$5,000 from approved by not approved
for educational purposes and media campaigns extlsling PA NHC-CC by RWJ
only. budget 9/19/05 Foundation
7/6/2005 No activity for Jul 2005.
NC Dept of Insurance- Office of State Fire
6/1/2005 Marshall- Risk Watch Continuation Grant $ 25,000 $ 25,000
HUD (partnership with City of Wilmington)
Lead Outreach and Education Program (3 year
funding) $ 275,000 $275,000
Ministering Circle- Good Shepherd Ministries
Clinic supply & Equipment $ 15,000 $ 15,000 $ -
No activity for May 2005.
Cape Fear Memorial Foundation- Living Well
4/6/2005 Program $ 20,000 $ 20,000 $ -
National Safe Kids Coalition- Mobile Van for
3/2/2005 Car Seat Checks $ 49,500 $ 49,500 $
_ Smart Start- Child Care Nursing Program $ 239,000 $ 170,000 $ 69,000
Smart Start- Health Check Coordination
,Program $ 43,800 $ 43,800
SmartStart- Navigator $ 44,000 $111,000
2/2/2005 No activity for February 2005ringrarn did not aW4 for grant
11
NHCHD BOARD OF HEALTH APPROVED GRANT APPLICATION STATUS FY 05.06
Date BOH Grant Requested Pending Received Denied
Champion McDowe I Davis Charitable "I
1/5/2005 Foundation - Good Shepherd Clinic $ 56,400 $ 56,400
12/1/2004 No activity for December 2004. -
March of Dimes- Maternity Care Coordination
Program educational supplies and incentives
11/7/2004 for pregnant women. $ 3,000 $ 3,000 $
10/6/2004 No activity to report for October 2004.
9/1/2004 No activity to report for September 2004.
Office of the State Fire Marshal- NC
Department of Insurance- Risk Watch
8/4/2004 continuation funding 3 ears $ 25,000 $ 25,000
NC Physical Activity and Nutrition Branch-
Eat Smart Move More North Carolina $ 20,000 $ 20,000
1
NC March of Dimes Community Grant
7/7/2004 Pro ram- Smoking Cessation- $ 50,000 $ - $ - $
' Wolf e-NCPHA Prenatal Grant- Diabetic
Supplies for Prenatal Patients $ 5,000 $ 5,000
Totals $1 517,134 $662,434 $518,850 $5601000
36.45% 28.55% 30.82%
Pending Grants 4 15%
Funded Total Request _ 11 41%
Partial) Funded 3 11%
Denied Total Request 7 26%
Numbers of Grants Applied For 27 100%
As of 311312006
NOTE: Notification received since last report. 12
Program did not apply for grant.
NEW HANOVER COUNTY BOARD OF COMMISSIONERS
Request for Board Action
Agenda:? Consent Meeting Date: April 3,
Agenda: ® 2006
Department: Health Presenter: Scott Harrelson
Contact: Scott Harrelson
Subject: NC Pandemic Influenza Planning Funds - Ratification of Grant Application
Brief Summary: The NC Office of Public Health and Health Preparedness has offered
Local Health Departments the opportunity to apply for federal funds for the purpose of
Pandemic Influenza planning. The offer was extended with only 10 days notice prior to
the deadline for applications, which was March 2, 2004. Eligibility was only extended
to counties in compliance with Local Bioterrorism reporting requirements, and New
Hanover County Health Department meets this criteria. If received, the funds ($49,030
requested) will be used to establish a local health alert network between area physicians
and the Health Department, to purchase masks for personal protection, to fund a mass
vaccination exercise and a public health information campaign, and to pay the cost of
salary and fringe for existing nursing staff to work with area physicians to develop the
local compliance with the North Carolina Immunization Registry . This is a one-time
ant funded project which will end when ant funding ends.
•
Recommended Motion and Requested Actions: To ratify the application which was
submitted by the March 2, 2006 deadline, and if awarded, to approve acceptance of the
grant ($49,030 requested); and to approve any associated budget amendment related to
the receipt of the ant funds.
Funding Source: NC Office of Public Health and Health Preparedness is the pass-
through agency for federal funds that will be allocated to local health departments
awarded these ants. No Count match required. Existing space will be used.
Will above action result in:
?New Position Number of Position(s)
?Position(s) Modification or change
®No Change in Position(s)
Explanation:
Attachments: 2006 NC Pandemic Influenza Planning Fund rant application
13
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15
NEW HANOVER COUNTY BOARD OF COMMISSIONERS
Request for Board Action
Agenda: Consent Meeting Date: April 18,
A enda: ® 2006
Department: Health Presenter: Scott Harrelson
Contact: Scott Harrelson or Kim Roane
Subject: Request to Change Health Department Fee Policy to Add Fees for Dental
Services to Be Provided b Mobile Dental Unit
Brief Summary: Approval is requested to revise the New Hanover County Health
Department Fee Policy to include a fee schedule listing individual fees for dental services
to be provided by the Mobile Dental Unit. Completion of the Mobile Dental Unit is
scheduled for mid May, 2006. The Mobile Dental Unit will travel to school sites to
provide pediatric dental services. Fees will be collected through Medicaid billing, Health
Choice insurance billing and through patient fees collected at the time of service. Dental
service fees are already included in the County budget for FY 05-06; this fee schedule
will establish amounts for individual procedures performed. A fee schedule is attached.
Recommended Motion and Requested Actions: To approve the revision to the New
• Hanover County Health Department Fee Policy to include the fee schedule for dental
services to be provided b the Mobile Dental Unit.
Funding Source: Medicaid billing, Health Choice Insurance billing and patient fees
collected at the time of service.
Will above action result in:
?New Position Number of Position(s)
?Position(s) Modification or change
®No Change in Position(s)
Explanation:
Attachments: New Hanover Count Health Department Fee Schedule for Dental Services
•
16
NHCHD Mobile Dental Unit
Patient Fees
Effective April, 2006
CPT
Code Description Fee
D0120 Periodic oral evaluation $ 29.71
D0140 Limited oral evaluation - problem focused $ 39.35
D0150 Comprehensive oral evaluation - new/established patient $ 49.50
D0160 Detailed/extensive oral evaluation - problem focused, by report - $ 65.34
D0210 Intraoral - complete series (including bitewings) $ 82.71
D0220 Intraoral_periapical first film $ 16.06
D0230 Intraoral - periapical each additional film- $ 12.85
D0240 Intraorai - occlusal film $ 16.06
D0270 Bitewing -Single film -J - $ 8.95
D0272 Bitewings - two films $ 19.27
D0274 Bitewings - four films $ 34.53
D0330 Panoramic film $ 63.44
D0460 Pulp vitality test _ $ 17.00
D0470 Diagnostic casts $ 34.61
D1110 Prophylaxis - adult (HC 14+) $ 33.00
D1120 Prophyaxis - child $ 23.78
D1201 Topical application of fluoride.(including prophylaxis) -child $ 40.16
D1203 Topical application of fluoride (prophylaxis not included) -child $ 16.98
D1204 Topical application of fluoride (prophylais not included) - adult (HC 14+) $ 16.98
D1205 Topical application of fluoride (including prophylaxis) - adult $ 45.49
D1351 Sealant -per tooth $ 32.92
D1510 Space maintainer - fixed - unilateral _ $ 228.86
D1550 Modified/recemented space maintainer _ $ 30.00
D2140 Amalgam 1 surface - primary or permanent $ 69.06
D2150 Amalgam 2 surfaces - primary or permanent $ 87.35
D2160 Amalgam 3 surfaces - primary or_permanent $ 100.38
D2161 Amalgam four or more surfaces - primary or permanent _ $ 106.92
D2330 Resin-based composite - one surface, anterior $ 69.06
D2331 Resin-based composite - two surfaces, anterior - $ 85.12
D2332 Resin-based composite - three surfaces, anterior $ 100.38
D2335 Resin-based composite - four or more surfaces or involving incisal angle $ 127.68
D2391 Resin- -based--..--composite- --one su--rface, post--,-pos-- - -
erior $ 85.12
D2392 Resin-based composite - two surfaces, posterior $ 127.68
D2393 Resin-based composite - three surfaces, posterior $ 164.67
D2394 Resin-based composite - four or more surfaces, posterior $ 201.41
D2920 Re-cement crown $ 74.00
D2930 Prefabricated stainless steel crown- primary tooth J $ 158.68
D2931 Prefabricated stainless steel crown - permanent tooth $ 155.74
D2932 Prefabricated resin crown $ 179.31
D2940 Sedative filling $ 30.80
-
D2950 Cor-e buildup, including any pins.. $ 70.00
D2951 Pin retention - per tooth, in addition to restoration $ 22.55
D3110 Pulp cap air exct rest $ 48.00
D3120 Pulp cap-indirect $ 48.00
D3220 Therapeutic pulpotomy (excluding final restoration $ 85.92
D3221 Gross pulp, debridement $ 210.00
D3310 Root canal therapy - anterior (excluding final restoration) $ 207.66
D3320 Root canal therapy - bicuspid (excluding final restoration) $ 285.53
D3330 Root canal therapy -molar (excluding final restoration) $ 363.40
D4341 Periodontal scaling/root planing - four or more contiguous teeth per quad $ 85.92
D4355 Full mouth debridement to enable comprehensive evaluation and dx $ 66.00
D5820 Interim maxi partial denture $ 314 o0 17
D5821 Interim mand partialdenture ( $ 314.00
NHCHD Mobile Dental Unit
Patient Fees
Effective April, 2006
07111 Extraction, coronal remnants -deciduous tooth $ 50.59 I
07140 !Extraction, erupted tooth or exposed root _ 56.21
07210 !Surgical removal of erupted tooth $ 85.92
D7220 'Removal of impacted tooth, soft tissue $ 56.00
D7230 'Removal of impacted tooth, partially bony $ 170.24
D7250 !Surgical removal of residual tooth roots (cutting procedure) $ 66.00
D7270 :Tooth reimplantation and/or stabilization of accidentally evulsed/displaced $ 134.98
D7286 Biopsy of oral tissue - soft (all others) _ $ _ 124.63 `
D7510 Incision and drainage of abscess - intraoral soft tissue _ $ 167:88
09110 'Palliative (ER) treatment of dental pain -minor procedure $ 20.33
D9215 :local anesthesia $ 50.00
D9220 'Deep sedation/general anesthesia - first 30 minutes $ 126,15
D9230 Analgesia, anxiolysis, inhalation of nitrous oxide $ 49.50
D9630 Other drugs and/or medicaments, by report $ 1751
09310 :Consultation $ 65.00
D9911 'Desensitizing treatment, resin $ 25.%
09920 'Behaviorial management $ 25'00
D9951 ',Occlusal adjust, limited $ 50.00
18
NEW HANOVER COUNTY BOARD OF COMMISSIONERS
Request for Board Action
Agenda:® Consent Meeting Date:
Agenda: ® Aril 18, 2006
Depart ment -Health Presenter: Jean McNeil, ACS Mana er
Contact: Jean McNeil, Animal Conrol Services Manager
Subject: Revisions to New Hanover Count Code, Section Five: Animals & Fowl
Brief Summary: Modifications and/or additions to the code as follows:
1) PROPOSED:
Sec. 5-61. Definitions.
Severe injury means any physical injury that results in medical treatment exceeding
the cost of $250.00.
2) PROPOSED:
Sec. 5-65. Violation of conditions; euthanization.
(Sentence to be included in paragraph (a) third sentence.)
(a) Animal Control Services may take possession of any dog concerning whom it has
cause to believe an owner has violated section 5-64. For this purpose, the requirement
• for sufficient cause shall be satisfied if an officer observes the violation or if animal
control services obtains an affidavit setting forth the violation. The owner of any dog that
has been declared dangerous that is found in violation of section 5-64 by the preceding
methods must have the dog surgically sterilized. An owner who violates section 5-64 in a
willful or negligent manner may be found by the committee to have forfeited all rights or
ownership of the dog; and upon final determination of such violation, the dog may be
humanely euthanized by animal control.
3) PROPOSED:
Sec. 5-4. Definitions.
This definition would be placed after the definition for neutered male.)
Outside enclosure means a pen large enough to provide dogs less than 25 pounds of
weight to be housed in space no smaller than an 8 x10 foot kennel, and dogs greater than
25 pounds to be housed in a kennel space of 10 x 10 feet or larger. Animal Control
Services reserves the right to determine if a space is considered suitable for the number
and size of dogs housed in an outdoor enclosure.
4) PROPOSED:
Sec. 5-4. Definitions.
Restraint means the state of an animal if it is controlled by means of a leash, or is on
or within a vehicle being driven or parked, or is within a secure enclosure. Exceptions to
restraint are as follows: organized and lawful animal functions; e.g., hunting, obedience
• training, field and water training, law enforcement training and/or in the pursuit of
working or competing in those legal endeavors. An animal shall be maintained securely
19
on the property of its owner. Ropes, chains and the like shall not constitute adequate
security under this chapter.
5) PROPOSED NEW ORDINANCE:
Sec. 5-27 Proof of sterilization of animals adopted in New Hanover County.
Any group, organization, or entity offering animals for adoption in New Hanover
County must provide proof of sterilization for every animal prior to adoption.
6) PROPOSED ADDITION:
Section 5-16(a) Impounding Animals - Authorized
The impounding of animals by Animal Control shall also be authorized in the event of
temporary abandonment of the animal due to illness, incarceration, or other involuntary
event. The process for impoundment and redemption shall be the same in these
circumstances as otherwise described in this section.
7) PROPOSED ADDITION:
Section 5-15 Manner of Keeping and Treating Animals Generally
In the event that an animal is left in a vehicle in such as manner as to cause the animal
to be in a state of physical distress, or under such conditions as will quickly cause the
animal to reach a state of distress or physical danger, Animal Control shall be authorized
to remove the animal from the vehicle. There shall be a $150 fine for such removal, and
the owner may retrieve the animal from the Animal Control facility upon payment of the
fine and any boarding costs.
Suggested changes to the New Hanover County Code regarding control of animals as
enforced by Animal Control Services. Issues have been reviewed and supported by
County Legal, Animal Control Services staff, and the Animal Control Services Advisory
Committee.
Recommended Motion and Requested Actions: Recommend for the Board of Healthi to
approve the Revisions to the New Hanover County Code, Section Five: Animals and
Fowl and to submit to the New Hanover County Commissioners for consideration.
Funding Source: N/A
Will above action result in:
?New Position Number of Position(s)
?Position(s) Modification or change
®No Change in Position(s)
Explanation: Please see attached explanation.
Attachments: More in depth discussion included in attachment.
20
• TO: Animal Control Services Advisory Committee
FROM: Holt Moore, Assistant County Attorney
RE: Suggested Animal Control Services Ordinance Revisions
DATE: March 13, 2006
The following are my suggested changes to the "Animals" section of the County
Code, based upon discussions I have had with the Animal Control Services (ACS) staff.
I also met with the members of the ACS Advisory Committee on February 8, 2006, to
gain their input and suggestions.
1. Definition of `Severe Iniurv'
COMMENT
The definition of "severe injury," as it now stands, is "any physical injury that
results in broken bones or lacerations or requires cosmetic surgery or hospitalization, the
• cost of such medical treatment exceeding $100.00." The significance of the definition is
that one of the ways in which a dog may be found "dangerous," is if it, without
provocation, "has killed or inflicted severe injury on a person." Also, one of the ways in
which a dog may be found "potentially dangerous," is if it "killed or inflicted severe
injury upon a domestic animal when not on the owner's real property."
The feeling of at least some of the ACS staff is that, given that any injury which
causes broken bones or lacerations is already automatically "severe," that only those
injuries which otherwise require cosmetic surgery or hospitalization which result in
treatment exceeding $200 should qualify. The feeling is that virtually any injury which
requires treatment will surpass the $100 mark, and that given the increasing cost of
treatment both to animals and humans, and that if the injury did not cause a laceration or
broken bone, it should require $200 of treatment in order to be considered severe.
The ACS Advisory Committee members felt that the definition could be simplified to
specify a dollar amount only, excluding the verbiage to describe the type of injury. They
also raised the dollar amount to the amount of $250, citing the same reasoning as the
ACS staff about the current cost of treatment.
SPECIFIC PROPOSED CHANGE:
CURRENT: Sec. 5-61. Definitions.
• Severe injury means any physical injury that results in broken bones or lacerations or
requires cosmetic surgery or hospitalization, the cost of such medical treatment exceeding
$100.00.
21
PROPOSED: Sec. 5-61. Definitions.
Severe injury means any physical injury that results in medical treatment exceeding the
cost of $250.00.
2. Spay/Neuter Requirement Upon Dangerous Doe Violation
COMMENT
My understanding is that one or more members of the ACS Advisory Committee,
and one of the County Commissioners, is interested in the prospect of adding; spaying or
neutering as an option when a dog is determined to be dangerous or potentially
dangerous. My opinion is that the most legally defensible option along these lines would
be to provide that as an option if the dog is initially determined to be dangerous (as
opposed to potentially dangerous), or in any case in which there is a second violationl(i.e.
where there is a violation of the terms of the initial dangerous or potentially dangerous
determination). I believe that having the spaying / neutering option available in cases
where there is an initial "potentially dangerous" determination only, runs the risk of a
successful legal challenge that our punitive measure at that point would be unduly
infringing the owner's property.
SPECIFIC PROPOSED CHANGE:
CURRENT: Sec. 5-65. Violation of conditions; euthanization.
(a) Animal Control Services may take possession of any dog concerning whom it
has cause to believe an owner has violated section 5-64. For this purpose the
requirement for sufficient cause shall be satisfied if an officer observes the violation or if
animal control services obtains an affidavit setting forth the violation. An owner) who
violates section 5-64 in a willful or negligent manner may be found by the committee to
have forfeited all rights or ownership of the dog; and upon final determination of such
violation, the dog maybe humanely euthanized by animal control.
PROPOSED: Sec. 5-65. Violation of conditions; euthanization.
(Sentence to be included in paragraph (a) third sentence.)
(a) Animal Control Services may take possession of any dog concerning whom it
has cause to believe an owner has violated section 5-64. For this purpose, the
requirement for sufficient cause shall be satisfied if an officer observes the violation or if
animal control services obtains an affidavit setting forth the violation. The owner of any
dog that has been declared dangerous that is found in violation of section 5-64 by the
preceding methods must have the dog surgically sterilized. An owner who violates
section 5-64 in a willful or negligent manner may be found by the committee to have
forfeited all rights or ownership of the dog; and upon final determination of such
violation, the dog may be humanely euthanized by animal control.
22
• 3. More Specific Kennel Size Information
COMMENT
There is no specific definition regarding kennel size in the current ordinance
document. The ACS Advisory Committee suggested an addition to the law, which will
enable field officers to enforce adequate living quarters for dogs kept outdoors.
SPECIFIC PROPOSED CHANGE:
PROPOSED: Sec. 5-4. Definitions.
(This definition would be placed after the definition for neutered male.)
Outside enclosure means a pen large enough to provide dogs less th 25 pounds
MC~
of weight to be housed in space no smaller than an 8 x10 foot kennel a
s greater
than 25 pounds to be housed in a kennel space of 10 x 10 feet or larger al -Control
Services reserves the right to determine if a space is considered suitab a for the number
and size of dogs housed in an outdoor enclosure.
5. Replace Voice Control with Actual Leash Law in All County Areas
COMMENT
• Currently, in order for a dog or cat to be legally "restrained" while not on the
owner's property (no restraint is required while on the owner's property), it must be
controlled by means of a leash, or is sufficiently near the owner or handler to be under his
direct control and is obedient to that person's command, or is on or within a vehicle being
driven or parked, or is within a secure enclosure. There are exceptions for dog shows,
hunting, etc.
It has been suggested, although the Board of Commissioners has not seen fit to
enact such a provision in the past, that perhaps the County has become sufficiently urban
that the option of "voice control" or simply having the animal "sufficiently near the
owner or handler to be under his direct control and is obedient to that person's command"
should be removed, which would leave effectively an on-leash requirement for the
unincorporated county, such as present in the City of Wilmington. Continued urban
growth both inside and outside city limits makes this of greater importance than when it
was first presented.
SPECIFIC PROPOSED CHANGE:
CURRENT: Sec. 5-4. Definitions.
Restraint means the state of an animal if it is controlled by means of a leash, or is
sufficiently near the owner or handler to be under his direct control and is obedient to that
• person's command, or is on or within a vehicle being driven or parked, or is within a
secure enclosure. Exceptions to restraint are as follows: Organized and lawful animal
23
ASF A
-t
Are Breed-Specific Laws Effective?
Dealing with Dangerous Dogs in Your Community:
When it comes to laws that regulate "dangerous dogs," Moreover, in its study of human fatalities resulting from
there is at least one fact that is hard to dispute: Dogs that dog bites, the United States Centers for Disuse Control
run loose unsupervised, dogs that bite or attack people or (CDC) did not support the breed-specific approach, cit-
other animals, and dogs that just plain cause a nuisance arc ing, among other things, the inaccuracy of dog-bite data;
a real and often serious problem in communities across the the difficulty in identifying dog breeds (especially true of
country. The more vexing and contentious issue arises in mixed breeds); and the probability that as certain breeds
figuring out how to best address this problem. While many arc regulated, those who exploit dogs by making diem
sates, including New York, Colorado and Illinois, favor aggressive will merely turn to other, unregulated breeds.
laws that identify, tract and regulate dangerous dogs
regardless of breed and prohibit "breed-specific laws that Significantly, the CDC also noted how many other
either regulate or ban a certain breed of dog, some local factors beyond breed may affect a dog's tendency toward
governments have enacted breed-specific laws. It scans, aggression - things such as heredity, sex, early experience,
though, that the problem of "dangerous dogs may not be reproductive status and socialization and training.
remedied by the "quick fix" of breed-specific laws.
These hest two concems seem well-founded given that
There is little evidence that brced-specific laws - which 'tfftFe iha~r "IS peitztli'o`F~I4ltigrli'kF"eases"'~mohe'
cvi be incredibly expensive and diffiwlt to enforce - imd4nale-d5`gs, and that car«zai~~ttttited+tnlcdog a<2zlss+
' make communities safer for human families or for adrttesmore:lil7(ttg,-.bitq;#tap.gmtdg. In addition,
the companion animals who arc a parr of so many a chained or tethered dog is 2.8 times more likely to bite
C households. And it turns out such laws ern also have than a dog who is not chained or tethered.
negative and wholly unintended consequences.
Perhaps the most unintended yet harmful consequence of
For example, a task force formed in 2003 to study the breed-specific laws is their tendency to compromise rather
effectiveness of die Prince Georges County, Maryland pit than enhance public safety. When limited animal control
bull ban estimated that the county spends more than a resource are used to regulate or ban a certain breed of
quarter-million dollars each year to enforce the ban. dog without regard to behavior, the focus is shifted away
Further, in a report to the County Council, the task from routine, effective enforcement of laws that have the
force noted that "public safety is not improved as a result best chance of making our communities safer. dog license
of (the ban)" and that "them is no transgression commit- laws, leash laws, animal fighting laws and laws that require
red by owner or animal that is not covered by another, all dog owners m control their dogs, regardless of breed.
non-breed specific portion of the Animal Control Code
(i.e., vicious animal, nuisance animal, leash laws)." The Unfortunately, these laws arc often enforced more in the
task force has recommended that Prince Georges County breath than as a routine function of law enforcement
repeal the ban. and animal control.
Breed-specific laws also cause unintended hardship to
responsible owners of entirely friendly, properly super-
vised and well-socialized dogs that happen to fall within
the regulated breed category. Regulated brads, it is a
worth noting, have expanded in some localities to
include not just pit bulls and Rottweilers but also a
variety of other dogs, including Dalmatians, chow chows,'
German shepherds, Doberman Pinschers . and any mix of `
. these breeds. Although these dog owners have done
nothing to endanger the public, they may be required to aQ~ _
comply with onerous regulations. Sadly, these responsible !~'A
caretakers can be forced to choose between costly
compliance and giving up their beloved companion.
4
~i
4
• AAA
Solutions
Recognizing that the problem of dangerous dogs requires serious
attention, the ASPCA seeks effective enforcement of breed-neutral laws
that hold dog owners accountable for their animals' actions. The ASPCA
believes that this is the most reliable way to control aggressive dogs and 1'-
irresponsible owners.
Ideally, this breed-neutral scheme should include the following:
w`
• Enhanced enforcement of dog-license laws, with adequate fees to
augment animal-control budgets and surcharges on ownership of
unaltered dogs ro help fund low-cost pet-sterilizarion programs in the j.', , a...
communities in which the fees are collected.
x
S M~ ;1
• Enhanced enforcement of leash/dog-at-large laws, with adequate
penalties to ensure that the laws are taken seriously and to augment s e
• animal-control funding.
a
• Dangerous dog laws that are breed-neutral and focus on the behavior of
the individual dog, with mandated sterilization and microchipping (or
another permanent identification) of dogs deemed dangerous, and options for mandating
muzzling, confinement, adult supervision, training and, in aggravating circumstances,
such as when the owners cannot adequately control the dog or where the dog causes
unjustified injury, euthanasia.
• Laws that hold dog owners criminally liable and Financially accountable for
unjustified injuries or damage caused by their dogs.
• Iaws that prohibit chaining or tethering.
• Laws that make low-cost sterilization services widely available.
For help in drafting animal-control laws, contact the ASPCA, National Shelter Outreach,
legislative Services Department, at 217-337-9821 (legislativeserviccs@aspca.org).
The American Society for the Prevention of Cruelty to Animals
National Shelter Outreach, Legislative Services
1717 S Philo Road, Ste. 36 • Urbana, IL 61802
(217) 337-9821 / (212) 876-7700
www.aspca.org / legislativeservices@aspca.org
TM and 0 are protected by The ASPCA. 02004 The ASPCA AS"'a'.A
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Health Department: New Hanover County, NC Page 1 of 2
New Hanover COU my NORTH--.-CAROLINA
1
Home I Government I Economic Development I Leisure I Education I Contact Us
:E
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s ~
4' Inforniation
WCOUNTY
A
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D I V I S I O N S a, Accredited Local Health Department - May 28, 2004
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r
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E7
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Joshua Grenert. 444
Last modified on 03/22/2006. A
The Health Department provides quality health care,
preventive medical and dental services, and
environmental protection for New Hanover County
citizens through the following programs: Environmental
Health, Vector Control, Animal Control, Dental Health,
Personal Health, and Health Promotion.
http://www.nhcgov.com/BLTH/BLTHmain.asp 4/3/2006
Main Menu: NHC Health Department, Child Health Page 1 of 2
t e;_ New Hanover County NORTH C A R O L I N A
ic Flu
W.."" Planning for Pandem
FW NANOVEIndividual and Family Information on Pandemic Influenza
GENERAL General Information
Department Home Page
Department Information what is Pandemic Influenza? Seasonal Flu vs. Pandemic Flt
Staff HHS Pandemic Influenza Plan HHS Planning Update
Services
FA-Q.s
Pandemic Flu Check Lists
D I V I S I O N S Child Care and Colleges and
board of Health Business Preschool Universities
Administration Medical Offices an
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Support Services Services) for
Organizations) Organizations)
Page maintained by Joshua
Grenert.
Last modified on 03/28/2006.
Useful Links
Public Health of North Carolina Pandemic Influenza
Center for Disease Control Pandemic Influenza
PandeMICROMOV P US Government Pandemic Influenz
http://www.nhcgov.com/hlth/HLTBPandemicFlu.asp 4/3/2006
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"Pandemics are global in nature, but their impact is
local. When the next pandemic strikes, as it surely
will, it is likely to touch the lives of every individual,
family, and community. Our task is to make sure that
when this happens, we will be a Nation prepared."
Michael 0. Leavitt, Secretary
U.S. Department of Health and Human Services
I
§ m~ a.
£~Pandeinic Influenza -
i Getlnformed. Be Prepared.
This guide is designed to help you understand the threat of a pandemic flu
outbreak in our country and your community. It describes common sense
actions that you can take in preparing for a pandemic. Each individual and
family should know both the magnitude of what can happen during a
pandemic outbreak and what actions you can take to help lessen the
impact of an influenza pandemic on you and your community.
•
Pandemic Influenza: What I Need to Know
An influenza (flu) pandemic is a widespread outbreak of disease that occurs when a new flu virus
appears that people have not been exposed to before. Pandemics are different from seasonal
outbreaks of influenza. Seasonal flu outbreaks are caused by viruses that people have already been
exposed to; flu shots are available to help prevent widespread illness, and impacts on society are
less severe. Pandemic flu spreads easily from person to person and can cause serious illness
because people do not have immunity to the new virus.
A pandemic may come and go in waves, each of which can last for months at a time. Everyday
life could be disrupted due to people in communities across the country becoming ill at the same
time. These disruptions could include everything from school and business closings to interruption
of basic services such as public transportation and health care. An especially severe influenza
pandemic could lead to high levels of illness, death, social disruption, and economic loss.
•
Some Differences Between Seasonal Flu and Pandemic Flu
1E `r Seasonal Flu Pandemic Flu
it Caused b influenza vEruses.that are similar:.Caused b anew influenza + Erus th
o`°those a ready a feeling peoples pe4pl have not been exposed_ tonbefor
L{kely tube more severe; of#ect mo
dtT
people; rand cause mare deaths tha
w se "sonal flu because people w' n t r
have mmunikty, to the nMe virus.
Symptoms include fever, cough, runny nose, Symptoms similar to the common fl
and muscle pain. Deaths can be caused by may be more severe and complicatio s l'
complications such as pneumonia. more serious
Healthy adults usually not at= nsk foeRy' Healthy~adults may be atrincreased risk
serious comptieataons (the very young the for serious eomplrcations.
ettlerty, and fi ose with certain undertymg
health condito s at increased is for
Generally causes modest impact on society A severe pandemic could change th
(e.g., some school closings, encouragement patterns of daily life for some time. People
of people who are sick to stay home). may choose to stay home to keep away
from others who are sick. Also, people may
need to stay home to care for ill family and
loved ones. Travel and public gatherins
could be limited. Basic services and access
to supplies could be disrupted.
• .E s R i ,'s'G Er I
A Historical Perspective
In the last century there were three influenza pandemics. All of them were called pan emics
because of their worldwide spread and because they were caused by a new influenza virus. Th 1918
pandemic was especially severe. The 1968 pandemic (Hong Kong flu) was the least severe, c using
about the same number of deaths as the United States experiences every year with seasonall flu.
1918-1919 Most severe, caused at least 500,000 U.S. deaths and up to 40 million deaths wort wide.
1957-1958 Moderately severe, caused at least 70,000 U.S. deaths and 1-2 million deaths worldwide.
1968-1969 Least severe, caused at least 34,000 U.S. deaths and 700,000 deaths wor6wide.
•
Importance and Benefits of Being Prepared
It is difficult to predict when the next influenza pandemic will
occur or how severe it will be. The effects of a pandemic can be
lessened if preparations are made ahead of time.
When a pandemic starts, everyone around the world could be at
risk. The United States has been working closely with other
countries and the World Health Organization (WHO) to
strengthen systems to detect outbreaks of influenza that might
cause a pandemic.
A pandemic would touch every aspect of society, and so every
aspect of society must begin to prepare. State, tribal, and local
governments are developing, improving, and testing their plans
for an influenza pandemic. Businesses, schools, universities, and other community organizations
• are preparing plans as well.
As you begin your individual or family planning, you may want to review your state's planning
efforts and those of your local public health and emergency preparedness officials. Many of the
state plans and other planning information can be found at www.pandemicflu.gov.
The Department of Health and Human Services (HHS) and other federal agencies are providing
funding, advice, and other support to your state. The federal government will provide Up-to-date
information and guidance to the public if an influenza pandemic unfolds. For reliable, accurate,
and timely information, visit the federal government's official Web site at www.pandemieflu.gov.
The benefits of preparation will be many. States and communities will be better prepared for
any disaster. Preparation will bring peace of mind and the confidence that we are ready to fight
a flu pandemic.
•
11771171
4.
Pandenic Influenza -
Challenges and Preparation
As you plan, it is important to think about the challenges that you might face, particularly if a
pandemic is severe. It may take time to find the answers to these challenges. The following
are some situations that could be caused by a severe pandemic and possible ways to address
them. A series of checklists have been prepared to help guide those efforts, to orgamiIze our
national thinking and bring consistency to our efforts. You will find two checklists (Pande is Flu
Planning Checklist for Individuals and Families; Family Emergency Health Information Sheet) to
help you plan on page 11. Other planning checklists can be found at www.pandemieflu.g v.
Social Disruption May Be Widespread
1 Plan for the possibility that usual services may be disrupted. These could include services
provided by hospitals and other health care facilities, banks, stores, restaurants, government
offices, and post offices.
1 Prepare backup plans in case public gatherings, such as volunteer meetings and orship
services, are canceled.
1 Consider how to care for people with special needs in case the services they rely n are
not available.
Being Able to Work May Be Difficult or Impossible
Find out if you can work from home.
1 Ask your employer about how business will 'continue during a pandemic. (A B siness
Pandemic Influenza Planning Checklist is available at www.pandemicflu.gov.)
1 Plan for the possible reduction or loss of income if you are unable to work or your p ace of
employment is closed.
1 Check with your employer or union about leave policies.
is
I
•
Schools May Be Closed for an Extended Period of Time
Help schools plan for pandemic influenza. Talk to the school nurse or the health center.
Talk to your teachers, administrators, and parent-teacher organizations.
1 Plan home learning activities and exercises. Have materials, such as books, on hand.
Also plan recreational activities that your children can do at home.
P Consider childcare needs.
Transportation Services May Be Disrupted
1 Think about how you can rely less on public transportation during a pandemic. For example,
store food and other essential supplies so you can make fewer trips to the store.
1 Prepare backup plans for taking care of loved ones who are far away.
1 Consider other ways to get to work, or, if you can, work at home.
People Will Need Advice and Help at Work and Home
1 Think about what information the people in your workplace will need if you are a manager.
This may include information about insurance, leave policies, working from home, possible
loss of income, and when not to come to work if sick. (A Business Pandemic Influenza
Planning Checklist is available at www.pandemicflu.gov.)
1 Meet with your colleagues and make lists of things that you will need to know and what
actions can be taken.
1 Find volunteers who want to help people in need, such as elderly neighbors, single parents
of small children, or people without the resources to get the medical help they will need.
1 Identify other information resources in your community, such as mental health hotlines,
public health hotlines, or electronic bulletin boards.
1 Find support systems-people who are thinking about the same issues you are thinking
about. Share ideas.
•
Be Prepared
Stock a supply of water and food. During a pandemic you may not be able to get to a store.
Even if you can get to a store, it may be out of supplies. Public waterworks services may Iso be
interrupted. Stocking supplies can be useful in other types of emergencies, such as power
outages and disasters. Store foods that:
? are nonperishable (will keep for a long time) and don't require refrigeration
? are easy to prepare in case you are unable to cook
? require little or no water, so you can conserve water for drinking
See page 12 for a checklist of items to have on hand for an extended stay at home.
Stay Healthy
Take common-sense steps to limit the pread
n ¢ , of germs. Make good hygiene a habit.
? Wash hands frequently with soap and
water.
' k
.E 1 Cover your mouth and nose with a tissue
4w when you cough or sneeze.
_ ? Put used tissues in a waste basket.
? Cough or sneeze into your upper sleeve if you don't have a tissue.
? Clean your hands after coughing or sneezing. Use soap and water or an alcohol based
hand cleaner.
? Stay at home if you are sick.
It is always a good idea to practice good health habits.
? Eat a balanced diet. Be sure to eat a variety of foods, including plenty of vegetables, fruits,
and whole grain products. Also include low-fat dairy products, lean meats, poultry, fi h, and
beans. Drink lots of water and go easy on salt, sugar, alcohol, and saturated fat.
? Exercise on a regular basis and get plenty of rest.
Will the seasonal flu shot protect me against pandemic influenza?
1 No it won't protect you against pandemic influenza. But flu shots can help you to stay healthy.
1 Get a fftnshot to help protect yourselfEromseasonal flu
/ Get a pneumonia shot to prevent secondary infection if you are over the age of 65 or have {
Y "
a chronic illness such as diabetes or asthma. For specific guidelines, talk to your health ~j
care provider or call the Centers for Disease Control and Prevention (CDC) Hotline at i
I
1-800' 32-4636. bl
T24 ,rs"'
? Make sure that yqurfamtiys isnntun~zatans ace up to c#ate
Get Informed
Knowing the facts is the best preparation. Identify sources you can count on for reliable
information. If a pandemic occurs, having accurate and reliable information will be critical.
• / Reliable, accurate, and timely information is available at www.pandemicflu.gov.
1 Another source for information on pandemic influenza is the Centers for Disease Control
and Prevention (CDC) Hotline at: 1-800-CDC-INFO (1-800-232-4636). This line is
available in English and Spanish, 24 hours a day, 7 days a week. TTY: 1-888-232-6348.
Questions can be e-mailed to inquiry@cdc.gov.
1 Look for information on your local and state government Web sites. Links are available to
each state department of public health at www.pandemicflu.gov.
w a e 0 Listen to local and national radio, watch news reports on
television, and read your newspaper and other sources of
rr
printed and Web-based information.
1 Talk to your local health care providers and public
t health officials.
ti
•
lancdleimic Influenza -
Prtuention and Treatment
You have an essential role in preparing and making sure you are informed of pre ention
activities in your local area. Each community must have plans, each state and each agency of
the federal government must work together. The federal government is working to boost our
international and domestic disease monitoring, rebuild our vaccine industry, build stockpiles of
medicines, and support research into new treatments and medicines. Your state will be taking
steps to monitor and build supplies too.
Vaccine
Influenza vaccines are designed to protect against specific flu viruses. While there is currently
no pandemic flu in the world, the federal government is making vaccines for several existi g bird
flu viruses that may provide some protection should one of these viruses change and cau e a flu
pandemic. A specific pandemic influenza vaccine cannot be produced until a pandemic fll~u virus
strain emerges and is identified. Once a pandemic influenza virus has been identified, it will likely
take 4-6 months to develop, test, and begin producing a vaccine.
Efforts are being made to increase vaccine-manufacturing capacity in the United St tes so
that supplies of vaccines would be more readily available. In addition, research is under ay to
develop new ways to produce vaccines more quickly.
Treatment
A number of antiviral drugs are approved by the U.S. Food and Drug Administration to tr at and
sometimes prevent seasonal flu. Some of these antivirals may be effective in treating pandemic
flu. These drugs may help prevent infection in people at risk and shorten the duration of
symptoms in those infected with influenza. However, it is unlikely that antivirals alone) would
effectively contain the spread of pandemic influenza.
The federal government is stockpiling antivirals that would most likely be used in the earl stages
of an influenza pandemic. There are efforts to find new drugs and to increase the supply of
antivirals. Antivirals are available by prescription only and not over the counter.
I
a r"
V 1 Questions and Answers
j.
? Will bird flu cause the next influenza pandemic?
Avian influenza (bird flu) is a disease of wild and farm birds caused by influenza viruses.
Bird flu viruses do not usually infect humans, but since 1997 there have been a number
of confirmed cases of human infection from bird flu viruses. Most of these resulted from
direct or close contact with infected birds (e.g., domesticated chickens, ducks, and turkeys).
The spread of bird flu viruses from an infected person to another person has been reported
very rarely and has not been reported to continue beyond one person. A worldwide
pandemic could occur if a bird flu virus were to change so that it could easily be passed
from person to person. Experts around the world are watching for changes in bird flu
viruses that could lead to an influenza pandemic.
? Is it safe to eat poultry?
• Yes, it is safe to eat properly cooked poultry. Cooking destroys germs, including the bird flu
virus. The United States bans imports of poultry and poultry products from countries where
bird flu has been found.
Guidelines for the safe preparation of poultry include
3
the following:
E ' _ ? Wash hands before and after handling food.
? Keep raw poultry and its juices away from other foods.
? Keep hands, utensils, and surfaces, such as cutting
t
boards, clean.
? Use a food thermometer to ensure poultry has been
fully cooked. For example, cook a whole chicken to
180°F in an oven set to a minimum of 325°F. More
'JT} i
information on how to properly cook poultry can be
~S found at www.usda.gov/birdflu.
~gg
•
What types of birds can carry bird flu viruses?
Wild birds can carry bird flu viruses but usually do not get sick from them. Domesticated
birds (e.g., farm-raised chickens, ducks, and turkeys) can become sick with bird flu if
they come into contact with an infected wild bird. Domesticated birds usually Bile from
the disease.
ii What is the U.S. government doing to prepare for pandemic influenza?
The U.S. government has been preparing for pandemic influenza for several years. In
November 2005, the President announced the National Strategy for Pandemic Influenza.
Ongoing preparations include the following:
Working with the World Health Organization (WHO) and with other nations to help
detect human cases of bird flu and contain a flu pandemic, if one begins
1 Supporting the manufacturing and testing of influenza vaccines, including finding more
reliable and quicker ways to make large quantities of vaccines
1 Developing a national stockpile of antiviral drugs to help treat and control the spread of 40
disease
1 Supporting the efforts of federal, state, tribal, and local health agencies to prepare for
and respond to pandemic influenza
0 Working with federal agencies to prepare and to encourage communities, businesses,
and organizations to plan for pandemic influenza
The Department of Health and Human Services (HHS) has released the HHS Pandemic
Influenza Plan (see www.pandemicflu.gov). HHS activities detail the medical and public
health response to an influenza pandemic.
r.
• ti
o-~
err' PandmIC Flu Planning
a.
Checklist for Individuals and Families
You can prepare for an influenza pandemic now. You should know both the magnitude of what
can happen during a pandemic outbreak and what actions you can take to help lessen the impact
of an influenza pandemic on you and your family. This checklist will help you gather the
information and resources you may need in case of a flu pandemic.
1. To plan for a pandemic:
? Store a supply of water and food. During a pandemic, if you cannot get to a store, or if stores
are out of supplies, it will be important for you to have extra supplies on hand. This can be
useful in other types of emergencies, such as power outages and disasters.
• ? Have any nonprescription drugs and other health supplies on hand, including pain relievers,
stomach remedies, cough and cold medicines, fluids with electrolytes, and vitamins.
? Talk with family members and loved ones about how they would be cared for if they got sick,
or what will be needed to care for them in your home.
? Volunteer with local groups to prepare and assist with emergency response.
? Get involved in your community as it works to prepare for an influenza pandemic.
2. To limit the spread of germs and prevent infection:
? Teach your children to wash hands frequently with soap and water, and model the correct
behavior.
? Teach your children to cover coughs and sneezes with tissues, and be sure to model
that behavior.
? Teach your children to stay away from others as much as possible if they are sick.
Stay home from work and school if sick.
3. Items to have on hand for an extended stay at home:
Examples of food and non-perishables Examples of medical, health, and
emergency supplies
? Ready-to-eat canned meats, fruits, ? Prescribed medical supplies
vegetables, and soups such as glucose and blood-pressure
monitoring equipment
? Protein or fruit bars
? Soap and water, or alcohol-based
? Dry cereal or granola hand wash
? Peanut butter or nuts ? Medicines for fever, such as
? Dried fruit acetaminophen or ibuprofen
? Crackers ? Thermometer
? Anti-diarrheal medication
? Canned juices
? Bottled water ? Vitamins
? Canned or jarred baby food and formula ? Fluids with electrolytes
? Pet food ? Cleansing agent/soap
? Flashlight
? Batteries
? Portable radio
? Manual can opener
? Garbage bags
? Tissues, toilet paper, disposable diapers)
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Information Sheet
It is important to think about health issues that could arise if an influenza pandemic occurs, and
how they could affect you and your loved ones. For example, if a mass vaccination clinic is set
up in your community, you may need to provide as much information as you can about your
medical history when you go, especially if you have a serious health condition or allergy.
Create a family emergency health plan using this information. Fill in information for each family
member in the space provided. Like much of the planning for a pandemic, this can also help
prepare for other emergencies.
1. Family Member Information:
• Family Blood Type Allergies Past/Current Current
Member Medical Medications/
Conditions Dosages
A Guide for IndlIVIAURIS and FaMilleS 113
2. Emergency Contacts:
Contacts Name/Phone Number
Local personal emergency contact
Out-of-town personal emergency contact
Hospitals near: Work
School
Home
Family physician(s)
State public health department
(See list on www.pandemicflu.gov)
Pharmacy
Employer contact and emergency
information
School contact and emergency information
Religious/spiritual organization
Veterinarian
Lt" r
lit UL/ U"DO " J~j
141 Pandemic luf luenza Planning
Fo r More Information
o Visit: www.pandemicflu.gov.
P The Centers for Disease Control and Prevention (CDC) hotline,
1-800-CDC-INFO (1-800-232-4636), is available in English and
Spanish, 24 hours a day, 7 days a week. TTY: 1-888-232-6348.
Questions can be e-mailed to inquiry@cdc.gov.
P Links to state departments of public health can be found at
www.pandemicflu.gov.
0
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1
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it
0
I
BUDGET CALENDAR FOR FISCAL YEAR 2006-2007 REVISED
May 11 Budget to Board of County Commissioners (informally)
May 15 Recommended Budget Information to Departments and
Non-County Agencies
County Manager Presents Recommended Budget at Board of County
Commissioners Meeting
Commissioners Establish Budget Work Sessions
June 5 Public Hearing on Budget (Evening)
June 19 Adopt FY 06-07 Budget
•
THE NORTH CAROLINA INSTITUTE FOR PUBLIC HEALTH
Im/»?act
March 2006 j a quarterly newsletter
m,ww.sph.unc.edu/ndph
Accessible training leads to better public health in North Carolina
From the director Ed Baker partner with area hospitals, and our virtual professional health executives to lead our
Academy will rely on them as homebase.. community health organizations and
I'm pleased to announce, thanks to a grant provide high quality health services to the -
from the Duke Endowment, that the First, we will spend time assessing training, public, across the state.
Institute, partnering with the Area Health education, and professional development
Education Centers(AHECs) and state and needs in certain regions of the state and The Institute's Office of Continuing
local public health leaders, will launch a then designing and delivering programs Education has offered training workshops
demonstration project to design and that address competency and certification and conferences for public health nurses,
develop the North.Carolina Public Health in those jobs or disciplines. environmental health specialists, and other
Academy this year. - practitioners across the state for years, but
This should include onsite learning as this will be much more region-specific
Taking the university to all county health well as using training technologies such as and structured.
workers is the idea behind the North videocomerencing, the Internet, and
Carolina Public Health Academy. We want DVDs to expand the educational Our thanks to the Duke Endowment that
to provide high-quality, conveniently opportunities for those serving the serves the people of North and South
accessible professional training and public's health in the field.. Carolina by supporting selected programs
velopment opportunities for public of higher education and health care
Oalth professionals. The Academy will offer schools, or specifically.Their three-year support will
specialty programs leading to help us begin to design and develop an
I have conferred several times with AHEC credentialing, for categories of Academy that will ultimately impact the
director Tom Bacon who is enthusiastic professionals such as local agency health public's health in North Carolina in a
about the idea since it will allow health directors. significant way.
professionals to remain in their own
communities and access state of the art We are concerned that many public
educational programs and other resources. health managers are nearing retirement .
Currently, there are nine AHECs located age. We want to make sure we have a Edward L. Baker, MD, MPH
throughout the state, many of which qualified workforce and qualified Director, North Carolina
Institute for Public Health
Wiliningtoii vet discovers histitu,te's lifelong lea.Yii ig continuum
"After practicing veterinary medicine for 25 Hill. Weedon was invited, to be the designated
years, I am interested in broader challenges that "community partner" on the team.
would positively impact my community; and
perhaps beyond," says Dr. Bob Weedon, a Each team that attends MAPH is asked to develop a
veterinarian practicing in Wilmington, North business plan that addresses a pressing local public
Carolina. health concern.
<r ~j f rtd E
(a o ,v; His new educational path with the North "The goal of the project was to develop a business
Carolina Institute for Public Health and the plan to construct an onsne spay/neuter facility at
W UNC School of Public Health began in 2001 NHCACS. It was theorized that having an onsite
when the New Hanover County Health spay/neuter facility to surgically sterilize animals
1
Department sponsored a group from its New before placing them up for adoption would
Hanover County Animal Control Services conserve resources, increase adoptions, and prevent
(NHCACS) to attend the Management adopted animals from contributing to the pet
Academy for Public Health (MAPH) in Chapel
Conrinurc nes: pa cc'
Wilmington vet discovers Institute's life-lo72a learning Save the dateo7' lifelong.
continuum continued learn111g!
overpopulation problem," he explains. "I am considering enrolling in the Public The Preparedness C Inter will host th
"This gave me the opportunity to work on Health Leadership Institute (also part of Public Health Lifelong Learning
a significant problem which would have a NCIPH) as a way of continuing my Conference on April 127, 2006, at the. Friday
very positive impact on our county, not to learning. I was appointed last year to the Center in Chapel Hill, North Carolina.
mention allow me to attend the New Hanover County Board of Health This year's conference, "The Key to a
Management Academy." and this is my way of beginning the Prepared Workforce," will showcase best
journey to involvement in the larger practices for =development from
"After completing MAPH, I decided that I community of public health" North Carolina health departments and
wanted.to explore other opportunities to national leaders. Former State Health
continue learning, particularly getting an Weedon received his Doctor ofVeterinary Director Hugh Tilsoil will offer the keynote
advanced degree. However, it had been Medicine from Purdue University. and in address.
twenty years since I had been a student, so 2005 his Master of Public Health from .
I decided to apply to the certificate UNC Chapel Hill. He is the senior The Lifelong Learning Conference is
program before applying to the Public. _ partner at the College Road Animal - designed for bioterrorism coordinators,
Health Leadership.MPH Program. Since Hospital in Wilmington, NC and is health directors, training directors, nursing
the credits were fully transferable, I figured adjunct faculty at the University of North supervisors, and human resources and staff
that if I did well in the Certificate in Core Carolina Wilmington. development personnel. Registration is free
Public Health Concepts, I would then for three staff from each North Carolina
apply to the PHLP. If I struggled, then I public health agency.
would stop after the PHCP, and not have
to worry about failing out of the PHLP." More information anti registration will be
available online at: Nvs w.sph.unr.edu!
Would he recommend the programs to - nccphp/litelongle:u Ili )_!conference.httn.
other vets?
"Absolutely. There is a big push in the '
veterinary profession to increase awareness Gl'Qnd Rounds hYOadCQSt captures crtOligl2 less 71S' fYt717i -
regarding public health issues. Things like Hurricane Katrina
zoonotic diseases, bioterrorism, and the
increasing importance of animals in our "Learning from Katrina: Tough Lessons in Preparedness and Emergen y Response" will be
society are all related to public health. 1 the topic of the next Public Health Grand Rounds broadcast on Friday, March 31.
believe that there is also a move within the
public health community to incorporate The program, airing from 2:00 to 3:00 pm ET
veterinarians and veterinary medicine` via satellite and Internet, will feature tape of . .
because of concerns for diseases such as _ dozens of those in the pubic health community
'mad cow disease and avian influenza." who faced Katrina in Newl Orleans.
r` - - - A panel of experts will comment throughout
-
More and more physicians are seeing the
the program. The panel in is Bill
value of adding public health training to > iE 3 -
Roper; MD, MPH, dean oCthe UNC School of
their resumes, a discipline that emphasizes
broader population health issues and a- inrsi'r Medicine and CEO of the 1UNC.Health Care
prevention. r A, gs System. He is joined by Eduardo J. Sanchez,
3.. MD, MPH, commissioner of the Texas
What does Weedon consider the most Department of State Health Services,John
valuable knowledge gained from these Morrow, MD, MPH, healthi director in Pitt
o 4', `t4 County, North Carolina, and Hugh Tdson, MD,
programs. DrPH, clinical professor of 'epidemiology and
"I would have to say that the transition health policy at the UNC School of Public
TF
from case-based thinking that is Health.
fundamental in clinical medicine to a IT
systems-based thinking that is necessary in Public Health Grand Rounds is a series of
televised broadcasts on timely public health subjects, created by the Centers for Disease
public health is the most valuable
k z~
knowledge that I gained from the Control and Prevention and the UNC School of Public Health and its North Caroli
programs. Certainly, my perspective has Institute for Public Health.
been broadened. regarding challenges and The program is free but requires registration at wwtN'.puhlirheal[hcrarn lround.,.unc.e&i.
opportunities to remedy them, and I think
that ultimately I will be able to use that This summer's Public Health Grand Rounds on June 9 will be a followl-up broadcast on the
perspective professionally. rebuilding of New Orleans after Katrina.
Your
•
Health New Hanover County Health Department
z Quarterly Report
•
October 1, 2005 - December 31, 2005
Priority
~Q
0
NEW HANOVER COUNTY HEAL"~
Annuallnfluen,--a Vaccine Campaign
The month of October marked the launch of New Hanover County Health Department's annual influenza vaccine
campaign. While there was no national shortage of vaccine as in the 2004/2005 season, there were some delays
from manufacturers delivering vaccine to private offices and pharmacies. NHCHD did not see any delay in
vaccine delivery, so we were ready to open our Flu Clinic doors during the week of October 10, 2005.
Similar to last year, the health department auditorium was converted into the Flu Clinic, to avoid crowding in
the General Clinic area. However, this year we implemented an appointment system to help control the flow of
clients throughout the day. Clients checked-in and were triaged before they made it to the auditorium, and an
added benefit to this triage process was the administration of more pneumococcal and tetanus vaccine to high-risk
populations. The registration process was also streamlined since last year, with more computers and less paper
during this current fiscal year.
• NHCHD received 13,400 doses of influenza vaccine this year, both from private and state supplies. Of this
amount, over 9,300 doses were administered and over 3,500 doses were transferred to other area providers. As of
March 15, 2006, the health department still has approximately 540 doses still available.
The New Hanover County Health Department strives to provide the best service available to our clients. Feedback
from this year's flu-shot campaign was extremely positive, from the appointment process to triage to short turn-
around time. Fortunately, influenza activity has appeared to begin to decline for the season, with lower incidence
of virus activity that in several recent years (see chart below). Comprehensive vaccination efforts and practicing
simple things like hand washing and covering your cough really can make a difference.
INFLUENZA SURVEILLANCE, NC 2005-2006
Influenza-Like Illness in Sentinel Site Patients (Solid Line) _
Comparative prior years, Dashed Lines
- Data available as of 23 March, 2006 -
8.0% 4
7.0%
6.0%
5.0% , 66:204
J 6.0%
3.0% , ' z6nzmz
t
2.0%
~2004-2005
OS300B
A
0.0% •-1.1.4 MY~ 'ff A
b b 5} b b 4? yN N O rc 00 E, ,N x "a
WEEK #
Personal Health Services
• CllnicServices:Quarterly Comparisons n,a4oosm6 Reportable Diseases: October 1 -December 31
¦ 2ntl O 05/°6
11000 AIDS 7 HIV Infection 29
Cam /obacter 5 Le ionellosis 1
laooo
9000 C tos oridiosis 0 Ustehosis 0
Chlam dia 168 Lyme Disease 0
8000
E. Coll 0157:H7 2 Malaria 1
7000 Gonorrhea 62 Meningitis, Pneumococcal 0
6000 Haemo hilus Influenzae 0 Pertussis 0
stied Hepatitis A 0 Roc Mountain Spotted Fever 5
4000 Hepatitis B, Acute 5 Salmonella 42
3000 He atitis B, Chronic 6 Shi ells 1
2000 He atitis C, Acute 2 S hills, Total 9
n
1000 aspaw s,4 rz. 1ti ,aa
+ao 22
0 +d5 2e Maternal Health Service: Quarterly Comparisons
4aa s''' A `~~u 'a" ~a a'`
~~SS 440 c° o 4000
fF S 4 O
4 Y
3000 2974 2897
Community Services: Quarterly Comparisons k; O 1st Q 05106
2000 ¦ 2nd Q 05/06
1500 1269 1987
1200 1217 1000
loss
900 w. !'2.. 120 82
O 1 s1 Q 05/06 0 _
600 ¦2ntl Q 05/06 MOW Contacts MCC Contacts Postpartum
Newborn Visits
• 300 296
3a ne 45
23 24 30 37
O ChIId Care health Lead Nevi Ta Peuenta School Health Services: Quarterly Comparisons
Nursing Check Poisoning on TB on DOT
Vents Contacts Caseload prevention reads 60000 62
50000
40000 38740
Child Service Coordination: Quarterly o let 0 0506
Comparisons 30000 AT-31-20
¦2nd 0OSI06
800 20000 600 4 10000 1700
Q 1st 0 05/06 0 680
400 ¦2nd 005/06 Records Student Vbits PareoUTommor E. Plans
188 212
200 Assessed Consues Developed
0
New Referrals Family Non-English
Assessment Speaking Clients
Spnte, Nutrition Services: Quarterly Comparisons
3000
2505 2507
Laboratory Services: Quarterly
Comparisons 2000
Q 1 lit Q05/0
5000 ¦2nd Q 01106
4000 2545 89 1000
3000 13 1 st a 05106 110
2000 ¦2nd Q 05!06 104104 41 33
1000 _ ..r. 0
• 0 Women, WIC General Unduplicated
In House Referral Into.% Ponicipetion Nutrition Hispanic
l~) s cesewad
Procedures Procedures (WIG) cpntacro
(WIG)
Contacts
Animal Control, Oct I-Dec 31
• Animals Sheltered / Processed Dental Health, Oct 1 -Dec 31
Quarterly Comparisons
2000
14541384 Dental Education and Screening: Quarterly
1500 Comparisons
~ 1st q 05/06
1000 :2nd Q 05/06 3000 2447 2262
500 9 203 170
1435 ¦ 1st 005/06
0 2000 1496 1514 ¦ 2nd Q 05/06
Sheltered Adopted Redeemed 1000 200
0
School Age School Age Adult
Education Screening Education
Environmental Health, Oct 1-Dec 31
Environmental Health Services:
Quarterly Comparisons Vital Statistics Oct I -Dec 3 1
1500
925 1078
1000 ®lstgos/os Vital Statistics: Quarterly Comparisons
500 ¦2nd q 05/06 - AE • L96104 276 124 1200 987
o Establishments Total Lot Acres Larvacided 800 i 1 st Q 65/06
Graded Evaluations 476 522 ¦ 2nd Q 05/06
400
0 Ej
Births Deaths
Financial Management, Oct 1 -Dec 31
Revemes
sewr+ x supwa
` f.v mx
e 31]N.lp 3 w n EY51 5i]YA% i .ve.SW 3 no
EH F~
3 N { b M 5 5 3
-le r- 3 3 5 53]5% 5] 5 3
{f W],t~5 S~~W.ma 3~.WreW3 W {5,ax,~~ r5559%
3]5[6.05 35.b~8n f+.t W,mS 2]AZI,'dl {]I55,6K UtlM1
1 -118
Ezpendimres
zW ~Yw
as e.ywre mFa~ar
ry e..paa e+nw
e~6~mur ernaa~e nrmnugx
5 L.eW,eze t 5 m]IDZ Ss.eu.e]e uzex
h~re9 Ma 3 0dy i ]W 6R 3 IISI,n M.OI% 5 3 ~ 3S5]U55) bi5}V U.]4x
CMtlrMby 3 Z6 3 1 41}l ID 5 13]0.M5 3 ~lw SSW
0ssi ~x 3 emi, 10 56,99)Kt U]sx
mmary
amaew omen %
FY eSLfi FY OSafi
&pandlwree'.
Sa'afin BE,l $11,315,151 Ss7w.02B
• Oacuu 9 OUEapemea $1.999
Cap6al Ory U 79M f2~~
892806 3191,155
Talel ESOenEUUrn $1]89]806 $5,951.139 42]2%
Rweiue' $7,M6,9e5 S3,601,901 65.32%
Net Coun 3$ $9,395,621 32669,251 38.35%
NEW HANOVER COUNTY HEALTH DEPARTMENT
• Policies and Procedures
r
NFW NAMOYE[ CONN Y XEN~
Subject: Dismissal and Appeals
Date of Origin: 06/13/00
Date Revised: 02/11/05
Policy Number: GS-ADM-012
PURPOSE AND SCOPE:
This policy provides appeal procedures for permanent employees of the New Hanover
County Health Department who have been demoted, suspended, dismissed, reduced-
in-pay or who believe they have been discriminated against because of age, race, sex,
religion, color, national origin, visible and non-visible handicaps, pregnancy or political
opinions or affiliations.
CHANGE SUMMARY:
• First revision since original document was approved on 06/13/00. Revision to remove
the county appeal information, our employees fall under state personnel
• disciplinary/appeals, February 11, 2005.
POLICY:
No action involving demotion, suspension, or dismissal is to be taken against any
employee for disciplinary reasons until such action has been recommended to and
approved by the Department Director, except when, in the judgment of the supervisor,
immediate suspension is necessary. In no case will an employee be dismissed without
approval of the Director and without the furnishing of a statement, in writing setting forth
in numerical order the specific acts or omissions that are the reasons for the disciplinary
action and the employee's appeal rights.
l
PROCEDURE:
STEP 1 - APPEAL TO DIRECTOR
In cases of demotion, suspension, dismissal or discrimination, a permanent employee
has the right to appeal to the Department Director. The appeal must be made in the
form of a written request and must be received by the Director within fifteen (15) days
after demotion, suspension, dismissal, or alleged discrimination. Upon receipt of the
Aappeal, the Director will make arrangements for the employee to present his case if the
employee so desires. The Director will make a decision within five (5) working days and
a written copy of this decision will be furnished immediately to all parties concerned.
. STEP 2 - APPEAL TO AGENCY PROGRAM BOARD
"Healthy People, Healthy Environment, Healthy Community"
If the decision reached by the Director is not acceptable to the employee, he/she may
request that his/her case be presented to the local Board of Health for its consideration.
This request should be made in writing and submitted through the Director not later than
fifteen (15) days after receipt of the Director's decision. The case will then be placed on
the Board's agenda at its next regularly scheduled meeting. Facts surrounding the case
Ifi~ //L will be presented to the Board and the employee may speak to them if he/slI a so
desires. After reviewing the case the Board will consult with whatever other sources it
deems appropriate and render an advisory recommendation to the Director withi five
(5) working days after having heard the appeal.
STEP 3 - APPEAL TO THE STATE PERSONNEL COMMISSION
If the employee is not satisfied with the final decision or is unable to obtain a final
decision from the agency Director within a reasonable length of time, he/she may file a
written appeal to the State Personnel Commission not later than thirty (30) days after
receipt of notice of the Director's decision. The grievant shall be informed in writing that
an appeal to the State Personnel Commission may be made by filing such a request
with the Office of Administrative Hearing, P. O. Drawer 11666, Raleigh, NC 27604 The
grievant must give New Hanover County notice of he appeal. Notice must be given to
the County Manager or the Chairman of the Board of County Commissioners by
certified mail within fifteen (15) days of the filing of the notice of appeal. Notice should •
be sent to the following address: County Manger (or Chairman, Board of County
Commissioners), New Hanover County, 320 Chestnut Street, Wilmington, NC 2840(1.
Grievances involving disciplinary action or allegations of discrimination appealed to the
State Personnel Commission, either from a final decision of the agency grieYance
procedure or directly because of allegations of discrimination, will be heard by a hearing
office of the Office of Administrative Hearings. Following the hearing, the hearing dfficer
will make a proposal for decision containing findings of fact and conclusions of lad and
will deliver a copy of this proposal to each party. Also, the hearing officer will give each
party an opportunity to file exceptions and proposed findings of fact and to present
written arguments to the hearing officer. After considering all exceptions, proposed
findings of fact and written arguments presented to him by the parties, the hearing
officer will issue a recommended decision containing findings of fact, conclusions of law
and a recommended decision to all parties. The hearing officer will forward a complete
record of the case to the State Personnel Commission, including the recommended
decision. Each parry may request an opportunity to appear before the full Commission
and make an oral argument on the recommended decision. The Commission at its next
meeting or as soon as possible thereafter, shall consider the report and modify alt4r, set
aside, or affirm said proposed decision and certify its findings to the appointing
authority. Decisions which may be made by the Commission include the reinstatement
of an employee to the position from which he has been removed, the employ ent,
promotion, transfer, or salary adjustment of any individual to whom it has been
wrongfully denied, or other suitable action to correct the abuse which may include
requirement of payment for any loss of salary which has resulted from the improper
discriminatory action of the appointing authority. The decisions of the State Personnel
Commission shall be binding in appeals of local employees subject to the (State
Personnel Act if the Commission finds that the employee has been subjected to
2
GS-ADM- 12
. discrimination or'in any case where a binding decision is required by applicable Federal
Standards. However, in all other local employee appeals, the decision of the State
Personnel Commission shall by advisory to the local appointing authority.
OTHER INFORMATION:
REFERENCES:
Section .2310 from the Personnel Rules for Local Government Subject to the State
Personnel Act
CHANGE HISTORY:
Version Date Comments
A 6/13/00 Original document
~B , 02/11/05 Revised document
•
3
GS-ADM-012
NEW HANOVER COUNTY A.'.Oz
HEALTH DEPARTMENT
2029 SOUTH 17" STREET E WILNIINGTON,NC 28401-4946 XEWNXNXVEXTELEPHONE (910) 798-6500 FAX (910) 341-4146
March 28, 2006
Members
TO: New Hanover County Board of H Ith
FROM: David E. Rice, Health Director r ~l
SUBJECT: Dismissal and Appeals
Allison Stockweather, Industrial Hygiene Consultant, was dismissed from employment with the
New Hanover County Health Department based on unacceptable personal conduct (use of
agency vehicle for personal use, submission of personal expenses for agency reimbursement,
and insubordination). She appealed my decision on February 27, 2006. 1 upheld my decision to
dismiss her and she has now appealed my decision to the New Hanover County Board of
Health. Her appeal will be heard in Executive Session during your meeting on April 5.
Representatives from New Hanover County Attorney's Office and the Human Resources
Department have been requested to attend.
The following information is from the New Hanover County Health Department's Dismissal and
Appeals Policy. "Step 2 - Appeal to Agency Program Board If the decision reached by the
Director is not acceptable to the employee, he/she may request that his/her case be presented
to the local Board of Health for its consideration. This request should be made in writing and
submitted through the Director not later than fifteen (15) days after receipt of the Director's
decision. The case will then be placed on the Board's agenda at its next regularly scheduled
meeting. Facts surrounding the case will be presented to the Board and the employee may
speak to them if he/she so desires. After reviewing the case the Board will consult with
whatever sources it deems appropriate and render an advisory recommendation to the Director
within five (5) working days after having heard the appeal."
I have included the following information:
• Letter- Scheduling Appeal - Board of Health (Step 2),
• Letter - Request to Appeal from Allison Stockweather (Step 2),
• Letter - February 28, 2006 - Denial of Appeal (Step 1),
• Packet of information from Allison Stockweather - February 27, 2006
• Letter - February 3, 2006 - Scheduling Appeal (Step 1)
• Letter- February 1, 2006 - Request to Appeal from Allison Stockweather (Step 1)
• Letter - January 19, 2006 - Dismissal,
• Memorandum - January 10, 2006 - Pre-Dismissal Conference,
• Memorandum - December 29, 2005 - Pre-Disciplinary Conference,
• Memorandum - December 15, 2005 - Pre-Disciplinary Conference, and
• Memorandum - December 12, 2005 - Status of Grievance.
•
NEW HANOVER COUNTY
HEALTH DEPARTMENT
• 2029 SOUTH 17TH STREET
WILMINGTON, NC 28401-4946 XEM N.NOYFE COON XFN 1
TELEPHONE (910) 343-6500 FAX (910) 3414146
March 28, 2006
Allison Stockweather
1605 Covey Lane
Wilmington, NC 28411
Dear Ms. Stockweather,
Scott Harrelson received your letter dated March 25, 2006 on March 24 appealing my
decision to uphold your dismissal from employment with the New Hanover County
Health Department (NHCHD).
In accordance with the NHCHD Dismissal and Appeals policy, I have scheduled your
appeal before the New Hanover County Board of Health at the conclusion of their
regularly scheduled meeting on Wednesday, April 5. Their meeting starts at 8:00 a.m.
and should conclude in approximately one hour. This meeting will be held in the
Thomas Fanning Wood Conference Room at 2029 South 17 Street. As stated in this
policy, "Facts surrounding the case will be presented to the Board and the employee
may speak to them if he/she so desires." The Board will only hear your personal
comments at their meeting. I will provide Board members the information you submitted
to me on February 27.
Sincerely,
David E. Rice
Health Director
Cc: Scott Harrelson, Assistant Health Director
Andre' Mallette, Human Resources Director
Holt Moore, Assistant County Attorney
•
1605 Covey Lane
Wilmington, North Carolina 28411
March 25, 2006
New Hanover County Health Department
Attn: Mr. David Rice, Health Director
2029 S. 17' Street
Wilmington, North Carolina 28401
Dear Mr. Rice:
On January 19, 2006, you informed me that I was dismissed from employment with the
New Hanover County Health Department (NHCHD), Public Health Regional
Surveillance Team 2. 1 appealed this decision through a written request which you
received on February 1, 2005. On February 27, 2006, 1 met with you and Scott
Harrelson to conduct an appeal hearing.
• I received a certified letter on March 14, 2006, stating you will uphold the dismissal
decision. In accordance with the NHCHD Appeals Process Policy and Procedure GS-
ADM-012, I am appealing this decision. I request that my case be presented to the
Board of Health for consideration. Please contact me by mail to make arrangements for
my case to be presented to the board at its next regularly scheduled meeting.
Sincerely,
L ~Q
Allison Stockweather
Cc: Scott Harrelson, Assistant Health Director
Andre Mallette, Human Resources Director
Date_. fa y /O ~p
Received by
•
NEW HANOVER COUNTY
HEALTH DEPARTMENT
2029 SOUTH 17TH STREET
WILMINGTON, NC 28401-4946
TELEPHONE (910) 343-6500 FAX (910) 772-7805
February 28, 2006
Allison Stockweather
1605 Covey Lane
Wilmington, NC 28411
Re: Step 1- Appeal to Director
Dear Ms. Stockweather,
in the case of dismissal, a permanent employee has the right to appeal to the Department Director. The
Director must receive the written appeal within fifteen days after dismissal. Your dismissal was processed
on January 19, 2006 and I received your written appeal on February 1 asking me to contact you by letter.
I sent a certified letter on February 3 scheduling a meeting for February 9. Not hearing from you, I asked
Marilyn Roberts, Administrative Support Coordinator, to contact you on February 9 to reschedule the
meeting for February 20. On February 17, you left a voice message with Marilyn and she followed up to
reschedule the meeting to February 27. The U.S. Postal Service returned the certified letter unopened on
February 21. In accordance with the NHCHD Dismissal and Appeals policy, I conducted your appeal at
3:00 p.m. on Monday, February 27, 2006.
During this meeting, you presented a packet of information regarding case and appealed your dismissal
to me with Scott Harrelson attending. After reviewing your appeal request, 1 have decided to uphold my
• decision to dismiss you based on unacceptable personal conduct (use of agency vehicle for personal use,
submission of personal expenses for agency reimbursement, and insubordination).
As a permanent employee with the New Hanover County Health Department, you have additional appeal
rights. A copy of the New Hanover County Health Department Dismissal and Appeals Policy is attached.
Sincerely,
David E. Rice
Health Director
Cc: Scott Harrelson, Assistant Health Director
Andr6 Mallette, Human Resources Director
Personnel File
•
NEW HANOVER COUNTY HEALTH DEPARTMENT
Policies and Procedures
• a~
NEW NFFOVIt COYN F NFFFN4
Subject: Dismissal and Appeals
Date ofOrigin: 06/13/00
Date Revised: 02/11/05
policy Number: GS-ADM-012
PURPOSE AND SCOPE:
This policy provides appeal procedures for permanent employees of the New Hanover
County Health Department who have been demoted, suspended, dismissed, reduced-.
in-pay or who believe they have been discriminated against because of age, race, sex,
religion, color, national origin, visible and non-visible handicaps, pregnancy or political
opinions or affiliations.
CHANGE SUMMARY:
First revision since original document was approved on 06/13/00. Revision to remove
the county appeal information, our employees fall under state personnel
disciplinary/appeals, February 11, 2005.
• POLICY:
No action involving demotion, suspension, or dismissal is to betaken against any
employee for disciplinary reasons until such action has been recommended to and
approved by the Department Director, except when, in the judgment of the supervisor,
immediate suspension is necessary. In no case will an employee be dismissed without
approval of the Director and without the furnishing of a statement, in writing setting forth
in numerical order the specific acts or omissions that are the reasons for the disciplinary
action and the employee's appeal rights.
PROCEDURE:
STEP 1 - APPEAL TO DIRECTOR
In cases of demotion, suspension, dismissal or discrimination, a permanent employee
has the right to appeal to the Department Director. The appeal must be made in the
form of a written request and must be received by the Director within fifteen (15) days
after demotion, suspension, dismissal, or alleged discrimination. Upon receipt of the
appeal, the Director will make arrangements for the employee to present his case if the
employee so desires. The Director will make a decision within five (5) working days and
a written copy of this decision will be furnished immediately to all parties concerned.
• STEP 2 - APPEAL TO AGENCY PROGRAM BOARD
"Healthy People, Healthy Environment, Healthy Community"
• If the decision reached by the Director is not acceptable to the employee, he/she may
request that his/her case be presented to the local Board of Health for its consideration.
This request should be made,in writing and submitted through the Director not later than
fifteen (15) days after receipt of the Director's decision. The case will then be placed on
the Board's agenda at its next regularly scheduled meeting. Facts surrounding the case
will be presented to the Board and the employee may speak to them if he/she so
desires. After reviewing the case the Board will consult with whatever other sources it
deems appropriate and render an advisory recommendation to the Director within five
(5) working days after having heard the appeal.
STEP 3 - APPEAL TO THE STATE PERSONNEL COMMISSION
If the employee is not satisfied with the final decision or is unable to obtain a final
decision from the agency Director within a reasonable length of time, he/she may file a
written appeal to the State Personnel Commission not later than thirty (30) days after
receipt of notice of the Director's decision. The grievant shall be informed in writing that
an appeal to the State Personnel Commission may be made by filing such a request
with the Office of Administrative Hearing, P. O. Drawer 11666, Raleigh, NC 27604. The
grievant must give New Hanover County notice of he appeal. Notice must be given to
the County Manager or the Chairman of the Board of County Commissioners by
certified mail within fifteen (15) days of the filing of the notice of appeal. Notice should
be sent to the following address: County Manger (or Chairman, Board of County
Commissioners), New Hanover County, 320 Chestnut Street, Wilmington, NC 28401.
Grievances involving disciplinary action or allegations of discrimination appealed to the
State Personnel Commission, either from a final decision of the agency grievance
procedure or directly because of allegations of discrimination, will be heard by a hearing
office of the Office of Administrative Hearings. Following the hearing, the hearing officer
will make a proposal for decision containing findings of fact and conclusions of law and
will deliver a copy of this proposal to each party. Also, the hearing officer will give each
party an opportunity to file exceptions and proposed findings of fad and to present
written arguments to the hearing officer. After considering all exceptions, proposed
findings of fact and written arguments presented to him by the parties, the hearing
officer will issue a recommended decision containing findings of fact, conclusions of law
and a recommended decision to all parties. The hearing officer will forward a complete
record of the case to the State Personnel Commission, including the recommended
decision. Each party may request an opportunity to appear before the full Commission
and make an oral argument on the recommended decision. The Commission at its next
meeting or as soon as possible thereafter, shall consider the report and modify alter, set
aside, or affirm said proposed decision and certify its findings to the appointing
authority. Decisions which may be made by the Commission include the reinstatement
of an employee to the position from which he has been removed, the employment,
promotion, transfer, or salary adjustment of any individual to whom it has been
wrongfully denied, or other suitable action to correct the abuse which may include
requirement of payment for any loss of salary which has resulted from the improper
discriminatory action of the appointing authority. The decisions of the State Personnel
• Commission shall be binding in appeals of local employees subject to the State
Personnel Act if the Commission finds that the employee has been subjected to
2
GS-ADM-012
• discrimination or in any case where a binding decision is required by applicable Federal
Standards. However, in all other local employee appeals, the decision of the State
Personnel Commission shall by advisory to the local appointing authority.
OTHER INFORMATION:
REFERENCES:
Section .2310 from the Personnel Rules for Local Government Subject to the State
Personnel Act
CHANGE HISTORY: _
Verononi Date . ; Comments
A 6/13/00 Original document.
B 02/11/05; Revised document
•
•
3
GS-ADM-012
DATE OF APPEAL HEARING: February 27, 2006
• OVERVIEW
This is an appeal by Allison Stockweather pursuant to Policy Number GS-ADM-012 of the
New Hanover County Health Department Policies and Procedures against her dismissal
from the New Hanover County Health Department (NHCHD) on January 19, 2006 (see
attached dismissal letter dated January 19, 2006). In this appeal, Ms. Stockweather claims
that Mr. Rice wrongly terminated Ms. Stockweather based on retaliation for submitting a
grievance against Dr. Thomas Morris, her direct supervisor (see attached grievance letter,
dated December 2, 2005) and team leader of the Public Health Regional Surveillance Team
(PHRST-2).
Ms. Stockweather claims that Mr. Rice dismissed her from the position of Bioterrorism
Industrial Hygiene Consultant based on retaliatory and wrongful personnel actions for
submitting a grievance against Dr. Morris. She also claims that the grievance provided the
NHCHD with clear and concise evidence showing verbal and sexual harassment; hostile
work environment; and misuse of state funds by Dr. Morris.
Ms. Stockweather is submitting the following information for consideration in this appeal:
1. Dismissal letter from the NHCHD stating three reasons for dismissal dated January 19,
2006.
2. Grievance letter against Dr. Morris dated December 2, 2005.
• 3. Expense reports dated October 7, 2004, and October 25, 2004.
4. Document of response to audit of travel expenses/mileage 2004 from Allison
Stockweather to Scott Harrelson dated December 30, 2005.
5. Copy of surgical letter provided to Scott Harrelson dated
6. Status of grievance letter from Scott Harrelson to Allison Stockweather dated December
12, 2005.
7. Letter from Judy Agner dated November 21, 2005, former Nurse Epidemiologist with
PHRST-2, and Ms. Agner's exit interview from PHRST-2.
8. Email from Allison Stockweather to Scott Harrelson November 29, 2005, identifying Judy
Agner as a critical witness to verify incidents listed in the grievance and testify to a
pattern of erratic and abnormal behavior from Dr. Thomas Morris, her former direct
supervisor.
ISSUE TO BE DECIDED
The issue is whether the employer wrongfully terminated Allison Stockweather pursuant to
North Carolina General Statute 150.93, the Employee Protection Act, 31 U.S.C. Sec.
3730(h), and the North Carolina Whistleblower's Act NCGS Sec.126-84 to -88. Ms.
Stockweather argues that the dismissal determination with respect to unacceptable
personal conduct and insubordination is an adverse action brought against her after filing a
grievance in connection with Dr. Morris who wrongfully punished and harassed her. Ms.
Stockweather feels NHCHD had no basis to terminate her employment due to false and
• misleading accusations.
FACTS
• Ms. Stockweather was a Bioterrorism Industrial Hygiene Consultant.with the NHCHD from
January 12, 2002 through January 19, 2006. Ms. Stockweather submitted a seven-page
grievance against her supervisor to Mr. Scott Harrelson, Assistant Health Department
Director, on December 2, 2005. Ms. Stockweather listed incidents of verbal and sexual
harassment; hostile workplace; and unprofessional behavior along with witnesses who were
able to verify the incidents described in detail. On December 12, 2005, Ms. Stockweather
received a letter from Mr. Harrelson stating that based on the documentation included in the
grievance, he was unable to establish grounds for a grievance. Mr. Harrelson did not state
how the health department would address the issues of concern although he stated that
several of the allegations needed to be investigated and addressed accordingly.
NHCHD alleged in the January 19, 2006, dismissal letter that Ms. Stockweather was
terminated as a result of unacceptable personal conduct. These grounds for dismissal
included:
[1] An approved travel to Myrtle Beach, South Carolina, for an Industrial Hygiene
conference on September 30, 2004 - October 1, 2004. Ms. Stockweather submitted a travel
expense report listing fuel expense on October 3, 2004. Dr. Morris stated that he did not
have prior knowledge of travel on October 3, 2004.
[2] An approved travel to the Anti-Terrorism Training through the North Carolina Justice
Academy in Salemburg, North Carolina, on October 13, 2004. NHCHD stated that Allison
• Stockweather charged an illegal lunch expense as well as falsely recorded time as regular
time rather than sick leave on the payroll time entry form.
[3] On December 5, 2005, Dr. Morris and Mr. Harrelson instructed Ms. Stockweather not to
cancel a training class. On that same day, Ms. Stockweather cancelled the class to attend a
toy drive in Waveland, Mississippi.
Each ground for dismissal listed above will be dealt with in turn below.
ANALYSIS
Ground 1: According to the January 19, 2006, dismissal letter, Mr. Rice states that Dr.
Morris did not have prior knowledge of Ms. Stockweather's travel. The expense report
documentation shows that Dr. Morris did have prior knowledge of Ms. Stockweather's travel.
The expense report submitted by Ms. Stockweather on October 7, 2004, includes Dr. Morris'
signature showing approval of the trip in question as well as the expenses listed. Also listed
in the additional comments section of the expense report is Dr. Morris' comment "gas for
PHRST vehicle" showing that he was aware of the October 3, 2004, expense for gas.
Per Mr. Harrelson's request on December 30. 2005, Ms. Stockweather provided the
following information to NHCHD:
• Ms. Stockweather attended an Industrial Hygiene Conference in Myrtle Beach, South
Carolina, on September 30, 2004, and October 1, 2004. She received permission to travel
to her second place of residence (Monck's Corner, South Carolina) from Dr. Morris prior to
leaving Wilmington, North Carolina. Ms. Stockweather informed Dr. Morris that she planned
• to finalize her OEMS presentation (OEMS Conference 2004) on October 1 - 3, 2004. Dr.
Morris was aware that Ms. Stockweather's second place of residence was in Monck's
Corner, South Carolina, where her husband lived, and he approved the trip to Monck's
Corner to allow Ms. Stockweather to work additional hours over the weekend.
Ms. Stockweather drove from Monck's Corner, South Carolina, to Wilmington, North
Carolina, on October 3, 2004, to obtain presentation information and handouts for the
OEMS conference per Lisa Cole's, OEMS Processing Assistant, request. Ms. Stockweather
attended the PHRST meeting and OEMS conference from October 4 - 6, 2004. As stated
above, Dr. Morris was aware of Ms. Stockweather's actions and activities at all times and
approved of her travel and expenses as shown on the attached expense report.
The NHCHD dismissal letter dated January 19, 2006, states that Ms. Stockweather did not
receive permission from her supervisor to drive the county vehicle to her second place of
residence. Dr. Morris signature on the October 7, 2004, expense report proves that he was
aware that Ms. Stockweather drove the county vehicle to Monck's Corner, South Carolina,
and that she did receive permission from her supervisor to do so. The October 7, 2004,
expense report also includes an additional comment written by Dr. Morris ("gas for PHRST
vehicle") showing that he was aware of the October 3, 2004, expense for gas.
Ground 2: On October 13, 2004, Ms. Stockweather attended Anti-Terrorism training at the
North Carolina Justice Academy, Salemburg, North Carolina. She received a phone call
• stating her husband was in need for emergency surgery and she that she needed to come
to the hospital immediately. Ms. Stockweather called Dr. Morris to relay this information to
her, and he gave her permission to leave the class immediately in the PHRST vehicle and
go to the hospital in Mount Pleasant, South Carolina. Ms. Stockweather spoke to Mr. Doug
Robinson, class instructor, prior to leaving the class who stated that she could complete the
class in the future due to the urgent situation.
Ms. Stockweather drove from Salemburg, North Carolina, to East Cooper Hospital, Mount
Pleasant, South Carolina, on October 13, 2004. After ensuring that her husband was taken
care of and recovering from surgery, she received permission from Dr. Morris to conclude
work that she had initiated with ChevronTexaco (Keith Morel, Health and Safety Manager)
as a PHRST-2 initiative to assist South Carolina with their bioterrorism/industrial hygiene
needs and work together as a team in the event of an emergency in either state. Ms.
Stockweather was able to meet with Keith Morel for a site safety visit and assist him with IH
safety needs. Ms. Stockweather left Charleston, South Carolina, on October 13, 2004, after
completion of her work with Mr. Morel, and filled the PHRST vehicle with gas in Ladson,
South Carolina.
Lunch would normally have been provided at the Anti-Terrorism training; however, since Ms.
Stockweather attended the majority of the morning training, she ate lunch after leaving the
class. Since Ms. Stockweather attended the morning section of the training class and lunch
was to be provided, the expense report for lunch was approved by Dr. Morris.
•
Based on previous information provided to Dr. Morris from the NHC Personnel Department,
salaried employees are to be paid a full 8 hours if they attend any type of work function or
• fulfill work obligations even if they do not work 8 hours. My timesheet referenced 8 hours
due to the amount of comp time hours accrued as well as based on the time-recording
information provided to PHRST-2 from Dr. Morris.
Mr. Harrelson requested verification of Ms. Stockweather's husband's surgery (October 13,
2004). According to the January 19, 2006, dismissal letter, Ms. Stockweather had not
provided the information to Mr. Harrelson. On January 5, 2006, Ms. Stockweather provided
an operation report for verification to Mr. Harrelson listing the hospital name; surgery date;
and doctor's name (copy of report and verification email attached).
The dismissal letter dated January 19, 2006, supplied by the NHCHD does not substantiate
the allegations of unacceptable personal conduct or insubordination. On the October 25,
2004, expense report, Dr. Morris signed and approved all travel and expenses.
Ground 3: The allegation that Ms. Stockweather did not have permission to rearrange her
work schedule and attend a first responder toy drive has caused her the most personal
grief. She unequivocally refutes the allegation that she would cancel a training class without
permission as she had previously been instructed not to do so in 2003.
Ms. Stockweather attended an after-action SMAT meeting on October 25, 2005, to discuss
issues included involved with the Hurricane Katrina deployment to Waveland, Mississippi.
Captain Tim Smith, Wilmington Fire Department, announced plans to organize a toy drive
• for the children of Waveland, Mississippi. Cpt. Smith asked for assistance and volunteers to
help with the mission, and Ms. Stockweather discussed with him that she would ask for
permission from Dr. Morris to attend the toy drive.
Ms. Stockweather received verbal permission from Dr. Morris to attend the toy drive and
rearrange her training/work schedule to assist in this humanitarian effort. Ms. Stockweather
explained to Dr. Morris that she would need to rearrange her schedule in order to help the
Wilmington Fire Department with this mission. He agreed to allow her to do so if her training
and meetings could easily be rescheduled. Ms. Stockweather explained that she would
verify all details with Cpt. Smith prior to rearranging her schedule.
Ms. Stockweather spoke with Cpt. Smith on November 1, 2005 (SMAT equipment meeting);
November 10, 2005 (SMAT banquet); and December 3, 2005 (SMAT training) stating that
she had received verbal approval from Dr. Morris to assist with the toy drive, and that she
would await further instruction from Cpt. Smith. Ms. Stockweather did not immediately
rearrange her training/work schedule since Cpt. Smith was unsure if sleeping
accommodations for those assisting with the toy drive would be provided. Through many
email and verbal conversations, Cpt. Smith and Ms. Stockweather communicated with one
another to determine when RV accommodations would be provided for those who had
obtained permission to help with the mission prior to Ms. Stockweather canceling a
voluntary training class that she had offered to teach for Pitt County (Tammie Bell, witness).
Ms. Stockweather offered to assist Ms. Bell voluntarily as Pitt County is not part of the
PHRST-2 region. Consequently, the class was not part of Ms. Stockweather's job
description but one that she agreed to teach above and beyond the scope of her official
duties.
• On December 5, 2005, Ms. Stockweather verified with Cpt. Smith that there would be
enough bed space to accommodate her on the trip, and that he would appreciate her
assistance. Ms. Stockweather discussed the trip with Ms. Bell from Pitt County since she
had received permission from Dr. Morris previously to rearrange her schedule. Ms.
Stockweather proceeded to discuss all information with Dr. Morris to keep him abreast of
her schedule. At that time, he denied ever giving her permission to attend the toy drive or
rearrange her schedule. He stated that his granting her permission was all in "her own
reality" and that if she had a problem with him, she could discuss the issue with Mr.
Harrelson. He also stated at that time that she could only attend the toy drive if she took
personal vacation time.
Ms. Stockweather stated to both Dr. Morris and Mr. Harrelson that Dr. Morris' actions
appeared to be in angry response to her submitting a grievance against him, and he. again
was creating a hostile environment in the workplace. Ms. Stockweather feels it is unjust to
have her direct supervisor mislead her by giving permission to assist a first responder team
and then stating after she arranges her schedule that she must take vacation time for that
particular work assignment.
Captain Smith will verify the information in Ground 3 and state that Dr. Morris reported
information to NHCHD that was false and misleading (telephone conversation, December 5,
2005, between Cpt. Smith and Dr. Morris).
Grievance Issue:
Upon submitting the referenced grievance to Mr. Harrelson per his request, Ms.
Stockweather awaited a response or indication of investigational proceedings from NHCHD.
On December 12, 2005, Ms. Stockweather received a letter from Mr. Harrelson that stated
the incidents and evidence described in the December 2, 2005, did not establish grounds
for a grievance. Prior to this letter, Mr. Harrelson stated that the NHCHD did not have
guidelines on what constitutes a grievance and that he would need assistance in
determining how to handle the submitted information.
Mr. Harrelson did not discuss with Ms. Stockweather how NHCHD determined that the
incidents listed in the grievance did not qualify as an official grievance document. Although
the seven-page grievance described incidents of misuse of state funds; harassment; and
unacceptable personal conduct on the part of her direct supervisor, Ms. Stockweather is not
aware of NHCHD contacting the majority of witnesses identified by the grievance as having
critical evidence to verify allegations.
The grievance includes names of witnesses who can provide firsthand knowledge of Dr.
Morris' misconduct and abuse. Ms. Stockweather provided the documentation to NHCHD in
written form as requested by Mr. Harrelson. Ms. Stockweather does not feel that NHCHD
diligently pursued investigating the grievance issues with the utmost care and vigilance.
Approximately one month after submitting the grievance to Mr. Harrelson, Ms. Stockweather
was dismissed from PHRST-2 team employment.
• According to the North Carolina Whistleblower Act, NHCHD is prohibited from retaliating
against public employees who report official wrongdoing. The Act states that "a state or
local governmental entity may not suspend or terminate the employment of, or take other
adverse personnel action against, a public employee who in good faith reports a violation of
law by the employing governmental entity or another public employee to an appropriate law
enforcement authority." Based on the information described above showing that the three
incidents of alleged misconduct are not based on accurate information, Ms. Stockweather
feels that her job as the PHRST-2 Industrial Hygiene Consultant was protected under this
statute.
The cause for termination listed in the NHCHD dismissal letter lacks any discussion on the
part of the employer that Dr. Morris' mental instability and/or illness may have caused him to
either forget incidents or purposely mislead management to discern that he was not
responsible for the incidents listed in the dismissal letter. As described above, Ms.
Stockweather was given permission to perform all work duties by Dr. Morris thereby
showing that NHCHD did not have just cause for dismissal based on the information listed in
the January 19, 2006, letter.
Ms. Stockweather will file a complaint with the Equal Employment Opportunity Commission
alleging wrongful dismissal and showing evidence of retaliatory behavior on the part of the
employer.
• CONCLUSION
In summary, Ms. Stockweather argues that the NHCHD determination with respect to just
cause for termination is incorrect and that the employer had no basis to terminate her
employment for the reasons stated. She also complains that the NHCHD failed to believe
her side of the story when discussed at a January 17, 2006, Pre-Dismissal meeting and that
several of the grounds for termination were a surprise to her since they were not included or
discussed with her when they occurred nor included in her 2004 or 2005 job performance
evaluation.
Moreover, NHCHD did not contact all the witnesses listed in the grievance nor substantiate
Dr. Morris' erratic or abusive behavior based on his own admission of suffering from mental
illness and taking many prescriptions on a daily basis. Judy Agner, former Nurse
Epidemiologist with PHRST-2, was identified as a critical witness since she worked closely
with Dr. Morris and could testify to his pattern of behavior. She also left her job as Nurse
Epidemiologist based on Dr. Morris' abnormal behavior and unprofessional managerial
treatment. NHCHD did not contact Ms. Agner to verify information or obtain information to
verify that Dr. Morris was the reason why Ms. Agner left her position with the PHRST team.
Ms. Stockweather feels that NHCHD dismissed her from her Bioterrorism Industrial Hygiene
Consultant position due to retaliation for filing a grievance against her direct supervisor.
• NHCHD provided three incidents in a January 19, 2006, dismissal letter stating that Ms.
Stockweather's dismissal was based on unacceptable personnel conduct relating to all
three incidents. However, as shown above, NHCHD has not shown that Ms.
Stockweather's alleged misconduct is her fault. NHCHD has also not shown that the
• dismissal resulted from specific acts of misconduct connected with work that happened
close in time to her discharge. Ms. Stockweather was not aware that work travel and
expenses approved by her supervisor would cause her to lose her job. Grounds 1 and 2
listed above were incidents that occurred in 2004, and were not brought to Ms.
Stockweather's attention until after she filed a grievance in December 2005. Ms.
Stockweather has documentation and will provide testimony from people with direct,
personal knowledge of the circumstances, that the information provided in the grievance is
accurate. Ms. Stockweather does not feel she violated PHRST-2 policies in any of the three
incidents listed for dismissal as it was common practice for PHRST-2 to develop
projects/client contacts based on the permission of Dr. Morris as team leader.
Ms. Stockweather challenges the reasons stated in the January 19, 2006, NHCHD dismissal
letter and feels the adverse personnel action and alleged misconduct charges has
jeopardized her career and cast a pall over her professional reputation.
Ms. Stockweather provided NHCHD notice of the incidents protected under Whistleblower
Employee Protection Act, 31 U.S.C. Sec. 3730(h) and North Carolina Whistleblower's Act
NCGS Sec.126-84 to -88 and asked that NHCHD take action in furtherance of an
investigation or resolved administratively. Upon submittal of the grievance against her
supervisor on December 2, 2005, NHCHD investigated Ms. Stockweather's travel/expense
reports and concluded that just cause for termination was found. Ms. Stockweather
concludes that NHCHD took adverse action against her after the grievance was submitted
• and that there is a causal connection between the filing of a grievance and her termination.
•
3 NEW FLAN®VER COUNTY
HEALTH DEPARTMENT
f
• r 2029 SOUTH 17TH STREET
of cPQ WILMINGTON, NC 28401-4946 `°°"TM
TELEPHONE (910) 343-6500 FAX (910) 341-4146
January 19, 2006
Allison Stockweather
New Hanover County Health Department
Public Health Regional Surveillance Team
2029 South 17th Street
Wilmington, NC 28401
Dear Allison:
This letter is to inform you that you, are dismissed from employment with New Hanover
County Health Department, effective January 19, 2006 at 5:00 pm. The basis for your
dismissal is your unacceptable personal conduct (use of agency vehicle for personal
use, submission of personal expenses for agency reimbursement, and insubordination).
Your unacceptable personal conduct was documented and discussed with you during a
• Pre-Dismissal Conference on January 17, 2006 (copy attached). This conference was
previously scheduled for January 11, 2006, but due to your illness it was rescheduled.
During the Pre-Dismissal Conference you were given the opportunity to respond to
these findings:
1. You were approved to travel to Myrtle Beach, South Carolina for an Industrial
Hygiene Conference on Thursday, September 30, 2004 and Friday, October 1,
2004. You filled up the county vehicle with gas in Wilmington at 8:06 AM
Thursday, September 30, 2004 and proceeded to the conference. You submitted
a travel expense for agency reimbursement from Sunday, October 3 2004 for
$12 in fuel from a gas station in Monck's Corner, SC (copy attached), which is 90
miles south of your approved travel destination in Myrtle Beach for Thursday and
Friday.
You stated that your Supervisor approved of your taking the county vehicle to
Monck's Corner, SC over the weekend and that you justified the additional gas
expense by taking some work with you over the weekend.
Your Supervisor stated that he did not have prior knowledge of your travel to
Monck's Corner, SC when he approved your travel expense and that he actually
thought you were in Wilmington, NC at that time.
• Not only did you drive the county vehicle for personal use without permission,
you also charged the cost of gas to the agency for this period of time, which is
unacceptable personal conduct. New Hanover County Health Department
PHRST 2 Team has no authorization to provide services beyond North Carolina.
There was no reason to do anv departmental business in Monck's Comer. SC.
• 2. You were approved for travel for the Anti-Terrorism Training through the NC
Justice Academy in Salemburg, NC on Wednesday, October 13, 2004 and
Thursday, October 14, 2004. You waived staying on campus and purchased a -
room in Fayetteville at the Holiday Inn Express for Tuesday, October, 12 and
Wednesday, October, 13 for $215.34 (copy attached). You stated that you
cancelled the room for the second night and that the hotel was going to send a
refund to the health department for the remaining balance. Upon review the
health department was never notified of a cancellation nor refunded for the
second night hotel stay.
You stated that On October 13, 2004, you arrived in Salemburg, North Carolina,
to attend Anti-Terrorism Training. On October 13, 2004 you received an
emergency phone call from Dr. Thomas Anderson, Neurosurgeon in South
Carolina, during class stating that your husband was in need of emergency
surgery as he was unable to walk or move his lower extremities, and that you
needed to come to the hospital immediately. You called Dr. Morris, PHRST-2
Team Leader, to relay this information to him who gave you permission to leave
the class immediately in the county vehicle and go to the hospital in South._
Carolina. You said you spoke to the instructor during the lunch break in class
and explained the situation to him. He understood the situation was urgent, and
stated that you would receive an "incomplete", but that you could complete the
class in the future.
You submitted a travel expense for agency reimbursement for $10 in gas (copies
attached), which was purchased at a gas station in Ladson, SC at 12:17 PM on
Wednesday, October 13 2004. Ladson, SC is approximately four hours and 224
miles from your training site in Salemburg, NC. When asked about the
discrepancy between when you said you spoke with the instructor (around lunch
time) and the purchase time on the gas receipt you said that the time on the
receipt was incorrect. You also submitted a $9 lunch (copy attached)
reimbursement request to the agency on October 13, 2004. The lunch period for
the training was from 11:30 AM-1:15_ PM and lunch was provided at $6.15 on site
(copy attached). Based on the time on the gas receipt from Ladson, SC you
were in Ladson at 12:17 PM.
You said that the reason you charged fuel expense for the trip back from
attending to your husband with the county vehicle was because you made a work
related site visit to a Chevron site in South Carolina on October 13. You also
said that your Supervisor knew of this site visit and encouraged you to work with
contacts in South Carolina.
Your Supervisor states that he did recall a phone conversation where you told
him about having to leave the training and that he did give you permission to use
the county vehicle to travel from Salemburg, NC to the hospital in South Carolina.
However, he said that the Chevron site visit was not an approved trip and that he
had no knowledge of you making the site visit. Again, we have no authorization
to provide services beyond North Carolina, there was no reason to do any
departmental business. in South Carolina.
On December 30, 2005, Scott Harrelson, Assistant Health Director requested
verification of your husband's emergency surgery on October 13, 2004. You
have not yet provided that information (copy attached). Upon review of your
payroll time entry form for the day of October 13, 2004 you recorded that you
worked a regular 8-hour day and noted in the remarks section that you attended
the "Salemburg, trip Department of Justice class Oct. 13-14'. Not only did you
use the county vehicle for personal expenses, you charged a lunch to the agency
and falsely recorded regular time rather than sick leave on your payroll time entry
form (copy attached).
You submitted requests for agency reimbursement for gas and lunch while in
South Carolina taking care of your-husband's medical emergency and also the
indication on your timesheet that you worked 8 hours on October 13, 2004 when
you actually left earlier in the day to go to South Carolina for this emergency
constitutes unacceptable personal conduct.
3. In March,2004 you had a training scheduled at Brunswick County Health
Department and cancelled the training session on the day of the training. After
that incident you were instructed not to cancel any of your scheduled trainings
unless there was an emergency. You stated that you were asked to deploy on a
• Toy Drive to Waveland Mississippi on October 26, 2005. You submitted a travel
request on October 28, 2005 to conduct a fit testing session in Pitt County on
December 12, 2005. On December 5, 2005 your Supervisor and the Assistant
Health Director instructed you that you could not use work time to deploy to
Waveland, Mississippi for a toy drive for four days. That same day you contacted
the staff at Pitt County Health Department without the approval of your
Supervisor.to cancel the scheduled training (cancellation email attached). You
cancelled this training to attend the toy drive to Waveland, MS, which does not
constitute an emergency. This is failure to carry out a reasonable request by a
Supervisor (not to cancel scheduled training sessions unless in an emergency),
which is insubordination.
Based on the information provided and discussed during the Pre-Dismissal Conference,
you are hereby dismissed from employment with the New Hanover County Health
Department for unacceptable personal conduct (use of agency vehicle for personal use,
submission of personal expenses for agency reimbursement, and insubordination).
This action is appealable under the New Hanover County Health Department Appeals
Process Policy and Procedures (copy attached).
Signed:
• r
David E. Rice, Health Director
Cc: Scott Harrelson, Assistant Health Director
Andre Mallette', Human Resources Director
Personnel File
DATE: December 2, 2005
TO: New Hanover County Health Department
• FROM: Allison Stockweather, PHRST-2 Industrial Hygiene Consultant
REGARDING: Grievance against Dr. Thomas Morris, PHRST-2 Team Leader
I allege that my supervisor, Dr. Thomas Morris, has threatened and verbally harassed me with
his unprofessional behavior in and out of the office. Presently, I am unable to communicate with
him without fear that he will harm himself, me, or members of the PHRST-2 team. Dr. Morris
has displayed signs and symptoms of an employee who may become violent at work. He has
displayed aggressive behavior by using angry, insulting, abusive language. I also feel that it is
possible that I could be endangering my well-being by submitting this grievance to New Hanover
County Health Department (NHCHD) as Dr. Morris stated on November 16, 2005, that it would
be "unwise for me to submit a grievance". Dr. Morris also stated on November 16, 2005, that if I
file a grievance, it might push him over the edge and that he was "so numb that he could not
discuss his thoughts and feelings concerning this issue anymore". The PHRST-2 team
members have attempted to act as a sounding board for him when he is upset about perceived
injustices and how he is treated by health department managers (Don Yousey, Scott Harrelson,
Dave Rice); however, he takes his frustrations out on me moreso than anyone else on the team.
This grievance discusses several instances of problems and difficult situations that PHRST-2
and I have faced this year. Dr. Morris needs an inordinate amount of hand-holding from his
employees which requires a great amount of time and energy. He has a strong need to discuss
with his employees past experiences; personal problems; and on-the-job difficulties (witnesses:
PHRST-2 team members; former PHRST-2 Nurse Epidemiologist, Judy Agner).
Dr. Morris has shared his treatment for his psychiatric illness with the entire PHRST-2 staff and
even asked me to contact his therapist if I noticed any change in his work performance (witness:
Judy Agner, Alene Hinson).
Dr. Morris proposed marriage to me in October, 2003. After discussing in detail that marriage
was not an option, I felt Dr. Morris and I had resolved the issue and could work together in a
professional manner. He showed no evidence at that time that my rejection would disrupt the
work environment.
Dr. Morris asked the PHRST-2 team members in December, 2003, that if we had any problems
within the team, that we would resolve those problems amongst ourselves, and not take them to
NHCHD management. Dr. Moms felt that NHC management could not be trusted, and we
could resolve any matter that might arise. We all agreed to discuss issues amongst ourselves
and attempt to make PHRST-2 excel. This is the reason that I previously have not brought forth
any of the problems listed in this grievance.
Dr. Morris admits to being a poor team leader and manager, October 7, 2004:
On October 7, 2004, Dr. Morris admitted that he is not able to manage employees since he has
never had a good example of someone who has managed him (witness: Judy Agner). I
explained that I felt this blame game was an excuse to not take responsibility or accountability
for how he manages PHRST-2. He stated that his "venting" to his employees made him feel
better. I asked him to seek management training and mental illness counseling. Dr. Morris
asked Judy and I to discuss our concerns with him about his supervision and to give him honest
assessments so he could make improvements and changes. He also stated that his therapist
• had given the team permission to call her if it appeared that he was not performing well.
Missing deadlines/poor example for the team, January 20, 2005:
On January 20, 2005, 1 spoke with Dr. Morris about how it appeared as if he was missing
deadlines; not responding to emails; and generally distracted. I stated that it doesn't set a good
example when he completes tasks after deadlines have passed. He angrily stated that he was
not motivated to complete work assignments or lead the team, and that he resented NHC
management for giving him deadlines that he felt he could not achieve. He acknowledged that
• he disliked leading a team since he has never managed anyone before. He then yelled at me
for "interrupting his thoughts" which seemed completely out of place and inappropriate.
I discussed the issue with Alene Hinson who also thought that Dr. Morris might not be taking his
medications or that something may have disrupted his personal life. Alene stated that she had
noticed a change in Dr. Morris.
Linda Taylor stated in November, 2005, that Dr. Morris has also yelled at her for "interrupting his
thoughts."
Researching stock market information during work, March, 2005:
In March, 2005, 1 told Dr. Morris that his addiction to the stock market appeared to be affecting
his work performed inside and outside of the office, and it concerned me that his behavior
affected how our regional contacts envisioned the PHRST team (witnesses to seeing Dr. Morris
play the stock market during conferences and meetings: Dan Wilson, Michaele Costello, Keith
Henderson, Linda Taylor). I stated that people notice when he plugs his computer into an outlet
during meetings and concentrates on the stock market rather than the speaker in attendance.
He also plugged in his computer in the front row of the SBI Methamphetamine Awareness
training (November 29, 2005, see pictures) next to Jon Harrison, Onslow County Environmental
Health Supervisor, while the lecture took place.
Unprofessional behavior, June 19, 2005:
• On June 19, 2005, 1 gave a Train-the-Trainer class for respiratory protection. I pulled into the
parking lot with a truck full of equipment. Dr. Morris was in the parking lot with a camera and I
noticed him when I stepped out of the truck. I walked over to him and said that I was glad he
was there because I could use his help unloading the truck. He told me that he was in the
process of taking pictures of the black surburban that was parked in the Environmental Health
parking spot so he could send it to Dianne Harvell because he knows the individual is not from
Environmental Health. I stated that I really needed his help, and again asked him to help me
unload the vehicle (witnesses: property management personnel who were working on the ceiling
over the loading zone). He said OK, and I walked away. Approximately 30 minutes later, I stiff
had not seen Dr. Morris. I called him in his office, and he screamed that he would not be used
as my "slave boy" any longer, and that sending the pictures to Environmental Health was of
higher priority than assisting me with equipment. He told me to ask all the other men hanging
around outside for help if I needed it. I told him that I could not believe he was yelling at me
over the speaker phone nor that a request from an employee for help would be translated into
me treating him as a slave. He stated that he was "in charge"; he had to respond to emails; and
that my work was not his priority. I responded that I felt his behavior was rude and offensive,
and that I would unload the truck myself.
Offensive remarks, September 20, 2005:
On September 20, 2005, 1 called Dr. Morris to update him on my work appointments and
successes. I mentioned that Linda and I had talked, and she had mentioned that she had asked
Dr. Morris for a key to the office three times in the past. Unfortunately, she had to take the
• Durango with my fit-testing supplies in the back because she did not have.a key to get into the
building. Consequently, this problem now involved me because Linda took all of my equipment
with her to her job site, and I was unable to obtain the equipment to put back into storage. I
explained to Linda that I would mention this to Dr. Morris. Dr. Morris exploded with, "Why the
hell is it your job to tell me that Linda needs a key? Why has she never brought this to my
attention?" I asked Dr. Morris to lower his tone of voice and not scream at me. Again, I stated
that Linda had asked him three times for the key. He explained that this was not true. I pointed
out that on many occasions the team has observed that he forgets when people address issues
• with him, and perhaps this was the case with the key. I also stated that I felt she should have
been given a key to the office when she was hired so as not to appear as if everyone else on
the team had a key except for her. Dr. Morris asserted that I am simply "staff' and he did not
know why he was wasting his time discussing this issue with me.
I stated that his outbursts were completely unacceptable. They are unprofessional and cause
me to not sleep well at night. I stated that I did not appreciate how his "drama king" (as his
therapist describes his personality) antics created an intimidating work environment, and how he
always states that I should remember that he is in charge or that I am "just staff' is demeaning.
MS Waveland incidents:
On October 17, 2005, 1 drove to MS with Dr. Keith Henderson, PHRST-3 Team Leader. During
the drive, I called to report in to Dr. Morris. Dr. Morris asked what vehicle I had taken to meet
Dr. Henderson in Fayetteville. I explained that Alene and I discussed whether or not I should
rent a county car; rental car; or take the Durango since he was in MS that week. The county
would not allow one of their cars to sit in the Fayetteville HD for one-week; the rental car option
was too expensive; so 1 took the Durango. Dr. Morris immediately began yelling that I had no
right to take the Durango since it was my responsibility to drive my personal vehicle and park it
at the Fayetteville HD for a week. He was yelling so loudly that I had to hold the cell phone
away from my ear. I stated that I did not appreciate the way that he was speaking to me and
that he could not require me to take my personal vehicle to Fayetteville. He again started
yelling at me that I should have taken my personal vehicle instead of the Durango. I asked him
if there was a reason why the Durango was needed since he was in MS; Linda was in MS; and 1
• was traveling to MS. He stated that he felt the vehicle simply should not be left at the
Fayetteville HD. He then stated that as a "punishment" that when he returned to Wilmington, he
would retrieve the Durango and that I would have to find a ride home. I stated that I would
consider filing a grievance for the type of treatment and harassment that he was using (witness:
Dr. Keith Henderson, PHRST-3 Team Leader).
When I arrived in MS on October 17, 2005, 1 spoke with Dr. Morris at the request of Mark
Bennett (SERAC Disaster Preparedness Specialist) who asked that I explain to Dr. Morris that
others were waiting for him in the van to leave for the airport. He yelled at me that his data
entry was much more important to complete even if others had to wait. I walked outside and
noticed that a van was parked in the parking lot with people literally sitting inside the van waiting
to leave the site for the airport. Dr. Morris continued to work on his data entry in the incident
command tent. I told Mark what Dr. Morris had said, and Mark replied, "I don't care how long it
takes him to leave the site as long as he leaves."
Prior to leaving the site, Dr. Morris' only departing statement to Linda was to "not believe
anything that Allison says" (relayed to me by Linda Taylor).
On October 19, 2005, Linda and I listened to several SMAT team members over dinner discuss
their opinions of Dr. Morris and his inability to interact with other team members (anti-social,
dysfunctional personality). They stated that he refused to see patients because he "was not that
kind of doctors. They stated that he remained in the incident command tent and rarely spoke to
anyone other than command staff. He never ate with other team members and never interacted
with anyone, and he was an embarrassment to PHRST-2. They asked Linda and I how we
could possibly work with someone who was so weird and strange and does he embarrass us
when we work with him on a regular basis? (witnesses: Allen Pate, Linda Taylor).
Missing interviews and deadlines, October 2, 2005:
On October 2, 2005, Dr. Morris missed a radio interview with Don AnselL I discussed this issue
with him and stated that over the past year, I've repeatedly pointed out that he frequently arrives
late to meetings or in this case misses them altogether (also had same type of discussion with
him in relation to missing Bill Furney's LHIT training, November 16, 2005, where he had been
invited to attend by Scott Harrelson, Assistant Health Department Director for NHCHD). I stated
that his missing deadlines and appointments continues to have a negative impact on the team
and gives our regional contacts a very poor impression of PHRST-2. Dr. Morris stated that he
had his reasons for missing meetings, and it should not be my concern as I was "just staff". I
noted that he had insulted me once again, in the same pattern as before, and explained that his
style of communication was unacceptable and was having a negative impact on me; the team's
productivity; and general morale. I stated that his poor communication skills were just another
sign that he needed leadership training. I also explained that perhaps the training would assist
him in responding to emails/projects in a timely manner (Sandra Malone, Carteret County, Dr.
Morris did not complete an epidemiology survey that was promised to her; Linda Taylor,
witness) and show him that arriving late to meetings and work is a sign of poor management
skills.
In response, he yelled that he was "in charge" and I should be careful how I speak to him since
he was in charge of my performance evaluation as well as my raise. I stated that since I had
never had an actual review of any performance evaluation, as is required by NHC, I didn't know
who was in charge of my raise.
Unprofessional behavior, November 14, 2005:
• On November 14, 2005, 1 received a phone call while I was working in Onslow County at 4:15
pm. Dr. Morris stated that he had missed the deadline for reviewing performance evaluations
and that Scott Harrelson, his supervisor, had chastised him and demanded that the evaluations
be placed on his desk no later than 5:00 pm that evening. Dr. Morris stated that I must return to
the office by 5:00 pm to review the evaluation and sign it. I reminded him that I was working in
Onslow County which is 1 % hours away from Wilmington, and 1 could not review the evaluation
by 5:00 pm. He screamed at me that if I did not get back to the office by 5:00 pm, he would
lower my raise from 2% to 1 % (witness: Linda Taylor and Alene Hinson; Dr. Morris was
speaking to me on speaker phone in the PHRST-2 office). I told him that I didn't realize I was
getting a less than "above-average" raise, and that I would not be threatened by him any longer.
I asked that he immediately give me Scott Harrelson's number, and I called Scott to relay the
information to him.
Unprofessional behavior, November 14, 2005:
On November 15, 2005, 1 called Dr. Morris to ask if he would like to review the performance
appraisal over the phone as it appeared that he the evaluation would not be completed on time.
He stated that "1 refuse to discuss any issues or questions with you concerning your
performance evaluation" (Linda Taylor, witness). I asked him why, and he stated that "this is
exactly why you aren't getting more than a 2% raise this year." I explained that I again needed
Mr. Harrelson's number so I could relay that Dr. Morris had stated that he "refuses to discuss
any issues or questions with me concerning my performance evaluation". Dr. Morris gave me
the number and said "go ahead and call."
• SERAC Meeting, Dr. Morris appeared threatening and menacing in public, November 16,
2005:
The confrontational manner that Dr. Morris has displayed in the office showed itself outside of
the office on November 16, 2005, at a SERAC meeting. Dr. Morris rushed into the meeting
approximately 30 minutes after it began and leaned down into my face in a very angry manner
stating, "Get back to the office right now. If you don't, I will turn your evaluation into Scott with
or without your signature." I was unable to respond as Dr. Morris immediately turned and left
• the meeting room (witness: SERAC committee members; Linda Taylor).
Performance evaluation where I realized that Dr. Morris was attempting to control me--
personal vendetta, November 16, 2005:
My performance evaluation meeting was held 5 days after Dr. Morris was required to submit the
evaluation and raise percentage to human resources for implementation.
Dr. Morris began the meeting (November 16, 2005, 1:45 pm) by stating in a very terse, loud
voice that "you are the only person who could possibly consider a 2% raise as a reprimand. I
immediately asked him to lower his voice and treat me with respect as a performance evaluation
is a meeting with two people who are discussing issues from two points of view.
Dr. Morris stated that the reason I would not receive an above average raise, although the
performance evaluation is very good, is because I do not respect him as my team leader. When
I asked him why this was the first time he had brought this problem to my attention this year,
and how I have not seen documented justification of any problems with him or other health
department staff this year, he explained that he did not have to discuss these issues with me.
He stated "as your team leader, the only power I have over you, now, is in determining
your raise." This statement caused me to realize that Dr. Morris has the potential to harm me.
He made it clear that no one in the health department, including his direct supervisor, Scott
Harrelson, could affect my raise except for him. Dr. Morris did not include any comments in the
"needs improvement" section of the performance evaluation that showed any areas where I
need improvement nor did he inform me of any other problems with my work or attitude.
• The performance evaluation is uniformly positive - noting a number of commendation letters
from our regional heath departments (see attached). I explained that I felt he was using his
authority as a personal vendetta against me.
I stated that I have not received verbal or written feedback for anything that would affect my
performance evaluation this year. Dr. Morris stated that my work productivity was not in
question, but my lack of respect for him (as shown in the employee comments of my evaluation)
is what caused him to give me a 2% raise. He stated that I should be happy with a 2% raise as
it is a "meets expectation" raise.
After Dr. Morris stated that my "20 minutes were up" I asked if we could talk with Scott
Harrelson about the performance evaluation. He angrily raised his voice and stated "I have
more important things to get done, but if you insist, I will go talk with Scott." We both
immediately met with Mr. Harrelson on November 15, 2005. We reviewed the performance
evaluation together; I stated that Scott had stated previously that it did appear when reading the
evaluation that it was above average, but that the supervisor designated the raise amount.
Scott stated that the raise is not appealable. When I asked Dr. Morris to explain any negatives
that might have affected my raise, he stated that he had received an email, from Brunswick
County where I stated that they needed to go through the respiratory protection class prior to fit-
testing. Dr. Morris felt that my email showed that I did not get along with others. I stated that
this was the first time anyone had every brought up any email to my attention nor was I aware
that anyone from Brunswick County did not understand how training must take place prior to
actual fit-testing. I asked why he had not brought this matter to my attention when it occurred or
why he didn't discuss the matter with me 20 minutes ago? He stated that he did not think it
• would make any difference with my "prose" in future emails so what was the point? I asked him
if there had been any other complaints or problems with my work performance that I was not
aware of, and he said no. I again repeated to Scott that I had not been informed of any negative
feedback throughout the year concerning my performance or attitude at work. I also stated that
if there were problems during the year, I was not presented with the opportunity to correct them.
PHRST-2 Team Members talk with Scott Harrelson about Dr. Morris' behavior and
conduct, November 17, 2005:
Dr. Morris' performance as the PHRST-2 Team Leader has gradually declined in the past year
(as discussed with Scott Harrelson, NHCHD, on November 17, 2005; Linda Taylor, Alene
Hinson, and Allison Stockweather). I stated that there have been numerous comments about
his unusual behavior and attitude (lack of social graces and inability to form normal relationships
with those that work with him) from both regional contacts (Shirley Steele, Michaele Costello,
Bill Furney, Kate Abell, SMAT II members) and other staff (HD staff and PHRST-2 members).
Discussions with PHRST-2 team members of these on-going problems over two years has
failed to result in any positive changes in his verbal harassment and attitude towards me. His
abnormal behavior shows no sign of improvement and continues to impact morale. Linda and
Alene stated that Dr. Morris' attitude has worsened; his threats are not ones that we should take
lightly ("if I find myself unemployed once again, the only way 1 will leave this office is if they take
me out in a body bag"); and his depression (shown in staff meeting, November, 2005) is
verbalized when he talks about "failing to meet his work objectives reminds him of how he felt
he could never survive in private practice since he could prescribe an antibiotic or diagnosis the
symptom, but then the patient would die anyways." Scott stated that if any of us feel unsafe or
uncomfortable around Dr. Morris, we should make sure that we are not in the same room alone
with him or travel alone with him.
Discussion with Louise Coggins, Dr. Morris' therapist, November 20, 2005:
Louise called me at home in response to Dr. Morris' request to reassure me that he will not "hurt
me." Louise stated that Dr. Morris uses his drama king personality and past
childhood/professional work experience problems as a crutch to draw pity and sympathy from
• his team members. This diversionary practice removed the spotlight from the real issue of him
being accountable for his actions. I stressed that it appeared as if my only recourse was to file a
grievance and explain that his "drama king" personality appeared to be getting out of control,
and I appeared to be the focus of his outbursts. She asked to see a copy of the grievance so
she could review the incidents with Dr. Morris in detail.
Katrina After-Action meeting, Raleigh, November 22, 2005:
Dr. Morris appeared extremely unstable when speaking to the group of PHRST members;
OPHP&R members; and OEE personnel (witness: Linda Taylor) concerning his thoughts about
the Katrina deployment. His 15 minutes worth of statements and rants of how he never felt
appreciated for all his efforts during the Katrina mission did not make any sense, and as he
spoke, he appeared to get very angry and visibly shaken. Dr. Keith Henderson and Edie
Alfanso-Sobsey both came up to me after the meeting and asked what was wrong with Dr.
Morris. Keith stated that, "You realize you work for a very angry supervisor" in front of Dr. Lou
Turner.
Judy Agner, former PHRST-2 Nurse Epidemiologist:
Judy Agner left her job as the PHRST-2 Nurse Epidemiologist in large part because of Dr.
Morris' poor performance as the PHRST-2 team leader (see letter dated November 21, 2005,
and exit interview documentation). Judy is a witness to the pattern of behavior described in this
grievance that has worsened over many years, and her feelings as to why she felt she had to
leave her job as it relates to Dr. Morris shows that his behavior has continued to harm the
PHRST-2 mission. Judy is also concerned that Dr. Morris has the ability to hurt PHRST-2
members due to our decision to bring forth his unprofessionalism as a manager to NHC
management.
I am aware that New Hanover County does not approve of hostile work environments or
harassment in any form - verbal, physical or visual. I understand that management is not
supposed to use its authority to harass employees nor imply that an employee will suffer reprisal
for reporting any act of harassment. I ask that my work environment is one where my
supervisor is responsible for ensuring that the workplace is free of harassment rather than one
in which my supervisor is actually causing the harassment. My requested remedies are:
1) Mandatory referral that Dr. Morris receive a psychiatric evaluation to determine the nature
and extent of his mental illness and whether hospitalization is needed to further assess his
unstable personality.
2) To remove Dr. Morris from a leadership position where his decisions might negatively impact
the public's health in any way or where he has the authority to manage others whose jobs also
include being responsible for the public's health. I request that he be placed in a position that is
more suitable to his self-admitted inability to provide leadership or to socially interact with
others.
3) An apology from my supervisor, Dr. Morris, for the hardship in my personal and professional
life that his poor management and unprofessional behavior has caused.
I am asking that NHCHD hear my grievance and investigate the issues stated above. I know
that a fair and equitable response from NHCHD will allow PHRST-2 team members to get back
on track as soon as possible. Thank you in advance for your assistance.
Sincerely,
Allison Stockweather
PHRST-2 Industrial Hygiene Consultant
•
NEW HANOVER COUNTY
• TRAVEL EXPENSE AND REIMBURSEMENT REPORT DATE.OF REQUEST
(this form to be used when an advance was not secured for the travel..) 1017/2004
1. Employee Name and Title 5. Explanation of Travel Report -
Allison Stockweather, Industrial Hygienist . Attended the GEMS Conference and PHRST
2. Conference Tille.and Sponsor meeting.
OEMS & PHRST, NC OEMS and NC PHP&R
3. Destination (City and State) - - - -
Greensboro, NC
4. Department
Health
6. Fund Agency Orgn. Sub. Orin. Activity Object . Sub Obj Rept Cat. 7. Dates of Travel
110 .510 5122 2000 5200 10/3/04 through 10/6/04
8. EXPENSE CATEGORY - EXPENDITURES
Date Date - Date Date - Date Date Date TOTALS
10/3/04 10/4104 10/5104 10/6104 1 /
a. Private Cal Mileage . miles)
2 a w 7?
b. Miles x $(Reimbursement Rate) $ $ - $ - $ _ $ $ - $ - $ -
c. Transportation Type
- - $
d. Lodging $
e. Breakfast (include tips) $ 6.25 $ 6.25 $ 6.25.
$ 18.75
f. Lunch (ndude tips) $ 9.00. 9.00 $ 9.00 - $ . 27.00
g. Dinner (include tips) $ 17.25 $ 1725 $ 17.25 $ - 17,25 $ 69.00
. h. Garage & Parking $ _
1. Phone (business only) 1 Ci $
. . J: Taids 8 Carfare
\ D C ( - $
k. Registration - - -
1. Miscellaneous (explain) $ 12.00 $ 20.01. $ 32.01
9. TOTAL EXPENSES - $ 2925 $ . 32.5D $ 32.50 $ 52.51 $ - $ - $ _ $ 146.76
10. Additional Comments yo~r Explanation: 11. Amount approved for reimbursement to employee 7~a
GAS ~oh rq r U 12. Voucher Number
2-063 2-
Departure Time 6:00 p.m. Retum Time 830 p.m. -
APPROVAL FOR EXPENDITURES
I certify that the foregoing expenses were incurred in the conduct of county business. -
l tJ w-cam- 10-01-DI 1 Wt .
- Employee Signatu Date De rtmem Head Signature Date
Form FO-7A
NEW HANOVER COUNTY
• TRAVEL EXPENSE AND REIMBURSEMENT REPORT DATE OF REQUEST
(rhis form to be used when an advance was not secured for the travel.) 10/25/2004
1. Employee Name and Title S. Explanation of Travel Report
-
Allison Stockweather, Industrial Hygienist Basic Anti-terrorism Awareness Training
2. Conference TNe and sponsor -
Anti4erionsm Training, NC Justice Academy
3. Destination (City and State) -
Salembu , NC
. 4. Department
Health
6. Fund Agency Orin. Sub. Orgn. Activity Object Sub Obj Rept Cat. -7. Dates of Travel.- -
110 510 5122 2000 5200 10/12/04 through 10/13/04
8. EXPENSE CATEGORY EXPENDITURES
Date Date Date Date Date Date Date TOTALS
i
10/12/04 10/13/04 / -
a. Private Car Mileage miles =:1= .
b. Miles x $(Rmmbursement Rate $ $ - $ $ - $ $ $ - $ -
c. Transportation Type $ -
it Ixidging
- e. Breakfast (include tips) $ 6.75 $ - 6.75
- f. Lunch (Include tips) $ 9.00 $ 9.00 $ 18.00
g. Dinner Onclude tips) $ 1725 $ 1725
h. Garage 8 Parldng $ -
I. Phone (business only) - - - $ -
J. Taxis 8 Carfare $
IL Registration $
1. Miscellaneous (explain) $ 10.00 L O n C~ $ 10.00
9. TOTAL EXPENSES $ 2625 $ 25.75 E $ $ - $ S $ 5200
10. Additional Comments or Explanation: 11: Amount approved for reimbursement to employee 2 , Do
Fuel for PHRST-2 vehicle 12. Voucher Number -
- 5 a2- 8-
Departure Time 11 a.m. - Return Time 6 p.m. -
APPROVAL FOR EXPENDITURES
(,certify that the foregoing expenses were incurred in the conduct of county business. -
Empl Signature Date D rtment Head Signature D to
Form FO-7A
TO: Scott Harrelson, Assistant Health Department Director
PROM: Allison Stockweather, PHRST-2 Industrial Hygienist
• RE: Response to audit of travel expenses/mileage, 2004
DATE: December 30, 2005
***Due to the December/January holidays, most witnesses that 1 attempted to contact
today are either on vacation or out of the office. Until I speak with witnesses listed in
this response, this document is not final. I will.complete the response as soon as
speak with witnesses and obtain permission for them to be contacted.*'
As requested, I am responding by email to your inquiries concerning an audit of my travel
expenses and mileage for two incidents that occurred in 2004.
You stated in number 1 of your email, dated-December 29, 2005:
You were approved to travel to Myrtle Beach for an Industrial Hygiene Conference on Thursday,
September 30, 2004 and Friday, October 1 2004. You filled up the Durango in Wilmington at 8:06
AM Thursday, September 30 2004 and proceeded to the conference. You were also scheduled to
attend a conference in Greensboro OEMS & PHRST from Sunday, October 3 2004 through
Wednesday, October 6 2004. You submitted a travel expense from Sunday, October 3 2004 for $12
in fuel from a gas station in Monck's Corner, SC, which is 90 miles south of your approved travel
destination in Myrtle Beach for Thursday and Friday.
You then drove to Wilmington, NC over three hours and 158 miles from Monck's Corner and filled up
the Durango again at 12:20 PM. From Wilmington you drove to the conference in Greensboro that
began at 1:30 PM that same day. You did not arrive on time at the conference and none of your co-
workers saw you at the conference on Sunday, October 3.
• 1 attended the Industrial Hygiene Conference on September 30, 2004, and October 1, 2004.
I stayed at the Holiday Inn Express, Hwy. 17, Myrtle Beach, South Carolina during the
conference. I was given permission by my supervisor to remain in South Carolina after my
Industrial Hygiene conference concluded and leave for the OEMS conference on October 3,
2004.
I was asked to be a speaker at the OEMS Conference 2004. Lisa Cole, OEMS Processing
Assistant, was unable to print all the handouts for the presentation and asked if I would
assist her with that task prior to arriving at the OEMS conference. I drove from Monck's
Corner, South Carolina, to Wilmington, North Carolina, on October 3, 2004, to obtain
presentation information and handouts for the conference per Lisa Cole's request. I also
worked on my presentation prior to driving from Wilmington, North Carolina, to Greensboro,
South Carolina, to attend the PHRST meeting. I drove from Wilmington, North Carolina, to
Greensboro, North Carolina, on October 3, 2004, at 6:00 pm, and attended the PHRST
meeting and the OEMS conference from October 4, 2004 - October 6, 2004. 1 did not arrive
late to the meeting as stated in your inquiry above: It was not a requirement to attend the
PHRST conference on October 3, 2004, as explained tome by my supervisor. .
Note: my supervisor was aware of my activities at all times, and approved of my travel and
expenses as shown on my expense report.
You stated in number 2 of your email dated December 29, 2005:
• You were approved for travel for the Anti-Terrorism Training through the NC Justice Academy in
Salemburg, NC on Wednesday, October 13 2004 and Thursday, October 14 2004. You waived
staying on campus and purchased a room in Fayetteville at the Holiday Inn Express for Tuesday,
October 12 and Wednesday, October 13 for $215.34. You also submitted expenses for meals on
Tuesday, October 12 2004 and Wednesday, October 13 2004. You turned in an expense for $10 in
gas, which was purchased at a gas station in Ladson, SC at 12:17 PM on Wednesday, October 13
2004. Ladson, SC is approximately four hours and 224 miles from your training site in Salemburg,
NC. 1 contacted the registrar for the NC Justice Academy in Salemburg today to verify your
• participation in the training. They had you listed as a no show in their system for the Anti-Terrorism
workshop held on October 13 and 14, 2004.
My supervisor gave me permission to obtain a room in Fayetteville on October 12 and 13,
2005, to attend the Basic Anti-Terrorism Training because we were told by previous
participants that the rooms offered on-site were not safe and were below average quality.
I traveled to Fayetteville, North Carolina, on October 12, 2004, and I stayed at the Holiday
Inn Express on October 12, 2004. 1 cancelled my reservation on October 13, 2004 (Holiday
Inn Priority Club can verify this information). The hotel desk clerk explained that they would
return the pre-paid check to the New Hanover County Health Department for the remaining
balance. On October 13, 2004, 1 arrived in Salemburg, North Carolina, to attend Anti-
- Terrorism Training. I found the location of the room and sat in the second row on the left
side of the room. Doug Robinson was the course coordinator and instructor. I received an
emergency phone call from Dr. Thomas Anderson, Neurosurgeon, during class stating that
my husband was in need of emergency surgery as he was unable to walk or move his lower
extremeties, and that I needed to come to the hospital immediately. I called Dr. Morris,
PHRST-2 Team Leader, to relay this information to him who gave me permission to leave
the class immediately in the PHRST vehicle and go to the hospital. I spoke to Mr. Robinson
during the lunch break in class and explained the situation to him. He understood the
situation was urgent, and stated that I would receive an "incomplete", but that I could
complete the class in the future.
I drove from Salemburg, North Carolina, directly to East Cooper Hospital, Mount Pleasant,
• South Carolina, on October 13, 2004. After ensuring my husband was taken care of and
recovering from surgery, I concluded work that I had initiated in South Carolina earlier in the
year. I met with Keith Morel, ChevronTexaco, for a site safety visit. I was able to assist Mr.
Morel with a site visit and discussions on IH safety and save PHRST-2 the expense of a trip
to South Carolina. I left Charleston, South Carolina, on October 13, 2004, after completion
of my work with Mr. Morel, and filled up the PHRST vehicle with $10.00 worth of fuel in
Ladson, South Carolina.
Keith Morel is on vacation until January 3, 2006; however, I have left him a message to call
me in order to verify my site visit. When I speak with Mr. Morel to receive his permission to
be contacted, I will provide you will his number.
I called the West Campus of North Carolina Justice Academy today and spoke with Meg
Lunsford, Program Assistant, to ask why I am listed as a "no-shovel" in their database. I was
told by Mr. Robinson that I would be listed as an "incomplete", and I could complete the
remaining portion of the class in the future. She understood, and stated that it simply may
be an error, but that she would have to verify all information with Mr. Robinson who is on
vacation. I stated that I needed Mr. Robinson to verify my presence in the class, and she
explained that the information will be submitted to Mr. Robinson, and he will return my call.
However, he will be on vacation until January 17, 2006.
Note: as stated in the previous response, my supervisor was aware of my activities at all
times, and approved of my travel and expenses as shown on my expense report.
•
• Scott Harrelson To: Allison Stockweather/NHC@NHC
01 /06/2006 08:37 AM cc:
Subject: Re: 10/13/04 informationri
The information you have mentioned below would be fine for verification.
Allison Stockweather
F Allison Stockweather To: Scott Harrelson/NHC@NHC
01/05/200602:41 PM Subjeccc:
t: 10113/04 information
~
H 4
Scott,
I received the information on Jesse's surgery from Dr. Thomas Anderson. However, what Dr. Anderson
has sent me is the entire group of surgery clinical notes which are obviously private. At the top of one
page, it does list the name of the hospital; Jesse's name; data of surgery; and doctor's name, but I would
need to blank out the rest of the page. Would you like me to provide you with this information?
Or do you need further evidence that what I stated in my response concerning 10113104 is true?
Also, I spoke with Doug Robinson from the NC Justice Academy. He verified with the instructor of the
10/13/04 class that I arrived at class and had to leave due to a personal emergency. The retired instructor
• (Roy House) stated that I should have received an incomplete not a "no show", and Monique Flynn,
Registrar, is correcting this information. If you would like to verify this information, Mr. Robinson will
return to his office on January 18, 2006.
I will not have my computer with me at home and will not respond to email messages while I am
recuperating from my illness. Please call me at home or on the cell phone if you need to speak with me
_._...-today.
Thanks.
Allison
Sincerely,
Allison A. Stockweather
Bioterrorism Industrial Hygienist
2029 S. 174 Street
_ Wilmington, North Carolina 28401
Office: 910343-6761 _
Cell: 910-512-3796
•
02/20/2002 16:36 8432785211 THOMAS 5 ANDERSON MD PAGE 04
•
EAST COOPER REGIONAL MEDICAL CENTER
2CC 0701L"nie Dodds Elva.
1Mt. Plsta=t, SC 29464
REDORT. QF OPERATION
Patient Name: ROGERS, JESSE MRN: 5502615
X03: Pt. Class! -Room/Bed:
Surgeon! £gtm, MD Hate of Operations 10/13/2004
Assistante= - -
•
NEW HANOVER COUNTY
• HEALTH DEPARTMENT _
a` 2029 SOUTH 17Tr STREET
e WILMINGTON, NC 28401-4946 MEW NPNOVE R COUNTY NEI~N
~NORfH~p ' .
TELEPHONE (910) 343-6500 FAX (910) 341-4146
TO: Allison Stockweather, Industrial Hygienist
FROM: Scott Harrelson, Assistant Health Director
RE: Status of Grievance
DATE: December 12, 2005
On December 2, 2005 you submitted documentation to be considered for a grievance against
your Supervisor, Dr. Morris. Prior to submitting your documentation I shared with you the
guidelines on what constitutes a grievance according to State Personnel. Based on the
documentation you submitted, I was unable to establish grounds for a grievance.
My next step was to seek guidance from New Hanover County Personnel and our State/Regional
Personnel Office. Upon review of the documentation our Regional representative met with her
contact at the State Personnel Office to determine if there was cause for a grievance. They
determined that there was not. The basis for this determination was that there were no sexual
undertones to constitute sexual harassment and there was no basis for a hostile work
• environment. They did agree that several of the allegations needed to be investigated. Based on
the outcome of the investigation those items will be addressed accordingly.
The remedies that you listed in your submission to me were:
1) Mandatory referral that Dr. Morris receive a psychiatric evaluation to determine the nature
and extent of his mental illness and whether hospitalization is needed to further assess his
unstable personality.
2) To remove Dr. Morris from a leadership position where his decisions might negatively impact
the public's health in anyway or where he has the authority to manage others whose jobs also
include being responsible for the public's health. I request that he be placed in a position that is
more suitable to his self-admitted inability to provide leadership or to socially interact with
others.
3) An apology from my supervisor, Dr. Morris, for the hardship in my personal and professional
life that his poor management and unprofessional behavior has caused.
At this point I am conducting an investigation into the incidents you outlined in your
documentation. Your number one remedy will not be pursued by the Health Department. I will
conduct a thorough investigation of the incidents in question and act on those accordingly.
•
• November 21 ; 2005 .
To Whom It May Concern;
My decision to leave the employ of New Hanover County (as the PHRST Nurse
Epidemiologist) last fall was based largely.on my relationship - or lack thereof- with my
immediate supervisor, Dr. Thomas Morris.
While lice] that he is extremely knowledgeable about infectious disease, in my opmion,
he has no management skills whatsoever. Within my fast thirty days, Dr_ Moms made it
apparent that if there was to be any team motivation/guidance, it was going to have to
come from the team members and not him. I found him to be the most self-absorbed
individual I had ever met professionally. Within the first 6 months, I noted his
sometimes profound mood swings as evidenced by his closing the office door and not
speaking even a morning 'belle' for days. On the contrary, he was at times jovial and
outgoing. Dr. Morris made no attempt to hide his personal life often berating former
bosses and going into detail about his childhood, He volunteered infontiation about the
fact that he was/has been/is in various types of therapy and that his moods should be
excused because his "weds aren't right,
In the summer of 2004 I felt that his behaviors were adversely affecting the team.
Examples include his pacing the hallway, storming in or out of the office; insisting that
"what goes on in the camp, stays in the camp", and behaving in a manner that I felt was
unprofessional. I got tired of others asking "is he OK?' "Is he always like that?" "Can't
You teach him how to dress?" "How do you stand working around hitn"? I made
considerable effort to stay "under his radar" because of his behavior. When another .
Professional oppar ftuk presented itself, I was relieved not to have to work under those
conditions any further. My exit interview with Libby Moore reflected my opinions and I
was contacted for written follow-up by the North Carolina Employment Security
Commission last sprlrtg.
While he was not threatening toward me, I did/do believe fir. Morris is unstable. It is not
my place to comment on his relationship with Allison, but she and I have stayed in
contact since I resigned, From what she has told me, I support her reluctance to being in
close proximity to Dr. Morris. As a survivor of domestic violence, I am v-*yaware of .
the non-verbal cues as well as the tone of voice. Some time before I left, I offhandedly
made the comment to Allison "if anything happens to you, I know where to start looking
(referring to Dr. Morris)" and I am disappointed to see that events have progressed to this
point.
I can further assist or clarify any of these points, please do not hesitate to contact me.
dith Agner RN 138
(w) 910-7634986, ®.910-617-3664
rox xasxs .
New Hanover High School Wellness Center
1307 Market St
Wilmington NC 28401
910-7634988 voice
910-763-4990 fax
FAX COVER SHEET
DATE: l 1- Z $ - t) J No. of Pages
• f~ l
To ~3~\i S rrt N
Phone Fax 3 %4 Z 2 S Z~
~1J
FROM.
MESSAGE:
If all pages are not received or are not in satisfactory condition, please notify us at the
above phone number.
Unauthorized interception of this communication could be a violation of federal and state
laws. The documents attached to this transmittal contain confidential information. They
belong to the sender and are legally privileged.
• This informatiorr contain in this communication is intended for the use only by the
authorized receiver name above. It cannot be re-disclosed for use by any other party.
• 9103414293 - rvhv711ArvVVm4MUmn
EXIT INTERVIEW QUESTIONS
1, - What prompted you to seek alternative employmentfleave?.
2. What did ydu'thlnk of yourb0penlision in regard to the following?
(Please circle your answer)
Demonstrated fair and equal treatment: Excellent Good Far Poor
Provided recognition on the job: Excellent Good Fair oor
Developed cooperation and teamwork: Excellent Good ai Poor
Encouraged and listened to suggestions: Excellent Good Fair.
Resolved complaints and problems: Excellent Good Fair oor .
• Followed policies and procedures: Excellent Good(S) Poor
Comments;
Jwoald nafi be. ~84rn'n~
wow 1i it
3. How would you rate the following In relation to your job:
(Please circle your answer)
Cooperation within your department: Excellent -Good l!P Poor
Cooperation with other departments: Excellent O oo Fair Poor
Communications within your department: Excellent Good \::J Poor
Communications within the county as a whole: Excetlenf oo Fair Poor
Communications between you and your manager. Excellent Good Fairoor
The training you received: Excellent G o Fair Poor
potential for career growth: Excellent Fair Poor.
Opportunity for advancement: Excellent Fair Poor
• Comments:
• 0103414203 NEW HANOVER HUMA 12:08:48P.m. 11-28-200D 1vn
Page 2
4. Was your job what you expected It to be? NO : s
If no, explain how it was different: 'O~tw t1r Lvvvr. + w-
5. Was your workload usually: Toa t~ Varied, but ali right;
A~o ut dg ; oo light
Comments:
B. How did you feel about your salary and the employee benefits provided by :HC?
(Please circle your answer)
Base salary. Excellent od Fair Poor
Medical/Dental Plan: Excellent ood Fair Poor
• Life/Long Term Disability/Short Term Disability: Excellent ov Fair Poor
Vacations: Drcellotlt Good Fai Poor
Are there any other benefits you feel should have been offered?
Comments:
7. What did you like most about your job and/or the County?
4~.:~ Wt•r•esp4vK, N. D.
8. What did you like least about your job and/or the County?
8. If applicable, what does your new job offer have that your current job does not
have?. SW .0% ttyotle LN:G.x ?CIA- tue. wt rftesou
10. Would you fecommend the County to a .friend as a place to work? YE NO
Why/Why Not?
• 11. Is there anyone you would like this completed form to be shared wily?
~l 1 1 M1 0 ~ %vi ~Y CA, St 0 yr l~Q~bPv^
4.rt .C&O.L. A4 l~wovB.r4~.T1 Mp~.
• 8103414283 NEW HANOvER HuMA 12:07:14 P.M. 11.264U0D ant
4. 1 am leaving the employment of New.Hanover County for the
following reason(s): Please circle all that apply.
Insufficient Pay Better Better Lack of
Opportunity in Opportunity With Promotional
the Private Another Opportunity
Sector Government
Entity
Relocation - Return to School Military Service Retirement
moving out of
the area
the ase Work Conditio Conflict with th Conflict with i
specify below) Physical 11 Supervisor other employees
Environment
Dismissal Dismissal Reduction In Expiration of
(Probationary). (Regular) Force Appointment
Please use this space to comment:
~ PNes tom.. t~.a,d uo rea?. ~.~.~~~or~
cin 1n,d+,a? c ~ ~-~"l~t a`c'w~.~ al,.~
- oP r4 lY,,.t tMaier . 1~t,nst
R•~ 'rZ`~ JO U&nUR.T' %A* is 2 VLAA.\
~ f ; s'~ 't.JowtL .tM?<<~w•yNA.wY -~w tue 8~t1' 0~?~tr~.s
pe Di r" w J!'LlKtw NnLda /n 11~4e
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Si atu a Date
• i Allison Stockweather To: Scott Harrelson/NHC@NHC
11/29/200504:21 PM cc:
bra
- - Subject: Re: exit eval[
Yes, we overcame the problem, with your help, and became a stronger unit because of it. Her
unfavorable remarks were due to how she felt that 1 hurt her----but as most "normal" adults do, we talked
about it, listened to what the other person had to say, and actually made things better rather than worse.
Judy's opinion concerning Dr. Morris' behavior from the time she worked here until the time she left are
very important because she can verify all that has been told to you already by the team members who
work here now. How she feels about me is not the focus; her viewpoint on why she left her job as it
relates to her supervisor is what I'm focusing on concerning the grievance.
Just my thoughts on the issue and believe me, I've thought about it a great deal.
Allison
Sincerely,
Allison A. Stockmeather -
Bioterrodsm Industrial Hygienist
2029 S. 17~ Street
Wilmington, North Carolina 28401
• Office: 910-343-6761 "
Cell: 910-512-3796
Scott Harrelson
Scott Harrelson To: Allison Stockweather/NHC@NHC
11129/2005 04:04 PM cc: -
Subject: Re: exit evaIQ
Allison, r.
During my talks with Judy her remarks toward your behavior were none to kind either. You two weren't
even speaking at the time. She told me that you were being very cold and unfriendly.
Scott
Allison Stockweather
Allison Stockweather To: Scott Harrelson/NHC@NHC
• ~r--~, 11/291200503:21 PM cc:
r Subject: Re: exit evaQ
• Scott,
Judy's evaluation shows a previous behavior pattern that is the same as what we are dealing with now.
Nothing has changed----except that it has gotten worse. Judy's statement of what she went through
here----and all her experiences with Dr. Morris---- is really a testament to what the PHRST-2 employees
have to deal with on a regular basis. I'm shocked that no one took a good look at WHY she left herjob.
Certainly, the health department doesn't want to loose more PHRST team members for the same exact
reason why Judy left?
I would think you would want to talk with Judy more than many others she is a key witness to Dr. Morris'
behavior.
I will submit the information to you this week.
Allison
• Sincerely,
Allison A. Stockweather '
Bioterrorism Industrial Hygienist
2029 S. 17~ Street -
Wilmington, North Carolina 28401
Office: 910343-6761
Cell: 910512-3796 - - -
Scott Harrelson
Scott Harrelson To: Allison Stockweather/NHC@NHC -
11129/2005 02:50 PM cc:
Subject: Re: exit evalQ
Allison,
Judy resigned some time ago and I was involved in several discussions with her before she left. That
information would be of little consequence tome in what we are dealing with. Please don't let that holdup
your submitting me the rest of the story.
Scott
• Scott
Allison Stockweather -
Allison Stockweather To: Scott Harrelson/NHC@NHC
11/2812005 09:22 AM cc: judyagner3@hotmail.com
Subject: exit eval
Scott,
I am waiting for Libby (human resources) to send Judy Agner a copy of her exit evaluation before I submit
the final grievance this week. Judy has attempted to reach her several times with no luck. Is there
anyway you can call her to speed up the process? I'd appreciate it.
Thanks!
Sincerely,
Allison A. Stockweather
Bioterrorism Industrial Hygienist
2029 S. 17N Street
Wilmington, North Carolina 28401
• Office: 910343-6761 -
Cell: 910-512-3796
•
NEW HANOVER COUNTY Wk
HEALTH DEPARTMENT 2029 SOiTI'H 17TB STREET vMGTON, NC 28401-4946 "n""O"°
WHZ
TELEPHONE (910) 343-6500 FAX (910) 3414146
February 3, 2006
Allison Stockweather
1605 Covey Lane
Wilmington, NC 28411
Dear Ms. Stockweather,
I received your letter dated February 1, 2006 appealing my decision to dismiss you from
employment with the New Hanover County Health Department (NHCHD) on January 19.
In accordance with the NHCHD Dismissal and Appeals policy, I have scheduled your appeal at
4:00 p.m. on Thursday, February 9. This meeting will be held in the I" Floor Small Conference
Room at the NHCHD Main Facility on 2029 South 17a' Street.
Sincerely,
• David E. Rice
Health Director
Cc: Scott Harrelson, Assistant Health Director
Andre' Mallette, Human Resources Director
•
1605 Covey Lane
Wilmington, North Carolina 28411
February 1, 2006
New Hanover County Health Department
Attn: Mr. David Rice, Health Director
2029 S. 17'h Street
Wilmington, North Carolina 28401
Dear Mr. Rice:
On January 19, 2006, you informed me that I was dismissed from employment with the
New Hanover County Health Department (Public Health Regional Surveillance Team 2).
In accordance with the New Hanover County Health Department Appeals Process
Policy and Procedure GS-ADM-012, 1 am appealing this decision. I request that my
case be presented to the Department Director in accordance with GS-ADM-012.
• Please contact me by mail to make arrangements for my case to be presented in a
timely manner.
Sincerely,
Allison Stockwe er
Cc: Scott Harrelson, Assistant Health Director
Andre Mallette, Human Resources Director
~
Received by Date /r 4~7
•
NEW HANOVER COUNTY
HEALTH DEPARTMENT
° 2029 SOUTH 17TH STREET
WH,DHNGTON, NC 28401-4946 NEW
x TELEPHONE (910) 343-6500 FAX (910) 341-4146
January 19, 2006
65 Allison Stockweather Roe ~)O New Hanover County Health Department V" Public Health Regional Surveillance Team 1 I h(~1
2029 South 17"' Street 1 /
Wilmington, NC 28401Nn.( PO
Dear Allison: tom/
This letter is to inform you that you are dismissed from employment with New Hanover
County Health Department, effective January 19, 2006 at 5:00 pm. The basis for your
dismissal is your unacceptable personal conduct (use of agency vehicle for personal
use, submission of personal expenses for agency reimbursement, and insubordination).
Your unacceptable personal conduct was documented and discussed with you during a
Pre-Dismissal Conference on January 17, 2006 (copy attached). This conference was
. previously scheduled for January 11, 2006, but due to your illness it was rescheduled.
During the Pre-Dismissal Conference you were given the opportunity to respond to
these findings:
1. You were approved to travel to Myrtle Beach, South Carolina for an Industrial
Hygiene Conference on Thursday, September 30, 2004 and Friday, October 1,
2004. You filled up the county vehicle with gas in Wilmington at 8:06 AM
Thursday, September 30, 2004 and proceeded to the conference. You submitted
a travel expense for agency reimbursement from Sunday, October 3 2004 for
$12 in fuel from a gas station in Monck's Corner, SC (copy attached), which is 90
miles south of your approved travel destination in Myrtle Beach for Thursday and
Friday.
You stated that your Supervisor approved of your taking the county vehicle to
Monck's Corner, SC over the weekend and that you justified the additional gas
expense by taking some work with you over the weekend.
Your Supervisor stated that he did not have prior knowledge of your travel to
Monck's Corner, SC when he approved your travel expense and that he actually
thought you were in Wilmington, NC at that time.
• Not only did you drive the county vehicle for personal use without permission,
you also charged the cost of gas to the agency for this period of time, which is
unacceptable personal conduct. New Hanover County Health Department
PHRST 2 Team has no authorization to provide services beyond North Carolina.
There was no reason to do anv departmental business in Monck's Corner. SC.
2. You were approved for travel for the Anti-Terrorism Training through the NC
Justice Academy in Salemburg, NC on Wednesday, October 13, 2004 and
Thursday, October 14, 2004. You waived staying on campus and purchased a
room in Fayetteville at the Holiday Inn Express for Tuesday, October, 12 and
Wednesday, October, 13 for $215.34 (copy attached). You stated that you
cancelled the room for the second night and that the hotel was going to send a
refund to the health department for the remaining balance. Upon review the
health department was never notified of a cancellation nor refunded for the
second night hotel stay.
You stated that On October 13, 2004, you arrived in Salemburg, North Carolina,
to attend Anti-Terrorism Training. On October 13, 2004 you received an
emergency phone call from Dr. Thomas Anderson, Neurosurgeon in South
Carolina, during class stating that your husband was in need of emergency
surgery as he was unable to walk or move his lower extremities, and that you
needed to come to the hospital immediately. You. called Dr. Morris, PHRST-2
Team Leader, to relay this information to him who gave you permission to leave
the class immediately in the county vehicle and go to the hospital in South
Carolina. You said you spoke to the instructor during the lunch break in class
and explained the situation to him. He understood the situation was urgent, and
stated that you would receive an "incomplete", but that you could complete the
• class in the future.
You submitted a travel expense for agency reimbursement for $10 in gas (copies
attached), which was purchased at a gas station in Ladson, SC at 12:17 PM on
Wednesday, October 13 2004. Ladson, SC is approximately four hours and 224
miles from your training site in Salemburg, NC. When asked about the
discrepancy between when you said you spoke with the instructor (around lunch
time) and the purchase time on the gas receipt you said that the time on the
receipt was incorrect. You also submitted a $9 lunch (copy attached)
reimbursement request to the agency on October 13, 2004. The lunch period for
the training was from 11:30 AM-1:15 PM and lunch was provided at $6.15 on site
(copy attached). Based on the time on the gas receipt from Ladson, SC you
were in Ladson at 12:17 PM.
You said that the reason you charged fuel expense for the trip back from
attending to your husband with the county vehicle was because you made a work
related site visit to a Chevron site in South Carolina on October 13. You also
said that your Supervisor knew of this site visit and encouraged you to work with
contacts in South Carolina.
Your Supervisor states that he did recall a phone conversation where you told
him about having to leave the training and that he did give you permission to use
• the county vehicle to travel from Salemburg, NC to the hospital in South Carolina.
However, he said that the Chevron site visit was not an approved trip and that he
had no knowledge of you making the site visit. Again, we have no authorization
to provide services beyond North Carolina, there was no reason to do any
departmental business in South Carolina.
On December 30, 2005, Scott Harrelson, Assistant Health Director requested
verification of your husband's emergency surgery on October 13, 2004. You
have not yet provided that information (copy attached). Upon review of your
payroll time entry form for the day of October 13, 2004 you recorded that you
worked a regular 8-hour day and noted in the remarks section that you attended
the "Salemburg, trip Department of Justice class Oct. 13-14". Not only did you
use the county vehicle for personal expenses, you charged a lunch to the agency
and falsely recorded regular time rather than sick leave on your payroll time entry
form (copy attached).
You submitted requests for agency reimbursement for gas and lunch while in
South Carolina taking care of your husband's medical emergency and also the
indication on your timesheet that you worked 8 hours on October 13, 2004 when
you actually left earlier in the day to go to South Carolina for this emergency
constitutes unacceptable personal conduct.
3. In March,2004 you had a training scheduled at Brunswick County Health
Department and cancelled the training session on the day of the training. After
that incident you were instructed not to cancel any of your scheduled trainings
unless there was an emergency. You stated that you were asked to deploy on a
Toy Drive to Waveland Mississippi on October 26, 2005. You submitted a travel
request on October 28, 2005 to conduct a fit testing session in Pitt County on
December 12, 2005. On December 5, 2005 your Supervisor and the Assistant
• Health Director instructed you that you could not use work time to deploy to
Waveland, Mississippi for a toy drive for four days. That same day you contacted
the staff at Pitt County Health Department without the approval of your
Supervisor to cancel the scheduled training (cancellation email attached). You
cancelled this training to attend the toy drive to Waveland, MS, which does not
constitute an emergency. This is failure to carry out a reasonable request by a
Supervisor (not to cancel scheduled training sessions unless in an emergency),
which is insubordination.
Based on the information provided and discussed, during the Pre-Dismissal Conference,
you are hereby dismissed from employment with the New Hanover County Health
Department for unacceptable personal conduct (use of agency vehicle for personal use,
submission of personal expenses for agency reimbursement, and insubordination).
This action is appealable under the New Hanover County Health Department Appeals
Process Policy and Procedures (copy attached).
Signed:
David E. Rice, Health Director
. Cc: Scott Harrelson, Assistant Health Director
Andre Mallette', Human Resources Director
Personnel File
NEW HANOVER COUNTY
HEALTH DEPARTMENT _
2029 SOUTH 17TH STREET,
WH MMMMGTON, NC 28401-4946
TELEPHONE (910) 343-6500 FAX (910) 3414146
MEMORANDUM
TO: Allison Stockweather, Industrial Hygiene Consultant
FROM: David E. Rice, Health Director
DATE: January 10, 2006
SUBJECT: Pre-Dismissal Conference
I am scheduling a Pre-Dismissal Conference with you on Wednesday January 11, 2006, at 3 p.m
The conference will be held in the Thomas Fanning Wood Conference at the Health Department w
Scott Harrelson. The purpose of this Pre-Dismissal Conference is to consider dismissing you from
employment with New Hanover County Health Department, Public Health Regional Surveillance
• Team.
The basis for this conference is unacceptable personal conduct. I have listed the issues as follows
1. You were approved to travel to Myrtle Beach for an Industrial Hygiene
Conference on Thursday, September 30, 2004 and Friday, October 1 2004. You
filled up the Durango in Wilmington at 8:06 AM Thursday, September 30 2004
and proceeded to the conference. You were also scheduled to attend a
conference in Greensboro OEMS & PHRST from Sunday, October 3 2004
through Wednesday, October 6 2004. You submitted a travel expense from
Sunday, October 3 2004 for $12 in fuel from a gas station in Monck's Comer, SC,
which is 90 miles south of your approved travel destination in Myrtle Beach for
Thursday and Friday. You took the PHRST 2 Durango over the weekend for
personal use and charged $12 in fuel to the Health Department (expense
report/receipt attached).
2. You were approved for travel for the Anti-Terrorism Training through the NC
Justice Academy in Salemburg, NC on Wednesday, October 13 2004 and
Thursday, October 14 2004. During the conference you received an emergency
phone call from Dr. Thomas Anderson, a Neurosurgeon at East Cooper Hospital,
Mount Pleasant, South Carolina, stating that your husband was in need of
• emergency surgery as he was unable to walk or move his lower extremities, and
that you needed to get to the hospital immediately. You called Dr. Morris,
• PHRST-2 Team Leader, to relay this information to him who gave you. permission
to leave the class immediately in the PHRST vehicle and go to the hospital.
During the time you were in South Carolina taking care of your husband's
medical needs, you charged $10 gas to the agency and charged a $9 lunch
expense to the agency (expense report/receipts attached).
3. On March 18, 2004 you cancelled training in Brunswick County. You were
instructed at that time that you were not to cancel any future scheduled training
sessions unless cancellation was due to an emergency situation. Canceling
training sessions places an undo hardship on agencies when they have staff
scheduled to attend a session.
On December 5, 2005 you contacted the staff at Pitt County Health Department
without the approval of your Supervisor to cancel a training scheduled for
12/13/05 (cancellation email attached). You cancelled this training to attend a
non-work related toy drive to Waveland Mississippi. You knew you did not have
supervisory approval to go to Waveland, MS on 12105/05 when you cancelled the
training because you contacted Scott Harrelson to say that Dr. Morris was not
going to allow you to use work time to go to Waveland, MS. Attending a toy
drive would not be considered an emergency situation.
You will be given an opportunity in the Pre-Dismissal Conference to respond regarding
• the items listed above.
Cc: Andre' Mallette, Human Resources Director
Scott Harrelson, Assistant Health Director
Personnel File
•
NEW HANOVER COUNTY
• TRAVEL EXPENSE AND REIMBURSEMENT REPORT DATE.OF REQUEST
(This four, to be used when an advance was not secured for the traveL) 1017/2004
1. Employee Name and Title 5: Explanation of Travel Report .
Allison Stockweather, Industrial Hygienist Attended the OEMS Conference and PHRST
2 conrerence Tiue.and sponsor meeting.
OEMS & PHRST, NC OEMS and NC PHP&R
3. Destiratkx (City and State)
Greensboro, NC
4. Department
Health
6. Fund Agency Orin. Sub. Orgn. A ' ' Object Sub Ob Rept cat. 7. Dates of Travel
.110 510 5122 2000 5200 10/3/04 ffaouph 10/6/04
8. EXPENSE CATEGORY EXPENDITURES
Date Date Date Date Date Date Data TOTALS
103104 1014IM4 1015104 1018A4 /
a. Pdvate Car Mileage (0 miles
b. Miles x S(ReimWnsernent Rafe) $ $ - $ E Z S $ s
c. Transportaft Type $ -
e. Breakfast (meiude tips) S 625 $ 625 E 625 $ 16.75
• f. Lunch (Include tips) $ 9.00- S 9.00 $ 9.00 $ 27.00.
9. Dinner (include tips E 1725.$ 1725 $ 1725 S 1725 $ 69,00
h. Garage & Perldrg $
_
1. Phone (business onlyL. S G $
Taxis 8 Carfare - O C p f/ S_
k. Registration ~.1 y
1. Miscellaneous (explain) E 12.D0 E 20.01 E 3201
9. TOTAL EXPENSES E - 29.25 $ 3250 E 32.50 $ 52.51 E $ $
E 146.76
W. Additional Commems or Explanation: 11. Amount approved for reimbursement to employee
G~. ( ly/~,~ U CL 12 Voucher Number
~Ja fin. > r -503 2- .
Departure Time 6:00 p.m. Return Time 8:30 p.m.
APPROVAL FOR EXPENDITURES
I certify that theforegoirg expenses were irxarrred in the conduct of county business. -
Employee Slgrratut Date D rtment Head Signature e
Form FO-7A
MINI MART #9 ENMAR f•,3SQ
'A7 NC 42 WEST MONCKSCORNERHW~g461
GARNER, NC. 27529
00036372080-01 240000009109-001
F
RIENDLY4QUICK MART ENMARK MBNCKS CORNER
5447 NC W
GARNER NC
VISA
STOCKWEATHERIALLISO
REF # 9800060014 2 VI AUTH#069261 .
DATE 10/06/04 14:28 3TOCKWEATHER/ALLISON
PUMP # 06 SEC# 0074 EXP:**/**
PRODUCT UNLD DATE 10/03/04 09;33 ,
GALLONS 10.650 REF #2760000032000130
PRICE/G: $1.879 BATCH#69
FUEL SALE $20.01
APPROVAL # 504338 PUMP #02 B
PRODUCT: REG
VOLUME: 6.764G
PRICE/G: s 1769
HAVEHAN~ICE`~DAY TOFUEL TAL SALE i2.oo.
HAVEHAnNICEUDAY
HAPPY HOLIDAYS
ENMAF
426 NOR,m n T oc
MONCKSCORNER SC29461
240000008109-001
ENMARK MONCKS CORNER
MINI MART #9
GAkNEkNC 42 WEST;
VI AUTH#069261 0603637 Y"OQU 80- G7~29
STOCKUEATHERIALLISON ~RIENOLICK MART
SEO# 0074 EXP:ykyklykyK GpRNEN 42 W
DATE 10103104 09:33
REF#2760000032000130 STOC
BATCH#69 KNEATHER1pLL SO
PUMP 9800060014 2
DATE #
#02 B PUMP 101c61044.14 228
PRODUCT: REG PRODUCT 6
VOLUME: 6,784E UNLD
PRICEIG: s . 1769 GALLONS' 10.650
FUEL SALE: 12.00 PRICE/G: $1 879
TOTAL SALE ffi 12.00 APPkOUASALE ~$P0 01
# .,64338
THANK YOU
HAVE A NICE DAY THANK YOU
HAPPY HOLIDAYS HAVE A NICE DA'y'
. Allison Stockweather To: Nene HinsotVNHC@NHC -
CC'
• 09/17/2004 01:43 PM
Subject: Holiday Inn Express Confirmation 1161326325
Alene,
Please send a check to Holiday Inn Express (confirmation below) for my Salemburg trip on Oct 12 and
13. Thanks!
MOST RESPECTFULLY,
ALLISON
ALLISON A. STOCKWEATHER
BIOTERRORISM INDUSTRIAL HYGIENIST
PHRST-2
2029 SOUTH 17TH STREET
WILMINGTON, NC 28401
OFFICE PHONE: 910-343-6761 I O r
FAX: 910-342-2528 .{i
CELL PHONES: 910-512-3796; 910-367-2396
Forwarded by Allison Stockweather/NHC on 09/17/2004 01:41 PM
Holiday Inn Express To: astockweather@nhcgov.com - \J
s <rescon£nn@ichotels cc:
• group.com> Subject: Holiday Inn Express Confirmation 116132632.5
09/17/2004 01:26 PM
Friday, September 17, 2004
To the attention of ALLISON STOCKWEATHER,
Thank you for choosing Holiday Inn Express as your preferred hotel. Below you
will find the details of your reservation. If you would like additional
information about your destination hotel, we suggest you visit us online at
http://www.hiexpress.com
Confirmation Number & Guest Information
n / t~
Confirmation 61326325 If I'~'(;(~jQ 7 et
ALLISON STOCKWEATHER
Hotel.Accommodations ec4 Q
r a October nights
room, I KING EXEC MINI SUITE Non Smoking
1
HIEX FAYETTEVILLE-FT BRAGG, NC
1706 SKIBO RD -
FAYETTEVILLE NORTH CAROLINA UNITED STATES
• 910/867-6777 <K% )n'cnnL
-
NEW HANOVER COUNTY
TRAVEL EXPENSE AND REIMBURSEMENT REPORT DATE OF REQUEST
(This form to be used when an advance was not secured for the travel.) 10125/2004
1. Employee Name and Title 5. Explanation of Travel Report
Allison Stockweather, Industrial Hygienist Basic AntFterrorism Awareness Training
2.conference Title and Spersa .
Anti-terrorism Training, NC Justice Academy
.
3. Deatiraticn (City and Side)
Salembu , NC
4. Department
Health
6. Fund Orgn. Sub. Orgn. Activity O ' Sub O ' R Car. - 7. Dates of Travel
110. 510 5122 2000 5200 10/12/04 mrargn 10/13104
a. EXPENSE CATEGORY EXPENDMURES .
Date Dale Date Date Date Date - Date TOTALS
' 10I12ID4 10/13'04 / /
a. Private cer (9 miles
b. Miles x s(Relffftm na rd Rate $ $ $ i S - S - E $
c. Transportation Type $
a:. Lodilft $
e. Breakfast (ladude $ 6.75 S 6.75
f. Lunch (include ups) - $ 9.00 $ 9.00 - $ 18.00
• . i men (include tips) $ 1725 $ 1725
h. Garage 8 Parking - i
1. Phone (business $ .
S
1. Taxis 8 Carfare
IL R isbatlon $
L Miscellaneous (explain) $ 10.00 S 10.00
9. TOTAL EXPENSES $ 26251$ 25.75 $ $ - $ - $ - $ - $ . 5200 `
10. Additional Commends or E)planation: 11. Amount approved for. reimbursement to employee Z, DO P
Fuel forPHRST-2 vehicle 12 Voucher Number
5122-
Departure Time 11 a.m. Retum Time 6 p.m.
APPROVAL FOR EXPENDITURES
I certify that the foregoing expenses were incurred m the conduct of county business.
I
Empl' Signature Date D rtme 9 Head Signature D to
/ Form FO-7A
SUNOCO 2662 SC
LADSON
TERM: IL45417477081
APPR 856834
PUMPS 9 CREDIT/SELF
SUNOCO 2662 VOLUMEG.05*4682GAL
LADSON . SC
• _ TERM:. IL45417477001 GAS:TOTAL". is 18.6E
APPR :856834 TOTAL'S 18.8E
PUMP# 9 CREDIT/SELF VISA
UHL REG @ $1.829/G CC# XXXXXXXXXXXX492E
VOLUME 5.468 GAL
GASTOTALs iB.BE 18/13/2884 12:17:53 -
TOTAL 18.6E
VISA I AGREE TO PAYTHE
ABOVE TOT
CC# XXXXXXXXXXXX492E.A
000RDINGATOACARDT
18%13/2884 12:17.53. ISSUER AGREEMENT..'
THANK YOU
I AGREE TO PAY THE IN PLEASE CbME,AGF.
ABOVE TOTAL AMOUNT -
ACCORDING TO CARD
ISSUER AGREEMENT.
THANK YOU
PLEASE COME AGF
IN
•
c
V
State of North Carolina '
r
Department of justice
`rte i
Roy Cooper North Carolina Justice Academy _ Martha A. Stanford
Attorney General Director
September 29, 2004
TO: Allison Stockweather; New Hanover Co. Health Dept
FROM: Stephanie Clayton, Processing Assistant
RE: Basic Anti-Terrorism Awareness Training
October 13-14, 2004
Salemburg
This letter is to confirm that a space has been reserved for Allison Stockweather in the above-
listed course. If you are unable to attend or need to send a substitute in your place, please call and
let me know.
Students will be required to produce agency identification to be admitted into class sessions and
dormitory check-in.
Class will begin at 8:00 a.m. in Classroom #5 Royal Building. Please bring paper and pen/pencil for
note taking.
For those of you staying in the dormitory, you may check-in on Sunday, October 10th from 9am-
7pm. Students arriving after scheduled hours will be checked in by the security officer on duty. If
you have further questions regarding the dormitory, please contact Betty Holland, Dormitory
Manager, at (910)525-4151, ext. 206.
The cafeteria hours at the eastern campus are as follows: Breakfast, 7-8:30 a.m.; Lunch, 11:30
a.m.-1:15 p.m.; and Dinner, 5-6:30 p.m. Meal costs are: Breakfast, $3.80; Lunch, $6.15; and
Dinner, $7.60. .
The North Carolina Justice Academy recognizes and is in compliance with the provisions of the
Americans with Disabilities Act. You may request a reasonable accommodation for a disability in
order to attend training by calling the Registrar at (910)525-4151.
If you have any questions or concerns relating to the class, please call me at (828)685-3600, ext..'
220.
' /SkC'
. l 25
tlio~
l / t 5 ~td P~ ( ti ~~~nDon -
No <I /t
• Jr'lo •C l n `~1c~ t j/ ja`L'/+ti L~_,-st ~o~,J ..:.~L~
PO Box 99 • SaLe bur& North Carolina 28385-0099 • (910) 525-4151 / PO Box 600 • EdueyviW, North Carolina 28727-0600 • (828) 685-3600
• Scott Harrelson To: Allison Stockweather/NHC@NHC
120042005 04:07 PM cc:
Subject Re: Response to 12/29105 inquiry - NOT FINALD
Allison,
I don't know if this email went through, due to my mailbox being overcrowded. Please forward me some
documentation verifying your husband's emergency surgery on October 13, 2004 and then I believe we
can finally begin to bring this investigation to an end.
Scott
Allison Stockweather
Allison Stockweather To: Scott Harrelson/NHC@NHC
z 12/30/2005 02:57 PM cc:
P Subject Response to 12129/05 inquiry - NOT FINAL
• Response to December 29.20M. inquiry from SH.doc
S~nnee/y, -
AlGronAStork.~.<t6er
Biofermrirm Indus Ma///yq%enirf
2029 S. If Saoot
W/mi~,rton, /dorf6 CgmLna 219401 -
O/0~. 910-343.6761
Ce/l.--910-,572.3796 - -
LOCATIQN:. 522 NE\N HANOVEP', COJNTY
BATCH 10 CPEi -4- i:28bt PAYROLL 71ME ENTRY PORM
DOC 10-41 A-:C . ' 5891 P 5 FX.CPi
GVCRTiME- N
i
WEEKENDING: I .FAYENDDATE:1~:f2(y4
.PAY -COST TUES WED THUR FRI SAT SUN MON TOTAL TOES WED THUR FRI SAT SUN' MON TOTAL
77 ;I _ 5 ,
ER
CODE =CE:t+1T I4 15 iti _
c" LI [2~ Z3 <k 2
13
R`tGPP.' L I U
PERSU
I I I.
SIC
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' I I
I
I I I ,
I I ~ i I
I I ~ ~ ~ . ~ I I' I
! I i
I ~ ~ I i I I 1 I I I I I ~ I
~ I I j ; i I i I
i I I I ~
I I I I ? I I
I I ~ I i
I ~ ~ it i I i I
I I I ' ~ ~ I 1 ~ ri
i I I i , i i I I ! i I I I
F! EMARK. 5:
Uj '4/
i
i
THE ABOVE RECORD IS AN ACCURATE ACCOUP:T OF ,,CT IViTY'FOF"T K.-E ROVE PA." PERIOD.
Thomas Morris To: Scott Harrelson/NHC@NHC
• 12/05/2005 09:34 AM . cc:
Subject MS Burning - Part #1
Scott:
As she Is asking to go to Waveland Dec 12-15
She committed to do a Fit-Testing in Greenville NC Monday Dec 12 at Pitt Co. - already have the
approval to go.
- after she told me about this today, she was on the phone asking to change the date with Tammie Bell,
PCHD BT planner *before* she even had any type of approval in hand to leave. I told her that her
deployment was NOT a done deal, particularly with other commitments already scheduled. And if she .
didn't like it, she could take it up with Scott Harrelson. She was immediately going downstairs.
We have a Meet & Greet with Jacksonville FD (Onslow Co.) Wed Dec 14. She went out and got this
appointment, and had me call the station rapt and close the deal.
Christy Spivey is coordinator for the Toys to Waveland drive.
Tim Smith, Capt NHC Fire Dept, is leading the deployment.
Apparently I was verbally told about this 3 weeks ago.. I cannot yet find any record (email) of a request to
go, nor a prior mention about the Toy drive. I will ask Linda Taylor.
• Am
.+++++++++t++++++++++
Thomas Moms, MD, MPH
Physician Epidemiologist 8 Team Leader
Public Health Regional Surveillance Team
Region - 2
2029 S 17th St.
Wilmington, NC 28401
0: 910 343-6760 Fax: 910 342-2528
PHRST Cell 910 512 3721
NHC Nextel 910 367 2402
"Bioterrorism, we're there. PHRST."
•
-----Original Message
. From: astockweather@phrst2.org [mailto:astockweather@phrst2.or4):
Sent: Monday, December 05, 2005 09:59
TO: Bell, Tammie
Cc: McDonald, Kimberly; Rogers, Nan; Page,. Dawson
Subject: Re: Fit Testing to Be Rescheduled
,
Hi All:
As you know, I am very sorry to have to reschedule any fit-testing
dates----it is rare for me to even contemplate doing so! Wilmington
Fire and SMAT II asked me if I would be willing to deploy to. Waveland,
MS, to assist with safety issues with a humanitarian effort, and I feel
honored to be asked to do so. - -
Tanuie explained that she will talk with everyone and decide on a date
for rescheduling, and we can get back on track after Dec 15!
Thanks to all for understanding!
Allison
Sincerely, - -
•
RN NEW HANOVER COUNTY HEALTH DEPARTMENT IOWA
• Policies and Procedures
NEW N.HOVFR [OOXTY XFPIT~
k
•
N
Subject: Dismissal and Appeals
Date of Origin: 06/13/00
Date Revised: 02/11/05
Policy Number: GS-ADM-012
PURPOSE AND SCOPE:
This policy provides appeal procedures for permanent employees of the New Hanover
County Health Department who have been demoted, suspended, dismissed, reduced-
in-pay or who believe they have been discriminated against because of age, race, sex,
religion, color, national origin, visible and non-visible handicaps, pregnancy or political
opinions or affiliations.
CHANGE SUMMARY:
First revision since original document was approved on 06/13/00. Revision to remove
the county appeal information, our employees fall understate personnel
• disciplinary/appeals,. February 11, 2005.
POLICY:
No action involving demotion, suspension, or dismissal is to be taken against any
employee for disciplinary reasons until such action has been recommended to and
approved by the Department Director, except when, in the judgment of the supervisor,
immediate suspension is necessary. In no case will an employee be dismissed without
approval of the Director and without the furnishing of a statement, in writing setting forth
in numerical order the specific acts or omissions that are the reasons for the disciplinary
action and the employee's appeal rights.
PROCEDURE:
STEP 1 - APPEAL TO DIRECTOR
In cases. of demotion, suspension, dismissal or discrimination, a permanent employee
has the right to appeal to the Department Director. The appeal must be made in the
form of a written request and must be received by the Director within fifteen (15) days
after demotion, suspension, dismissal, or alleged discrimination. Upon receipt of the
appeal, the Director will make arrangements for the employee to present his case if the
employee so desires. The Director will make a decision within five (5) working days and
• a written copy of this decision will be furnished immediately to all parties concerned.
STEP 2 - APPEAL TO AGENCY PROGRAM BOARD
"Healthy People, Healthy Environment, Healthy Community"
If the decision reached by the Director is not acceptable to the employee, he/she may
• request that his/her case be presented to the local Board of Health for its consideration.
This request should be made in writing and submitted through the Director not later than
fifteen (15) days after receipt of the Director's decision. The case will then be placed on
the Board's agenda at its next regularly scheduled meeting. Facts surrounding the case
will be presented to the Board and the employee may speak to them if he/she so
desires. After reviewing the case the Board will consult with whatever other sources it
deems appropriate and render an advisory recommendation to the Director within five
(5) working days after having heard the appeal.
STEP 3 - APPEAL TO THE STATE PERSONNEL COMMISSION
If the employee is not satisfied with the final decision or is unable to obtain a final
decision from the agency Director within a reasonable length of time, he/she may file a
written appeal to the State Personnel Commission not later than thirty (30) days after
receipt of notice of the Director's decision. The grievant.shall be informed in writing that
an appeal to the State Personnel Commission may be made by filing such a request
with the Office of Administrative Hearing, P. O. Drawer 11666, Raleigh, NC 27604. The
grievant must give New Hanover County notice of he appeal. Notice must be given to
the County Manager or the Chairman of the Board of County Commissioners by
certified mail within fifteen (15) days of the filing of the notice of appeal. Notice should
be sent to the following address: County Manger (or Chairman, Board of County
• Commissioners), New Hanover County, 320 Chestnut Street, Wilmington, NC 28401.
Grievances involving disciplinary action or allegations of discrimination appealed to the
State Personnel Commission, either from a final decision of the agency grievance
procedure or directly because of allegations of discrimination, will be heard by a hearing
office of the Office of Administrative Hearings. Following the hearing, the hearing officer
will make a proposal for decision containing findings of fact and conclusions of law and
will deliver a copy of this proposal to each party. Also, the hearing officer will give each
party an opportunity to file exceptions and proposed findings of fact and to present
written arguments to the hearing officer. After considering all exceptions, proposed
findings of fact and written arguments presented to him by the parties, the hearing
officer.will issue a recommended decision containing findings of fact, conclusions of law
and a recommended decision to all parties. The hearing officer will forward a complete
record of the case to the State Personnel Commission, including the recommended
decision. Each parry may request an opportunity to appear before the full Commission
and make an oral argument on the recommended decision. The Commission at its next
meeting or as soon as possible thereafter, shall consider the report and modify alter, set
aside, or affirm said proposed decision and certify its findings to the appointing
authority. Decisions which may be made by the Commission include the reinstatement
of an employee to the position from which he has been removed, the employment,
promotion, transfer, or salary adjustment of any individual to whom it has been
wrongfully denied, .or other suitable action to correct the abuse which may include
• requirement of payment for any loss of salary which has resulted from the improper
discriminatory action of the appointing authority. The decisions of the State Personnel
Commission shall be binding in appeals of local employees subject to the State
Personnel Act if the Commission finds that the employee has been subjected to
2
GS-ADM-012
• discrimination or in any case where a binding decision is required by applicable Federal
Standards. However, in all other local employee appeals, the decision of the State
Personnel Commission shall by advisory to the local appointing authority.
OTHER INFORMATION:
REFERENCES:
Section .2310 from the Personnel Rules for Local Government Subject to the State
Personnel Act
CHANGE HISTORY:
Version Date Comments
A 6/13/00 Original document
i B 02/11/05 Revised document
•
3
GS-ADM-012
NEW HANOVER COUNTY
HEALTH DEPARTMENT _
• 2029 SOUTH 17TR STREET t^'
WILMINGTON, NC 28401-4946 XFWNXXUVERCOUNTYMFPFS~N
TELEPHONE (910) 343-6500 FAX (910) 341-4146
MEMORANDUM
TO: Allison Stockweather, Industrial Hygiene Consultant
FROM: David E. Rice, Health Director
DATE: January 10, 2006
SUBJECT: Pre-Dismissal Conference
I am scheduling a Pre-Dismissal Conference with you on Wednesday January 11, 2006, at 3 p.m.
The conference will be held in the Thomas Fanning Wood Conference at the Health Department wi
Scott Harrelson. The purpose of this Pre-Dismissal Conference is to consider dismissing you from
employment with New Hanover County Health Department, Public Health Regional Surveillance
• Team.
The basis for this conference is unacceptable personal conduct. I have listed the issues as follows:
I
1. You were approved to travel to Myrtle Beach for an Industrial Hygiene
Conference on Thursday, September 30, 2004 and Friday, October 1 2004. You
filled up the Durango in Wilmington at 8:06 AM Thursday, September 30 2004
and proceeded to the conference. You were also scheduled to attend a
conference in Greensboro OEMS & PHRST from Sunday, October 3 2004
through Wednesday, October 6 2004. You submitted a travel expense from
Sunday, October 3 2004 for $12 in fuel from a gas station in Monck's Comer, SC,
which is 90 miles south of your approved travel destination in Myrtle Beach for
Thursday and Friday. You took the PHRST 2 Durango over the weekend for
personal use and charged $12 in fuel to the Health Department (expense
report/receipt attached).
2. You were approved for travel for the Anti-Terrorism Training through the NC
Justice Academy in Salemburg, NC on Wednesday, October 13 2004 and
Thursday, October 14 2004. During the conference you received an emergency
phone call from Dr. Thomas Anderson, a Neurosurgeon at East Cooper Hospital,
Mount Pleasant, South Carolina, stating that your husband was in need of
• emergency surgery as he was unable to walk or move his lower extremities, and
that you needed to get to the hospital immediately. You called Dr. Morris,
NEW HANOVER COUNTY
HEALTH DEPARTMENT
• 2029 SOUTH 17Th STREET
WH MINGTON, NC 28401-4946 "Ew R C°°"TM "E ^I
TELEPHONE (910) 343-6500 FAX (910) 341-4146
TO: Allison Stockweather, PHRST 2 Industrial Hygienist
FROM: Scott Harrelson, Assistant Health Director
RE: Pre-Disciplinary Conference
DATE: 12/29/05
As a result of the investigation in to your personal use of the Durango I have facilitated an audit
of your travel expenses and mileage log to see if there were any questionable items. The
following items were noticed:
1) You were approved to travel to Myrtle Beach for an Industrial Hygiene Conference on
Thursday, September 30, 2004 and Friday, October 1 2004. You filled up the Durango in
Wilmington at 8:06 AM Thursday, September 30 2004 and proceeded to the conference.
You were also scheduled to attend a conference in Greensboro OEMS & PHRST from
Sunday, October 3 2004 through Wednesday, October 6 2004. You submitted a travel
expense from Sunday, October 3 2004 for $12 in fuel from a gas station in Monck's
Comer, SC, which is 90 miles south of your approved travel destination in Myrtle Beach
• for Thursday and Friday.
You then drove to Wilmington, NC over three hours and 158 miles from Monck's Comer
and filled up the Durango again at 12:20 PM. From Wilmington you drove to the
conference in Greensboro that began at 1:30 PM that same day. You did not arrive on
time at the conference and none of your co-workers saw you at the conference on
Sunday, October 3.
2) You were approved for travel for the Anti-Terrorism Training through the NC Justice
Academy in Salemburg, NC on Wednesday, October 13 2004 and Thursday, October 14
2004. You waived staying on campus and purchased a room in Fayetteville at the
Holiday Inn Express for Tuesday, October 12 and Wednesday, October 13 for $215.34.
You also submitted expenses for meals on Tuesday, October 12 2004 and Wednesday,
October 13 2004. You turned in an expense for $10 in gas, which was purchased at a gas
station in Ladson, SC at 12:17 PM on Wednesday, October 13 2004. Ladson, SC is
approximately four hours and 224 miles from your training site in Salemburg, NC.
I contacted the registrar for the NC Justice Academy in Salemburg today to verify your
participation in the training. They had you listed as a no show in their system for the
Anti-Terrorism workshop held on October 13 and 14, 2004.
1 am aware that Monck's Corner and Ladson are near the area where your husband was
• residing at that time. It appears that you used the Durango for personal use based on this
information. Please contact me as soon as possible to set up a time to meet and discuss
these issues today but no later than tomorrow December 30, 2005.
I have asked Janet McCumbee to sit in with us during this session as an impartial witness. The
intent of this meeting is to hear from you on each of these items within a one-hour time frame.
Based on our discussion with you I will determine if disciplinary action is warranted as a result
of unacceptable personal conduct.
•
NEW HANOVER COUNTY lqi?
HEALTH DEPARTMENT
• 2029 SOUTH 17TH STREET a°
WILMINGTON, NC 28401-4946 1.1...~R `°""LY HEW°
TELEPHONE (910) 343-6500 FAX (910) 341-4146
TO: Allison Stockweather, PHRST 2 Industrial Hygienist
FROM: Scott Harrelson, Assistant Health Director
RE: Pre-Disciplinary Conference
DATE: 12/15/05
Items regarding your personal conduct have been brought to my attention recently. In
consideration of the recent events that have occurred between you and your immediate
Supervisor it is not appropriate for your Supervisor to conduct this pre-disciplinary conference.
Therefore as the Division Manager I will conduct the conference with an impartial witness
present. I have scheduled the small conference room downstairs from l0AM-11AM tomorrow
for us to meet and discuss the following issues:
1) Use of departmental resources for personal use
2) Cancellation of training in Pitt County without consent of Supervisor
3) Early departure from approved travel, Multi-Hazard Conference due to 40 hour work
limit
• 4) Sharing confidential personnel information with various people outside the organization
I have asked Janet McCumbee to sit in with us during this session as an impartial witness. The
intent of this meeting is to hear from you on each of these items within a one-hour time frame.
Based on our discussion with you I will determine if disciplinary action is warranted as a result
of unacceptable personal conduct.
•
r.
NEW HANOVER COUNTY ~i
HEALTH DEPARTMENT f
2029 SOUTH 17 TI STREET
S~ WILMINGTON, NC 28401-4946
TELEPHONE (910) 343-6500 FAX (910) 341-4146
TO: Allison Stockweather, Industrial Hygienist
FROM: Scott Harrelson, Assistant Health Director
RE: Status of Grievance
DATE: December 12, 2005
On December 2, 2005 you submitted documentation to be considered for a grievance against
your Supervisor, Dr. Moms. Prior to submitting your documentation I shared with you the
guidelines on what constitutes a grievance according to State Personnel. Based on the
documentation you submitted, I was unable to establish grounds for a grievance.
My next step was to seek guidance from New Hanover County Personnel and our State/Regional
Personnel Office. Upon review of the documentation our Regional representative met with her
contact at the State Personnel Office to determine if there was cause for a grievance. They
determined that there was not. The basis for this determination was that there were no sexual
undertones to constitute sexual harassment and there was no basis for a hostile work
environment. They did agree that several of the allegations needed to be investigated. Based on
• the outcome of the investigation those items will be addressed accordingly.
The remedies that you listed in your submission to me were:
1) Mandatory referral that Dr. Moms receive a psychiatric evaluation to determine the nature
and extent of his mental illness and whether hospitalization is needed to further assess his
unstable personality.
2) To remove Dr. Morris from a leadership position where his decisions might negatively impact
the public's health in any way or where he has the authority to manage others whose jobs also
include being responsible for the public's health. I request that he be placed in a position that is
more suitable to his self-admitted inability to provide leadership or to socially interact with
others.
3) An apology from my supervisor, Dr. Moms, for the hardship in my personal and professional
life that his poor management and unprofessional behavior has caused.
At this point I am conducting an investigation into the incidents you outlined in your
documentation. Your number one remedy will not be pursued by the Health Department. I will
conduct a thorough investigation of the incidents in question and act on those accordingly.
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