Overview of Investigator’s Report Regarding Fire Chief & Lieutenant
Issues began last year with transition to a partial full-time staff. Nearly all evidence based on witness testimony.
The report consists of 23 pages written by the investigator, Charla Stevens, 8 pages of employee disciplinary letters signed by Jaye Vilchock, one letter from a name-redacted lieutenant, and a redacted key for the names of individuals interviewed. The body of the report is almost entirely based on testimony provided in interviews.
Methodology
The investigator was briefed by the town attorney and Town Administrator on March 31. The investigator interviewed the first witness on April 3 and the last witness on May 26. Jaye Vilchock was interviewed via Zoom on May 22, with his attorney present. Sandra Vilchock was interviewed in person on May 25. All but one of the witnesses were interviewed via either Zoom or telephone. Of the 28 people in the department, 15 were interviewed. The report gives no rationale for who was and was not interviewed; however, all employees were given an opportunity to contact the investigator.
In addition to witness testimony, the investigator accessed the following documents:
Minutes of the non-public session of the March 20 meeting of the Board of Selectmen
Personnel files of Jaye Vilchock, Sandra Vilchock (inferred), and two other employees.
Disciplinary warnings issued to employees. (All dated between August 28 and November 23, 2022)
Text messages sent to employees by redacted.
Facebook posts by Jaye Vilchock.
The body of the report does not specify what complaints were presented to the Board of Selectmen. It just summarizes them as: “public and employee safety, inappropriate and unfair discipline, questionable personnel management, and an allegedly hostile work environment.” As previously reported, the town failed to obtain written complaints, in violation of town policy.
Instead of specified complaints, the report begins with a recitation of various laws and town policies that may have been violated. Following this, the investigator’s findings are organized thematically with respect to possible violations.
The body of the report consists almost entirely of claims by one or more witnesses that something happened and denials or substantial re-framings of the events by Jaye Vilchock or Sandra Vilchock. Almost nothing is documented.
The report contains no references to any complaints about the department prior to the complaints presented to the Board of Selectmen on March 20.
The report ends with conclusions and recommendations.
Conclusions
The investigator concludes:
The Nottingham Fire and Rescue Department is currently in a state of dysfunction with extremely low morale. There is evidence that this dysfunction has existed for a significant period, but things have deteriorated in the past six to nine months contemporaneous with the advent of a primarily full-time staff. The poor morale is attributable to both Chief Vilchock and Lt. both of whom have been identified as difficult to work with, albeit for different reasons.
Chief Vilchock
There is an overall sense which is supported by the evidence that the Chief engages in micromanagement, fails to delegate and empower officers, does not accept the input of others regarding Department affairs, and engages in retaliation and mistreatment of those he views as challenging him or as poor workers. This retaliation takes the form of “nitpicking” and meting out unequal discipline. The Chief’s difficulty delegating responsibility to the other officers is a hindrance to getting important tasks accomplished in a timely and efficient manner.
Although many view the Chief as being safety conscious, there is evidence that when he takes action to prove himself correct or to show his authority, he will sometimes compromise safety. Examples include calling off mutual aid when requested by an EMT with whom he has an issue or insisting that a truck known to have poor brakes be driven.
Some officers, including the Chief, demonstrate a lack of skill in matters of employee management. This ranges from communication skills, delegation, discipline, and general knowledge of employment laws.
There is clear evidence of unequal treatment of employees whether it be due to lack of discipline of one or excessive discipline of another. There is evidence of retaliation by the Chief against those he does not view as loyal to him or those he views as substandard performers.
There is a clear message sent by the Chief that he is in charge and actions with which he does not agree will be dealt with harshly. He openly criticizes employees in an open forum, yells and swears at people, and gives the appearance of not being in control of his emotions.
Lieutenant Vilchock
There is evidence sufficient to conclude that Lieutenant Vilchock has engaged in repeated instances of unprofessional behavior in the workplace ranging from demeaning and criticizing employees publicly to name-calling and using discriminatory and offensive language.
Recommendations
The recommendation section is almost entirely redacted. The investigator says, “recommendations concerning personnel actions and discipline are beyond the scope of this report….” However, the investigator provides recommendations (all redacted) for two scenarios, one in which the Fire Department’s leadership is changed and one in which it is retained. Plus it gives some recommendations to be implemented regardless of the choice made by the Board of Selectmen.
