Former employee fights county for his job
By Jana Renn, Times-Mirror reporter
The former environmental program coordinator for Loudoun County placed an appeal March 27 in opposition to his firing.
Bruce McGranahan, of Bluemont, was fired March 7 for submitting a report called “Loudoun County’s Environment: Challenges and Opportunities, 2008-2012” to some members of the Board of Supervisors without giving it to county administration first.
On Feb. 20, Julie Pastor, director of planning for Loudoun County, sent McGranahan a letter to let him know that she was considering terminating his employment “for serious misconduct.”
“Specifically, County Administration became aware of the release of an environmental report to the Board of Supervisors (‘Board’) that had not gone through the standard internal review process,” Pastor wrote.
“Administration’s concerns were that the review and subsequent release of this report had not followed the County’s standard operating procedures, the information had been given to select Board members and not others, the report potentially represented the view of an individual staff member and not that of the County as an organization, and that the information in the report may not be accurate,” she continued.
The complete text of the letter is posted on the Web site for Public Employees for Environmental Responsibility (www.peer.org), which is representing McGranahan.
“Bruce freely admits that he knew he should have gone through the administrators, but he had no idea he could get fired for something like that,” PEER attorney Adam Draper said.
“This is a slap on the wrist type of situation.”
Draper said that the report was very professionally done and that the preface states clearly that the opinions stated are McGranahan’s only.
To argue the firing, Draper is citing section 15.2-1512.4 of the Code of Virginia, which details the “rights of local employees to contact elected officials.”
“Nothing in this chapter shall be construed to prohibit or otherwise restrict the right of any local employee to express opinions to state or local elected officials on matters of public concern, nor shall a local employee be subject to acts of retaliation because the employee has expressed such opinions,” the code states.
Draper added that McGranahan did not format the report as a resolution that the Board of Supervisors could act on — it was just an opinion of what he thought of the environment in Loudoun and what should be done to improve it.
“I felt that I was simply doing my job of providing an honest assessment of environmental concerns in the county,” McGranahan said. “My career is secondary to the critical challenges facing my community.”
Now that McGranahan has appealed the firing, a panel will be assembled for a hearing on the case.
One panel member will be selected by McGranahan and another by his immediate supervisor. Those two panel members will agree on the third, who will serve as the chair.
The panel has a span of 14 days to meet and make a decision. That meeting has to take place from 14 to 28 days after the appeal is filed, according to the Loudoun County Grievance Procedure.
During the panel, each side will present opening statements, evidence and closing statements. Witnesses can be called during the evidence period.
After closing statements, the three panel members will vote on whether McGranahan’s complaint has merit. If two of the three decide that it does, then the county will have to either give him his job back or provide other adequate relief.
If it doesn’t, McGranahan plans to sue the county, Draper said.
“[McGranahan is] hopeful that out of this he’ll get some relief, and if we have to go to court, we’re more than happy to do that,” Draper said. “That’s the last option.”
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