County employees seek supervisors’ help

Publisher’s note: Lassen News obtained these letters from county employees to the Lassen County Board of Supervisors through a California Public Records Act request. Negotiations between Lassen County and the Lassen County Management and Professional Association are currently underway.

Dear Gentlemen
As a long-time resident and employee of Lassen County, I am writing to express serious concerns about the current state of affairs within the county, particularly regarding employee treatment, resource management and overall operational inefficiencies. For the protection of myself and my colleagues, I must remain anonymous.

First and foremost, the significant disparity in compensation across various levels of staff is deeply troubling. It is disheartening to see that supervisors and program managers are often earning less than their subordinates, creating a lack of incentive for upward mobility and contributing to low morale. This issue is exacerbated by the fact that new hires, such as those at Lassen Family Solutions, are receiving substantially higher compensation without corresponding experience or qualifications. This inequity undermines the fairness and transparency of our pay structures.

The situation within the Health and Social Services department further illustrates the mismanagement of resources. Crucial positions remain unfilled, while individuals in leadership roles receive additional compensation for “working out of class.” This practice not only disrupts the integrity of our compensation system but also places undue strain on a department already struggling with financial inefficiencies and management issues.

The inefficiency extends beyond compensation issues to our hiring practices and resource utilization.

The county’s hiring process is notoriously slow, often taking months to fill positions, which reflects outdated and ineffective practices.

Additionally, the reliance on transport drivers for tasks that could be handled digitally exemplifies a misallocation of resources that ultimately costs the county more.

Furthermore, the county’s dental insurance plan is inadequately designed, with premiums that far exceed the benefits provided, leaving employees with insufficient coverage for necessary dental care. This is yet another example of how the county is failing to prioritize the well-being of its workforce.

The misuse of resources, such as inappropriate use of per diem and mileage reimbursements, further erodes trust in the county’s financial management.

The proposed 4 percent cost-of-living adjustment fails to address the underlying inequities, especially in light of the anticipated 10.81 percent increase in insurance premiums, which places additional financial strain on employees. Many are already struggling to make ends meet, and these issues only exacerbate morale and job satisfaction.

If these issues are not addressed, l, along with other concerned employees, will have no choice but to take our concerns public. Fair compensation, effective resource management, and equitable treatment are crucial for maintaining a motivated and effective workforce.

I urge the board to take immediate and decisive action to address these concerns and restore confidence in the county’s leadership.

Thank you for your attention to these pressing matters.

Respectfully
Concerned Employee

Members of the Board of Supervisors
As a concerned resident and employee of Lassen County, I must address pressing issues regarding financial mismanagement and resource allocation, particularly within the Child Welfare Division. For the protection of myself and my colleagues, I am writing anonymously.

The ongoing mismanagement of the Emergency Response (ER) Fund is a clear example of how poor financial oversight is jeopardizing essential services for our most vulnerable residents. Intended to provide immediate support to children and families in crisis, the ER Fund is being misallocated to cover unrelated expenses. This not only undermines the effectiveness of our child welfare system but also places an undue burden on other areas of the county budget. Despite internal reports and repeated warnings, no significant corrective action has been taken.

Within the Child Welfare Division, the allocation of resources is heavily skewed. Funds are being diverted away from direct services to children and families and are instead being used for administrative costs and unnecessary expenditures. For instance, the outdated practice of relying on transport drivers to deliver documents that could easily be handled electronically represents a glaring waste of resources.

Moreover, it is concerning that Transportation Department drivers are being used to transport minors, sometimes alone and on overnight trips.

These drivers are not social workers and such practices expose the county to a high level of liability, particularly when dealing with already at-risk children. If these were your children, grandchildren, or family members, you might have the same concerns about their safety and well-being.

Additionally, there are troubling discrepancies regarding the allocation of ER Enhancement funds. Barbara Longo’s claim that CFS workers received a 10 percent increase from these funds is misleading. In reality, this increase was part of a county-wide adjustment resulting from UPEC negotiations and was not funded by ER Enhancement. This misrepresentation of financial data undermines the transparency of our fiscal practices and misleads both employees and the public.

The broader issue of compensation within the county cannot be ignored. Supervisors and program managers often earn less than their subordinates, creating a pay structure that is not only unfair but also unsustainable. This disparity contributes to high turnover rates and makes it difficult to retain skilled employees.

Furthermore, the misuse of county resources, including attempts to charter private planes for staff and the misuse of Cal Cards for personal expenses, reflects a lack of responsible fiscal management. Such actions erode trust in the county’s financial oversight and suggest a troubling disregard for transparency and accountability.

The ongoing mismanagement and inequities have a direct impact on employee morale. When workers witness the waste of resources and the ignoring of legitimate concerns, it fosters frustration and disengagement, ultimately affecting the quality of services provided to the community

Immediate action is required to address these issues. The ER Fund and other critical resources need to be managed with greater responsibility and transparency. Additionally, the pay structure must be re-evaluated to ensure fair compensation for all employees. Failure to address these concerns will leave us with no choice but to take our issues public to ensure accountability and restore trust in the county’s financial management.

Thank you for your attention to these urgent matters.

Dear Board Members
As both a concerned resident and a long-time employee of Lassen County, I am compelled to bring to your attention several pressing issues that have been deeply troubling for myself and a group of fellow employees who wish to remain anonymous to avoid potential retaliation.

The ongoing negotiations with the Lassen County Management and Professional Association (LCMPA) have dragged on for far too long, and the lack of progress is alarming.

Our employees, from line staff to supervisors, form the backbone of this community and deserve fair compensation that reflects the rising cost of living and the challenges we face. Instead of addressing these critical issues, the county seems to be dismissing reasonable pay adjustments and market value increases, which not only affects employees but undermines the entire county’s well-being.

One of the most concerning issues is the significant disparity in compensation. Supervisors and program managers frequently earn less than their staff, and middle management salaries are approximately 25-30 percent lower than those in neighboring counties. This imbalance contributes to high turnover rates and makes it challenging to attract and retain qualified personnel. The proposed 4 percent cost-of-living adjustment (COLA) is insufficient, especially when contrasted with the anticipated 10.81 percent increase in insurance premiums. This combination results in effectively reduced take-home pay, pushing some employees to rely on Medi-Cal for their families’ healthcare needs.

Moreover, there are troubling signs of fiscal mismanagement within the county. Reports of questionable spending on unnecessary items and misuse of Cal Cards suggest a pattern of wasteful practices. Meanwhile, employees are told there isn’t enough funding for fair pay increases, which is a troubling contradiction.

The current situation is unsustainable. If the county continues to ignore the needs of its employees and fails to address these pay inequities, it will only lead to further problems down the road. We urge you to take a serious look at these issues and take immediate action. If the Board does not address these concerns, our group will be forced to make our issues public to ensure transparency and accountability.

Investing in employees is investing in the future of Lassen County. It’s time for leadership that genuinely prioritizes the well-being of its workforce rather than paying lip service to it.

Thank you for your attention to these critical matters.

Attn: Board of Supervisors
To whom it may concern
As a long-time resident and employee of Lassen County, I am compelled to raise urgent concerns regarding the county’s administration and resource management.

It is deeply troubling to observe the severe pay disparities within the county. Supervisors and program managers often earn less than their staff, and new hires, such as those at Lassen Family Solutions, receive significantly higher pay without justification. This imbalance is not only unfair but also demoralizing.

Additionally, the county’s Health and Social Services department is failing to fill essential positions while a few individuals at the top receive extra compensation for “working out of class.” This practice reflects poor management and exacerbates the department’s financial issues.

The outdated and inefficient hiring process, often taking months to fill positions, further demonstrates how these practices are costing the county both time and money.

There are significant concerns about the integrity of the county’s hiring practices. For example, Barbara Longo’s attempt to manipulate the job description for the Public Health Supervisor position to favor Danielle Sanchez is particularly troubling. Despite Sanchez not being qualified to even interview for this role, she was afforded this opportunity due to favoritism.

The new job posting includes a pay range of 29, which is higher than that of a Program Manager, highlighting an unethical practice aimed at benefiting a favored individual rather than ensuring a fair and competitive hiring process.

Furthermore, the appointment of Tonya Smith as Fiscal Chief Officer, despite her not meeting the qualifications outlined in the job posting, raises serious questions. This misstep undermines the effectiveness of our fiscal operations and the overall management practices within the county. Manipulated job descriptions to favor specific candidates only contribute to these issues and erode trust among employees.

There is also a troubling pattern of resource mismanagement. Employees misusing per diem and mileage, along with a lack of oversight regarding these expenditures, highlight a need for reform. The reliance on outdated paper processes, instead of modern digital solutions, further demonstrates inefficiencies that need to be addressed.

If these issues are not addressed promptly, I will have no choice but to make these concerns public. Transparent and effective management is crucial for maintaining employee morale and the quality of services provided to our community. I urge you to take decisive action to rectify these problems and restore confidence in our county’s leadership.

Thank you for your attention to these pressing matters.

Dear Sirs:
I am writing to express my concerns as both a taxpayer and an employee of Lassen County. While I feel it is important to provide my name, I must remain anonymous due to a very real fear of retaliation from department heads and managers, as I cannot afford to lose my job.

It is my understanding that the county is currently in negotiations with the Lassen County Management and Professional Association (LCMPA) regarding the renewal of the contract that expired on June 30, 2024. The lack of progress in these negotiations is both frustrating and alarming. A significant issue appears to be the unfair pay ranges and the undervaluation of current employees. Despite awareness among department heads, managers and line staff regarding these disparities, the issue remains unaddressed.

One of the most troubling aspects is the pay disparity between supervisors, program managers and the line staff they supervise. In many cases, supervisors and program managers earn less than those they are tasked with overseeing. Additionally, middle management in Lassen County is compensated significantly less than their counterparts in surrounding counties, with an average disparity of 25-30 percent. This disparity is not only demoralizing but also creates a severe staffing issue, as there is little incentive for employees to pursue promotions or even remain employed by the county.

The denial of requests for range adjustments and market value raises only exacerbates the situation. The proposal of a 4 percent cost-of-living adjustment (COLA) feels insufficient, particularly when coupled with the anticipated 10.81 percent increase in insurance premiums.

This leaves employees with a net loss, further diminishing morale and financial stability. It is disheartening to realize that, despite working for the government, many of us are forced to rely on Medi-Cal to cover our families’ healthcare needs.

My concerns extend beyond compensation. As middle management, we are privy to the inner workings of the county, including budget allocations. I am troubled by instances of apparent fiscal mismanagement, such as the reported attempt by the Director of Health and Social Services to charter a private plane for her staff and the inappropriate use of Cal Cards for personal expenses. Moreover, I have witnessed efforts to rework departmental budgets unilaterally, bypassing fiscal managers, to apply the 4 percent COLA across departments — an action that was not part of the original negotiations.

These actions raise serious questions about the county’s financial management and priorities.

The knowledge that funds are available but mismanaged only adds to the frustration.

Examples such as the purchase of unusable furniture by the “acting” Director of Public Health and the excessive monthly fuel costs for idle county vehicles underscore the need for a thorough review of spending practices.

The appointment of unqualified individuals to acting director positions, coupled with the manipulation of job descriptions to favor certain candidates, further undermines trust in the county’s leadership. The inequities in hiring practices and the pay disparity between line staff and supervisors highlight systemic issues that require immediate attention.

In conclusion, I urge the Board to take these concerns seriously and to consider the long-term impacts on employee morale, retention, and the overall effectiveness of county operations. It is crucial that these issues are addressed promptly and fairly to restore confidence in the county’s leadership and ensure the well-being of its employees and citizens.

Thank you for your attention to these matters.