In recent days, I have received many complaints from Census Bureau employees about the poor quality of their managers. I encourage people with problems to write up their stories and I will publish them here. The following document does not represent the opinions of Stephen Robert Morse or MyTwoCensus.com, but rather the female manager from California who sent me this piece. Inside you will see her opinions about fraud and abuse by Census Bureau management as well as discriminatory treatment of staff and information about the process of filing complaints:
Three female managers in the Santa Maria, CA, Local Census Office, Los Angeles Region filed EEO complaints against our Area Manager, Araceli Barcelo and Assistant Regional Census Center Manager, Jeff Enos. Enos had been our Area Manager and was promoted to ARCM. Barcelo had been a Regional Tech for Enos and was promoted to Area Manager. Those in our office who filed complaints include the Assistant Manager Administration, the Assistant Manager Technology and me, the Local Census Office Manager. We filed complaints because Araceli Barcelo and Jeff Enos rehired a man (I won’t name him as he is also part of our complaint and not a manager) who had abused and sexually harassed women in our office. Both Area Manager Barcelo and ARCM Enos knew about this man’s behavior and never did anything to stop it. The behavior was well documented and ARCM Enos had the documentation. There was a very volatile incident in our office where this man yelled, made an inappropriate comment and a menacing gesture directed at our AMT. This happened while we were on a teleconference with Jeff Enos. This man also “cussed out” Jeff Enos and Enos did nothing. Later Enos called me and told me to handle the situation with this man because “he did not like to do those types of things”. The next day, the man resigned while I was writing him up. Jeff Enos should have disciplined this man. The Local Census Office Manager does not hire, fire or discipline managers. That is the responsibility of the Area Manager.
After the three of us, female managers, learned this man had been rehired during a teleconference with Araceli Barcelo, we filed EEO complaints. We filed complaints because management had not dealt with this man’s illegal and abusive behavior, had rehired him and, then, given him a promotion as a Regional Tech in the area Araceli Barcelo supervises. The women in our office were told this man was to not come to our office. However, as a Regional Tech, he now had access to our work and all our electronic files. He could also show up at our door and gain entrance. We filed because we feared he would harm us. The statement from management that this man would not come to our office shows they knew he had done something wrong in our office.
This man was originally hired as a Group Quarters Supervisor in one of the Central Valley Offices about three hours from Santa Maria. To do this, Barcelo needed to have used a fake address, a new geo coding, as office staff can only be hired from the local area. This man lives in Santa Maria. Staff from our office sees him at the local gym quite regularly. Barcelo had fired the LCOM and the Assistant Manager of Administration from one of the Central Valley offices for allowing the Administrative Assistant to use a fake address, her sister’s address so she could move with the LCOM to one of the new offices. Why hasn’t Barcelo been fired for doing the same thing?
Araceli Barcelo with the direction of Jeff Enos has fired numerous managers in her area. She uses her Regional Techs as spies. Barcelo uses these spies to get information so Barcelo can build documentation on the managers. While some of these managers may have been fired for performance issue, the majority have not. Some of the managers have quit because they couldn’t deal with Barcelo’s harassing behavior, her firing of their staff and taking over the office to put pressure on the LCOM to quit or to find something to use against them. After one LCOM quit, he contacted his Congressional Rep to complain about all the firings and a delegation from the Congressional Office went to L.A. to meet with James Christy, Regional Director. However, the firings continue. Some of these managers had been with the 2010 Census since the offices opened in 2008. The cost of hiring, training, firing, hiring a replacement and retraining is staggering and a huge waste of taxpayer money. But, then again, as many reports have stated, the Census Bureau has wasted enormous amounts of money. Nothing is done about Barcelo and her behavior as they don’t want to disrupt the operations.
If you complain about Barcelo or Enos or anything Barcelo does, you are subjected to retaliation. All of us who have filed against her have received the brunt of her retaliatory behavior. Some of us have been fired. I have been harassed by her every day since I complained about her. She calls us and makes snide, abusive and insulting remarks. She treats us like we, in the field offices are the enemies instead of helping us with the operations. She has made her Regional Techs scour everything in our office to build documentation on us. They looked at all our time sheets to find errors and, I was written up for it. She had one of her Regional Techs, the hatchet man, go through every selection certificate we have handled since the office opened to find mistakes. He is the hatchet man because Barcelo uses him to find things so she can fire. Our Administration Department, by this time, had hired over 2,000 employees and was handling about 300 payroll documents a day. Given the volume and speed of these transactions, since they are all on strict timelines, there will be mistakes. Management claimed all offices were being audited. This was a lie. Barcelo conducted sham superficial audits of her other offices. She used another RT to audit the work he had done when he was the Assistant Manager of Administration. None of the offices in her area or offices reporting to other Area Managers received the depth of review or covered the timeframe audited in our office. Some of the other offices were not audited. This was pure retaliation on the part of Barcelo and Enos. Regional Director, James Christy and Deputy Director know about all of this as we have sent our complaints to them. They turn a “deaf ear” as they don’t want to “disrupt the operations”. Barcelo continues her abusive retaliatory behavior.
We filed our informal EEO complaints and the EEO Counselor contacted us within a week. She tried to resolve the complaints but, of course, management refused to settle claiming they had done nothing wrong. What we sought was to have management deal with this man who they rehired as they should have done originally, to have Barcelo and Enos disciplined for not dealing with this man’s behavior and for rehiring him with full knowledge of his behavior and to have our office moved from the chain of command of Barcelo and Enos as we knew they would retaliate. Retaliate, they did.
We filed our formal complaints with the Decennial Office of Civil Rights, Kathryn H. Anderson, Deputy Director for Decennial Operations Office of Civil Rights, Washington, DC. This was several weeks ago. We received notice from DD Anderson that our complaints had been received but, no decision as to whether our complaints had been accepted for processing or whether an investigator would contact us.
Last week, an LCOM from one of the Central Valley Offices called me. This LCOM and another manager from her office had also filed complaints but, were told by an EEO Counselor that the Decennial Office of Civil Rights is delaying processing the formal complaints so the Census Bureau can finish the operations. None of our complaints have been processed. This LCOM told me complainants are now filing with the Office of the Inspector General so that someone will do something to stop Barcelo’s behavior.
There is a statutory timeline for agencies to process complaints, 180 days. When a federal agency/department/bureau stalls processing formal complaints, they can say they won’t be able to investigate the complaint within the 180 day and pass the complaint on to the EEOC. The Office of Civil Rights, then, never investigates the complaints. This discourages complainants, they give up or they don’t want to deal with another process, EEOC. This creates what is called a “chilling effect” on complainants. The “chilling effect” has been used in the past by employers as a way to avoid having to deal with complaints and avoid correcting their illegal practices. By stalling, the census operations will finish, the responsible management officials will be gone and documents will be destroyed. And we know the Census Bureau is known for shredding and destroying documents and materials. Also, by stalling processing and investigation of complaints, the Office of Civil Rights is giving benefit to management. The OCR is to be an impartial finder of fact. Giving management a benefit and not giving complainants their statutory rights makes the office biased toward management. The only “right” the temporary decennial census employees have is civil rights. Completing the Census does not trump civil rights laws.
By not conducting timely investigations of EEO complaints, the Census Bureau is giving license to managers to continue to engage in discriminatory/harassing and abusive behavior. The managers see no consequences for their behavior and see EEO as a joke. Araceli Barcelo has been quoted as saying: “I have so many EEO complaints filed against me but, I still sleep at night.”