My name is Jeff Jones. I am a 59-year-old man with Multiple Sclerosis (MS) that has been known to the City of West Hollywood for at least 10 years. I have worked for the City since April of 2009. I have been a hardworking and dedicated employee with a good track record. I started as a Code Compliance Officer and was promoted to Senior Code Enforcement Officer in April of 2018. Click here to read the full story.
“I read the story submitted by Whistleblower #3 and found it relatable and enlightening. Whistleblower #3 is an incredibly tenacious, determined, unflinching and forthright individual with excellent investigative skills. When my colleague asked me why I believed it, I replied that the same ableism was happening to me.”
“After reading various whistleblower accounts, I realized other employees were experiencing similar issues. I assumed that ‘we disabled people’ were being discriminated against as a whole. WeHo was once an equal opportunity city, but now it has become an old boys club and has gotten worse. The city is showing its true colors by discriminating and retaliating against disabled people.”
(The following is an excerpt from the 4,300-word exposé.)
“I started to write in my diary about what Danny Rivas did to me.”
“Danny Rivas appeared to be disrupting the short-term rental program. I was instructed to change the way tickets were issued that was outside of City Council approval.”
“They advised me to obtain a doctor’s note regarding my condition. This led to the initiation of an interactive process meeting (IPM) to determine my restrictions and accommodations. The IPM consisted of someone from HR, my union representative Danny Rivas, and myself. Danny Rivas was adamant that I return to work despite my health condition and the doctor’s recommendations. HR stepped in and acknowledged the doctor’s note and agreed that my condition was confirmed.”
“My doctor stated that my health puts me at high risk for complications from COVID-19. I informed HR of this and asked them to tell the truth and to record all future meetings. HR was unaware that Danny Rivas had changed plans.”
“I informed my supervisor that Danny Rivas intends to send me out to work against my doctor’s orders. I explained that this is a very deceptive act by Danny Rivas and that he expects me to work in the field, answer the phones, process business permits, special event permits, extended hours permits and short-term rentals. This is the work culture that City Hall has created.”
“In late October 2021, I was notified by Human Resources that a meeting would be scheduled between my union representative and myself to discuss Danny Rivas’ flagrant disregard for medical orders and my complaint about his behavior.”
“In mid-January, I had my hands full with additional work, but I would skip lunches and work late hours without costing the city to try to get some short-term rental work done. I felt the need to do so because Danny Rivas’s approach was to expect the work to be completed even if he told me to ‘put it on the back burner.'”
“On July 5, 2022, I was informed that I was being placed on permanent call rotation as another attempt to hold back my work. Little by little, the workload increased and the short-term program lost prominence. I believe this was being done to gradually weed me out.”
“The union vice president, on behalf of me, stated that the job description is at least 12 years old and needs to be updated. Danny Rivas reiterated that most of the duties are required in the field. I am continuing to perform the same duties I have had in the office for the past three years.”
“I felt that Danny Rivas had a goal in mind: either put my life in danger or get me fired.”
“At the end of August, I contacted HR and provided details about Danny Rivas’ disruption to my work and how he was behaving towards me.”
“I wanted to work, but I wanted HR to control the harassment and retaliation. The environment was toxic and the regular harassment was making my MS worse.”
“By mid-October 2022, additional duties were emailed to me including my position, administrative staff duties and the Code Enforcement Business Licensing Officer position. There is a reason the city categorizes jobs. I was now overwhelmed with more work than I could handle in one day.”
“Two days later, in another attempt to oust me, I was informed by my union representative that at the direction of the Director of Human Resources, the permanent union president was no longer allowed to speak at IPMs at the direction of the Director of Administrative Services, Janet Jimenez, who was disrupting the Interactive Process Meetings (IPMs) to benefit Danny Rivas. As a union official, I have always participated in discussions and fought for the rights of our members.”
“After 18 months of living in fear of losing my job, facing retaliation for my health issues, being placed in an unsafe environment and having my work disrupted, the stress began to take its toll on me both mentally and physically.”
“In March 2023, I heard that Danny Rivas had transferred my duties to officer. I emailed HR to inquire about my situation. I also told them that in accordance with Article 5, Paragraph 4 of the Memorandum of Understanding, “Out-of-Class Duty,” my colleague was performing the duties of a senior officer and should therefore receive out-of-class pay. HR said they would investigate and let me know. To date, no one has responded to this matter.
“Although I could no longer walk unaided, I still sat during the day at work. Mentally, I was ready to return to my old job. My doctor gave me a return-to-work letter allowing me to work from home until I recovered.
“On December 13th, 2023, I was ready to sit down with HR Director Danny Rivas and my union representative for an Interactive Process Meeting (IPM) to discuss my timeline for returning. In all my excitement, I had forgotten how much the city had changed. I thought I would be able to return to the ethical West Hollywood I once knew.”
“According to the California Department of Civil Rights (Fair Employment and Housing), it is unlawful in California for an employer to fail to follow a timely, good faith interactive process, the purpose of which is to remove barriers that prevent you from performing a job that could be done with some form of accommodation.”
“I wonder if Mayor David Wilson is aware that his team is not allowing disabled people back to work?”
“This is another bullying tactic the City has become fond of using. I again asked if the meeting could be recorded and explained that I requested copies of the interactive process meetings (IPMs) but was not provided with all the notes as they were not all complete. California Code Title 2, Section 11069 – Interactive Process provides that medical information and/or records obtained during an interactive process shall be kept in a separate form, in a medical file separate from the employee’s personnel file and shall be kept confidential. Ms. Jimenez, where are these notes?”
“They weren’t going to comply with the Americans with Disabilities Act.”
“Their fundamental obligation is to provide reasonable accommodation, which is a statutory requirement, due to the nature of the discrimination faced by people with disabilities.”
“I had no choice but to contact the California Department of Civil Rights (Fair Employment and Housing). They admitted this was discrimination and filed a lawsuit. I’m told other employees have filed similar complaints and are under investigation. Since West Hollywood is no longer a city that stands up for individual rights, I turned to WEHOonline for help. I am forever grateful to Larry Block for helping me when no one else would.”
“I will be forced to retire. They think this is the end of me, but this is just the beginning. Lady Justice will show up and this administration will fall. So for now all I can say is… to continue.”