MINUTES SPECIALCALLED MEETING JANUARY8, 2025 5:00 PM MERIWETHER COUNTY BOARD OF COMMISSIONERS Commissioners Present: Chairman Gene King, Vice Chairman Adam Worsley, Commissioner Jennifer Snelson, Commissioner Emmett Collins, and Commissioner Bryan Threadgill StaffPresent: Interim County Administrator John Gorton, County Clerk Allyson Stephens, Human Resources Director Valerie Chambers, and County Attorney Nathan Lee Commissioners Absent: none Staff Absent: none I. CALL TO ORDER II. ADOPT AGENDA Commissioner Collins. All were in favor. III. NEW BUSINESS Katrina Owens from E-911. The Meeting was Called to Order by Chairman Gene King at 5:16p.m. Amotion was made to Adopt the Agenda by Commissioner Threadgill and seconded by 1. Interim County Administrator John Gorton stated this is an appeal hearing for Captain Human Resources Director Valerie Chambers read the following: Captain Katrina Owens Reason(S)) For Corrective Action: During a recent investigation for complaints ofraçial discrimination, there was evidence that Captain Katrina Owens has made racial comments about employees from the Sheriff's Office. She has also made additional racial comments on other occasions. Asa Captain, it is expected that she would adhere to all relevant County Policies, including those that concern discrimination in the workplace. Instead, she has failed to exercise clear leadership responsibility as Captain, and the comments she has made may expose the County toal legal claim and possibly liability as well. The cost of defending against such a claim, even if that defense is successful, can be significant in terms of time, resources, and money. Captain Owens was trained on the Workplace Harassment /1 Discrimination for Supervisors and the Workplace Harassment /1 Discrimination for Employees on October 5, 2022. See attached Acknowledgment ofTraining Completion forms. During the investigation, there was also compelling evidençe that Captain Owens has fostered an unvelcominghegative environment for both new. hires and current employees. Employees have reported concerns with being bullied by Captain Owens, thereby fostering and fueling a negative and potentially hostile work environment. It is commonly known that the turnover ini the E-911 Office has been high, and it has been challenging to maintain an adequate staffing level. Additionally, Captain Owens has recently failed to perform at the level expected by making several mistakes on assigned work assignments and failing to meet deadlines in her daily duties. Further, she has allowed Supervisors to bully their subordinates in her presence. Further, regretfully, the investigation indicated that the Sheriff's Office has a lack of confidence and a lack oft trust in the E-911 Office under Captain Owens' leadership due to her unprofessional andi inappropriate behavior, which has resulted in policy violations, and her failure to maintain the required confidentiality in her role as Captain. The relationships within the E-911 Office itself are broken and must be repaired, and this is adversely impacting the professional relationship between the E-911 and Sheriff's Offices. Itis imperative that these two offices be able to work together in aj professional manner and tol be able to depend on one another. Unfortunately, this is not the case, and the current relationship between these two offices is unacceptable by Meriwether County and must be repaired. Captain Owens' unprofessional. and inappropriate behavior has undermined the action oflaw enforcement and has adversely impacted the safety of our public citizens, and the employees at the Sheriff's Office. Due to these facts, as determined by thei investigation, the County no longer has confidence in her leadership abilities as a Captain, nor her ability to adhere to County Policies to mitigate the risk oflegal claims and liability, and to foster aj positive, welcoming work environment for employees. Based on these facts, effective today, we have concluded that she cannot continue her employment with Meriwether County. As a professional courtesy, she will be given the opportunity to voluntarily resign instead ofbeing terminated, but ifs she chooses this course ofaction, she will waive her opportunity to appeal the decision to terminate her employment. Director Chambers stated there are numerous violations under discriminatory comments regarding race, several bullet points under discriminatory comments regarding age, unwelcoming.negative environment for new hires and bullying employees, job performance and confidentiality issues, and lack of confidence and trust in the E-91loffice. Director Chambers stated that she had many employees from the Sheriff's Office tell her that they did not trust the E-911 office and were not comfortable with their relationship with them. Commissioner Threadgill asked if specifics were given on that. Director Chambers stated they did and felt these were some oft the greatest concerns. Director Chambers read the following: Thel E-911 Office is viewed as "anti-law enforcement" by the Sheriff's Office even though they dispatch for them. An employee from E-911 said that people in E- 911 are doing things to put a target on the back of SheriffOfficers, and these Officers already have enough ofa target on their backs just by being in the job. For years now, a Sheriff's Officer stated that he has known that if something needed to be quiet not to tell E-911. There was a deceased subject inl Luthersville and before it could be released, it was posted on Facebook by someone. It has tol have been someone inl E-911. This was very unnerving, and the SheriffOfficer was not even on the scene yet when he was shown the posting. The Officer has been leery of giving information to E-911 because oft things like that. Toa a degree, he feels he cannot trust many people over there. A Sheriff Officer said he does not associate with Captain Katrina Owens and the others. There is too much vitriol. A Sheriff Officer said he knows that Captain Katrina Owens cannot be trusted. The E-911 Office's perception ofl law enforcement is that "They can'tstand us." A Sheriff Officer doesn'tknowi ifiti is black or white issue, or just dislike oflaw enforcement. General thought is that the Sheriff's Office cannot trust E-911 employees 100%, outside ofa select few. They have only a few that they can trust in E-911. Radio System doesn'twork properly. Itis going to get someone hurt. SheriffOfficers have told Director Brin Jones that he had aj problem. They (the Sheriff employees) are using other means of communication instead ofthe current radios. They need immediately support and don'thave it. Earlier in a Sheriff Officer's career, he was executing a search warrant in Luthersville, and a call was made to alert them that law enforcement was coming. While in the E-911 Office, a Sheriff Officer overheard someone saying it was wrong that the victim died like that, and the Sheriff Officer involved in the accident was responsible fori it. The SheriffOfficer said he saw red and left SO that he wouldn't gooffo on somebody. He didn'tknow who said this; he just heard someone say it. They were blaming the SheriffOfficer. This was obvious, and there was some attitude behind it. Over the last year, E-911's Office's perception ofl law enforcement officers has come across as hostile overwhelmingly to the Sheriff Officers. E-911 employees get quite testy with everyone on the radio. Tone and attitude are seen when E-911 employees are asked to do stuff. They appear inconvenienced by being asked to do theirj jobs. Probably 3 or 41 that a Sheriff Officer said he hasn'theard this from. Both blacks and whites in the E-911 Office have treated him disrespectfully. And Captain Katrina Owens has had an attitude toward him over the years. A Sheriff Officer recalled that he was informed before a search warrant with swat teams that E- 911 was calling and trying to find out where they were going to go and what they were going to do. This was a huge red flag. A fellow Sheriff Officer was told about this by an employee from E-911. This was minutes before they were sent to go. A dead body was found on Coleman St. Before a Sheriff's Office got there from 61 miles away, it had been anonymously posted on Facebook. This was another red flag to a Sheriff's Officer. A SheriffOfficer said he avoids keeping E-911 in the loop on some things because he can't trust them. Things don'trun as smoothly when E-911 Director Brin Jones isn'tthere and doesn'tl have his finger on things. Director Chambers stated the policy violations that they believe Captain Owens violated are Section 38. Reports of Discrimination and Harassment, Section 34. Ethics, Appearance, Courtesy, and Behavior, Section 58. Failure in Performance ofDuties, and Section 59. Misconduct. Director Chambers stated that Captain Owens refused to sign any ofthe paperwork. Interim County Administrator Gorton stated that as per his investigation, the Board was provided notes from Ms. Palmer. Interim Administrator Gorton stated that during his meeting with Ms. Owens she stated that she did not know how to substantiate the claims because she did not know who said them. Interim Administrator Gorton stated that he told Captain Owens that when he did his investigation ift there was further information he would call her back in. Interim Administrator Gorton stated that when he did his internal investigation it shifted more towards her duties as a Captain in the absence ofa Director, instead of as personnel related instead of discriminatory remarks. Vice Chairman Worsley asked Interim Administrator Gorton ifd during his investigation, he had any type ofd documentation of this behavior in the past. Interim Administrator Gorton stated that he could not find any documentation in her file that was recent. Interim Administrator Gorton stated that he only located items from 2021 and 2022 in the file. Interim Administrator Gorton stated that his investigation was held in confidentiality with everyone that worked on the floor at E-911. Interim Administrator Gorton stated they asked to remain anonymous due to retaliation. Interim Administrator Gorton read the following from his investigation: The investigation into Katrina Owens at E-911 revealed numerous issues regarding her leadership and behavior. Complaints arose about her comments, including remarks onal Deputy wreck and political discussions about the Trump shutdown. Ms. Owens and Ms. Hightower were frequently observed "cutting up" when working together, which led to multiple complaints from other employees. In the absence ofMs. Hightower, Ms. Owens was described as staying in her office, spending time on her phone, shopping, or watching movies instead of attending to her duties. Both Ms. Owens and Ms. Hightower shared similar personalities, which employees found problematic. Despite being second in command, Ms. Owens reportedly withdrew from training responsibilities and prioritized socializing over managing critical tasks, such as completing schedules on time. This negligence prevented employees from requesting days off. Additionally, she laughed when an employee was cussed out by Ms. Hightower, further exacerbating the negative work environment. On one occasion, Ms. Owens allegedly contacted an individual pulled over for a DUI in Luthersville and suggested they speak to an attorney, referring to the Deputy involved as a racist. During the 911 Director's absence, Ms. Owens, as Captain, failed to maintain aj positive work environment or address inappropriate behavior, effectively enabling Ms. Hightower's actions. Assigned tasks were frequently left incomplete, and she claimed she had never been properly trained to manage the department, despite her position requiring such capabilities. Under her leadership, Deputies expressed a loss of confidence int the ability ofE-911 operators to ensure their safety. Although trust in the operators isr reportedly improving, it will take time to fully rebuild. The lack ofa accountability and failure to uphold professional standards during Ms. Owens'st tenure left a lasting impact on the department. The E-911 Director also reported uncovering numerous tasks assigned to Ms. Owens that were either incomplete or never started. This oversight resulted in E-911 operators not receiving the training and guidance necessary to perform their duties effectively. In addition tor meeting with you and hearing your side of events, Ihave also completed an internal investigation that included conversations with E-911 personnel who work the daytime shift and were] present while you were working. After completing this investigation, Ihave concluded that as the Captain in E-911, you failed to perform your job duties in the absence oft the E-911 Director, which created significant operational concerns. This failure included a lack ofe effective leadership, insufficient oversight of day-to-day operations, and an inability to provide clear guidance to the team during critical times. As the acting authority in the Director's absence, you did not take the necessary steps to ensure the seamless continuation of services, resulting in disruptions, the Sheriff's Office lack oft trust in the E-911 Office, and diminished team morale. These shortfalls highlighted the need for stronger leadership skills in order to maintain the high standards expected in such a vital role. Interim Administrator Gorton read from al letter sent to Captain Owens regarding his decision on her appeal to the County Administrator: During the internal investigation which I conducted, statements were made which confirmed that you contributed to an unfavorable and inhospitable work environment by failing to address and mitigate issues that arose under your leadership. It was also reported and confirmed that you engaged in, and even allowed discriminatory remarks to be made without taking appropriate disciplinary action, thereby fostering a workplace culture that was not inclusive or respectful. This lack ofa accountability not only violated County policies but also contributed to feelings of discomfort and marginalization among team members and thereby resulting in high turnover in the E-911 Office. Your inaction and your own inappropriate behavior in these situations demonstrated a failure to uphold the standards of professionalism and a failure to adhere to the County' 's Discrimination and Harassment Policy which was required of your position. As Captain of] E-911, you violated policies outlined in Section 38, Section 34, Section 58, and Section 59, failing to uphold the standards of leadership and accountability required for your role. These violations included breaches in professional conduct, neglect ofl leadership responsibilities, failure to maintain a respectful and non-discriminatory work environment, and disregard for established operational protocols. Such actions undermined the integrity and effectiveness of the department, creating challenges in maintaining a cohesive and efficient workplace. These policy infractions reflect a serious lapse in judgment and accountability, highlighting the need for corrective measures to restore compliance and trust within the organization. The internal investigation concluded that the Sheriff's Office no longer has confidence or trust in the E-911 Office under your leadership. This is due to your unprofessional and inappropriate behavior, which resulted inj policy violations and a failure to uphold the confidentiality expected in your role as Captain. Furthermore, the facturedrelationships within the E-911 Office have negatively impacted professional collaboration between the E-911 and Sheriff's Offices, highlighting the urgent need for repair and reconciliation. These two offices need to work together professionally and with the appropriate trust in one another. Unfortunately, the current state of their relationship is unacceptable to Meriwether County and requires immediate resolution. Your unprofessional and inappropriate behavior has undermined the effectiveness of law enforcement and has jeopardized the safety ofboth the public and the employees of the Sheriff's Office. You have failed to demonstrate effective leadership as Captain, and the actions and comments you have made yourself and have allowed to be made by others may expose the County to a legal claim and the possibility of liability. The cost of defending against such a claim, even ift that defense is successful, can be significant in terms of time, resources, and money. Upon thorough review oft the facts and the Meriwether County Policy Manual, it is evident that you have demonstrated inadequate leadership by participating in and allowing others to engage in discriminatory remarks and by your failure to address them. Additionally, you have neglected your responsibilities during the E-911 Director's absence, allowing unacceptable behaviors toj persist. These actions have fallen short ofthe professionalism, inclusivity, and respect required for your role. This inaction not only contributed to a negative workplace environment, but it also undermined the trust and morale of the team and violated Section 38, Section 34, Section 58, and Section 59 oft the policy. These sections collectively emphasize the County's commitment to maintaining a workplace free from discrimination. Your remarks and your leadership failures have directly violated these principles and have undermined workplace integrity. Given the severity ofthese violations and their impact on Meriwether County, Ihave decided to uphold the adverse action termination. This decision reinforces our commitment to accountability, fairness, and the values outlined in the Meriwether County Policy Manual. Ifyou wish to appeal this decision to the Board of Commissioners, you must notify me within three (3) calendar days. The deadline for this appeal will bel Monday, December 16, 2024. Ifyou wish to change your decision to a voluntary resignation, I will accept your voluntary resignation. Ifthe Board of Commissioners upholds the termination adverse action, then we will report the termination to P.O.S.T. Commissioner Snelson asked ifMs. Owens investigation was subject because ofs someone else's claims against adifferent employee, and if that is why they started the investigation that lead to her disciplinary action. Commissioner Snelson stated that it wasn't claims made against her initially, correct? Commissioner Snelson stated that it states because oft the complaints that lead her to go up the chain. Director Chambers stated that is correct and a lot oft the things were revealed during the investigation, and that is why she mentioned that it was her first knowledge. Commissioner Snelson stated to Director Jones, "so there's no written disciplinary action against Captain Owens either, there's been nothing brought to you ahead oft time?" Director Jones stated that he is not aware ifall the Board knows but he has been in and out of work over the last year or soon FMLA. Director. Jones stated this) just came tol his attention when he came back around October, when all ofthis started up. Director Jones stated that he was told not to do anything because it was under investigation, and this is why nothing was done. Director Jones stated he was prepared to do disciplinary action and that he wanted it clear that termination was not his recommendation initially and wanted that clear. Director. Jones stated that this started during his absence and prior to that he really didn't have any problems. Director Jones stated that Captain Owens was his number 2 for a long time. Commissioner Snelson stated: "so your employee had nobody, since you were out of the office, and she was their supervisor, who were they supposed to go to and report an incident?" Commissioner Snelson stated that above her, who were they supposed to got to in his absence, and did they know where they needed to go to make ai report?" Director Jones stated that the employees could call him, however he never got any word. Commissioner Snelson asked ifMs. Owens' subordinates had someone to go to above her. Director Jones replied, "Yeah, they all know they can go tol HR." Vice Chairman Worsley stated, "And they did, which led to investigation." Commissioner Snelson stated that they went because ofa different person. Commissioner Threadgill stated, "That's pretty normal. Sometimes you will find that there are different areas that need to bei investigated under when one complaint is done." Director Jones stated that he made daily check-ins with Ms. Owens to see ifanything was needed. Chairman King askedi ifal lack ofl leadership could contribute to what has been going on at E-911. Director. Jones replied that he didn't think that was ever an issue on his end. Commissioner Snelson read one of the officer's claims, "When Director Brin isn't there that's when there is aj problem," and that's what concerns her. Commissioner Threadgill asked ifthey could hear from Ms. Owens. Ms. Owens asked, "Where dol Istart?" Commissioner Threadgill replied, "On the subjects that have been brought forward." Ms. Owens stated, "The 2023 evaluations were done. That's how we got our raise. They were put in the file. Ihave never turned in evaluations to anybody but you [referring to Director Jones). This has been overwhelming. The day they called me over, Is sat right there. Isaw the paper on the desk, and Is said 'Okay. When she [referring to Director Valerie Chambers] said they were letting me go, Iwas relieved. Because not two-three weeks prior Ihad almost suffered al heart attack leaving a scene. Ih have been down that road before. What we do is stressful. The day-in and day-out operations oft the center now rest on my shoulders. Ia am responsible for running the floor,I Iam not responsible for running the center. Now I am running the center. Nobody came to me to say, this is what you are supposed to be doing, you are running the center in Brin's absence. No one from this office [referring to the Administrative Building], the only time Iever talked to someone from this office is when we were down to maybe eight employees. Id called Theron and I said, 'Ifwel loose one: more person, Ihave no idea what we: are going to do.' because at that point Brin was out, Iam on the floor-Ia am in rotation - I'm working. Ya know, we are working sixty, seventy, eighty hours. Wel had two people - four people in all, so were there mistakes made? Ofc course. Ia am not a director. Idid the bestIcould-Iheld: it together the best I could. Now, Valerie said that the investigation started in June, Ithink you told me that over there. You dismissed me on December the third, so Iworked almost five-six months. IfI am who you saylam, why? Why?" Vice Chairman Worsley asked "Why what?" Ms. Owens continued, "Why did they keep me?" Vice Chairman stated, "Why they took sO long?" Ms. Owens stated, "Correct. Then she said, because we were waiting for Brin to come back. So now, you are using me - is my impression oft that conversation. Ihave been with Meriwether County for twenty-seven years. Havel Iever saidI was going to leave and find a new job, yes. I was at least going to give Meriwether County at least another three [years] to make my thirty [years).I had a job that I turned down, because Iam loyal -Iam dedicated -Ia am dependable. Icome to work, Idon't call out, Ihave to be at work. When Brin was out, Iam who they call at midnight, at three o'clock in the morning. So, onceIwas not coming to work, guess who's got to go... me, but Ijust got off shift, and I may not only have to work that shift, but the next shift. So, were we frustrated, we were. Were we dedicated not only me the whole entire center was tired. Now, all of these claims of'racist' and 'this," those are some strong words that you are saying... about me. At this point, my concern is not with the position, is not with the job, it is with my character, cause that's what's in question. Iti is my name that is in question. Have I made mistakes?1 Ihave. Ihave been promoted, II have been demoted, Ih have been promoted twice over. Iworked my behind offt to get to where I am, and this is not going to erase that. You are not going to dog me - we're not doing that. We're not doing that. Now, likeIsaid-In made mistakes. Ireadjusted and I went on. Now, Brin and II had conversations when he was ini the office, ifI needed something I would call, we would talk when this investigation was going on. And Brin said to me T don't know ifI should be telling you this, this is between us, they are looking at you." But not termination, that's not the conversation we had. Cause basically, that conversation was off the record, as I understood it. Were they looking at Rannata? They were. Termination? I didn't see that. Iam not as bubbly as Rannata. Rannata she's friends with everybody. I'm not, but I can have a working relationship with anybody. Because my. jobi is not based on people, itis based on this County, and II have given this county twenty-seven years. This county raised my children, I say it all the time. Itake my. job seriously. All these accusations about law enforcement; Now, Iadmit, the Sheriffs Department and 911 have always had issues. Always, because there is this superiority that they have. I've discussed this with Brin. They wouldn't acknowledge me, and my position. They always went around me - they back-doored me. He [referring to Director Jones] knows that. So, all ofthis 'she's not-they're anti-law enforcement,' myj jobi is to make sure they all get home at the end of the day. We haven't lost one yet. So,I have done my. job. Do we bicker? We do. We are with these people more than we are our own families. But Ia am still the Captain, Iam not the Director. Ido what Ican within my power. Now Brin said, within the last year he's had some issues he has. Well, since COVID he's had some issues, because I've been out of that position here and there. Nobody ever came to me and said at thing. Nobody. I didn't have any support, I was my support. Brin was my support when he was available. So I'm thinking we are chugging along, we are making it work, we're doing this- we're doing that. Everybody's going home. Then I'm met with 'she's racist,' 'she's making these comments." Well what did you say in those conversations? Cause I didn't have these conversations by myself. So, don't twist it, to make it look one way. I'm like Rannata ifyou wanted me gone,. just say that. Icould always find aj job. Ichose to come back here, I grew up here. Igraduated from the old Greenville High. Icould go three minutes from my house and work in Troup County. I don't have to come here just say you want me gone. Icould deal with that, but don't lie on me. Don't lie about my character, don't lie about what I have done for this county because IH have done some stuff for this county. Those dispatchers, I was one oft them. I will be a dispatcher till the day I die. Itrained most ofthem. I've worked with just about everyone that came through there. Now, there was a few that were. hired, Valerie said that we had a large turnover [rate] we did. There is two of them right there. Christina left, she didn't leave because ofme. And another lady Sam, they didn't leave because of me. They left because ofmore money. Great dispatchers, both oft them, including Jessica great dispatcher, but it was too much. For. Jessica, because one oft the other employees, sO she left. Christina and Samantha left because ofr money. One of the new hires that left not long ago, Selena, she left because of money; Carrol County offered her five dollars more. Can't be mad at that. When I was going over to West Georgia and their communications, they were going to meet my pay seven minutes from my house, but I decided to drive to Greenville everyday. I'm looking at that now and kicking myself. I been here. All ofthis law enforcement, sharing information," why wouldI blow up my career... now? Why? Why would I say, 'Tm going to share this, and I'm going to share that?" When Ig get off work, I go home. II have a family, that's my husband. It takes a special kind of person to do what we do. It's not for everybody. Now, some ofthose people that wel hire was just like 'Can't do it." They hear that first phone call - Tcan't do it. Y'all do too much. Y'all have too many things going on at one time.' And they leave and they don't come back. That's not my fault. The relationship with the Sheriff's Department is not my fault. The radios, they're not my fault. I didn't purchase them. Ican't help how they sound or what they do that's not my fault. The Director did that, sO they need to speak with him. So, ifyou call me to say there is an issue with the radio... guess who I am going to call? Well,Iv would ask Jennifer because that's what she was trained on to figure that situation out, or I'll call Brin, but Ican't fix it. That was the same thing when we had the addressing issue, ya know, Brin was sick. Idon't know how to do addressing, that's not what I do. So, if we would direct them to him, he would deal with them, then they would call back in a week or sO and say, WellItalked to him, but nothing's changed.' So, we started directing them over here [referring to Administrative Building]. That's why, or at least, I was told that's why we are no longer doing addressing. Which Brin will tell you, Isaid we shouldn't have been doing it anyway... long time ago. There is sO many layers to this, and this is just skimming the top, skimming the top. I'm not a director, Ihave never been trained to be a director, I'm just a supervisor, basically, with the title of 'Captain." There is a responsibility that Ihave, and I wear that with pride. Ifsomebody came to me and said, 'T have aj problem with this, ifI don't have the answer, I'm going to findi it. Nobody over there [referring to E-911 building] can tell youIcan't, or that I haven't. Yal know, scheduling, they were saying the schedule wasn't done that was in my performance and duties or something. Now, with the schedule, the schedule is we said, ya know ify your requesting time off, you need to have that time in by the fifteenth. Didn't say the schedule was going to be done by the fifteenth, because you can't give me your time and expect it to be done in that same day. And the reason that I kept drawing, and doing the schedule out so far is, because that particular schedule - things are done manually, SO I'm clicking I'm this, I'm that and we had such a turnover, onceIa add you into the system - nowl II have toj pull everything out, and Ihave got to revamp my schedule. So, I'm like, let me see how long this is going to last. SoIwas doing them on two-week intervals. Brin tell everybody, in their interview initially . you can always rewrite what your schedule is. The only way you don't know your schedule [is] ifwe move you to another shift. It's another shift - at twelve-hour shift - and it has it's own rotation. You can do your schedule out two years, ifyou want too. The only schedule you have to worry about, is your on-call schedule. They do that themselves. I don't do on-call schedule- the only time Id did on-call schedule was when they didn't do it, and it wasn't done by the fifteenth, when they were supposed to turn their request in. That's the only time I did their on-call. And then, they would say, 'Well, we have on-call this, Id don't want to do that one, I don't want to do this,' so now I got to go in -Ig got to manually change this, and I have to do all these extra things. Again, whether I have agreed about what they have said about me or not... do you agree with what they have said about me? Now, in our meeting, Brin never said anything to me. Brin never said- now in Rannata's he said, 'she would be missed,' but he didn't say that to me. That bothers me to this day, cause II have always had your back. When everybody was talking about finding new. jobs and leaving, because oft the money he said he was here fighting for us. Itold them, he's there fighting for us. We just got to give him time it's not going to happen overnight. They started looking at me crazy judging me they thought I was losing my mind. So, Ijust stepped back. We are going to do thej job regardless of what you pay us, because there is a love for the job. Not because we are doing it for the money, but because that's obvious. Everybody over there right now- you got 48 years in this room, right now, between me and Rannata. You gota a twenty-six year over there, there is eighteen, twenty, SO obviously, we love what we do. Then,I thought about a conversation that was had while Brin was out. The conversation was in the room- It think I was there, obviously, Rannata was there, and. Jennifer was there, and It think it was Allison. Jennifer asked ifIhad contacted the Board of Commissioners to ask them, will they make you Interim Director? No, for what? What ifl Brin doesn'to come back? Thati isa conversation she would say to me continuously. No... we're fine. Allison asked, 'If Brin doesn't come back and they offered you that position, would you take it? Do you think they would offer ittoy you? Before Ihad answered, Jennifer said, They' re not going to offeri it to her.' Allison said, 'Why would you say that?' She said- and I don't think she was being ugly, she was just being matter of fact. She said to me, They're not going to offer it to you, because first ofall you're a woman, second ofall. your black.' That's never happened in Meriwether County. Then December the third happened, and Iwas sitting there, and I was let go. So now I'm thinking- cause you know when you have that little bit of! hope? That whether something happens, and he can't come back or whatever, then this is my time to shine. This is my chance. But when she said that it triggered something in me. I'm like, They wouldn't do me like that, I don't think.' But then December third, and I'm not here anymore. So, Ican say it- ifyou didn't want me here, just say that. For whoever these people are, likeIsaid when we haven't had the best relationship with the Sheriff's Department, but that's not on me. Because people in this room have all said disparaging things that I won't repeat about the Sheriff's Department. Their puffed-upness, and how they come in, and they don'tspeak. I even said this to Brin, They don't speak." It's likeIcan't come to your house and not speak to you. I'm not going to go to the Sheriff's Department and when I buzz that door and they let me in, 'Hey, I'm Katrina, I'm from 911.I'm here to do such and such.' When you come in, you don't say a word you stand back or go to whoever you' 're looking for. And I'm like, 'What did we do to y'al!? So, what I started doing, is when they started coming in, ifl'm on the floor, I go to my office. That way, I'm not in the line-of-fire, and then that way they can't say that] I have an issue with them cause I go to my office. So what do you do when your director knows what's going on? So, that should've been something that happened between Director and Sheriffs Department or whoever- the Sheriff. Not me. Ican't be blamed for all oft this. Then it says, about age, that my generation handles things better than a younger generation. That's true." Chairman King stated, "That's true." Ms. Owens continued, "So how am Icondemned for that? That's just general conversation. Isaid that Alzheimer's is more in blacks than it is whites that's been my experience, and nine times out often Iwasn't talking to whoever said it. Iwas talking to Rannata, because I went through it, my mama died from it in 2002. Her mom is going through it now. So, ifI can't share that with her, who can I share it with?Ia am trying to console her tell her some things that can help her, but now I'm looked as the villain. What is it that I should've done? I didn't have any options; I didn't have any choices. I gave Meriwether County the best of me. Iam 54. Ig gave you 27 years." Chairman King stated, "T'm sure you could tell us stories all night long." Ms. Owens replied that she could. Chairman King asked ift there was anything further Ms. Owens would like to share regarding any of the statements that had been made. Ms. Owens stated that she thought she had covered it all. Commissioner Threadgill stated, "I do have a question for Ms. Owens, and if you could makei it as quick as possible, what were you hoping after this tonight?" Ms. Owens stated she wasn't hoping for anything. Commissioner Threadgill asked ifs she was hoping for her job back. Ms. Owens replied, No. First ofall, Ican't have it back because he has already filled the position. Thej position was filled-Iwas let go at like 2:30 [p.m.] by 3:30,a quarter to 4 [p.m.] the position was filled. Commissioner Threadgill stated, "The reasonIask, is we wanted to know what you hoped to get from this tonight." Ms. Owens stated, "I don'tknow what's in the County, but I don't want to go back there. Ican't." Commissioner Threadgill thanked Ms. Owens. Chairman King asked ift there were any further questions from the Board. Vice Chairman Worsley asked "So what is the hierarchy ofthe E-911 Department? So, you are the Director... I've heard we got a Captain.' " Director Jones confirmed what Vice Chairman Worsley had asked was correct. Director Jones continued, "So there is the Captain ofOperations which is second, we have aj position Training Captain which has been open for a while, and then it drops to Lieutenants we currently have three oft those. We have a Lieutenant on each shift at night, because they don't have the help of the dayshift, sO we have a Lieutenant and a Sergeant with dispatchers at night. So, during the day we have sergeants and whatever other Admin we have that can jump in and help as needed. We have a floater position that we try to fill for vacations." " Vice Chairman Worsley stated, "So there is you, then there is the Captain- Ms. Owens, there is no other captain, no other vacant position? That's what I'm trying to make clear." Director Jones replied, "It goes, basically, me, her, and then prior to that, we. had two lieutenants, and then we had four sergeants, and each has a side basically. To manage those shifts." Vice Chairman Worsley thanked Director. Jones. Director Jones stated, "I do want to say that she will be missed, and the reality ofi it is that it wasn't my recommendation, initially, to terminate her.' " Chairman King stated that ift there were no further questions, he would like to make a motion to go out oft the meeting. IV. EXECUTIVE SESSION There was no need for an Executive Session. V. ADJOURNMENT A motion was made by Commissioner Threadgill and seconded by Vice Chairman Worsley to Adjourn the Meeting at 6:01 p.m. All were in favor. Approved by: Attest: Date: Maionky Nok Of He Boord of Commissioners Wlyaon R Ataplon4 County Clork Janhnry 23 2025