Open letter to Mr. Tim Clifton, City Manager Woodstock IL

Dear Mr. Clifton:

In today's Northwest Herald, Friday, May 1, 2009, you were quoted as saying "The city's interest always is to protect residents and taxpayers and to be a good steward of tax dollars. ...we also want to be fair and equitable to city employees."

So far I have not experienced that aspect of the "city's interest" towards its employees. I hope that some time in the very near future I will experience your quoted words in real forward moving modalities of action to resolve this situation of which you are aware.

I am not saying this to be rude or blamful but I would recommend that before totally backing your departments heads you adopt the late President Ronald Reagan's philosophy, "trust but verify". As they say there is always another side to a story and in the news business always a "back story" that can change the whole complexion of what you may have been told along with what people may have told you are iron clad facts and incontrovertible.

Sincerely,
Richard W. Gorski, M.D.

POLICE CHIEF ROBERT W LOWEN JR QUERIED BY RESIDENTS OF WOODSTOCK ILLINOIS AND THE PRESS

In a Editorial printed by the Northwest Herald on Sept. 12, 2008 the paper stated that Police Chief Lowen "needs to understand that dealing with the public and releasing information on crime that occurs in Woodstock (Illinois) is an important part of his job." They also stated "Woodstock residents deserve better."
Read the entire Editorial entitled "Information was lacking" on line at NWHerald.com for Sept. 12, 2008

WOODSTOCK ILLINOIS..MAN WITH GUN..HELD ON RAPE CHARGES

In follow-up to my previous article about a "Man With Gun" earlier this week it appears that Tim Kane, a reporter for the Northwest Herald has gotten the "rest of the story".

According to Tim Kane's article the Woodstock Illinois Police Department said: "a homeless man was in custody Thursday after being charged with two counts of sexually assaulting a 26-year old woman in a laundromat last week."

The article by Mr. Kane stated that the alleged offender was identified as Jeffrey A. Cole, 25 years of age. He was charged Wednesday with:

• aggravated sexual assault
• aggravated unlawful restraint
• one count of burglary
• one count of disorderly conduct in relation to his actions with what looked like a handgun in the backyard of a Woodstock residence in the 200 block of Fremont Street

Cole was arrested Wednesday after he was pulled over by police for speeding. They then ascertained he had no insurance and was driving with a suspended license.

He is in jail and needs $30,000 for bond. His next date in for court is next week Wednesday, Sept. 17th.

Good job Mr. Tim Kane for alerting the public...keep up the good work!

RETURN TO WORK AGREEMENTS

According to the U.S. Department of Labor (www.dol.gov/elaws) Sept. 16, 2007 "a Return-to-Work Agreement (RTWA) is a written document that sets forth the expectations that the employer and the employee assistance/medical professional have of an employee who has completed mandated treatment for alcohol and/or drug problems." This agreement is to be used if an individual has a primary alcohol and/or drug problem. Primary meaning that his/her alcohol and/or drug problems are the basis of the work related problems that are occurring. It is not designed to be used on an individual whose primary problem is a work related injury or injuries or disease who is under the care of a licensed physician who prescribes the drugs for either cure or mitigation of symptoms such as pain or any of a myriad of others. One example of the misuse of this type of RTWA would be to force a employee, lets say who has cancer, to sign the RTWA because the drug the employee's physician has prescribed might at times cause nausea and or vomiting and interfere with workplace routine. The RTWA to be used must be for an underlying primary alcohol and/or drug problem and not used to impede the treatment of an underlying disease or injury or injuries, especially if said injury or injuries were sustained in the workplace. It, the RTWA is not meant to be a "one size fits all" agreement; that should be obvious to all rational and sensible people. It should not be used to "get rid" of or discard employees that are becoming a logistical or financial problem for the employer...to use it for this reason would be amoral and allegedly illegal.

According to the U.S. Department of Labor "Developing a RTWA requires:

• Coordination between the employee, employer, union, Employee Assistance Program and/ or treatment professionals.
• Compliance with the organization's policies and legal obligations, as well as medical recommendations.
• Prior notification through company policy that an RTWA would be expected as a condition of continued employment.

I hope all people of honor and conscience in positions of authority use a RTWA for the benefit of the employee and not as an illicit tool to solve their self motivated problems with that employee. In the end we all will have to answer for our actions especially when they affect the welfare of other individuals and their families.