Dollar Bills over Compassion

SRHS Director Fired

Trustees Meeting Today

Who gets let go this meeting?

Last month was the Head Zebra's announcement.

ZEBRAS DON'T CHANGE THEIR STRIPES

Call or text the zebras at the farm before the meeting [Click here]

Butt-Hurt Salve

Snarky Snark

SRH Transparency

Name	Title	Phone	E-mail
Kevin Holland	CEO	228-218-2489	kwholland@bellsouth.net
Lee Bond	COO	228-990-6641	leebondcpa@live.com
Craig Summerlin	CHRO	228-326-5510
Laurin St Pe’	Administrator, SRH	228-217-8433	lstpe@aol.com
Lena Crain	Director, HR	228-217-2804
Susan Russell	CNO	228-217-1229
Georgia Storey	Guest Relations	228-382-7045
Randy Roth	Inpatient Physician Services	228-218-4011
Amanda Stewart	Director, Med/Surg	228-326-9970

Our mission is to improve the quality of life for those we serve.  Through this dedication, we improve the health of our community while making it a better place to live and work.

Contact Information

Contact Name: Georgia Storey, Director of Guest and Community Relations

Email: georgia.storey@mysrhs.com

Web of Mendacity

Read More at Slabbed.org

Well, now we have a new name in the game or rather in the web of the mendacity of SRHS… Lena Crain. Hmmm.. Now sit back folks while I give you a tidbit of another side story in this tangled web of deception, greed, unethical practices and more of SRHS.

Lena Crain moved up very quickly through the ranks at SRHS too just like our favorite GoGo Dancer. She started out clerking, then worked her way into HR. Lena Crain developed a program called People Development. It was a nice idea on paper, and she was able to sell it to the Eskimo Ice Salesman himself, Chris Anderson.

Within months of People Development taking off, Lena Crain decided the Lord had called her and her husband to become missionaries in Alaska. So, Nebo Carter, being the most excellent Chief Human Resources Officer and Pretty-boy Chris Anderson, the ever so smart and conniving CEO, allowed Lena to go to Alaska. What is so wrong with this you ask?

Lena was in Alaska working as a missionary, BUT at the same time, was still on the SRHS payroll as a FULL TIME, yes, FULL-TIME employee!!!! They allowed her to “work remotely” and gave her a made-up job title and she was responsible for making sure all of the year-end evaluations were done correctly and on time and that career plans and goals were met, etc. Lena was paid as she and her husband drove from Mississippi to Alaska pulling their U-Haul. She was even paid to go to a workshop in Washington State while in Alaska working as a full-time employee. Lena was even promoted, yes folks, she was promoted while working in Alaska!!!!

She came back to Mississippi and took up right where she left off, and now folks drumroll, please………… Lena Crain is the Director of Human Resources! Talk about the luck of the draw.

Now, there are many employees who are made to take a leave of absence to go back to school when they need to do internships or nursing practicums. But not Lena Crain.

Makes you wonder?! Was it her close relationship with the Chief Compliance Officer? Was it her very close relationship with Nebo Carter, CHRO? or did she know something on the Eskimo Ice Salesman, Chris? Perhaps it was a combination of the 3.

Regardless, there were several borderline ethical issues with SRHS allowing an employee to work that far from home and still be considered a full-time employee! Not a contract employee, but a regular full-time employee. If she was going there to do missionary work, then how did she have time to do a 40 hour a week job for SRHS at the same time? It was not that much work to do 40 hours a week when year-end evals are only done in the months of November and December.

Things that make you go mmmmmmm

All of this happened under the watchful eye of Chris Anderson, then CEO. Baptist I sure hope you are watching this sneaky salesman 24/7.

SRH Termination & Due Diligence

GET THE PDF OF THIS POST WITH UNEMPLOYMENT APPEAL

SRH Manager Meeting before HR Meeting

 (7/14/2017 1052 AM)

SRH Manager: They want us to go to HR at 3. You for an incident that happened apparently with the family, a patient's spouse, I don't know all the details. I feel like it's pretty serious. I wanted to tell you before we go in there, so I want you to have the option of what you want to do cause if I was you, this is as a friend, I care about yall, I hope yall know that if it was me, what I would do, they want to meet at 3, at 2 o'clock, and please don't let this leave this room, I would type up a letter of resignation, whatever the hell you have to come up with, cause you don't want to go in there. I have a feeling; I have a bad feeling. And this is me being your friend, and I don't want you to have that on your work history. I don't want that to affect you in a negative way. I mean do you want to go in there. It's up to you. I just wanted to tell you ahead of time in case that is something you wanted to do for yourself you had that option. I've done that before for people. Because when it's out of my hands, there's not a damn thing I could do about it. And this is completely out of my hands. And they are not asking me anything.

Terminated Employee: What's it about?

SRH Manager: I don't know the specifics. I know they are going to go over it in there and they will review it, and they'll have details of the event. I did not know about it until yesterday, and that's why I texted you last night so I could give you heads up before you came in here today. It was, what I got, was very vague. It was to do with a patient's S.O., wife, I think, and it's been several weeks ago. So I don't know if they sent a letter in, I don't know all the details on it. I know that they are very upset about this incident, so I don't know. They are not asking me anything period. I just have a feeling. I just feel like that would be your better option. That's just me telling you as a friend not as you manager ok. If you want to go in there, me and you will go in there at 3 o'clock. Whatever you want to do. If you want to hand me a letter, hand me a letter, and I'll tell them just the same. Do you want to go in there?

Terminated Employee: yeah

SRH Manager: Ok. I figured you did. I just wanted to tell you ahead of time cause I'm not sure what's gonna happen. And I'm concerned. That's fine we can go in there. I figured you wanted to go in there. I would want someone to give me that option. This is not what I wanted to do, ok? I do not have details. I don't have anything to do with this at all. If it was me, this would be going down a lot differently, I promise you. I just want to tell you that. It bothered me all last night; I feel like, I would take more time to investigate it, and they should have let me know something about it. I would've liked to at least had known details so I'd know which way they was wanting to go to give you a better idea. I just have a bad feeling. I just want you to know that. And I wanted to give you the option.

Terminated Employee: There's no way I would resign.

SRH Manager: I know that, but with resigning you're, not that you would want to come back

here, but you are available for rehire after two years but if you're terminated you’re not. That's

why I wanted to give you that option. I know you are finishing school and you had plans, but I

tried to put it off, I tried to postpone it. I was gonna let you work through your weekend. I feel

like that would be better. I dang sure wouldn't bring someone in HR on a Friday. That's just not

right. I don't like that. It’s a Monday morning kinda thing. I'm not happy about it. They don't

care.

SRH Manager: I don't know. I got vague. First thing I got a text about it. Asked me if I knew

about it. I don't know of any incident. I haven't had any negative comments until last week I

hadn't had any negative comments in 3 weeks. We've had really great letters sent in. Kevin sent

me a couple of them. I had no idea. And they did not give me any details. Something that was

said to a patient’s family member and it was after it was they had been gone for several hours,

and they felt you were rude and out of the way.

Terminated Employee: Probably because I left the room whenever CHARGE NURSE went in

there to explain something to the patient and the patient's wife works here in radiology, and it

was Dr. Roth patient, and she was concerned she had gout, and I tried to text Dr. Roth and I

wasn't able to get ahold of him and so I talked to Dr. Culpepper and got the guy colchicine, got

double dose on that and got him on q day colchicine.

Terminated Employee: I know that's what it is.

SRH Manager: Well, that's all I know so if you know. Just remember exactly what happened.

Terminated Employee: That's it. I had no out of line comments to her.

SRH Manager: Just know that is nothing and you know if this would've happened and I

would've gotten a complaint, I would have come to you and asked you what happened and

called the patient and asked what happened.

Terminated Employee: I don't have any complaints with any of my patients.

SRH Manager: You don't (Terminated Employee). I promise you I told them that. I told them

things have been going great. I had to go talk to Lena about something else not related to you

in any way, and Craig came in, and we talked about this just like I said vaguely, they didn't give

me the details, and he asked me how you were doing, and I said (Terminated Employee)'s doing

great. I said you know he's part of the team, I said, he's a great preceptor, things have been

smooth and easy, and we haven't had any problems. Because when I first came over here, they

were like (Terminated Employee)'s gonna give you a hard time, I was like, (Terminated

Employee)'s not gonna give me a hard time. I take that for face value. That's how people are.

But getting to know you, I mean, you're good at your job, I don't have any problems with you. I

like you, that doesn't matter as far as work wise as long as you do your job and your pleasant

but I like you as a person, I think you're a great employee, I haven't had any problems, you're

dependable, you're pleasant to be around, this is not me. I just want you to know that. I would

have handled this differently. I would have talked to the family member. I would have squashed

it. The problem is when things aren't brought to me I can't keep them on 1 East. This happens,

and it's out of my hands and probably because of last time they aren't giving me any options.

They are just. I'm showing up just like you are. I didn't fill the paperwork out. I guess cause I

went to bat for you last time which I don't care. I mean it was what it was, and that was the

right thing to do so.

Terminated Employee: Do I have time to call an attorney?

SRH Manager: If I was you I would go and see what happens first and then you can.

Terminated Employee: I didn't know if one could be here.

SRH Manager: I don't think they would let you do that during the process. But you, you're

gonna read through the paperwork. You'll have everything. You'll be able to take that and do

what you need to do with it. I believe there used to be an appeal process for termination. Do

what you have to do. I just wanted you to know.

Human Resource Meeting: Termination 

(7/14/2017 325 PM)

Lena Crain: (Terminated Employee), I won't take up much of your time this afternoon. I have

been asked to meet with you and let you know that we have received a complaint from a

patient's family member and I had gotten the information second or third hand, so I always

want to do my due diligence when I am being asked to do something to make sure that I hear

first hand, so I want you to know that I reached out to this person this morning and spoke to

them and she was you know very supportive of the organization but um had some complaints,

some very concerning complaints about um when her spouse was here in the hospital so I know

I am going to ask you to read this, so I was going to do that anyway, so why don't we just start

there. This is the cover um sheet that we have and these areas that we are going to talk about

today are in the areas of our standard of behavior, our attitude and communication, and our

sense of ownership and our core values that we have recently put into effect at the first of the

year, and so you know our patients are guests. Caring, communication is the key, and it's all

about service. those are the three areas that were really affected in this. So, here's the

information in a summary. I will tell you I was on the phone with her about an hour, but it all

boils down to this.

Terminated Employee: Okay

Lena Crain: Um I know it wasn't all that long ago that you and I met with SRH Manager here,

and so you realize I want to give you an opportunity, of course, to look over this entire form

and it's three pages. I want to give you an opportunity if you want to write a statement here, it's

not required of course and an opportunity to read this statement and to sign here, of

course, it's not a requirement, and then I want to, I have a couple of documents to give to you.

Terminated Employee: Alright. I'm not signing anything. I mean it's vague right there. So I don't

really know about the situation so.

Lena Crain: Okay, so you don't remember the situation at all.

Terminated Employee: I mean nothing in that is given me anything to give me an indication.

Lena Crain: Ok. Alright. You know. I don't know. Being nonclinical how much I should share with

you but this was a gentleman that came in and had to have had his wrist. He had hurt his wrist

previously. But I think something else may have brought him in. She does recall that they

were all the way at the end of the hallway and the wrist I think she mentioned that it might

have been aggravated by gout and she had made some, several requests for medications.

Terminated Employee: And nothing was done?

Lena Crain: Uh uh, no.

Terminated Employee: Really?

Lena Crain: Yeah.

Terminated Employee: the way that I remember this situation

Lena Crain: So you do remember the situation

Terminated Employee: I spoke to, well; I figured that was the case, but I mean I did speak. That

was a Dr. Roth patient. The lady works here. He was direct admitted to the hospital with I think

altered mental status.

Lena Crain: Ok

Terminated Employee: She was concerned that he had a gout flare-up and I tried to page Dr.

Roth and he didn't return a page, so I talked to Dr. Ryan Culpepper, and he wrote an order for

the colchicine that treats gout, and I believe I moved that patient closer to the desk that day

too.

Lena Crain: You did. She mentioned that you did

Terminated Employee: So I mean, you know, as far as I wasn't checking on the patient or doing

anything or being a patient advocate. Speaking to a doctor, having the patient moved,

attempting to call the admitting doctor to no avail. What else could I have done?

Lena Crain: Well in as I think you'll know and I how I perceive a person's tone and body

language and all can play a big part in that

Terminated Employee: She wasn't there that much that day, she was there very little. So, I

mean I even had someone else that was charging that day speak to her with me present with

her. I don't understand how any of it. That happened on June 4th, on a Sunday. And I told her I

figured Dr. Roth might be at mass or something and I did tell her I talked to Dr. Culpepper who

happened to be on the floor and he obliged and gave an order for colchicine a loading dose and

a maintenance dose.

Lena Crain: And I don't necessarily from talking to her this morning thinking that I mean she

said pretty much what you did now she didn't mention Dr. Culpepper, but she did mention that

it was a hospitalist physician. I think she calls them IP physicians. And um uh but it was more of

the way the communication was even at one point she described you had asked her just how

do you know Dr. Roth well this is what she says.

Terminated Employee: She works in Radiology

Lena Crain: She doesn't work in radiology. She is the business manager for the radiology group.

Terminated Employee: She told me she worked in radiology here.

Lena Crain: And she's here a lot. And she was in the process of telling you that story, and she

says you turned and walked out.

Terminated Employee: No ma'am, that's not how that happened. That was a prior incident

earlier in the morning when I was just getting to know her. The time when I left the room was

when the other guy was talking to her, CHARGE NURSE was talking to her, and I was just

standing over in the corner. There was no communication going on between us. I was watching

him, listening to what he had to say.

Lena Crain: Well, (Terminated Employee), I'm just gonna be very honest with you. There have

been other individuals to talk to her. This has been approved to take place. We are not happy

about it. I am certainly not happy about it. I have got to support what I am being asked to do.

So, that's why we are here. What I am going to do.

Slabbed.org: Kevin Holland is finally leaving Singing River Hospital. What Gives?

Kevin Holland is finally leaving Singing River Hospital. What Gives?

Senior Leadership

Slabbed: Kevin Holland Update

Kevin Holland: Changing His Zebra Stripes

From: T Payne

Date: 8/31/17 9:00 AM (GMT-06:00) 

To: Sinuous River Board of Trustees

Subject: Piss Poor Leadership

I am increasingly concerned about Kevin Holland and his "senior leadership", but this is your call to make.  I will support whatever y’all decide to do, but please keep a close eye on things and don’t let it get out of hand.  Zebras don’t change their stripes too often I’m afraid…. [Read more ->]

Inmates

Husband of SRHS CNO

SRHS ICU Manager

https://sinuousriver.blogspot.com/2016/11/anti-millette.html

Director

GOOD READS

From: Donna Iler

Sent: Friday, January 27, 2017 11:29:53 AM

To: Susan Russell; Amanda Dunaway; Tanya Webb

Subject: USM Issue with 1E Employee and USM Students and Instructor 

I was notified at 10:30am that Charlotte Gore, USM instructor left a message on our SRH Education phone to call her on 1E. Brenda took the message from our phone and called 1E to assist the instructor. The attached document details the phone conversation that Brenda had with [Redacted] when she called to speak to the USM instructor.

I was notified by Brenda about the conversation with [Redacted] and that he had refused the USM students to perform the scheduled clinical experience on 1E. 

I called Charlotte Gore and here is what she said happened today upon arrival to 1E for their scheduled clinical experience:

‘The students and I approached the nurses station and was “mobbed” by the staff and was told they were short staffed and if the instructor could not find them a nurse then they could not have their clinical experience on 1E today.[Redacted] told the students and the instructor they had to leave and to find the nursing supervisor’.

The instructor stated she called and left a message for Tanya and Suzie but had not heard from either of them. The instructor notified her boss and the Dean at USM of the events that transpired today on 1E. The instructor advised me she called me to get another unit to take students since 1E is ‘caustic and not a good place for student learning’. The instructor stated she called Justin and he graciously allowed students on PCU today. I apologized for the unprofessional behaviors and the situation that transpired between the staff, instructors, and students. The instructor requested another unit and I advised her that I would make a call and call her back.

I spoke with Jennifer Bradley that willingly accepted the requested to allow three USM students on her unit each Friday. I called Charlotte back and informed her of 2SE agreeing to take the students. The instructor will revise her clinical schedule and send this weekend or early next week.

I was unable to reach Tanya so I called Amanda. Amanda called me back and requested I send the information from Brenda on the dialogue with [Redacted]and the instructor’s report of what happened this morning on 1E.

Thanks

Donna

From: Amanda Dunaway 

Sent: Friday, January 27, 2017 11:48 AM

To: Donna Iler; Susan Russell; Tanya Webb

Cc: Lena Crain; Lee Bond

Subject: Re: USM Issue with 1E Employee and USM Students and Instructor

Thank you for the documentation of this incident.  This behavior is unacceptable and will be addressed.  

Tanya, please get documentation from Cindy, Libby, and your staff regarding his behavior at shift change this morning.  Once we have it all together, we'll get input from HR on how to proceed.  I'm appalled by what he has exhibited today.  He does not represent the type of employee that we want within our organization. 

From: Lee Bond

Sent: Friday, January 27, 2017 5:09 PM

To: Amanda Dunaway; Susan Russell

Cc: Lena Crain

Subject: RE: USM Issue with 1E Employee and USM Students and Instructor 

Can/should we terminate him for this? Seems his name comes up as quite a problem every other week or so. This may be the time to be bold and move in a different direction. 

From: Susan Russell

Sent: Friday, January 27, 2017 5:15:34 PM

To: Lee Bond; Amanda Dunaway

Cc: Lena Crain

Subject: Re: USM Issue with 1E Employee and USM Students and Instructor 

I'm on the phone with Justinn.  He jumped in and took a total of nine students in ICU so these students ended up having a great experience.  Justinn had Ms. Gore as an instructor and was able to turn around the bad taste [Redacted] left in their mouth.  This was a new relationship with USM that just got formulated in December so to say I'm incredibly unhappy that one rogue almost ruined it is an understatement.  I will personally receive out to Ms. Gore and her students on their next rotation.

[Redacted] has not been suspended before, which I suspect was deserved, so will have to see what level of employee action he will receive.  I don't think drowning him in the duck pond is an option, but I can still enjoy dreaming about it :(

Suzi

From: Amanda Dunaway 

Sent: Friday, January 27, 2017 5:28 PM

To: Susan Russell; Lee Bond 

Cc: Lena Crain

Subject: Re: USM Issue with 1E Employee and USM Students and Instructor

I am supportive of the highest level of corrective action that seems reasonable to the team. 

From: Lena Crain 

Sent: Friday, January 27, 2017 5:37 PM

To: Amanda Dunaway; Susan Russell; Lee Bond

Cc: Carla Pierce

Subject: RE: USM Issue with 1E Employee and USM Students and Instructor

Amanda,

Please work with Carla Pierce on Monday to complete the paperwork with your recommended action. We’ll be happy to meet with you and Mr. [Redacted] to discuss this incident and the action to be taken.  

Thanks

From: Callie Marshall 

Date: 2/5/17 7:09 AM (GMT-06:00) 

To: Tanya Webb

Subject: Patient Complaint 

I am sorry I know you are up to your butt in alligators, but I have been getting complaints from the night shift regarding [Redacted]’ performance.  I was not aware that there was a problem with him until recently.  Faith tells me that one of the patients said that he was very rude to her yesterday. Restarted her IV and left the old one in.  She called the desk and asked that it be removed.  He came down and snatched it out and made some unsolicited comment as he was removing it. 

When questioned, she says that they get those complaints often regarding him.  I told her to start documenting these and giving you know specifics.  That would give you what you need to deal with the situation.

Looking for a couple of good nurses for your day shift slots.

Callie

From: Tanya Webb 

Date: 2/5/17

To: Callie Marshall

Subject: Patient Complaint 

Thank you Callie! I definitely need any issues/ concerns in writing. We can't fix something that we don't know about! 

Thanks,

Tanya 

From: Amanda Dunaway 

Sent: Tuesday, February 07, 2017 11:37 AM

To: Tanya Webb

Subject: FW: USM Issue with 1E Employee and USM Students and Instructor

Did you get the suspension done with [Redacted]?  I’ve got some other feedback that we need to discuss regarding his performance.

From: Tanya Webb 

Sent: Tuesday, February 07, 2017 12:53 PM

To: Amanda Dunaway

Subject: RE: USM Issue with 1E Employee and USM Students and Instructor

Amanda,

Everything was sent over to Carla and waiting a go ahead. What other issues???

Thanks, 

Tanya 

From: Kevin Holland 

Sent: Thursday, February 09, 2017 10:37 AM

To: Susan Russell; Lee Bond

Subject: Employee

I heard some additional negative comments about [Redacted] today, nurse on 1 East at SRH.  Where do we stand with terminating him?  Or has the plan changed?

From: Susan Russell 

Sent: Thursday, February 09, 2017 10:45 AM

To: Kevin Holland; Lee Bond 

Subject: RE: Employee

His HR file doesn’t really support his previous behavior and Tanya recommended a suspension.  I leaned more toward termination and Craig gave me the option.  I gave credence to Tanya’s desire to suspend after she met with the rest of the 1E team and didn’t want to override her decision.  If he’s violated our standards of behavior in any way, he’s gone.  What comments have you heard? I would love to be done with him since I think he hurts us more than helps.

Suzi  

From: Kevin Holland 

Sent: Thursday, February 09, 2017 10:54 AM

To: Susan Russell; Lee Bond

Subject: RE: Employee

Not worthy of changing any course – just had Mario King in my office this morning on other matters.  He got sidetracked on what a terrible representative of our organization [Redacted] is and that he has a real attitude problem.  I do think we need to monitor his negativity and poor attitude closely.  – Kevin.l  

From: Susan Russell 

Sent: Thursday, February 09, 2017

To: Kevin Holland; Lee Bond 

Subject: RE: Employee

He’s a bad apple my friend.  His behavior reflect on the entire department.  I think you should pull him in for another conversation to let him know his snark has made it up to the highest levels in the organization.  

Suzi

From: Tanya Webb 

Sent: Thursday, February 09, 2017

To: Susan Russell

Subject: RE: Employee

Good Evening Suzi,

Wanted to know your suggestion for the appropriate corrective action for[Redacted]. Amanda and I discussed a 3 day suspension, and we both were in agreement. Wanted to hear your thoughts since the pond plan would unfortunately be frowned upon... 

Thank you,

Tanya 

From: Amanda Dunaway 

Sent: Monday, February 13, 2017 12:02 PM

To: Tanya Webb

Subject: RE: USM Issue with 1E Employee and USM Students and Instructor

Where are we with this?

From: Tanya Webb 

Sent: Monday, February 13, 2017 1:57 PM

To: Amanda Dunaway

Subject: RE: USM Issue with 1E Employee and USM Students and Instructor

Amanda,

[Redacted] has been informed of his suspension, and we meet with Lena tomorrow.

Thanks,

Tanya 

From: Amanda Dunaway 

Sent: Monday, February 13, 2017 2:00 PM

To: Tanya Webb

Subject: RE: USM Issue with 1E Employee and USM Students and Instructor

Ok.  Thanks.  Let’s talk tomorrow regarding a few staffing issues.  Give me a call this afternoon to discuss Melinda.

From: Tanya Webb 

Sent: Monday, February 13, 2017

To: Amanda Dunaway

Subject: RE: USM Issue with 1E Employee and USM Students and Instructor

Ok sounds good, this month has been better! Things are looking up… Will be in HR from 12:45- 2 tomorrow for Donna and [Redacted].

Thanks,

Tanya 

Read Suspended Employee's Corrective Action Report

From: [Redacted] 

Sent: Sunday, February 19, 2017 9:44 PM

To: Craig Summerlin 

Cc: Kevin Holland 

Subject: Incident/Suspension

Request for appeal to suspension stemming from incident and if suspension stands, request for successive dates for suspension.

Read Suspended Employee's Appeal To CHRO

From: Craig Summerlin

Sent: Monday, February 20, 2017 11:59:33 AM

To: [Redacted]

Cc: Kevin Holland

Subject: RE: Incident/Suspension

Thanks for your email.  Unfortunately, there is not an appeal process for a corrective action that includes a suspension.

I have discussed the situation with those involved in the corrective action process.  I have been assured that the Standard of Behavior violation was clearly communicated to you.  The Standard violation committed was Attitude and Communication.  Voicing a concern for safety of patients and co-workers is something we want each of our employees to do; but, there is an appropriate way and process to accomplish.  The corrective action provided to you is Singing Rivers’ way of notifying you of the process.  I have attached a copy of the Standards of Behavior for your review.

The dates of suspension are determined by your Manager.  You will be notified of the dates in advance.  The dates of suspension will be based on patient need and other staffing, so I cannot guarantee that the dates of suspension will be successive. 

The corrective action process should remain confidential and should not be discussed with fellow employees.  

If you would like to discuss further, please let me know.

Thanks,  Craig

From: Kevin Holland 

Sent: Monday, February 20, 2017 8:50 AM

To: Tanya Webb

Subject: FW: Incident/Suspension

Tanya, received this from [Redacted] late last night, wasn’t too surprised to see it given what I know and have heard.  Where are you with him now?  I’ll support whatever your position is and recognize he has been a challenge.  

From: Tanya Webb 

Sent: Monday, February 20, 2017

To: Susan Russell

Subject: FW: Incident/Suspension

Suzi,

This is the email sent to Kevin Holland by [Redacted] regarding his suspension.

Thanks,

Tanya

From: Tanya Webb 

Sent: Monday, February 20, 2017 11:23 AM

To: Kevin Holland

Subject: RE: Incident/Suspension

Kevin,

We discussed his suspension last week in HR, but he has not been given the dates as of yet. We are short staffed and he was informed that the dates of suspension were at the discretion of the Manager. I was hoping that [Redacted]would lay low after this incident, but that is not the case. In this case I decided on the 3 day suspension because he had no other (documented) coachings. 

Thank you for your support,

Tanya 

From: Kevin Holland

Date: 2/20/17 2:52 PM (GMT-06:00) 

To: Tanya Webb

Subject: RE: Incident/Suspension 

Tanya, I support you 100%.  I am increasingly concerned about him, but this is your call to make in conjunction with Suzi.  I will support whatever y’all decide to do, but please keep a close eye on things and don’t let it get out of hand.  Zebras don’t change their stripes too often I’m afraid….

From: Tanya Webb 

Sent: Monday, February 20, 2017

To: Kevin Holland

Subject: RE: Incident/Suspension

So true Kevin, he is in self destruct mode right now! 

From: Kevin Holland

Date: 3/7/2017 1:55 PM (GMT-06:00) 

To: Tanya Webb

Subject: [Redacted]

How’s he doing of late?  And how are things on the floor? You getting settled into your role on the floor?

From: Tanya Webb 

Sent: 3/7/2017 4:38 PM (GMT-06:00)

To: Kevin Holland

Subject: RE: Incident/Suspension

[Redacted] has been uncharacteristically quiet! Everything is going well just hoping for a few great applicants to fill our open positions. We have been very busy since opening up to 30 beds but the staff is adapting. I am truly enjoying my new role just wishing there were more hours in the day.