Happy Phoniness Day!!!
While our sunshine club is out on maternity leave we purposely managed to give everyone in the building a thank you balloon yesterday, except you worms! Normally this jackass tactic would never happen, but we are an organization built on false sincerity. Please know that if we had balls, we'd just come out and say fuck you guys!
Concerning the April 6, 2021 General Election:
https://gopresstimes.com/2021/02/11/five-on-the-ballot-for-de-pere-school-board-primary/
Pay attention to these two questions:
What traits should the next superintendent have to ensure success for the district?
What needs to happen for the De Pere school district to be successful in the future?
-Dan Van Straten, (b. 1968 - 326 S Ontario St, De Pere, WI 54115 [$116,100])
-Jeff Mirkes, (b. 1963 - 1103 Tanager Trl, De Pere, WI 54115 [$278,800])
-Adam Clayton, (b. 1977 - 2041 E Higgins Hl, De Pere, WI 54115 [$271,600])
+1 for:
Foster transparency
We must avoid "this is the way we have always done it" mentality and remain flexible and agile for a changing world.
-Angela Hoisington, (b. 1979 - 1617 Mayfair St, De Pere, WI 54115 [$267,100])
-Chad Jeskewitz, (b. 1974 - 5362 Sportsman Dr, De Pere, WI 54115 [$713,100])
+1 for:
Ideally, the next superintendent is not only passionate about academics, but extracurriculars and gives equal attention to all.
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So Adam's bio wasn't the normal verbal diarrhea, so I wanted to know more. From his linkedin profile he is listed as the SE Region Design Manager at JT Engineering, Inc.
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I think from this glimpse you can see why I initially thought Dan would be a good guy to reach out to (probably a more down to earth lifestyle)
All those admin folks are pretty much the same in good old De Pere.
Its all a game to them as dictated to them by head guy. "Don't make waves... just come in, smile, shake hands, appease people with words"... collect a pay check and do nothing more than they have to.
For the most part all nice people, but functionally useless/neutered. They go though a bunch of motions daily, and have little to show for it at the end of each day. They lack measurable, meaningful output. The mostly serve as bureaucratic buffers to someone higher.
The like to label anyone who tries to (basically make them work), as a trouble maker or disgruntled.
They count on after a while you'll give up, so they can go back to doing nothing.
De Pere ethics are basically shit.
B**** tractor is broke, so no snow OT, so he comes in early to scrub the commons
>Everyday?!
Not yet
>It will come to that for sure
I see the same with S***... She had no art club, when there was no school, so she was staying late (for what?)
>How the hell do they get away with it!!!
Maybe I should ask that
>R** & P** don't care how much overtime Bill gets.
That's apparent. But remember that talk of time clocks? Obviously at a higher level they see how it affects the budget
Typical blanket approach, rather than dealing directly with the few that need a talking to
>Nah, nobody cares about the budget. The clocks were nothing more than trying to do something that was a deterrent. Obviously it didn't work.
>Plus...Ron & Andy really do believe that B*** & S**** are that busy that they need that much OT
I dunno other than for those who see the timesheet to let that continue are just as bad as Bill, Sara and who knows who else at other buildings
>I suspect there are many. B**** is the only other person seeing time sheets and he doesn't say a word. He just does his job & goes home.
>Everybody needs to start doing it to make an impact. Then people will start taking notice.
I am pretty sure in each department someone is supposed to be reviewing them and signing them before Bruce enters them.
>Yes...R** or P** who don't care, Andy who also doesn't care. Then onto B****
And A**** in S**** case, much the same doesn't care. God damn it's a great day to be a red bird!
>That's right. But people would start to take notice if more people started doing OT. That's your only way to get your point across
Shift Differential: The parties agree to establish a night shift differential of .40 per hour for second shift, and an additioial $.20 per hour for third shift (total shift differential of .60 per hour for third shift). The differential will not be included in the total package costing. On second shift, an employee is eligible for the shift differential if 75% of his/her regularly scheduled work hours occur after 4:00 p.m. On third shift, an employee is eligible for the shift differential if 75% of his/her regularly scheduled work hours occur after 11 :00 p.m. Shift differential is only available during the school year, except for those High School employees who return to second and/or third shift pursuant to Article X (13).
Feb 7, 2003Aside from that well know debacle that hit the press about the time he came to the De Pere district, we also know this from the June 13 1990 Kenosha News:
By Kevin O'Brien, Ashland Daily Press
A former employee in the payroll department of the Ashland School District has filed a wrongful discharge suit against the district, claiming that she was forced to quit her job when she uncovered wrong-doing in the district's payroll.
Belinda Miller was fired as a payroll benefits specialist in 1994, and during her work at the district, she allegedly discovered at least one legal discrepancy in the payroll and also found that several employees were not being paid for all the hours they worked.
Miller claims that she told then-superintendent Benjamin Villarruel and the business manager Bonnie Stegmann that full-time custodian John Lavassuer was incorrectly classified as an "independent contractor" for his work cleaning offices, which he did separately from his full-time duties.
Miller said Villarruel and Stegmann knew that is was an intentional mistake designed to defraud taxing authorities, but they refused to correct the incorrect classification.
In addition, Miller said she called their attention to several errors in the payroll which deprived non exempt employees of regular and overtime pay, as well as accrued compensatory time. Villarruel and Stegmann ignored Miller's complaints, according to the lawsuit, and retaliated against her accusations by isolating her work station from other workers, not allowing her to attend seminars, and by sabotaging her work by denying her timely access to payroll information.
Miller brought her accusations to the Ashland School Board at its meeting on Dec. 13, 2001, but according to the lawsuit, the members refused to take her side or protect her if the tax code violations did exist.
According to the suit, Miller's working conditions became "so intolerable she was compelled to resign" as a payroll specialist on Dec. 21, 2001, effective Feb. 13, 2002.
As part of her lawsuit, Miller is asking to be reassigned to her position, and is seeking reimbursement in past and future earnings, as well as court costs and compensatory damages for mental and emotional distress.
The school-district has up to 45 days to respond to the lawsuit, which was filed at the Ashland County Courthouse on Feb. 3.
Ashland School District Superintendent Ken Kasinski said he could not comment on the lawsuit.
Benjamin Villarruel, presently director of student services for the Cudahy School district and the Racine Handicapped Childrens's Education Board for the Waterford and Burlington School Districts, has been named assistant principal at Washington....He is originally from Detroit, perhaps I should look there.
Villarruel holds master's degrees in social work from the University of Wisconsin-Madison and in religious education from Mt. St. Alphonsus in New York. He currently is enrolled in a doctoral program in urban education, with an emphasis on administrative leadership and supervision....
