Knowledge is Power

Is There Recourse?

Member-Owners ("members") often know little about their credit unions including the names of its key officers, what information is available to member, and what are the procedures for filing complaints? 

Credit Unions have a Member Services Department which provide information about the credit union, answer questions about a member's accounts and receive, log and investigate complaints and concerns received from members. However, at Priority One Credit Union and under its President, Charles R. Wiggington, SR. obtaining information or lodging complaints may prove to be a daunting task for even the most patient person. If you've tried calling the credit union at their main number, 626.441.1999, you may have found yourself swept in a continuous loop during which a recorded message repeats the same information, over and over and over again. Sometimes calls may be answered by the message that "no one can answer your call at this time" or worse yet, a message advises you that the offices is closed even though its only 2 p.m. in the afternoon. 

This problem affecting service is not the fault of the credit union's receptionist or of branch staff. The fact is, since its installation in 2008, the credit union's allegedly fine-tuned $600,000 phone system has experienced frequent and persisting technical difficulties. Exacerbating the system's many and frequent technical issues is the fact that President Wiggington thought it wise to divert calls to only the South Pasadena and Los Angeles offices both of which are also the credit union's busiest locations. 

If members continue to experience difficulties reaching a live person, we suggest pressing zero which will send your card to the receptionist unless of course, they are inundated with excessive calls due to the President's shoddy planning. 

On another matter, if you've tried calling President Wiggington you will have discovered that your calls are either answered by one of his assistance or answered by voicemail. You can instead, write to the Board of Directors and complain that the President is either not answering his phone or not returning your messages. Inquiries, concerns and complaints can be mailed to:

c/o Chairman of the BoardPriority One Credit Union1631 Huntington DriveSouth Pasadena, CA 91030

If writing to the President, make certain to write "personal and confidential" on the bottom of the envelope to guarantee your letter is not intercepted by the President or one of his staff. 

Members are entitled to a copy of Priority One's by-laws. Just write to President Charles R. Wiggington, Sr. or to Rodger Smock, and request that one be mailed to you. Copies of by-laws are kept at the main branch in South Pasadena, California. Make certain to send your requests via Certified Mail. This will provide you with evidence that your letter was received at the credit union.In South Pasadena, the report is kept atop the receptionist's desk. 

We invite you to contact the credit union with questions regarding what information is available to all members. 

The Spider's Lair, Part II

Character Assassination

This is the continuing story of a former Business Development Representative named C. Freed who was terminated in early 2007 following a vicious campaign carried out by President Charles R. Wiggington, Sr. and which included slandering her reputation, constant harassment, and finally, termination of her employment. 

In 2005, C. Freed was hired as a Business Development Representative ("BDR") because of her extensive past experience in outside sales. Ms. Freed quickly proved to be a highly effective sales person who consistently met her stipulated monthly sales quota. Her hard work consistently made her one of the top performers in her department and she often proved to be a valuable asset to the credit union. Despite her achievements,  then Vice President of Operations, Charles R. Wiggington, Sr. disliked the BDR and expressed his contempt of her to various staff members. In fact, in 2006, while speaking about Ms. Freed, he said, "You know those people [Jewish] hate Blacks." He also disclosed that "if I ever become President, I'll make sure she's gone." 

His contempt for her seemed purely emotional and based on his comment about her ethnicity, may have been fueled by racism.  

On January 1, 2007, Charles R. Wiggington, Sr. began his new appointment as President and CEO and on January 4, 2007, he announced changes that would include reassigning the Business Development staff. 

Under his plan, C. Freed would be transferred to the Burbank branch and would have to report to the President's friend and newly appointed AVP, Sylvia Perez. At the time, Mrs. Perez informed some of her staff at the Burbank branch that she had been instructed by the President "to watch" Ms. Freed. Apparently, the over-zealous and pandering Mrs. Perez int interpreted his request to imply that she must micromanage C. Freed. Of course, with Mrs. Perez, any order was taken to its zenith and even distorted and she soon began to harass and humiliate C. Freed. 

On January 31, 2007, Ms. Freed was called to the Burbank branch to attend a meeting with her supervisor, AVP Sylvia Perez and AVP, Liz Campos. Prior to the meeting, Ms. Freed was told that the intent of the meeting was to provide clarification about her role in business development and what was expected of her. Evidently, the two not-so-bright, AVP's thought that C. Freed who had been an employee of the credit union for about two-years, had not yet understand what her role was as a BDR. 

During the meeting, Ms. Freed was berated by the two AVP's and questioned about her daily treks into the communities she was assigned to visit. Not only did the two AVP's scrutinize her daily routines but they intently reviewed each one of Ms. Freed's mileage reimbursement requests. After two hours, Ms. Freed was informed that she must return to the Burbank branch on February 2, 2007, to continue the meeting. 

On February 2nd, Ms. Freed returned to the branch, though before the meeting started, she asked Mrs. Perez why Mrs. Campos was participating in the meetings if she was not her supervisor. Mrs. Perez replied, "Because Business Development is all one." Mrs. Perez's statements revealed that the AVP was extremely confused. On January 4, 2007, President Wiggington announced the Business Development team was being divided into two separate groups, each to conduct business in differing regions. Mrs. Perez was to supervise two BDR's, one who would oversee business development in the Santa Clarita Valley and the other who would oversee business development in the San Fernando Valley. Two other BDR's would be supervised by Liz Campos and would oversee business development in the San Gabriel Valley and city of Los Angeles. Obviously, business development was not "one" as asserted by the highly confused Mrs. Perez. 

During the meeting on February 2, 2007, Mrs. Campos took the lead, accusing Ms. Freed of verbally disparaging two employees of the credit union. She also informed Ms. Freed that 
her recently submitted application requesting reduced working hours so that she could take classes at a local college, had not yet been approved by the credit union. Mrs. Campos stated that Ms. Freed's decision to enroll in school conflicted with her role as BDR and that the President doubted she would be able to fulfill her monthly goals. Mrs. Campos explained that the problem with Ms. Freed's request is that classes she hoped to attend are all scheduled Monday through Friday, between the hours of 8 a.m. and 6 p.m.

Though neither AVP participated in the 2005 interview which led to Ms. Freed being hired, both Mrs. Campos and Mrs. Perez insisted that on the day Ms. Freed was hired, she agreed to work Monday though Friday, 8 hours per day, 7 days a week. We doubt the veracity of this statement simply because BDR's are salaried employees who are not paid overtime. And though they may at times work more than 8 hours in a single day, it is illegal for them to be expected to work 7 days per week. Coincidentally, the agreement signed by Ms. Freed on the date she was hired makes no references to working 7 days per week. 

Ms. Freed was also accused of not being a "team player" and Mrs. Campos demanded that she be provided with copies of the class schedule and any syllabus provided by Ms. Freed's professors. We have to point out that Priority One does not reimburse employees education-related costs. What's more Mrs. Campos seemed to have forgotten that her request must be supported by credit union policy. 

Ms. Freed asked the AVP's to provide her with a copy of policy that states she must provide evidence proving she is enrolled in school. Caught unaware, both Mrs. Campos and Mrs. Perez began stuttering simultaneously and Mrs. Perez informed Ms. Freed that she would have to contact Rodger Smock in Human Resources. 

Ms. Freed next informed Mrs. Campos and Mrs. Perez that she had discovered over the past few weeks that they had maligned her reputation to employees of the Burbank and South Pasadena branches and that their statements were untrue and constituted slander which is both illegal and a violation of credit union policy. 

Mrs. Campos called an immediate end ot the meeting and Ms. Freed left the Burbank branch and drove to South Pasadena where she was to create fliers needed to announce an upcoming business development event. While at South Pasadena, Mrs. Perez called and asked employees in the Loan and Member Services Department to confirm if Ms. Freed had arrived and if she was actually working on creating fliers. Mrs. Perez also told employees that President Wiggington wanted Ms. Freed out of "his office as soon as possible" because he did not want her near his staff. The President was evidently confused enough to believe that the South Pasadena office and its staff are "his property." 

On a side note, on February 5, 2007, George Woods, another BDR, visited the South Pasadena branch to print colored fliers for an upcoming event. At no time while he was in the office, did Mrs. Perez call and ask employees to confirm that he was in the office and working. Nor did President Wiggington ever tell employees that he didn't want Mr. Woods in "his office."

On February 5, 2007, Ms. Freed composed a letter, lodging a complaint against Mrs. Campos sand Mrs. Perez. On February 6, 2007, she submitted the letter to Rodger Smock in Human Resources. The contents of C. Freed's letter are shown below. 

I am writing concerning the meeting I was requested to attend on Friday, February 2, 2007, by my supervisor, Sylvia Perez, and the two brief conversations I had with you prior to that meeting. As you were made aware of by Sylvia Perez and Liz Campos, the meeting was scheduled for 2 :00 p.m. on Friday, February 2, 2007.

Mrs. Perez explained that the meeting was intended to continue our conversation of Wednesday, January 31, 2007, during which I asked if a decision had been made concerning the position of branch manager for the Van Nuys branch. Though I had interviewed for the position more than a week earlier, no one had apprised me of a decision. At the time, Ms. Perez nonchalantly stated that the position had been filled. It was then that I advised her that I would not be able to work after 6 p.m., Monday through Fridays, because I am attending classes.

On Monday, January 29, 2007, Mrs. Perez asked to meet with me so that I could provide her with a list of my classes. At the time Mrs. Perez informed me that Liz Campos “might” also attend the meeting. Perplexed why Mrs. Campos would be present in a meeting allegedly intended to discuss my school schedule, I called and asked you if another employee could be present during the meeting. The purpose for request was merely to ensure that whatever was said during the meeting would not later be misconstrued. It was also intended to protect me, as both women represent the management sector while there was no one there to assure that my rights would be defended. You denied my request and when I asked if G. Woods could be present, you stated that he could not be privy to a private matter though I still cannot comprehend why Mrs. Campos was made privy to what you described as a private matter.

During the morning of Friday, February 2nd, I visited the South Pasadena office to create and copy flyers because I do not yet have a computer at my desk in Burbank . While at South Pasadena, you spoke to me, explaining that the purpose of my meetings with Mrs. Perez and Mrs. Campos was only to discuss my role in Business Development. I again asked why Mrs. Campos might be present if she was not my supervisor and you said that Business Development is “one” entity.

During the meeting, Mrs. Perez said that I am required to work after 6 p.m. Monday through Friday, as I am expected to attend special events. Liz Campos and Mrs. Perez also said that at the time I was hired, I agreed to work a flexible schedule of more than 8 hours per day, including Saturdays and Sundays, if deemed necessary by the credit union. Mrs. Perez also said that by refusing to work more than 8 hours a day, I had created an unfair situation for the other business development representatives.

I reminded Mrs. Perez and Mrs. Campos that on January 29th, I was told that my work day begins at 9 a.m. and ends at 6 p.m. At no time, did either woman state I might be required to work before or after my scheduled shift.

Mrs. Perez also asked that I provide the credit union with copies of my class schedule and a syllabus for each class. I told both that I am not required to provide the requested proofs unless Priority One is reimbursing me the costs of attending classes. When I asked if I was being prohibited from attending classes, neither replied. Defensively, Mrs. Perez accused me of being inflexible but I quickly pointed out that I worked last Saturday and that I am again scheduled to work on Saturday, 2/3/07 and Saturday, 2/10/07.

I find it incredulous that Priority One is trying to impede one of its employees from developing their education or from enhancing their abilities and knowledge. On Monday, 1/29/07, Mrs. Campos told me I was selected as the branch manager for the Burbank branch because I do not possess loan processing skills (which fails to explain why other, current branch managers have been appointed without having loan processing skills). Its rather illogical to prohibit me from enhancing my education and obtain new, needed skills that will improve my abilities and personal development, when the credit union has refused my previous requests to be trained in loan processing.

Mrs. Campos also accused me of making disparaging remarks about you and another employee, whose name she would not disclose. She quickly changed the subjected when asked to bring my accusers into the meeting. Evidently, Mrs. Campos used the meeting as a platform to accuse me of things which amount to nothing more than unfounded gossip. which by the way, have absolutely nothing to do with the alleged reason I was asked to attend both meetings. Do you condone the behaviors of your two AVP's?

During the 2/02 meeting, Juan entered the room and handed Liz a copy of my job description which you had just faxed to the branch. Mrs. Campos handed the description to me to read. I noted immediately that written on the top right corner was the word, “Draft” indicating this was not a finalized document for use by the credit union. At this time, I would like to address specific portions of the job descriptions which allude to what I am expected to do in the development of new business.

The description states, that a BDR "Compiles and analyzes market research data to develop portfolio of products and services focused on needs of target market."

Compiling and analyzing market research is not a duty assigned to any business development representative at Priority One. As you know, this is the responsibility of the management sector. At best, business development representatives have been allowed to make suggestions based on their first hand exposure in the marketplace though none of the teams have ever been trained or provided with the actual tools needed to compile or analyze market research.

The description also states that a business development representatives "Develops, revises, or eliminates products and services experiencing less than satisfactory performance."

This has never been the a responsibility of any business development representatives. As you know, the task of developing or eliminating products and services is something carried out by the credit union president, the vice president of operations, sometimes the loan director, all of who confer with the director of marketing. Also, the business development team have never been empowered to make decisions in these areas. As you also know, findings from surveys are never divulged to the business development staff.

The description also states that a business development representative "Designs selling program to promote establishment consumer and business loan products." Again, business development representatives have never designed programs though we each may develop our own, individual method needed to sell our products and services. Designing a "selling program" is something determined by upper management including the loan director, the director of marketing, possibly with assistance of the branch manager at South Pasadena and the VP of operations. Also, Priority One has never and does not currently offer business loan products.

Also stated is that a business development representative "Recommends changes and additions to loan development programs to ensure customer satisfaction and profitability of establishment."

Changes to the loan development programs originate with the director of the loan department and the President based on their observations of our members needs. And as you will recall, Priority One has to date, not offered taught its employees how to assist in the development of loan programs.

Continuing, the description states that a business development representative "Calls and visits target customers to promote and sell establishment products and services." During the business development meeting conducted by Liz Campos and Syliva Perez at the Burbank branch, were were told that we are expected to "pound the pavement" in our search for new business. This means actually visiting prospective members and employer groups and not calling. This was made very clear by your two AVP's, who said representatives will not be allowed to stay in their assigned branches but for a very brief amount of time.

With regards to LANGUAGE SKILLS described in the description, it states-

"Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations."

The insidious campaign launched against Ms. Freed by the President with assistance of AVP's, Liz Campos and Sylvia Perez, and also by Burbank Branch Manager, Linda Nisely, was enabled by the intentional decision by Human Resources, actually Rodger Smock, to ignore the attack and by his refusal to intercede and bring an end to a series of illegal acts.

On February 2, 2015, he faxed a copy of the job description for Business Development Representative, knowing the document was going to be used to disparage and berate Ms. Freed. If Ms. Freed had indeed maligned the credit union and violated policy than the incident should have been conducted with Mr. Smock present.

Furthermore, the job description faxed by Rodger Smock was an unauthorized draft that had not been approved by the Board of Directors. Subsequently, it possessed absolutely no value. Additionally and contradictory to the reference contained in the job description, Priority One's BDR's have never been shown how to read, analyze, and interpret general business periodicals, professional journals, technical procedures or governmental regulations. We're not sure why Mr. Smock who is quite incapable of reading, analysing and interpreting general business periodicals, professional journals, technical procedures or governmental regulations would expect BDR's to possess the ability to fulfill this requirement.

It is also reasonable to assume that prior to introducing new products and services, the credit union conducts studies and evaluation processes to ensure these meet "governmental regulations." That is not a responsibility of any BDR. The job description also states that BDR's work within the guidelines and polices provided to them by the credit union. What specific is the description referring to? Which periodicals and professional journals are BDR' allegedly required to analyze? And what types of technical procedures are they required to comprehend? In fact, when has the credit union ever provided training to any employee to understand business periodicals, professional journals, technical procedures or governmental regulations? And who provided the training? We know it wasn't the credit union's information deprived, Training and Education Manager, Robert West. 

Not surprisingly, Rodger Smock never responded to Ms. Freed's correspondence. This of course is what the self-described :"peacemaker" always does when faced with complaints containing allegations that members of the management sector have ever violated policies and state and federal laws. Even allegations of sexual harassment have been ignored by the aged Senior Vice President and Director over Human Resources. Mr. Smock like Board Chair, Diedra Harris-Brooks, has enabled the egregious acts perpetrated against staff members by President Charles R. Wiggington, Sr. Then again, every monster has its maker.

TO BE CONTINUED....

Cutting Back in All the Wrong Places

CUTTING OUT THE SMALL THINGS

Today, we obtained of a memorandum dated February 24, 2009, issued by President Charles R. Wiggington, Sr. to all of Priority One Credit Union's staff at all branches. The subject of his memorandum is reducing expenditures. According to the President, the elimination of food on payday Fridays will save approximately $12,000 per year. What are they serving employees, caviar and Armand de Brignac Brut Rose Champagne? 

The President states that Priority One is no longer able to afford paying "treats" which for years, were provided to employees at all branches on payday Fridays. Prior to January 1, 2007, the date Charles R. Wiggington, Sr. began serving as President of the then thriving and growing credit union, there was no problem providing employees with a perk that expressed how the credit union felt about its employees. And though Charles R. Wiggington spent 2007, 2008, and January and February of this year boasting that business was experiencing an upward surge, the elimination of this long held tradition suggests President Wiggington has been exaggerating the credit union's actual financial standing.

Eliminated unnecessary spending is prudent and should be consistently practiced by all businesses. The current cut-back is being implemented just two months after the credit union ended 2008 with more than $5 million in losses. But is the elimination of this expense sufficient to positively impact the credit union? Aren't there other areas in spending where reductions are more urgently needed?   So what items were being purchased on Payday Fridays that added up to an expense of approximately $12,000 per year? Food is always purchased at CostCo in Alhambra, California. The most common foods stuffs purchaed by the credit union, are: 

• Fruit, i.e. apples and grapes
• Coffee cake
• Boxes of croissants

The act of buying food for employees on Payday Fridays is not something the credit union has to do. However, it would seen that this bi-weekly expense is hardly going to have a noticeable impact on a business whose financial losses are increasing. President Wiggington's memorandum is shown below:

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DATE: February 24, 2009

TO: All Employees

FROM: C.R. Wiggington, Sr.

SUBJECT: REDUCTION OF EXPENSES

As I have asked all of you to submit to me any ideas, suggestions, comments

as to the reduction of expenses for the credit union, this recommendation

will provide a substantial reduction for the year.

It was recommend that the “employee payday treats” be eliminated. Just

think about the savings---food, kitchen supplies (plasticware, cups, plates

napkins) and the time procuring these items. It is estimated that the savings

will be in excess of $12,200 per year.

We will continue to provide the complimentary coffees, teas, cocoa, water,

cups, plates and plasticware in the lunch rooms.

We will still provide the “payday Friday member treats”. This is only

coffee, bottled water, candy, cookies, juice as per previous arrangements.

I will mess the “payday Friday treats” as well. But we must conserve for the

credit union and the membership expectations during the economic situation

of the US and world economies.

This will be effective immediately with February 20, 2009 being the last of

the “payday Friday treats.”

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One problem affecting Priority One's financials is President Wiggington's unbridled spending. Since being appointed President he's spent money on a $600,000 phone system, an on an upgraded email program, and on useless, silly an immensely stupid inspirations like a large badge he designed on which were printed the words, "JUST ASK." At the time the badges were distributed to all employees, the President declared the badge would bring in massive amounts of new business. His declaration proved to be untrue and within 30-days after being distributed, the badges stopped being won by staff. 

During the 2008, the President approved sending Board's Directors to Hawaii and Las Vegas to attend educational junkets. The credit union paid for airfare, hotel accommodations and provided a daily food allowance. We've confirmed that each member was allotted a total of $3,000 to travel to Hawaii. We also discovered that the Directors did not attend the junkets but visited tourist sites. Evidently, the derelict Directors didn't realize they were flown to Hawaii to obtain knowledge needed to carryout their responsibilities. 

In 2008, thousands of dollars were spent hiring EXTTI, Inc. to conduct an extensive investigation of allegations that President Wiggington had allegedly sexually harassed a former employee. Employees were interviewed over a six week period and the investigator concluded that the President had indeed sexually harassed a former Real Estate Loan Officer. And though the investigator recommended the termination of the President, Board Chair, Diedra Harris-Brooks, led Directors, Thomas Gathers and O. Glen Saffold and Supervisory Committee Chair, Cornelia Simmons, to vote for the President's reinstatement. The President was also paid for each day he remained on suspension. 

The investigation included the involvement of the credit union's attorney, William Adler, which constituted yet another expense. 

Two weeks ago, President Wiggington contracted the services of Sepia Consulting. The owner and chief consultant of the firm, conducted an electronic sweep of the President's office, searching for electronic surveillance equipment the President was sure had been placed throughout his office. The sweep turned up nothing though the services for the consultant were paid by the credit union and not the President. .

Two weeks ago, Mr. Wiggington, Sr. contacted a security firm who conducted a sweep of his office to uncover the hidden microphones which are recording the information exposed in this blog. Did he pay for their services from his pocket or did he charge this to the credit union? The money would have been better spent had a sweep of his mouth been performed.

On January 1, 2007, the President unveiled his new Assistant Vice President ("AVP") sector who he said would change how Priority One develops new business and maximize business development. The President was again, wrong. Each of his four AVP's had been managers appointed by former President, William E. Harris. President Wiggington not only hand-picked each new AVP but authorized substantial increases in salary. 

The President has also boasted that when he flies on business, he only flies first class. He has said that the seat in coach are uncomfortable. 

In 2008, the President ordered all hardcopies of member records packed and sent to be microfiched and afterwards, placed in storage. The area which had served as the File Room was vacated and new carpet installed by the President. Desks were also purchased and new computers installed. He then ordered the IT and Card Services Departments moved into the former File Room leaving the offices empty that the departments had former occupied. . 

In 2008, the President spent more credit union monies revamping the South Pasadena patio and installing new redwood planks and purchasing patio furniture for a space that traditionally, has barely been utilized by employees. 

In 2006, Priority One manually input information into its network for employees of Inland Counties Federal Postal Credit Union. Inland Counties had merged with Priority One at the end of 2006 and on January 1, 2007, it's members effectively became a part of Priority One's database. Unfortunately, the transition to Priority One failed and many of Inland Counties' employees could not access their new Priority One accounts or use their check cards. Rather than responding to a problem affecting all members formerly under membership to Inland Counties, the President ordered that staff only respond to those members who took the time to call Priority One. His directive backfired and the credit union was forced to pay more than $100,000 to rectify a problem affecting only 1200 members. The President's decision not to address the entire problem resulted in mass account closures by members of the newly merged group. 

On January 4, 2007, the President announced he was implementing a retention program which would be staffed by two employees who would try to persuade members requesting to close their accounts, from doing so. He said a retention program would reduce the potential for losses. Two years later, a retention program has yet to be implemented.

Two months ago, the Board of Directors contacted the Department of Fair Employment and Housing and offered $20,000 to settle the complaint filed by the former employee who had been sexually harassed by the President. When the offer was rejected, the Board offered $40,000.  

In view of the President's abusive spending habits, its seems more than a little absurd that in an effort to reduce spending, he now chooses to eliminate purchased food for employees on Payday Fridays. We're 100% certain that his decision will have no positive impact on spending.  

One last concern we have is what happened to the $15 million in new assets obtained from the merger with Inland Counties? And why did President Wiggington choose to borrow $20 million in mid-2008, from the credit union's line-of-credit? 

The Spider's Lair, Part I

PUNISHING COMPETENCY

 Slander and Harassment 

In February 2007, Priority One Credit Union hired D. Centeno to replace former Van Nuys Branch Manager, Sylvia Perez, who had been promoted to Assistant Vice President ("AVP") and transferred to the Burbank branch. 

Director of Human Resources, AVP, Rodger Smock, produced and distributed fliers to all branches announcing the hiring of Mr. Centeno who according to Mr. Smock, possessed extensive banking experience and qualities which the credit union believed would contribute to increasing new business throughout the San Fernando Valley. Those who came to know Mr. Centeno described him as the consummate professional, possessing tremendous knowledge of banking procedures.

Under Priority One's procedures and policies, all new managers and before they can begin working at their assigned branch, must attend classes conducted at the main branch in South Pasadena. The classes orientate managers to the credit union's philosophy, mission, policies and procedures. Because of training, Mr. Centeno did not report to work at the Van Nuys branch for approximately 2 weeks. 

When Mr. Centeno did finally report to the Van Nuys branch, he almost immediately experienced difficulties with the branches two most senior employees, Neelam Verma, the Assistant Branch Manager, and Lillian Valladares, an FSR. 

The relationship between Mr. Centeno and the two employees grew strained when he discovered they were not following state mandated banking procedures and violating state law. What's more, they were leaving the credit union vulnerable to potential losses. 

Mr. Centeno also discovered that Mrs. Valladares was arbitrarily reversing NSF fees without first obtaining authorization from her supervisor. He also discovered that Mrs. Valladares had frequently failed to review mandated ATM and NSF reports. 

The two employees contacted Mrs. Perez who they had worked under for several years, and accused Mr. Centeno of being unduly difficult. Mrs. Perez grew irate because the issues Mr. Centeno discovered were all attributable to her. While serving as Branch Manager, she never taught her staff proper, state-mandated procedures. What's more,  she had allowed them to violate credit union banking policies. 

After Mrs. Valladares and Mrs. Verma complained to Mrs. Perez, the AVP drove to the Van Nuys office and during her meeting with Mr. Centeno, informed him that "the knowledge your brought from your former corporate environment will not be tolerated." 

Fueled by anger and we suspect, a fear that the credit union would discover that she failed to implement to provide her staff with the proper training and knowledge needed to carryout their assigned responsibilities. Mrs. Perez next launched a scathing attack against Mr. Centeno, fabricating accusations which disparaged his abilities and which AVP, Rodger Smock, allowed her to use in sealing Mr. Centeno's ouster. 

Mrs. Perez has established a well-earned reputation for having little self-control. She is known to be hyper, nervous, emotionally volatile, aggressive, impatient and highly vindictive. She also likes to declare that she is highly religious bit her alleged religiosity is not attested to by her behaviors. 

 BAMBOOZLED 

Despite the irrational response by Mrs. Valladares and Mrs. Verman, Mr. Centeno tried to resolve the differences with the two women but they refused, remaining uncooperative with their new supervisor. 

Mr. Centeno contacted Mrs. Perez and asked if she could schedule to meet with him, Mrs. Valladares, and Mrs. Verma in what he described as an effort to resolve the personnel problems he was experiencing. He also asked if the President and Mr. Smock could be present. Mrs. Perez told him she would contact the President and Mr. Smock and would call him back with a date and time when they could all meet. 

The following day, Mrs. Perez called Mr. Centeno and advised him that the meeting he requested would take place at the main branch in South Pasadena on June 18, 2007.

On June 18, 2007, Mr. Centeno arrived at the South  Pasadena branch and asked to go to the office of Rodger Smock. When he arrived in Mr. Smock's office, only Sylvia Perez was present. Mr. Centeno was informed that the President, Mrs. Valladares and Mrs. Verma were unable to attend. Mr. Centeno was informed by Mr. Smock that it had been decided by President Wiggington to end his employment immediately. He was handed a Warning Notice containing a list of allegations lodged against him by the credit union. This included an accusation that he failed to issue a performance evaluation in a timely manner for an employee named Lourdes. The notice, written by Mrs. Perez, stated that the evaluation was submitted 4 weeks late. On May 12, 2007, Mr. Perez allegedly ordered Mr. Centeno to produce a performance evaluation. The evaluation was completed on June 5, 2007, which is less than 4 weeks and thus not late. 

What's more, Mr. Centeno had been employed by the credit union for more than 90-days and under the credit union's procedures, he was to have received a performance evaluation no later than the 90th day of his employment. Obviously, Mrs. Perez was late and violated the same policy she was enforcing. What's more, Rodger Smock allowed Mrs. Perez to document allegations that were clearly untrue and failed to address Mrs. Perez's own violation. In a memorandum dated, January 8, 2008, issued by Vice President of Operations, Rodger Smock, and issued to "All Members of management and Staff", he stated: 

All performance reviews must be completed within a reasonable time frame following the end of the review period. Reasonable time frame is defined as 1-2 pay periods following the end of the review date. Completed is defined as performance review has been discussed, signed and original sent to Human

Resources (copy should be given to respective employee).

Mr. Centeno did not violate the credit union's policy though Mrs. Perez clearly failed to complete her evaluation of Mr. Centeno in a timely manner. Furthermore, the credit union's own records prove that many managers issue performance evaluations long after the 4-week timeframe has passed.  Records show that often, evaluations are completed six to twelve months after they are due. 

Mrs. Perez's Warning Notice also accused Mr. Centeno of failing to respond in a timely manner to a complaint filed by a member who alleged her $200 deposit had never been credited to her checking account. 

The complaint was filed immediately after Mr. Centeno was hired and while he was in training in South Pasadena. He could not have been aware of the member's complaint. What's more, the complaint should have been responded to by either the Assistant Branch Manager, Neelam Verma, or AVP, Sylvia Perez. 

Mrs. Perez purposely alleged a violation of policy that Mr. Centeno never committed. What's more, Mr. Smock chose not to address the apparent distortions of facts presented by Mrs. Perez and suggesting that he was involved in a plot to terminate Mr. Centeno. 

This is not the first time the President and his cronies have conducted a sham meeting to persecute employees. The plot forged against Mr. Centeno is typical of President Wiggington's mode of administration which resorts to the use of unscrupulous and unethical tactics intended to disparage and wound employee reputations. 

President Wiggington has stripped away the dignity that once characterized the credit union and has transformed its former business environment into a soap opera saturated with intrigue and far flung backstabbing. 

What Were They Thinking?

How Not to Pick a President

Its amazing the adverse changes that have been introduced at Priority One Credit Union by Charles R. Wiggington, Sr. since his appointment to President on January 1, 2007. 

The decision by the Board of Directors of Priority One to appoint him President followed several interviews of people who applied for the position. Usually, any credit union Board will select the person who is most qualified to lead the credit union. Not so at Priority One where three Directors- O. Glen Saffold, Thomas Gathers, and Janice Irving declared they chose Charles R. Wiggington, Sr because what Priority One most needed was a "Black President." We would have thought that competency trumps skin color but apparently not. 

Interviews of potential candidates were conducted by Boar Chair, Diedra Harris-Brooks. The Board Chair made sure to exclude of all participation by William E. Harris, President Wiggington's predecessor. Mrs. Harris-Brooks does not possess the knowledge about the credit union's financials to qualify her to interview any candidate seeking to be appointed President of any credit union. She and the other Directors still rely on the President to interpret information contained in the credit union's financial reports.  

In 2008, the President was accused of having sexually harassed a former employee of the Loan Department.  An investigator from EXTTI, Inc. gathering sufficient evidence proving the President sexually harassed the former employee but Mrs. Harris-Brooks who is obsessed with controlling others, concluded that though the President had made several inappropriate sexualized statements to the former employee and even touched her inappropriately in the presence of other employees, the Board Chair declared he was innocent because in her opinion and according to her understanding of the law prohibiting sexual harassment, the President had not actually violated federal law. 

HIS CREDENTIALS

 In 2006, the Board of Directors under leadership of Diedra Harris-Brooks, chose Charles R. Wiggington., Sr. as the new President and CEO to succeed William E. Harris who was scheduled to retire effective December 31, 2006. Some of the reasons why he was selected above other, more qualified candidates were:

• According to Diedra Harris-Brooks, Charles R. Wiggington, Sr. was selected, because of his previous 16-years of experience in the non-credit union banking industry. Mrs. Harris-Brooks evidently ignored the fact that Mr. Wiggington had not been employed by banking industry for more that 14-years. 

• According to Director, Thomas Gathers, he voted for Mr. Wiggington because he earned a B.A. while attending California State University in Northridge, California. Did Mr. Gathers fail to realize that the B.A. was in Afro-American studies and not related to a study of either banking for business? 

• According to Directors, O. Glen Saffold, Thomas Gathers and Janice Irving, they selected Mr. Wiggington because what Priority One Credit Union "needs is a Black President."

None of the Directors ever referred to competency or experience as a reason for selecting Charles R. Wiggington, Sr. as successor to Mr. Harris. Prior to his appointment to President, Mr. Wiggington served as Vice President of Operations. His performance during his 14-

years of Vice President was lackluster and he had established a well-earned reputation for begin lazy and overly talkative. When Mr. Harris announced he would be retiring, Mr. Wiggington launched an aggressive campaign, pandering to the Board and all too easily convincing them that he was the right person to serve as President but the fact is, he wasn't and time would prove this to be true. 

The President has proven to be immensely inept lacking the ability to develop effective strategies that reap real results. What's more, his decision-making is dictated by his emotional state. He is egocentric in all that he does opting for what is beneficial to him, personally, over the potential benefit his decisions could have upon members and employees. Clearly, the credit union takes a back seat to his wants. 

Unlike his predecessor who maintained an open door policy which invited members and employees alike to call or write to him, Charles R. Wiggington, Sr. maintains a close-door policy and never responds to member or employee concerns. Mr. Harris was known to respond to all inquiries within 24-hours while Mr. Wiggington chooses never to respond, often delegating inquiries directed to him, to subordinate staff members.

President Wiggington has proven to be undisciplined and vulgar. Prior to a 2008 investigation that proved he sexually harassed a former employee, the President would indulge on a daily basis bragging about his allegedly superior intellect, his fleet of used BMW's, and talking unendingly about his sexual escapades with women who are not his wife. He never grasped the inappropriateness of his conversations. 

Coupling his many social issues is his limited vocabulary. He often resorts to using slang and street vernacular during business meetings. He mispronounces words and fails to project the education and decorum that might be associated with a President. All we can say is, good choice Board, you picked a winner.

ALIENATION

Since his appointment, President Wiggington's most notable success has been estranging himself from his staff who he may have forgotten, are the credit union's workforce.

Amongst staff, he is described as untrustworthy, jealous, vindictive, and vulgar. He in turn has often verbalized to his managers that there is a group of unnamed employees within the main office in South Pasadena, California who are "out to get me." His reasoning, that this apparently invisible group of rebels is driven by jealousy because he was appointed President by the Board. Apparently, the President is quite incapable of understanding that if such a group really exists (and it doesn't), undermining the President also undermines the business which would potentially injure the employment of every employee. 

So what the President hopes to convince other of is that there are rebels who are seeking to topple him which is self-sabotage. Does this sound reasonable or even remotely sane? 

Furthermore, his statements are disparaging his staff and contributing to the growing chasm which is creating a rift between management and staff. We recently found the following paragraph, describing the character of "bosses" who exhibit psychopathic tendencies. The excerpt is written by John Lenarcic, a business technology academic: 

“The corporate psychopath exerts a veneer of charm but inwardly has no feelings. By e-mail, instant messaging and mobile phone they can distance themselves from staff while exerting control and avoiding face-to-face contact.”

The Happiest Time of the Year

REVEALING  PRIORITIES

We recently received an email responding to information we published in our last two posts concerning Priority One Credit Union's expenditures. 

In many businesses, companies show their appreciation of their employees during the month of December, often in the form of a holiday party or bonuses. 

In January 2008, during an all-staff meeting in South Pasadena, California, President Charles R. Wiggington, Sr. stated that the credit union had sustained losses but believed improvements in business would be seen by the end of March. Despite having borrowed $20 million from the credit union's line-of-credit in mid-2008, the credit union ended the year in the negative. 

Evidently, the gravity of the credit union's financial standing was irrelevant to the President who authorized that the credit union conduct another of its annual holiday parties. The "holiday committee" appointed to plan the party, chose the Equestrian Center located in Burbank, California is its venue for the celebration. Though the President has often stated that the credit union must reduce spending, the credit union rented a large banquet room, hired entertainment, and purchased lots and lots of gifts for the occasion. Invitations were sent out allowing every employee to bring one guest. Invitations were also mailed to the credit union's ambassadors who were also allowed to bring one guest. According to one of the emails we received, the cost of the celebration exceeded $25,000.

We can't understand why a credit union that is suffering financial setbacks would choose to spend in excess of $25,000 for a single 3 to 4 hour party. Does this seem prudent? Though its wonderful, if possible, to show employees gratitude for hard work, in this case the expense constitutes waste. It might have been far less expense to give every non-exempt employee a bonus. It certainly would have been more appreciative. 

That said, one of the persons who wrote to us states that employees were asked if they would like a party of a bonus and the majority voted for a bonus. The President dismissed what employees and apparently, threw the party for himself. Was his motivation for choosing to conduct a party actually a public relations move to try and impress the ambassadors? Apparently, showing appreciation to the staff for their hard work was not the reason why the party was conducted. 

"Our world is drowning in a sea of self-centeredness. You can make yourself quite unique right away by leaving this ocean of selfishness and choosing to be curious about other people"- John Bytheway

Demanding Accountability

Where's the Proof? 

In our last post, we wrote about Priority One Credit Union's Board of Directors and their spending habits while allegedly attending events, conferences, and seminars intended to provide them with the knowledge needed to ensure the credit union's general direction and it's controls. 

Recent disclosures suggest the Directors are conducting themselves less like officers and more like teenagers who are traveling out of town for the first time without being accompanied by their parents. Disclosures include allegations that the Directors are not attending classes and meetings, that money provided to them for their expense is being spent on alcohol and souvenirs. We think that the following concerns should be addressed: 

• How much money was spent by the credit union to send each Director to Hawaii? How much was spent on airfare and how much on hotel accommodations? And how much was each Director given to pay for their daily expenses?  

• Of the money provided for their daily expenses, how much was spent on food, how much was spent on alcohol and how much was spent on souvenirs? And how much, if any, is unaccountable for? 

• And each Director should provide proof that they actually attended classes, meetings and conferences. After all, isn't education the reason they traveled to Hawaii?  

We'd like to also know how much was spent to send each Director to Las Vegas? We recently learned that Board Chair, Diedra Harris-Brooks, receipts show that she spent a lot of her expense allowance in the casino bar. She also exceeded the amount of her allotted daily allowance. The President ordered that the Accounting Department disburse Mrs. Harris-Brooks expenses so that these do not show that she exceeded her per diem. The President is using his usual brand of not-so-clever reporting practices to cover-up Mrs. Harris-Brooks apparent abuse. 

  

Auditing the Director's receipts would provide insight into the actual activities of the Directors during educational junkets. It would also confirm if the Directors are misusing credit union monies set aside for purely educational purposes. 

The behaviors of the Directors is showing, more and more, that they are unconcerned by the credit union's increasing struggle to acquisition new business and increase membership. Clearly, the Directors have foregone education and are unconcerned by the fact that money paid to send them to junkets is being use to play and do the "tourist thing." 

The Money Tree

We know there's no such thing as a Money Tree but watching how Priority One Credit Union's Board of Directors spends money might lead one to conclude that they credit union has a secret cache that is enabling what on the surface looks like, unnecessary spending. But how is this possible when the credit union's reported Net Income continues to decrease in the millions of dollars? 

Some of the credit union's Board Directors are taking advantage of the free "perks" offered to them by President Charles R. Wiggington, Sr. Yes, perks. Directors of all credit unions serve on a strictly voluntarily basis and sometimes travel out of town on what is touted as credit union business and education. The cost of airfare, hotel accommodations and food are paid by the credit union. This is neither unusual or unethical. 

However, recently, we learned that the Directors may not actually be participating in either business or education during their out-of-town excursions. In fact, their spending habits while traveling are setting a horrendous example for a credit union that allegedly can help improve and enhance any member's financial well-being. 

THE BOARD CHAIR

Board Chair, Diedra Harris-Brooks, has far exceeded her state-mandated authority since Charles R. Wiggington, Sr. was appointed President on January 1, 2007. Mrs. Harris-Brooks attempted to exceed her authority while William E. Harris was President, however, Mr. Harris did not tolerate her attempted efforts to subjugate him and quickly and effectively shut her down. 

She has, however, succeeded in exceeding her authority at the credit union, in part because she single-handedly led a small contingent who succeeded in reinstating the President after he was suspended (with pay) following accusations that he allegedly sexually harassed a former employee. For all intents and purposes, President Wiggington now owes Mrs. Harris-Brooks for not only reinstating him but for squashing the evidence that proved he sexually harassed a former employee. 

We don't believe Mrs. Harris-Brooks successful reinstatement of the President was motivated by kindness or a genuine belief that he was innocent of the charges.  To the contrary, Mrs. Harris-Brooks isn't so dull as not to understand the evidence that was provided by an investigator and which provided Charles R. Wiggington, Sr. was guilty of sexually harassing a former employee.  Mrs. Harris-Brooks fully comprehends that the termination of Charles R. Wiggington, Sr. could have resulted in an end to her control over the credit union. Its also unlikely, that another President would have tolerated her need to control all things. 

According to a report compiled by the World Council of Credit Unions, the Directors of a credit union's Board have both the authority and responsibility to direct and control the direction and affairs of the credit union for the purpose of providing effective and efficient management over all operations. It is also advisable that Directors possess a background in business management. What's more, the Board should never rely on operational management to interpret financial data. 

At Priority One Credit Union the Board has proven it is unable to properly direct the affairs of the credit union. What's more, since January 1, 2007, the date Charles R. Wiggington, Sr. began his appointment as President, the Board has consistently failed to provide effective and efficient operational management. What's more, with exception of Joe Marchica, not one of the Directors possess a background in business management and certainly not at a level that would qualify them to serve as Directors of any board. And Priority One's board is wholly dependent on President Wiggington to interpret the credit union's financial data. 

The fact that the Board elected Charles R. Wiggington, Sr. to succeed William E. Harris speaks volumes of their inability to enact decisions that benefit the credit union, members and employees. Certainly the credit union's ongoing decline attests to the level of incompetence permeating the credit union's Board. 

Mrs. Harris-Brooks has periodically disclosed that she worked in marketing while employed by the U.S. Postal Service though to be absolutely correct, she worked in the postal service's retail sector. Quite frankly, Mrs. Harris-Brooks does not possess the education or abilities to conduct a study of the credit union's demographically varied marketplaces. Mrs. Harris-Brooks should be asked to provide evidence that proves she is qualified  to study and understand the credit union's diverse marketplaces. 

We also recently learned, that Mrs. Harris-Brooks has requested that she be allowed to visit the Burbank, Van Nuys and Valencia branches in the capacity of a secret shopper. Can't the credit union afford contracting the services of a company that actually specializes in conducting this type of research? 

NOT SO MUCH JUST AS SELF-SERVING

In 2007, when an investigation proved that AVP, Liz Campos, had been kiting using three checking accounts held at three different institutions including Priority One, Mrs. Harris-Brooks became incensed and publicly chased Director, David L. Davidson, for delivering an anonymous letter mailed to his residence to the credit union's attorney, William Adler. The letter exposed Mrs. Campos of perpetrating a violation of federal law. 

Mrs. Harris-Brooks told Mr. Davidson that he was never to deliver letters exposing wrong
doing allegedly committed at the credit union, to the credit union's attorney. She explained that all investigations would be conducted by the Board without involvement of the credit union's attorney. 

Mrs. Campos violated federal law. She should have been arrested and prosecuted but Mrs. Campos was a friend of President Wiggington and escaped prosecution. Mr. Davidson appropriately delivered the letter to the credit union's legal counsel. After all, no one on the Board including Mrs. Harris-Brooks is qualified to conduct an investigation of any federal offense. Mrs. Harris-Brooks is also not an attorney. The Board does have one Director, O. Glen Saffold, who studied law but has failed to pass the California Bar Exam on several occasions. 

We believe Mrs. Harris-Brooks has deluded herself into believing that she is on par with paid Directors of banks like Chase and CITI. Realistically, Priority One's Directors have as much of a chance of serving on a bank's Board as we do of finding the Loch Ness monster in a bathtub.

Last year, the Board of Directors and some Supervisors, traveled to Hawaii and Las Vegas to allegedly attend educational classes and conferences. The credit union paid for airfare, hotel accommodations, and provided each Director a food allowance. Though every Director and Supervisor is aware that business is in a state of decline and knows the President has yet to find a solution that could reverse this cycles, they traveled to Hawaii and Las Vegas but many chose not to attend classes or conferences opting instead to sightsee and spend their daily allowance in bars. If the Directors are so undisciplined that they chose not to attend scheduled classes and conferences and chose to spend the money allotted to them on non-business related activities, then how can they be expected to protect credit union and member assets? 

Last year, President Wiggington "gave" a refurbished credit union computer to Director, Thomas Gathers. Isn't this a perk? What's more, the President has authorized that all Directors and Supervisors receive free Internet access, allowing them remote access to the credit union's network. Not only is this inappropriate but might it not be a breach of security?

As disclosed in our last post, President Wiggington has boasted that he never flies by coast because the seats are uncomfortable and there isn't sufficient space for him to stretch his legs. This seems an odd choice in light of the fact he's admitted that business is in decline.

Last year, the President and CFO flew to Chicago on business. Upon his return to South Pasadena, the President boasted that he danced with a "fat girl. I could tell she wanted me." 

Last year, the President ordered that access to the addresses for all Directors be blocked to keep employees from seeing these. The order followed the revelation that his hand-picked AVP, Liz Campos, violated federal law and kited using checking accounts held at three different financial institutions including Priority One.  

Last December 2008, President Wiggington met with Mrs. Harris-Brooks to discuss the upcoming elections scheduled to take place during the month of April 2009. They agreed that the Board's current Directors must remain unchanged. The current Directors are all loyal to Mrs. Harris-Brooks, continually conceding ot her every whim. 

The two agreed not to publish notice of the upcoming election in only the quarterly newsletter which is mailed to all members. Instead the notice which includes an invitation to members to nominate themselves to run for a seat on the Board, would only be published in the quarterly newsletter which is only mailed to members who have a checking account thus excluding the larger sector of members who only have a savings account. Though the notice and invitation are mandated under state law, the President and Board Chair chose to disrupt the electoral process. Can you imagine what these two could accomplish if they could divert their wicked tendencies to actually do things that benefit the credit union, members and employees? If the President and Board Chair are going to continue being unethical we suggest they hone up on their skills and try to better camouflage their plots. 

EXTTI, Inc.

Investigating Sexual Harassment

In early 2008, credit union attorney, William Adler, ordered Priority One Credit Union's Board of Directors to initiate an investigation of President Charles R. Wiggington, Sr. to determine if he had sexually harassed the former Assistant Branch Manager of the Los Angeles branch in the years while she worked at the main branch in South Pasadena, in the capacity of a Real Estate Loan Officer. 

The credit union hired the services of EXTTI, Inc., a business consultant firm that also conducts investigations of allegations of wrong doing reported by credit union employees. 

EXTTI, Inc. conducted an approximate six-week investigation, during which some employees of the South Pasadena and Los Angeles branches were interviewed to obtain testimonies of whether the President may have sexually harassed a former employee. During their investigation, President Wiggington was placed on paid suspension pending the results of the inquest. 

At the end of their investigation, EXTTI, Inc. submitted its findings to attorney, William Adler of Styskal, Wiese and Melchione, LLP and who personally delivered the findings to the credit union's Board of Directors.

A meeting convened at the main branch in South Pasadena to review the investigator's findings but Board Chair, Diedra Harris-Brooks, chose to tamper with the proceedings by only inviting Directors, O. Glen Saffold and Thomas Gathers and Supervisory Committee Chair, Cornelia Simmons, to attend and review the evidence.

Unbeknownst to the wily but not all together clever Board Chair, employees of the credit union called Director, Janice Irving, and informed her about the meeting which she had not been invited to attend. To the Board Chair's surprise and chagrin, Mrs. Irving arrived at the South Pasadena branch just prior to the start of the meeting with Director, Joe Marchica, in tow. In typical Harris-Brooks fashion, the Board Chair informed Mrs. Irving that she had not thought the purpose of the meeting sufficient important to call and invite the two other Directors. 

A few days following the meeting, Mrs. Irving would reveal that the investigator presented evidence proving President Wiggington had indeed sexually harassed a former employee. What's more, the investigator recommend the President's immediate termination. Its important to note that the investigator is also an attorney. 

However, in spite of the evidence produced by the investigator and with consideration to his recommendation the President be fired, Mrs. Harris-Brooks, with the help of her posy, Mr. Saffold, Mr. Gathers, and Ms. Simmons, urged President Wiggington's reinstatement. When it came time to vote whether or not he would be reinstated, the vote was 4 to 2, with Mrs. Harris-Brooks and the three other officers succeeding in winning the President's return.  

EXTTI, Inc.'s webpage is www.extti.com.  Here is the biography of the investigator, Scott I. Barer.

Mr. Barer is the former Chief Labor and Employment Attorney for the Los Angeles Unified School District (LAUSD) and joined EXTTI in 2005.

He received his Bachelor of Arts degree in Communication Studies in 1979 from UCLA and in 1989 obtained his Juris Doctor degree from Loyola Marymount University Law School. 

From 1976-1989, Mr. Barer worked in a variety of positions in television news, including as Manager of News Operations for KTLA News.

After receiving his Juris Doctor degree, he worked as an Associate at Ballard, Rosenberg and Golper  where he practiced labor and employment Law. 

In 1991, Mr. Barer joined the Beverly Hills law firm of Rosenfeld, Meyer & Susman, LLP as an Associate in the Labor and Employment Law Department. In 1998 he was elected to the partnership of that firm. He is an expert in the following areas of investigation:

• Expert witness testimony and consulting in sexual harassment, discrimination, wrongful termination and other employment related litigation

• Training in these same areas

• Investigation of claims of harassment, discrimination, and employee misconduct (including "Cotran" investigations).

Certainly Mr. Barer was more than qualified ot conduct an investigation of the allegations leveled against President Wiggington and he was experienced and knowledgeable enough to identify that Charles R. Wiggington, Sr. not only sexually harassed a former employee but poses a threat to other employees and may prove problematic to the credit union as an employer. Despite his expertise, Diedra Harris-Brooks chose to ignore and invalidate the evidence and instead, recalled a President who should have been terminated for violating credit union policies and state and federal laws.