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Showing posts sorted by relevance for query Ian Nikol. Sort by date Show all posts

Saturday, August 13, 2016

The 3020-a Arbitration Newswire: Gotcha Squad Attorney Ian Nikol

Other posts under the title The 3020-a Arbitration Newswire:

The 3020-a Arbitration Newswire: Winning and Losing Appeals and the Teacher-Principal Relationship


The 3020-a Arbitration Newswire: Digging Up The Garbage On the UFT/DOE Partnership of Harm For Charged DOE Employees


The 3020-a Arbitration Newswire: The Xerox Machine


When a teacher receives a packet with 3020-a charges in it, the charges - either of alleged misconduct or incompetency - and Notice of the Determination of Probable Cause are all  products of the legal department, either the Teacher Performance Unit (TPU- incompetency cases) or Administrative Trials Unit (ATU- misconduct cases). Both the TPU and ATU are subparts of the Office of Legal Services headed by the General Counsel, who is also the attorney who represents the Chancellor, Carmen Farina. The current General Counsel is Howard Friedman. The former General Counsel was
Former General Counsel Courtenaye Jackson-Chase
Courtenaye Jackson-Chase. The ATU, TPU, OEO, OSI, SCI and all the Attorneys, staff, and employees who work for these groups, are collectively called the Gotcha Squad. My advice: if you see something, say something, but NOT to any of these groups! They will charge you with something if you make a complaint to any of them (if you are a teacher, non-administrative staff/employee, or parent).
General Counsel Howard Friedman
Having studied and watched the Gotcha Squad scam and being a victim of their venom myself, I have the process of the DOE falsely charging someone, lying under oath, covering up fraud and corruption, ignoring legal and contractual rights, nailed - which gives me strategies to use to defend my clients at 3020-a.

Even Attorney Ian Nikol believes I know what I'm doing. He told the administrators at MS 226 (including Principal Rushell White) while he was there preparing for them to testify against one of my clients who had been wrongfully charged with 3020-a, that I knew all about the DOE and what has been going on. I know my stuff.

Thanks, Ian! He was not always so flattering, more about that later.




Naeemah Lamont, Ian Nikol, Rishonna Fleishman
Whether you are the Respondent, a witness, or an observer at the 3020-a arbitration of a teacher, if the NYC Department of Education was represented by Ian Nikol you can never forget how unprofessional Ian was, and how he bullied everyone in the room - including arbitrators - to push his agenda forward (termination of the charged employee). His last day with the Department was Thursday, May 19, 2016. He told us he was going to the Department of Correction. Good luck with him, I mean good luck to him, I mean good luck to you.


Ian Nikol (on the left)
I have watched Ian Nikol for many years, as well as his partner in crime, Dennis Da Costa, previously highlighted on this blog: Teacher Performance Unit Deputy Director Dennis Da Costa. Dennis is also no longer listed on the NYC DOE webpage.

Ian used to attend all his hearings with his sidekick, Harlyn Griffenberg-Greer, because Ian has to talk with someone during testimony. He cannot sit and listen for more than a minute or two. Interruptions and objections are his way to dominate the process so that the witness for the teacher loses his/her thought, and forgets what they were supposed to say. Ian does not write notes, he writes a word and draws boxes around the word....over....and....over.......

It is tiring watching Ian scribble his boxes, making the four lines bigger by drawing them over and over again, whispering to whomever is sitting next to him, laughing at secretly funny things, making faces, looking at the ceiling for some answer, etc. His antics are not amusing, and even more alarming is the lack of concern or at least the lack of interest on the part of the arbitrator to stop him.

Arbitrator Philip Maier did try to change Ian's behavior. At a recent 3020-a, while my closing arguments were read into the record by the attorney, Ian became bored. He took his cell phone out and held it up while he played games, looked at his email, I dont know what. He giggled several times. I wrote a tiny note to my client to see if she noticed what he was doing. I guess the Arbitrator saw what Ian was doing, and suddenly the arbitrator told the transcription recorder person to go off the record, and told Ian to stop looking at his cell phone, and to put it away. Ian did as told, but pouted and folded his arms, clearly angry at the reprimand. He looked like he was in shock.

After our closing was finished, we broke for lunch. Then, as we entered the hearing room for Ian's closing, I saw newbie DOE Attorney David Raskin enter the room with Ian. Ian told everyone that David would be sitting in. Ian never reads any papers, so he just started talking with his many notes in front of him, while ....yep, you guessed it!!!! Raskin took out his cell phone, and read his email, played games, whatever, until Ian was finished. It was a lowpoint in Ian's DOE career, but he got away with it. My question to Mr. Raskin would be, why would he play Ian's childish games? I don't get it.

But all of Ian's childish ways (which, by the way, never diverted me in any way, I simply wrote notes about what he did, then he whispered to the person next to him, "Betsy is writing notes about me") are trumped by Ian's malicious prosecution, his trampling any and all rights whether these rights are in the law, contract, regulations, or not. He doesn't care. He doesn't like witnesses for the defense, they simply get in his way. He hates charged employees.

The 3020-a of Yolanda Walker is a case in point, and in my opinion, at this hearing the true malicious nature of Ian Nikol was clearly visible.

Yolanda Walker hired me to do her 3020-a as her paralegal. She chose to go pro se, as she was a fearless and feisty person willing to stand up and say what needed to be said. She was also very ill when she was charged. She told me she would not tell the arbitrator for her case, Sara Miller Espinosa, how ill she was. I did not say anything because of course all communication I have with my clients are confidential until they tell me they want to expose someone, then I will.

Ian Nikol's first demand when Yolanda's hearing began was to remove me as Yolanda's advocate and he demanded that the arbitrator rule that I had to sit as far away from Yolanda as possible, against the wall, and never speak with her. Arbitrator Sara Miller Espinosa denied his request.

Ian's next move was to demand that the Arbitrator deny Yolanda's medical leave, scheduled for the month of December 2014 so that she could have surgery. He brought in a note from, he told everyone, the payroll secretary, saying that Yolanda had never applied to take a medical leave for surgery. I had determined that Ian would do something underhanded like that, so I told Yolanda to bring the letter from the real payroll secretary (Ian had not told the truth, his letter was from Principal Scanlon's secretary) acknowledging Yolanda's leave for the month of December.

But Yolanda was too ill to have surgery, so we started her 3020-a December 5, 2014. Ian could not care that Yolanda was very ill, he was as nasty as ever, hoping that I would dissolve into a pile of gibberish. Instead, I thrive on challenges such as this. Yolanda and I were an excellent team.

How do I know? Ian became an out of control mess, yelling at us, objecting to every word Yolanda said, and literally fighting us as if he was a professional boxer. I was saddened by Ian's behavior, because I knew how ill Yolanda was. She told me that I could not tell him but I did not think it would have made any difference.

Yolanda had been teaching for almost 30 years, but Scanlon charged her without doing a single observation. Instead, he sent in a teacher, Breina Lampert to observe her, and rate Yolanda for the 2012-2013 school year. Scalon testified:

5                                                                A. Ms. Lambert told me that there was,
6                                 you know, a history for instruction in the classroom
7                                 and that the students were learning -- and that their
8                                 grades, their Regents passing grades -- suffering by
9                                 it and that she felt that, you know, for the reasons I
10                            stated and the recommendations made that it was an
                   unsatisfactory lesson.

So Scanlon filed 3020-a charges against Yolanda. For no reason. This is one of the most stupifying facts that come out of 3020-a hearings....that the charges are without reason, irrational, and simply false.

Ms. Lampert was made an Assistant Principal the following school year, and ended up in the NY POST and other newspapers for cheating on tests.Ian didn't care that a teacher rated another teacher. He brought in Ms. Lampert to testify, and I assisted Yolanda in creating an objection for the record that Lampert's testimony was a violation of the contract. Ian finally demanded that her testimony be stricken from the record.

Also in December 2014 Ian Nikol lied about ever seeing the Performance Management document. He would not allow Daniel Scanlon or Grace Zwillenberg, former Principal of John Adams High School, testify to using that document to get rid of teachers. Ian had, previously, seen the very same document presented to Daniel Scanlon and Grace at another 3020-a hearing for another teacher at John Adams, (I was hired as the paralegal) and Scanlon called the papers titled "Performance Management" his "Bible". Grace Zwillenberg the former Principal, testified also that this document was her "Bible". I told Arbitrator Espinosa that Ian had not been truthful.

Ian stood up and started screaming, that's it!!! I've had it!!!!!! I will be right back!!!!! He stormed out of the hearing room, and appeared about 7 minutes later with his Supervisor,  Attorney Dennis Da Costa.

Dennis went on the record (I requested that a record be made) and testified that I had to shut my mouth in the hearing room, on or off the record, outside the hearing room, and anywhere on the floor and/or the building. Yolanda got very upset.

Courtenaye Jackson-Chase
At that time the General Counsel for the NYC DOE was Courtenaye Jackson-Chase, a person I very much respect and like, despite our different positions on 3020-a cases. She left the DOE in May. I met Courtenaye more than 8 years ago at the NYSSBA meeting at the Hilton Hotel, and I liked her immediately. I was working for the UFT at the time, so I had a chance to ask for meetings with her several times.

When Dennis Da Costa said that I had to shut my mouth anywhere in the DOE buildings, at all times, I knew that I needed to go to Courtenaye. Not because we were going to give in to Ian, but because I felt that Yolanda could not take much more of Ian's abusive behavior. I called Courtenaye, and she agreed to see me. The 3020-a hearings used to take place across the street from Tweed, Courtenaye's office, on Chambers Street.

I ran across the street, and told Courtenaye about Yolanda, her illness, Ian's actions and Dennis Da Costa's hysterical outburst, etc. I asked Courtenaye to ask Ian to settle the case, as Yolanda needed to retire, but Ian only gave her to  August 31 2015 to retire. Courtenaye told me, I will see what I can do.

I ran down the street, bought a slice of pizza, and ran back to the hearing.

When Arbitrator Espinoza started the hearing once again, Ian was as nice as could be. He told the Arbitrator that he believed that a settlement could be reached. Yolanda and I went into a room nearby with Ian, and he agreed to give Yolanda a retirement date of October 5, 2015. I wrote a heartfelt thank you to Courtenaye.

Yolanda was very happy. She died October 11, 2015.

I miss her.

Other negotiations I have done at 3020-a as the representative/paralegal for the Respondent:

Rochester, N.Y. (no lawyer): 3 cases where the Rochester School District filed charges against teachers and wanted termination, I successfully negotiated withdrawal of charges; a promise not to pursue another 3020-a in the future (which was already being investigated) ; retirement and withdrawal of charges.

Addison N.Y (no lawyer).: successfully negotiated terms of settlement whereby the charged teacher received a retirement date 1 1/2 years after the charges were withdrawn, the last year full salary stay at home (to get the full 30-year pension).

New York City: assisted private attorneys in about 10 cases to get charges withdrawn, and retirement packages requested by the teachers. I have 3 complete exonerations.

Betsy Combier
betsy.combier@gmail.com
Editor, NYC Rubber Room Reporter
Editor, Parentadvocates.org
Editor, New York Court Corruption
Editor, National Public Voice
Editor, The NYC Public Voice

Saturday, December 6, 2014

FACES: Harlyn Griffenberg-Greer, NYC DOE Whatever

As we all know, titles at the NYC DOE are meaningless. Take new OPI employee Harlyn Griffenberg (she is known as Harlyn Griffenberg Greer at OPI).


Harlyn Griffenberg

 
She used to be the "paralegal", "Disciplinary Investigator", "Secretary" or "Assistant to Gotcha Squad prosecuting Attorney Ian Nikol". When Ian appeared at 3020-a hearings, he used to bring Harlyn along. Now she works at OPI, Office of Personnel Investigations, as an Investigator. During two hearings I watched the two of them laugh, giggle, scribble notes, stare and do whatever would insult the Respondent or people in the room, during the hearing. As I wrote in my previous post, I think this type of behavior is frighteningly inappropriate. I believe she loathes teachers.



At one hearing about 2 years ago I started writing down the time of each disruptive moment. Harlyn wrote, "Betsy is writing about us", and she poked Ian and told him. He laughed, and told her "I don't care."

But he did care. He told the arbitrator at that hearing to order me to stop writing notes. He did not get his wish.

An attorney who worked with Ian at 3020-a hearings told me that he could not believe how theatrical and dismayingly insulting Ian Nikol was to everyone at the hearing. He was furious.


Ian Nikol
Here is Harlyn's LinkedIn page:

Experience

Investigator

NYC Department of Education
– Present (6 months)

Disciplinary Investigator

NYC Department of Education
(2 years 1 month)

Intern

New York City Department of Investigation
(4 months)

Forensic Case Manager

United States Probation Office
(6 months)Brooklyn, NY

Research Assistant

John Jay College
(5 months)
Transcribe Interviews for Study: Pimping from Pimps’ Perspectives: Constructing and Reconstructing Identities

College Assistant

John Jay College
(1 year 3 months)
Website Administrator, Compile Reports, Bulletins, and Documents, Administrative Office Work, Assist Students,

Marketing Intern

The Volleyball Association of Ireland
(2 months)Dublin, Ireland

Sunday, July 17, 2016

MS 226 Principal Rushell White Key Words: Making the School Look Good Through Discrimination, Retaliation, and Harassment

Thanks to former and present educators at the school, some of whom must remain nameless for the time being, and all those former staff members at MS 226 - Zev Angelou, Paul March, Claudia Bethea, Francine Davis, and to the two teachers who hired me to be the paralegal for their 3020-a cases, thank you.
David Possner
I am fascinated by this story because it has so many elements of wrongness.

Please see my other articles on MS 226 and Rushell White and her crew:

Why is JHS 226 Principal Rushell White Still in Her Position Despite Documented Wrong-Doing? (March 19, 2016)




I am completely shocked by the arrogance of immunity I have seen from Rushell White and her cloned, dedicated-to-her-dominance APs, minus one, David Possner. David has bravely stood up against her abuse and harassment of staff, and welcomed the media who can, and have published, the acts of abuse of students and discrimination which will, I guarantee, will be the undoing of Rushell White. Ms. White, we know now, orders her subordinates to observe her teachers and rate them "Developing" or "Ineffective" (basically the same thing) no matter what the teacher does in the classroom. The ratings given for the observations - which are 95% of the 60% of the HEDI - determine your end of year APPR, and under Rushell White's control, all ratings are not truthful and not based on the performance or merits of the teaching. Rushell tells her APs to rate her staff according to whether or not she likes the person or not. And, if you dare to challenge Rushell White, you know that you will pay dearly for the insubordination.

Take the fire incident on June 6, 2014.
The picture at left is of a hallway outside of a classroom on June 6, 2014, after AP David Possner put out a real fire. The entire school was evacuated except for one classroom. The fire department showed up, the fire alarms had gone off, but AP Jennifer Shirley had been told by Rushell White to do an observation, so Ms. Shirley ignored the alarm, and refused to allow the teacher or the children to leave the classroom. Shirley told everyone that she was so afraid of what could happen to her later if Ms. White found out she had not finished the observation, that she forced all the students and the teacher to continue, as if there were no alarms going off. Shirley told everyone to sit back down during the fire drill. She finished the observation after she turned off her walkie-talkie. They all found out later that there had been a real fire. The teacher sent text messages to the staff asking why she was not allowed to leave.

That's how much fear exists at MS226....enough to harm the children and staff.

Then there is a chapter leader who reported Rushell White for causing  sixth grade teachers to cheat on the exam.
 That was in the newspaper, and  Ms. White was very upset about that. So she started giving the CL unsatisfactory ratings and writing him up, and it came to a head with the Union and their making a deal where he would be moved to another relocation, because he had three years left before he could retire. The deal was that he could work the rest of his time at the DOE in another school, but he would remain on Ms. White's payroll. He was being harassed by Ms.White too badly for him to stay at MS 226.

In 2013-2014 Rushell White was putting 40-60 students in the SAVE room on a daily basis. Zev testified that as only a substitute teacher was in the room, no one wanted to go in there, it just was not safe. Zev testified about the discipline policy that does not exist:

And she said
"we've had no fights. And I said, Ms. White, I was punched repeatedly in a hallway. How could you say there were no fights? Me personally that you never reported. That was reported to Ms. White, Ms. Cohen, Ms. Shirley, and Ms. Adams. They never reported it.
That was stated at a meeting when I was with my District rep., when I told her I was just punched five times by a student.
Therefore, that student, I found out later on, wasn't in detention. No one ever called home. We had incidents where I had to report to Ms. White. A child just threw a four and a half inch knife at another student. Blocked it with his bag. And that child was never reprimanded. And not only that, the
child that almost was killed, they never called his house. All these things are being squashed. All of them. Fights, repeated fights. Violence. Violence against me. Verbal abuse. None of these things are being reported. How can a teacher conduct a
classroom confidently and securely if they're feeling like they're not in a hostile environment when there's nothing being done? Again, I have, again, --
[00:01] environment leads to people having problems in the classroom."

When asked why she kept my client in her full teaching schedule - never suspended with pay (rubber roomed) - until the end of the school year June 30 2016, way after her 3020-a hearing was finished, Rushell White testified, words to the effect of "I could not find a replacement". The day after my client was served her charges for 3020-a, AP Michelle Cohen handed her an update on her Teacher Improvement Plan saying she had improved; on the last day of the school year the Peer Validator handed over a rating of "Highly Effective". We do not have a decision yet in the 3020-a.

In sum, Rushell White is now a liability for the business, the DOE public school system. She has allowed her personal views to intercede in the work of the business, and the reports on her abusive actions toward her staff are out in the public eye. CSA and the DOE have to wait until all the outrage about the mural subsides, so that they dont have to be embarrassed by their mistake of recently putting Rushell White on the CSA Executive Board. The DOE hates when any event or person makes them look bad. She must go.

 David was subpoenaed by the DOE to come in to the 3020-s for my client, a teacher still teaching her regular full schedule, and he was nervous about speaking about Rushell White and her actions. So we gave him a subpoena to come in for us. Then he talked. He also told me about how the DOE attorney in this case, Gotcha Squad member Ian Nikol, one of the most verbally insulting attorneys I

Naeemah Lamont, Ian Nikol, Rishonna Fleishman
have ever heard during my 13 years in 3020-a hearings, arranged for Ms. White and all the APs - including David Possner - to meet together to go over what they would do at the hearing. Ian described me as a blogger, and I should be totally ignored while in the hearing room. He told the group that I knew all about the DOE and everything they do, so watch out. Thanks Ian!!! I am honored by your compliment. Ian left the DOE or was fired during the hearing, and we were given a new DOE attorney as his replacement. Good luck on your new assignment at the Department of Corrections. We will miss you (I honestly do not mean that).

Zev Angelou, the former chapter leader, came in to testify looking like Harrison Ford in the movie Indiana Jones. He was magnificent, testifying that Rushell White is "a pathological liar" who forces her APs to rate teachers as ineffective for no reason, or their jobs as APs are on the line. Rushell White makes up things as she goes, and is very vindictive. He transferred to another school. His new school is very lucky to have him, in my opinion.

I spoke at length with Francine Davis, a teacher for almost 49 years and who retired in time to save her pristine, stellar record. She told me that Rushell White was desperate to get into the "Principal's Society" at CSA, and told Fran,  and several others that Rushell had paid for them to attend an event put on by the CSA for potential nominees. They went, and were stopped at the door where they were told that the $84.00 per person was not paid, and they had to leave. After this, Fran was accused of stealing state tests. AP Jennifer Shirley was in charge of the testing. Fran was found to be not guilty of the charge, but the damage was done. Fran retired.

Claudia Bethea, the parent coordinator, always took her job seriously. She was there for the kids. She paid for prom clothes, and she told the truth. She was fired by Rushell White who knew that Claudia and Fran were friends. Claudia told me that Ms. White said to her:
"You are worthless...Jamaican people  [Rushell White is Jamaican] are better than black people...Jamaican people spell better and speak better than black people". [Claudia Bethea is 'black'].

I usually get between 4-9 witnesses to testify for the Respondent, but several people who initially spoke with me backed out from coming to the 3020-a, despite the fact that they were given subpoenas. So, we asked the Arbitrator, Michael Capone, to please stop Rushell White from retaliating against anyone at MS 226 who testified in our case against her:


Then, a few days after David gave his outstanding information about how Rushell treats her staff, he saw that a mural had been painted and placed onto the wall of Ms 226:


I'm sure that you can see Ms. White with her 6 arms, impersonating a Hindu goddess, and David Possner peeking out of the curtain on the right. Simply, totally outrageous. But good came of it. The media, namely Ben Chapman of the New York Daily News, did the story, and many religious leaders protested at a rally that Rushell White had to be fired.

MS 226 Assistant Principal David Possner, who has just been awarded the "A For Accountability Award" by my non-profit, E-Accountability Foundation,  sued in State Court asking to transfer out after Rushell White Called him a "bad" Jew. Transferring would have been the solution to everyone's problem, hers because she dislikes people who do not do whatever hurtful thing she orders, and his, because he knew that he was doing an excellent job for the school but nothing mattered, as Rushell White could only see her hatred for him.

If a plane suddenly crashed through the roof of the school Rushell White would blame it on David, that's what she does.

MS 226 Principal Rushell White

As I wrote in a prior post, Rushell White has the support of City Council Member Ruben Wills, and believes she is untouchable by anyone who does not like her for any reason. Ruben Wills has his own demons.

Rushell White has, so far, been "getting away with" many actions against staff and students:

Queens school being investigated for alleged abuse against students

Queens school eyed for cheating on state exams


MS 226 Principal Rushell White Calls Assistant Principal David Possner a "Bad Jew"



EXCLUSIVE: Queens school staff want principal booted for bias toward older teacher, Hindu goddess portrait

Local business owners say mobs of out of control teens reek havoc everyday after school.
To understand why the Principal's Union (CSA) and the NYC Department of Education (DOE) allow Rushell White and other principals to  "get away" with abusive acts you first have to change the definition of what a "good" principal is.

We no longer can call a principal "good" who is warm and fuzzy, treats staff as colleagues, overlooks errors of judgment if no one is harmed, doesn't sweat the small stuff, and values a school environment which is friendly, where life is in balance with the universe. You love going to work in that place.

Those days are over, at least for now.

What the reality is now, is that every employee, no matter how excellent, is a cog in a wheel, a member of the assembly line to get the widgets finished in a timely fashion, any way possible. If an employee misses a day at work, that's not good, but misses a friday and/or monday? Intolerable. While the UFT Collective Bargaining Agreement permits 10 days for absences a year, most principals will find a way to put a letter into your file for taking those 10 days, even if you are in surgery in a hospital. Eleven days? That's "excessive", and 3020-a charges can be filed. The business, they say, has suffered. [A good defense is: "how?" "how much?" "what are the numbers?"-ed]

Harmed on the job? You dont need LODI (line of duty) relief, you need a replacement. You are damaged goods, and possibly a liability for the business, supposedly educating students. You must be terminated. This is why so many people are observed the first day back and given a "U" or "Ineffective". The business of education cannot wait for you or anyone to become well.

Bereavement? Two days. Five if you are good at arguing for them. Nevertheless, while you are grieving a loss of a loved one, a plot will be created to get rid of you. You are damaged goods and possibly a liability for the business.

A parent becomes upset because you said/did something horrible to their little angel? Nothing matters except that a parent has complained, and there is no one at any agency who will investigate anything you say. Any facts you have will have to wait for the arbitrator at the 3020-a to which you will be forced into going. The Office of Special Investigations (OSI) does not investigate students, only employees. (I investigate what the facts are, and present at 3020-a! Promise!) . Nonetheless, you should fill out the form to report the incident, but any assaults should also be immediately reported to the police. Do not ask for permission from the principal. Just do it and tell the principal after it is done.

The principals' job is to get rid of the riffraff - anyone on the staff who messes with the business machine driving the profits, or with graduation for students who never appeared in class. Fudging grades works.

School principals continue to do whatever helps the business, because they know that they are supported by the CSA and the DOE no matter what they do, as long as the business rolls along in a profitable way. For example: when a staff member becomes "old" - anyone over 40 years of age - a plot is created for getting these people removed, because senior teachers' salaries are high, and thus a burden on the school budget. Unfortunately due to the prohibition for senior teachers to transfer, the only way to get a teacher out of the building is to charge them with 3020-a charges. If the teacher charged receives any penalty (he/she is not totally exonerated), this person will become an ATR, and will not go back to the school at which he/she was charged.

This automatic "become an ATR" stuff began relatively recently, I asked Attorneys for the DOE doing 3020-a prosecution why this so-called "policy" was absolute. Because, they told me, "that's the way it is". Dont you hate that answer? what does that mean?

Back at MS 226, all is certainly not ok. Good people are gone.  The next story about another teacher formerly at MS 226 will show the absurdity of the NYC permanent panel of arbitrators. The teacher, Paul March, has quite a story.

Stay tuned.

Betsy Combier
betsy.combier@gmail.com
Editor, NYC Rubber Room Reporter
Editor, Parentadvocates.org
Editor, New York Court Corruption
Editor, National Public Voice
Editor, The NYC Public Voice

Sunday, May 1, 2016

The 3020-a Arbitration Newswire: Digging Up The Garbage on the DOE Lawyers -Shareema Abel

Attorney Shareema Abel
The lawyers I have watched who prosecute 3020-a Respondents are a motley crew, ranging from "I am trying-my-best to terminate this employee with quiet professionalism" to "this Respondent is scum and I'm gonna prove it even if I have to scream and yell."

I believe that the NYC 3020-a Arbitrators and DOE Attorneys are in an impossible moral and ethical conflict, where they must overlook obvious violations of law and regulations, even the lies of their witnesses, to satisfy the DOE policy of terminating tenured teachers in order to stay on the panel or in their jobs. Is the $1400/day and/or the perks of being a DOE 3020-a Attorney worth the risks to reputation and future cases? The Arbitrators and Attorneys on the NYC panel must say yes.

Some of the DOE Attorneys who prosecute teachers and other employees at 3020-a really believe that the person charged is guilty of terrible crimes to children....or, they are excellent actors. Sometimes the venom and disrespect heard across the table is so outrageous that it seems to have a personal distaste behind it for the person who is charged. I agree that if a teacher has sex with a young child in a classroom closet, the distaste and disrespect may be valid. But for a charge of not having a lesson plan? C'mon, that is absurd. I have seen this anger and it is not easy to view, even after studying the Attorneys and arbitrators at 3020-a hearings for 13 years, as I have.

Are you an Attorney ready to defend the NYC DOE administrators as they wrongfully attack teachers and other staff? You must be willing to keep secret the failures of the charging agents (the Gotcha Squad, DOE "legal", principals, Assistant principals, whomever) to put two teachers in an ICT class; to give 'specials' (art-music-dance teachers) to special education children who have service providers listed on their IEPs; to provide state mandated SAVE or TIME OUT Rooms; to properly discipline and report rowdy and/or dangerous students who assault other students, teachers, staff. The list is long of the coverups you must do. But the pay is good. Below is an application:

Administrative Trials Unit Attorney
Tracking Code
9652
Job Description
 (Those who previously applied need not re-apply)

Position Summary:  Under the direction of the Deputy Counsel of the Administrative Trials Unit, with wide latitude for independent action, the Administrative Trials Unit Attorney will serve as a legal representative of the Chancellor performing sophisticated legal work in disciplinary proceedings. Performs related work.

Reports to: Director of the Administrative Trials Unit

Direct Reports: N/A
  
Key Relationships:  Director of the Administrative Trials Unit, Superintendents, and Principals.

Responsibilities

  • Handles legal issues and cases, including recommendations concerning the soundness of charges, preparing specification of charges, coordinating the gathering of evidence, and briefing witnesses.
  • Responsible for legal cases that are complex and high profile in nature.
  • Represents the Department of Education (DOE) in Education Law 3020-A proceedings and hearings pursuant to Section 75 of the Civil Service Law.
  • Provides legal counsel and training to Superintendents and Principals on disciplinary procedures.
  • Acts as a liaison to executives within the agency and to other City agencies.

Qualification Requirements:

Minimum

Admission to the New York State Bar and three (3) years of progressively responsible United States legal experience subsequent to admission to any state bar.

NOTE: Selected candidates must remain members of the New York State Bar in good standing for the duration of their employment.

Preferred

  • Minimum three (3) years litigation experience.
  • Ability to rapidly understand provisions of applicable laws and regulations.
  • Ability to write clearly and concisely.
  • Ability to conduct legal research efficiently.

 Salary: $85,000+

Applicants must submit a cover letter and resume to be considered for this position.

Resumes will be reviewed on an ongoing basis. We encourage applicants to apply as soon as possible.
  
NOTE: The filling of all positions is subject to budget availability and/or grant funding.

AN EQUAL OPPORTUNITY EMPLOYER
It is the policy of the Department of Education of the City of New York to provide educational and employment opportunities without regard to race, color, religion, creed, ethnicity, national origin, alienage, citizenship status, age, marital status, partnership status, disability, sexual orientation, gender (sex), military status, prior record of arrest or conviction (except as permitted by law), predisposing genetic characteristics, or status as a victim of domestic violence, sexual offenses and stalking, and to maintain an environment free of harassment on any of the above-noted grounds, including sexual harassment or retaliation.  Inquiries regarding compliance with this equal opportunity policy may be directed to: Office of Equal Opportunity, 65 Court Street, Room 1102, Brooklyn, New York 11201, or visit the OEO website at http://schools.nyc.gov/OEO
Job Location
NEW YORK, New York, United States
Position Type
Full-Time/Regular

Each NYC Department of Education Attorney assigned to a 3020-a arbitration case is under the Office of General Counsel and must abide by the rules and the mandate of the Administrative Trials Unit ("ATU" - Laura Brantley, Director, and, rumor has it,  Karen Antoine, Deputy Director) or the Teacher Performance Unit ("TPU" - Naeemah Lamont, Director and Dennis Da Costa,


Deputy Director) to terminate the person charged, no matter what the charges are. They change the rules to fit their whim-of-the-day, as they can.


Gotcha Squad Attorney Ian Nikol (on the left)
And one of the denial of rights for all charged UFT members of the DOE in New York City can be seen in the fact that no charged, tenured teacher may assist in choosing his/her arbitrator, as mandated by the NYS Commissioner's Regulations and Education Law 3020-a(3)(a)(b). NYSUT and the DOE did away with that right, leaving the appointment of arbitrators to the attorneys in the Gotcha Squad TPU or ATU. This is one reason why anyone falsely accused and found guilty of any specification must file (within 10-days) an Appeal (Article 75). This is why I filed a Freedom of Information request to New York State for all the vouchers of the Arbitrators, to show that the TPU and ATU have to reach out to lawyers in Chicago (i.e. Doyle O'Connor, in my opinion the worst arbitrator on the NYC panel). NY State Ed Department (NYSED) pays for the daily rate in hearing days and study time, but the NY City DOE pays for the travel. The DOE maintains their control over the arbitrator this way.

If a Principal is charged with 3020-a, he/she may, with his/her CSA Attorney, choose an arbitrator. We did, in the cases where a Principal hired me and one of my attorneys. Outside of New York City when I and/or my services and an Attorney are hired to do 3020-a, we get a list of arbitrators and, with the school district lawyer on the case, mutually agree on a single arbitrator. Not in NYC. The arbitrator is assigned by Dennis Da Costa, Naeemah Lamont (TPU incompetency cases) or Laura Brantley (ATU misconduct cases). Thus if you have ever observed a 3020-a as a member of the public, been charged or have been a legal professional and/or witness at these arbitration hearings, you may have seen the arbitrator give deference to the DOE Attorney on the case. The arbitrator who wants to remain on the permanent panel does what Da Costa, Lamont, or Brantley want them to do, so that they are not fired.

Gotcha Squad Attorneys Naeemah Lamont, Ian Nikol, Rishona Fleishman
In NYC most, not all, of the arbitrators cannot be neutral. But cases can still be won on the defense. A strong defense, where all the school's violations of law and procedure are put on the table, can win the case. If the Respondent wants to Appeal - and I believe that all charged educators must Appeal - the Appeal is imbedded in the transcripts and the 60+-page closing argument.

I have seen this at work many times, and the "persuasion" techniques used by Da Costa are reprehensible. In one case, the Arbitrator found a science teacher guilty of such minor charges that she gave the teacher a small fine and wrote in her decision that the teacher must return to her position at the school she had been teaching in. The TPU told the arbitrator after the decision had been sent out to all parties that there had to be another hearing. The Arbitrator travelled from Maryland and we went, only to hear Dennis Da Costa scream at this arbitrator that she had to modify her decision, as no teacher found guilty of anything can return to the school at which she was charged. The arbitrator agreed to remove that part from her Award, the teacher was made an ATR, and the Arbitrator left, humbled and disgusted with the attack of Da Costa (my opinion).


Shareema Abel
This post is about the behavior of one very strange former DOE attorney/prosecutor, Attorney Shareema Abel. She was an Attorney assigned to the TPU when I observed her at several 3020-a proceedings, one of which I was hired to be the paralegal. More about her career is below.

In the case I worked on, Respondent teacher was a UFT delegate in addition to her position as a full time teacher who had never been disciplined in 3020-a before she received charges in 2013 for incompetency. The case was not ripe for arbitration, because when the hearing started, the Principal who had charged her, Angela Whitehurst of MS334, had resigned, under charges that  she - Principal Whitehurst - had altered records. When we received the discovery documents, and the Appeal of the Respondent's U-rating to the Office of Appeals and Reviews (OAR), we - I and the Attorney - noticed that almost all the documents were not signed, by anyone.

My client said that she had not been able to see her file for almost 4 years, and had not been given a copy of the observations nor had she been asked to sign all but one. Principal Whitehurst, in her testimony, said that she destroyed all files and papers in her office when she was found guilty of wrongdoing, resigned, and became Principal of National Heritage Academies, a Charter School.

We submitted a Motion To Remove Unsigned Documents From The Record based upon the UFT Collective Bargaining Agreement (CBA) Article 21:

" ARTICLE TWENTY-ONE: DUE PROCESS AND REVIEW PROCEDURES in the CBA states:

A. (1) "No material derogatory to a teacher's conduct, service, character or personality shall be placed in the [teacher] files unless the teacher has had an opportunity to read the material. The teacher shall acknowledge that he/she has read such material by affixing his/her signature on the actual copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed and does not necessarily indicate agreement with its content."
Almost immediately after we gave the Arbitrator, Richard Williams, and Ms. Abel a copy of the Motion, Ms. Abel started acting in a strange way. Ms. Abel crumpled her copy of the Motion into as tiny a ball as she could make, and sat on it. Then a few minutes later she stuck her tongue out at me, and kept it out for as long as she could. About half an hour later Ms. Abel I guess saw me looking at her and she started saying "oh, I'm so beautiful, I'm so gorgeous...." while she wiped her forehead, her cheeks, her chin, over and over, as if to wipe something off of her face that was dirty or something. We saw her wiping her face at the same time I did, and asked me what she was doing. We never figured this out.

When Ms. Abel started her cross-examination of my client she stood up, walked around the table, and stood right next to my client so that my client had to look up from her seat while answering the questions. The lawyer I was working with asked the Arbitrator if he would tell Ms. Abel to sit down, and he did, but Ms. Abel would not move. So, he stood between Ms. Abel and the client. The arbitrator told everyone that he would not allow any disruptive behavior in his hearing, so he asked everyone to sit down.

We won the case:

Decision of Arbitrator Williams:

 "The school administrations lack of compliance with the UFT MOA provisions on "due process" 
and ''teacher files" in this matter is simply astonishing and serves as credibility "dark cloud" over the entire proceeding against this Respondent....When a teacher is denied the right to view their own personnel file, they are essentially denied notice and the opportunity to be heard; when documents appear from an employer that set forth performance deficiencies in writing (electronic or otherwise) but contrary to express language in the MOA, no signature appears from a teacher acknowledging the document was shown to them, that teacher was denied notice and the opportunity to be heard; when an administrator testifies they spoke with a teacher concerning performance deficiencies that were noted during an observation but the teacher denies that either observations or discussions took place, and neither the administrations' written notations of those observations nor any other corroborative evidence of the observations or discussion is produced, and where there is no written acknowledgement of receipt, the conclusion that the teacher was denied proper notice and the opportunity to be heard is the more plausible conclusion...It is also true however, that in a disciplinary context, the failure to provide a teacher with the protective rights to which they are entitled pursuant to a collective bargaining agreement, will negatively affect any disciplinary action brought in contravention of those rights. As stated earlier, the failures related to the availability and maintenance of teacher files and the failures related to "lesson specific" pre-observation meetings in the context of Formal Observations, negatively affect the 'just cause" of certain specifications within this disciplinary action."

Within a week or two, Shareema Abel was gone from the NYC TPU/ATU Offices, and moved to Governor Cuomo's Office as special counsel to the Commissioner for Ethics, Risk and Compliance for Homes and Community Renewal. In my opinion, Shareema Abel should not be in that office. Not from what I saw at 49-51 Chambers Street, 6th Floor.

Betsy Combier
betsy.combier@gmail.com
Editor, NYC Rubber Room Reporter
Editor, Parentadvocates.org
Editor, New York Court Corruption
Editor, National Public Voice
Editor, NY Public Voice



Shareema Abel
Shareema Abel (formerly Gadson-Shaw) is a 1996 Harpur College graduate. She received her JD from Hofstra University School of Law in 1999, where she was a member of the Labor and Employment Law Journal and the Trial Team. Shareema was appointed by Gov. Andrew Cuomo as special counsel to the Commissioner for Ethics, Risk and Compliance for Homes and Community Renewal. She served as litigation attorney in the Teacher Performance Unit of the New York City Department of Education, where she was lead counsel on disciplinary hearings of tenured pedagogues. Formerly, she was an Assistant District Attorney for the Bronx District Attorney's Office. During her ten years at the District Attorney's Office she served as lead trial counsel on violent felony cases including homicide, robbery, burglary, and serious physical injury assault. Shareema also served as an Adjunct Professor at Hofstra University School of Law in the field of trial advocacy. She has been an instructor for the National Institute of Trial Techniques since 2004 and currently teaches the Building Trial Skills and Deposition Skills programs in Berkeley, San Diego and San Francisco, California.
Shareema Abel has been appointed Special Counsel to the Commissioner for Ethics, Risk and Compliance for Homes and Community Renewal. She currently serves as Litigation Attorney in the Teacher Performance Unit of the New York City Department of Education, where she was lead counsel on disciplinary hearings of tenured pedagogues. She previously served as an Assistant District Attorney in Gangs/Major Case/Homicide Bureau of the Bronx County District Attorney’s Office. Ms. Abel has a J.D. from Hofstra University School of Law and a B.A. from Binghamton University. 
LINKEDIN:

"Special Counsel for Ethics, Risk and Compliance
New York State
 – Present (1 year)New York City
As a gubernatorial appointee, I operate from within NYS Homes and Community Renewal to identify risk, areas of improvement and mitigation for identified risks. Review Agency initiatives and programs to identify risks and opportunities, ensure high ethical standards, track issues that affect significant agency operations and recommend risk-mitigation measures. Identify and prioritize training needs for Agency personnel. Address risk centered personnel issues with unionized employees. Work collaboratively with the agency's Commissioner, General Counsel, Internal Control Officer, Internal Audit Officer, Executive Level Management and others who have risk responsibilities within the agency to effectuate implementation of risk mitigation measures. Work as a team with Special Counsels in other State agencies, and liaise to ensure development and standardization of best practices across NYS agencies. Develop a State-wide system to manage identified risk and ensure compliance, develop and streamline risk-reduction measures across agencies, with particular focus on reducing fraud and abuse." 



    From me to the Governor:

Governor Cuomo: you must be kidding.