Fort Meade's City Manager Faces Harassment Claims, Investigation Blocked

Fort Meade, South Dakota, USA - In a recent Fort Meade City Commission meeting, City Attorney Markeishia Smith tackled a highly sensitive matter involving interim city manager Alis Drumgo. Drumgo, who took on the role for a five-month term in February, is facing two complaints regarding allegations of sexual harassment. Smith consulted a labor lawyer to determine the next steps, but ultimately, Commissioner Petrina McCutchen proposed that Drumgo be allowed to complete his term without an investigation into these complaints. The motion passed with a narrow 3-2 vote, leaving many questions unanswered about the allegations against him, which include inappropriate communications with a female employee.

The female employee who lodged the harassment complaint has since resigned, pointing to the Commission’s decision not to investigate as a driving factor in her departure. Alarmingly, allegations surrounding Drumgo don’t stop at inappropriate behavior; he is also the subject of a whistleblower complaint initiated by human resources director Veronica Hairston, who alleges retaliation following her concerns about his conduct. These issues have stirred considerable turmoil within the city, prompting former City Manager Jan Bagnall to insist that such allegations should be formally reviewed.

Ongoing Issues Surrounding Leadership

Drumgo’s term coincides with troubling leadership issues in Fort Meade, including a whistleblower complaint linked to financial misconduct involving both him and former City Manager Edward Dean, who has been absent due to health reasons. Reports of unauthorized payments and potential violations of federal tax laws have further complicated the situation. Concerns have cascaded throughout the city, leading to several resignations from employees who cite a hostile work environment under Drumgo’s guidance.

In an additional layer of complexity, Drumgo has been criticized for favoring younger employees while allegedly targeting those over 45, which highlights serious implications on workplace dynamics. Such behaviors can foster an atmosphere of mistrust and isolation, similar to scenarios noted by the VA Office of Inspector General concerning sexual harassment responses across various institutions. Their recent report indicated failures in administrative response when dealing with harassment complaints, reflecting a broader trend where many leaders neglect to take appropriate action when such allegations arise.

The Legal Landscape

This situation is not unique to Fort Meade. Sexual abuse and harassment in the workplace pervade industries and roles, leading to toxic environments that affect mental well-being. According to insights from Zalkin Law Firm, sexual abuse encompasses unwelcome behaviors ranging from inappropriate comments to more severe actions. It’s crucial that employees understand their rights and protections under laws like Title VII of the Civil Rights Act of 1964, which explicitly prohibits discrimination on the basis of sex, including sexual harassment.

Employers have a responsibility to establish clear reporting mechanisms, create safe spaces for conversations regarding grievances, and conduct thorough investigations. This applies to both public entities like Fort Meade and private workplaces. Anti-retaliation laws safeguard employees who bravely report harassment, ensuring that they won’t face negative repercussions for coming forward.

As Fort Meade faces its challenging circumstances, it becomes increasingly crucial for the City Commission to address these complaints seriously and create a culture of accountability. Employees should not have to choose between their well-being and their jobs. It might be said that maintaining a safe and healthy work environment is not just good business practice—it’s a moral obligation.

The City Commission’s agenda for the next meeting features resolutions aimed at addressing ongoing staffing shortages due to high employee turnover, but will it truly fulfill the needs of those impacted by these allegations? With former employees hinting at potential lawsuits against the city, it’s clear that the ripple effects of these unresolved issues will be felt for some time.

Let’s hope that actions speak louder than words moving forward, and that Fort Meade truly commits to fostering a safe and respectful workplace for all its employees.

The Ledger calls attention to the ongoing turmoil, while the VA OIG highlights the need for accountable leadership. In parallel, Zalkin Law Firm elucidates the legal framework within which these issues are situated. The call for a safe and respectful workplace is echoed across the spectrum, emphasizing the need for change.