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  The arbitrary transfer from One-Stop and the performance evaluation have left Hilda livid. That’s what she gets after 30 years. She realizes that people have the right to report misconduct but "those charges should be truthful, not malicious. False charges should also be investigated," she says. She believes the department should examine the motives of whoever made the anonymous charges. "It’s scary that someone can ruin a person’s reputation by writing an anonymous letter," Hilda says.

chickenshit.com

  Currently, Hilda works as a compliance officer and reviews whether all the One-Stops (there are 15 of them) are meeting their contractual obligations. Ironically, the One-Stop in East L.A. is almost kaput, gone, finis, out of business. You might say the department sucker punched East L.A....
  In my last article, I wrote about the case involving CEA member Manuel Gomez and his 30-day suspension by the Department of Children and Family Services. After much wrangling in hearings, Manuel and his coworker Erlinda Morrissey, a SCSW, who recently became a member as well, settled with the department a few days before the next scheduled day of hearing.

As you can see from their photograph, they were happy with it...And lastly, member Jaime Meraz, Captain in the Department of Animal Care and Control, wrote "Chasing 4-Legged Gang Members" in the LA Times in January. The story is about his long days keeping us safe from an estimated 44,000 stray canines roaming the city of LA, ranging from pit bulls to packs of Chihuahuas. ¡ Cuídate Jaime—que no te muerdan!


An arrow in the grass in Chicano
Park, San Diego, Cal.

SPREADING THE
WORD ABOUT JOBS:
THE KEY TO AN
INTEGRATED PUBLIC
WORK FORCE
by
Alan Clayton

State Senator Richard Polanco, the majority leader of the California Senate, reintroduced a very important civil rights bill, Senate Bill 44, that will aid minority group members and women who are underrepresented in the public sector to find out about job opportunities.
  SB44 would continue to permit outreach to underrepresented minorities and women so that they can compete for public sector jobs. The bill is necessary and does not conflict with Proposition 209 because outreach programs under the bill would not be raced-based preference programs. The programs would be informational and consumer-oriented. Such outreach has worked in the past and will work in the future as a means to attract qualified minority applicants who have traditionally had low numbers of their residents employed in the public sector.

   Currently, many of the communities that do not get public sector job announcements and have low numbers in the public sector are predominantly Latino. These communities often have local community newspapers that are widely read by local residents but are frequently not used for recruitment purposes by the local public sector employer. Many of these local newspapers are owned and published by Afro-Americans, Asian, and Latinos. All too often job opportunities in the public sector are not announced in these newspapers.
  In addition, some minority groups and women have very low representation in certain job categories because those public sector employers have relied on insider or word-of-mouth recruitment.
  Historically, we know that if there had been no outreach to minority groups and women, most public sector employees today would be white. However, where outreach has occurred, there often has been a remarkable change in the ethnic or gender composition of the public sector workforce. It can not be stressed enough that often the Latino community has been ignored in these efforts.

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