In his grievance, Jeramy noted that he felt staff violated PSI’s code of conduct policy by engaging in unprofessional behavior towards him that amounted to severe harassment. In response to his grievance, Jeramy was almost immediately subject to significant restrictions that implied some form of retaliation. For example, on the following day, August 4th, Jeramy was serviced with a “Notice of Trespass and To Stay Away” that accused Jeramy of acting in a verbally and physically abusive manner, threatening and or inappropriate fashion towards staff including using derogatory and racist language. The notice goes on to mandate that Jeramy have no in-person communication with staff or vendors unless it is over the telephone. These restrictions do not appear to be consistent with PSI’s Trauma-Informed Care policies and a supportive housing environment. Shortly after receiving this letter, Jeramy was served with notice of eviction by a Constable, which caused him a great deal of embarrassment, stress and harm to his reputation that continues to through the present as documentation of this notice is still on record with law enforcement and other agencies the notice was communicated to.
Although enforcement of the significant restrictions initially imposed on Jeramy were eventually rescinded, we are appalled to see that the notice of eviction was merely put on hold when video evidence clearly shows that Jeramy was a victim and in no way provoked such an aggressive response by the staff member. It almost appears that the staff member is using the term “racist” when he calls the supervisor as a way to embarrass or further escalate the matter. Furthermore, I am unable to find any reports in PSI’s Incident Library that supports the assertion that Jeramy has ever engaged in any of the behaviors listed in these notices. It should also be noted that Jeramy does suffer from mental health disabilities that should have been considered and accommodated for by the staff member (PTSD) by using de-escalation techniques and Trauma Informed Care guidelines as mandated by PSI policies. If there is documentation of similar incidents, we request these be provided so we can prepare for the grievance committee hearing.
It is our belief that based on audio and video evidence submitted by Jeramy, and posted online, that Jeramy was the one subjected to aggressive behavior on the part of staff. We call your attention to the following video: WATCH ON YOUTUBE. First, we contend that merely saying the phrase “you people” is fairly broad and is not a racist statement in and of itself. Jeramy could have been referring to staff collectively. (I was referring to knucklehead staff they've been sending lately, not a skin color. people hear what they want to hear, but it's not my fault he misunderstood me.) Jeramy was never given the chance to provide context or explain, however, as he was immediately verbally attacked and intimidated by the staff member who followed him to his doorway. Second, we believe the staff members behavior is extremely egregious as the staff member comes close to threatening violence.
Request for Resolution in lieu of Grievance Committee Hearing:
My Conditions:
1. Clear His Name: Jeramy would like a letter formally rescinding the notices and the baseless accusations made against him and for the notice of eviction to vacated – not merely on hold.
2. Repair Damage to Reputation: In the current climate, accusing any individual of making racist comments can cause severe harm and embarrassment. This could also result in Jeramy being marginalized. As such, Jeramy demands that any agencies or persons who received the notices be copied on the above letter, including the Brookline Police Department. Jeramy also wants proof that this has been complete.
3. Prevention: If the staff member in question is still employed with PSI, we demand he undergo Trauma Informed Care training within the next 6 months. If this training has been completed, please confirm. Jeramy wants to ensure that no one else falls victim to the aggression and false accusations he was subjected to.
If the above terms are not agreeable, we would like to continue with our request for a grievance committee hearing.
Thank you!
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