“Truth never damages a cause that is just.”
― Mahatma Gandhi
After a series of peculiar "Drops" on our Facebook group page, things began to shake up at the STAR Community Justice Center in Franklin Furnace, Ohio.
Even in the face of taunts and accusations of hearsay, those within the organization, knew we were on to something.
Chatter and finger pointing began within the ranks of management.
How is this information coming to light?
As Directors began to exit (keeping their jobs, but starting over in a new County) threats started to trickle down through the ranks of employees.
Executive Director Charles Pilabaun tendered his resignation, effective November 28th.
The staff remains under threat of "Legal Action" if it they can find the source (or sources) of the information leaks.
Problem, there are 17 Federal Laws and 1 Ohio law specifically designed to protect whistle-blowers.
Here is a recap of the News Drops that shook the grounds of STAR.
Just click to Slide through the posts
Through the heckles, jabs and smears, we continued to persevere on behalf of the safety and workplace dignity of the upright and honorable employees.
The "Drops" were designed to be crude and disruptive to the norm. They proved to be extremely powerful.
It is absolutely absurd that a "Law Enforcement and Corrections Facility" would threaten a protected class of whistle-blowers.
17 Federal Acts protect whistle-blowers. This includes the Occupational Safety & Health Act (OSH Act) for complaints filed by protected employees about workplace safety and health hazards.
Click and see:
In addition, there's Ohio Revised Code 4113.52
"An employee shall make a reasonable and good faith effort to determine the accuracy of any information reported"
"No employer shall take any disciplinary or retaliatory action against an employee for making any report" including:
(1) Removing or suspending the employee from employment;
(2) Withholding from the employee salary increases or employee benefits to which the employee is otherwise entitled;
(3) Transferring or reassigning the employee;
(4) Denying the employee a promotion that otherwise would have been received;
(5) Reducing the employee in pay or position.
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