termination letter - Organized Mobbing

3224 Yorha Linda Blvd, #227
Fullerton, CA 9283 1
Administration
8300 South Vermont Avenue
Los Angeles, California 90044
Dear Administrator:
This letter is to inform you that on 1 \/[s[m
I will he leaving the Department of Social
Services. The reason for the termination is due to discriminatio~ workplace mobbing,
harassment, hostile work environment that has created an extremely unsafe atmosphere for me. I
am concerned about my physical safety and my emotional well being in the work environment
maintained. I have made many complaints all of which were not addressed with the highest
concern. The atmosphere is of tolerance for inappropriate behavior I have received. I have made
various work impacting complaints regarding disparate treatment regarding handling cases,
inappropriate screaming by Clarice Walton occuning 12/17/08, and Brenda Lewis occuning on
10118/07, taking of training material and items out of case I was responsible for. There have been
comments regarding my lack of religion and prayer requirements prior to eating. I have been
locked in the stairwell after having my shoe removed.
I have also been personally attacked with rumors and other inappropriate comments. 711 5/09 I
was called 'crazy' by Regina Collins. It was commented by Brenda Lewis and Lorica Yates that
I was a prostitute. Brenda Lewis stating "I don't know if the rumor is true or not." 5/21/10 There
was a comment by Mr. Nguyen who made the same comment adding in "diseases". 1/22/10 my
car was broken into after attending a SEIU Steward orientation. At that orientation I grabbed
another manual to replace the one given to me by Brenda Lewis who asked that I return it once I
obtained a copy of my own. I had written in the one given to me by Brenda Lewis. I retrieved the
manual from the car and put on Brenda Lewis's desk that morning. That Saturday when
vacuuming the car out, I found the manual I have given her in my car. At that moment I had two
manuals, both unfortunately with a page ripped out because I had written in both of them short of
paper while driving. 2/10/10 there was a SEIU grievance meeting where I mentioned to the union
advocate. So, the impact of the mobbing has gone far beyond the boundaries of proper legal
conduct and 'normal' workplace issues and have trailed into my personal life.

I would like for all final checks to be direct deposited and any other correspondence such as tax
information and check stubs to be sent to: Danielle Garcia, 4042 Concourse Trail, Snellville, GA
30039.
Thank you,
Danielle Garcia

Page 1 o f 1
Reassignment
Garcia, Danielle
Sent: Tuesday, April 27, 2010 7:20 AM
TO:
Tumbling, Covina
This email is in regards to the reassignment. I would like not to move currently. That is my preference.
I think also, Carr should be responsible for handling the Performance Evaluation. The problem with the
reassignment offered is 1) there have been some issues between Mrs. Brown and I 2) the position seems
to lack clear cut definition of duties, they are very general in nature since you've implemented a change.
Also with the FMLA, I do believe duties are to be reduced. I will also mention, since you mentioned the FMLA,
that it was not long ago because of the nature of the environment that I work in, I was on leave because
I was in the hospital.
My desire is that you will follow up, though time consuming, regarding the nature of the complaint to make sure
things are being done appropriately. Such as the disparate treatment regarding the handling of the QR7s
that I rementioned to you in our meeting 4/26/10 etc. You stated there must be a paper trail for disciplinary
measures to take place, but I have provide several examples but yet no follow up. It is also written that
discourtesy to your fellow workers is not tolerated. Well, I have mentioned several things regarding the
lack of courtesey such as being locked in the stairwell as an example. I do believe that such policies apply
to me.
This morning I was riding the elevator from the fourth floor and Carr was on the second, she saw me in the
elevator, grumpled audibly and would not enter.
Thank you,
Danielle Garcia

6~urs~1,r ., of Los Angeles
It is the policy of the County I:I~ Los Angeles to provide equal employment
opportunity for all qualified persons, regardless of race, color, religion, sex,
national origin, age, sex~ial orientation or disability. Our- commitment
includes ensuring a non-discriminatory workplace where individuals are
valued for their differences as well as their similarities.
Every Los Angeles County erriployee and all persons engaged in business
with Los Angeles County have an ongoing responsibility to create a non-
discriminatory l~0rk environrne:nt, through their personal conduct.
Responsibility for the implemtiintation of the County of Los Angeles Equal
Employment Opportclnity Non-Discrimination Policy rests with the
Affirmative Action Compliance! Officer. However, all Los Angeles County
departtnent heads are respol'isible for carrying out the County's policy
within their department. The Board of Supervisors expects each
department head, manager and supervisor to ensure corripliance with this
policy.
k'vuni~e Brath-rvaite Kurlce
Ctinir oi'1:he Board

ATTACHMENT I
Page 1 of 3
STATEMENT OF UNDERSTANDING OF
DEPARTMENT OF PUBLIC SOCIAL SERVICES
PERSONNEL POLICIES
I understand that DPSS Personnel Manual Section 8110 states employees are
expected to know of and adhere to applicable County and Departmental policies and
regulations. I understand that copies of the Personnel Manual are available in every
office, and that any questions I may have regarding Departmental policies and
regulations may be discussed with my supervisor.
I
I
I
I understand the Department places special emphasis on the following:
Violent Acts or Threats of Violence
I read and received a copy DPSS Personnel Manual Section 10969. Prevention of
Violence in the Workplace. I understand that the Department has a zero tolerance policy
for violent acts or threats of violence. In reviewing section 10969 of the DPSS
Personnel Manual, I understand the definition of threats and of my responsibility to
report a threat immediately after an occurrence.
Discourtesy
Section 8125 of the DPSS Personnel Manual was reviewed with me. I understand that
employees shall conduct themselves in a courteous and businesslike manner, and that
both fellow employees and the public shall be treated with courtesy.
I
I have received a copy anu read the Acknowledgement of Understanding of DPSS
Confdentiali Policy, dated June 1, 2009. 1 understand that accessing or reviewing
confidential information or case records without a legitimate County business reason to
do so, even if the information is not disclosed to anyone, is a violation of the DPSS
confidentiality policy.
I was informed via form PA 285. Responsibili of Employees, that the records and
information of all applicantdparticipants of public assistance or se~ces are confidential.
Abuse of Computer Ellui~ment
I read and received a copy of the Acceptable Use and Confclentility Agreement
attachment of the Board of Supervisors Policy #6.101, dated July 2004. 1 understand
that County computers and soflware are for County business only. I understand,
therefore, that County computers may not be used for accessing the Internet for
personal or recreational purposes, creating or publishing any personal documents or
sending chain letters, graphics, games, or other entertainment items via the computer.