Hostile Work Environment

This is not Theater – It is currently happening in El Cerrito. This is why this episode is titled: You cannot expect those who created the mess to fix it:  Hostile Work Environment

In California, a hostile work environment is created when offensive or discriminatory conduct present in the workplace restricts an employee’s ability to perform their job. Racial slurs, threats, bullying, sexual harassment, physical fighting and other offensive behaviors contribute to a hostile working environment.

Hostile work environments are essentially toxic spaces that routinely dole out intimidation, harassment, and discrimination.

A vigilant community member raised awareness of this issue through a heartfelt letter addressed to the City Council. This blog post aims to distill and present the key concerns expressed in that letter to the Council. The author listened to the recording of the City Council meeting and any errors in presenting the concerns of the letter to the Council belong to EECRG.

It’s not theater; on October 3, 2023, during the City Council Meeting, the El Cerrito City Manager, Karen Pinkos, literally cursed at an employee:

1:31:00 – During the Public Works Director’s response to a Council question, an outburst is heard: “Yvetteh, shut the f word [profanity] up.“ The comment originates from the remote audio feed. Simultaneously, those viewing the remote video in the Council chambers see the City Manager reach to mute the remote computer while also covering the Assistant City Manager’s mouth.

1:31:00 – During the Public Works Director’s response to a Council question, an outburst is heard: “Yvetteh, shut the f word [profanity] up.“ The comment originates from the remote audio feed. Simultaneously, those viewing the remote video in the Council chambers see the City Manager reach to mute the remote computer while also covering the Assistant City Manager’s mouth.

1:55:20 – A public comment is made, addressing the earlier incident, as it had remained unaddressed by the City Council thus far.

1:56:30 – The City Manager offers a weak “apology” following the public comment. However, the apology primarily concerns being “unmuted as they were talking to each other.” The content and nature of the statement were not explicitly addressed, nor was there any visible reassurance or support offered to the targeted staff member.

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Concerns:

1. The nature of the outburst and its subsequent handling contradicts the strong commitment made by the City Manager at the start of the Oct. 3rd meeting, where assurance was given about the city’s “obligation and responsibility to provide a respectful workplace free from abusive, hostile and intimidating conduct.”
2. The primary concern isn’t about profanity or the failure to mute. Instead, it’s the underlying message that city leaders might feel free to make derogatory remarks about staff members, especially when they diligently try to serve the Council.
3. For the city to uphold its commitment to a respectful workplace, there is a need for a robust public statement and leadership that ensures a respectful work environment.
4. The fact that such a comment was made on an open mic suggests a potential pattern of inappropriate behavior. This is further evidenced by the comfortability of one city leader making such a comment in the presence of another leader.
5. The immediate reaction was not to denounce the inappropriate comment or show support for the staff member targeted but rather to brush the incident under the rug. This sends the wrong message and misses a valuable opportunity to emphasize the importance of a “respectful workplace free from abusive, hostile and intimidating conduct.”

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Although personnel matters are typically treated as confidential, the outrageous conduct in question took place in the public domain and, as such, warrants a public response. At the very least, it is imperative that the City Manager faces public reprimand and censure for their actions.

It is essential for the City Council to address this matter with transparency, reiterate their commitment to creating a respectful work environment, and take tangible steps to ensure such incidents do not reoccur.

Here is how you can help:

– Share this post with other residents.

– Voice your concerns.

– Council meetings are remote and in-person, but public comment is now

limited to in-person attendees. The City Council meeting will be on November 7.   If you want to contact City Council Members or the City Managers, all their emails are below:

– Karen Pinkos-City Manager kpinkos@ci.el-cerrito.ca.us

– Councilperson Gabe Quinto gquinto@ci.el-cerrito.ca.us

– Councilperson Carolyn Wysinger cywysinger@ci.el-cerrito.ca.us

– Councilperson Tessa Rudnick trudnick@ci.el-cerrito.ca.us

– Mayor Lisa Motoyama lmotoyama@ci.el-cerrito.ca.us

– Councilperson Paul Fadelli pfadelli@ci.el-cerrito.ca.us

PS – If you have ideas for a quick fix or hope for another gift from above, you are dreaming.

If you want to discuss shifting blame or justifying this behaviour, please start a separate

NextDoor thread.