Free Uncategorized - District Court of Arizona - Arizona

EXHIBIT 24
Case 2:04-cv—00790-EHC Document 151-27 Filed 05/12/2006 Page 1 013

Message ‘ P8.g€ I Of`2
Shea, Melissa M.
From: Melle, Cheri [Cheri.MeI|[email protected]]
Sent: Tuesday, November 11, 2003 4:03 PM
To: Kornegay-Hodges, Tammy
Cc: Melle, Cheri
Subject: FW: Marcela
See below
Cheri Melle
Senior Manager
BSC
602-355-3180
———~- Original Message —————
From: Price, Joel
Sent: Tuesday, November 11, 2003 1:21 PM
To: Melle, Cheri
Subject: Marcela
On 10/15/2003, I received an email from Marcela in which I was cc'ed in to Rob Richards asking him to
specihcally take some Sig. Review items for him to call clients to help her out. Rob was perplexed by this and did
not want to confront her because of previous difiicult issues regarding communications from her that made him
uncomfortable. I went to her at the Sig. Review desk and asked why she would send that directly to him instead
of sending a general request out to the team asking for anyone who was available to assist her which is our
custom. She became defensive and stated that she thought he was the ATL (which would not explain why
she had asked him to help her with calls). So I explained to her that since I was here, he was not the ATL and
that day we did not have one at that time since Cheri and I were here. I also mentioned that we are re-doing the
way that we impliment the acting ATL role on the team. She became visibly agitated and very outspokenly made
harsh statements in a dehnitely defiant and abrasive tone including (She did use a mild swear word or two inthe
mix (damn), "We never know anymore who the ATL is so when we need help with Sig. Review, we don‘t know
who to come tol"
At that time I explained (intentionally in a calm voice, because I was getting irritated myself) that as I had
communicated to the team earlier, Teresa was now the first contact for Sig. Review as she was coordinating that
function for me and that is who she should be going to for assistance with Sig. Review issues, however, that is
was totally appropriate for her to send a request out to the whole team for assistance with calls as this had been
ongoing standard practice.
She then became more upset and stated the following, "l wish management would get their act together and tell
us what is going on! This is rediculousl I am very frustrated. You (managers was the inference) need to get
your act together. I better shut my mouth before I really say something that will get me in trouble! You managers
need to .... I better shut up before I say something I will regret. I better shut my mouth cause l'II get into trouble ifl
speak my mindl" At which time I told her, "Yes, that is a very good idea. Don't get yourself into trouble. I will
respond back to you in a little bit." I then told her face to face that we can talk away from the team if she is upset
and wants to discuss this because this was not the place to have the discussion. I walked away and thought
about it for a little bit and sent her the following email. She replied, "No. I do not want to talk about it." I sent her
an email later and talked with her and she appeared to have calmed down and was polite at that point.
A copy of my response in email to her is attached. She was nicer throughout the rest of the day.
For previous issues,
Marcela and Lesa have not been speaking for months, with the exception of strained communications for work
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purposes on the team. Team members have complained about this ongoing tension for some time. I have
coached both of them about getting along with their team members. Lesa came to me a couple of times
regarding this because the ongoing difficulties between them, per Lesa's description, made her feel threatened,
uneasy, and created a hostile work environment that she did not want to be in.
Josh had repeatedly complained about the "Drama Mamas" on the team, especially Marcela, then secondly he
expressed concern over Lesa.
Josh spoke with me yesterday, 11-10-03, about his view of Marcela not being on the team. He had been upset
because she (Marcela) had been upset with most members of the team at different times for the last 4 years and
the cycle of abuse continued to repeat itself with one rep after another and he thought that she would forever get
away with it. He directly expressed that though she had good qualities and was a hard worker, that he was able
to work in a less stressful environment now and was happy about it. Josh also told me and Jim Navran overheard
as well, Marcela tell Jeff Hansen to "BE QUIET! WE ARE ON THE PHONES OVER HEREI" He told me that she
was loud and very rude to Jeff. He expressed his and Jim's amazement and embarassassment because they
knew that he was a Director in EOR and it made our department look bad. He also said that some of the
EOR reps said things that expressed their shock as well.
Marcela was known to undermine Josh's work inthe past and to over dramatize other's failures to me as her lead,
and when I did follow up research, often the transgressions were minor and nothing to be concerned with (minor
processing errors, things not done as quickly as she thought they should be). I followed up with her regarding
these issues as appropriate.
The week before we left for Denver in October (this even was on the 8th), there was an instance between
Marcela and a another member of our team, Jim Navran. During that time, Jim and Josh together spoke with me
during a 1:1 and complained that Marcela was being rude and refusing to talk to him, even when he tried to talk to
her. He get's along with everyone and was very bothered about this. They stated to me that there had been a lot
of friction on the team involving her and Teresa McClung and the team was upset. Jim did not know why he was
getting the cold treatment. I spoke to Jim alone for a bit and offered to bring Marcela and him into a room and
work it out if he wanted and he said he would like to attempt to fix it Hrst and then if that did not work, he would let
me know. He did and worked it out and they began to talk again.
At one time or another, there have been skirmishes that have very negatively impacted the teams between
Marcela and the following people. I have had 1:1's with each of them over the last 3 years when they have
expressed their distress directly resulting from conflicts and they way they were treated (usally spoken to curtly or
othenivise ignored during the periods of time that they were not getting along) with Marcela Johnson:
Josh Mullins, Lesa Folker, Rob Richards, Jana Hoy (when she was Ops), Sarah Moser, Teresa McClung.
I have been told by those from our former Director down to the rep level that she has talked bad of me as a
manager and has undermined the management here in Phx., yet when I have had 1:1's with her and have asked
her point blank, "How am I doing? Is there anything that I can do to improve? Any observations or anything you'd
like to share about me or management?" She every single time replied with things like, "Things are good.
Everything is fine." She refused to discuss these apparent concerns. Also, I have asked for her perspective on
the team, and she always presented a positive and encouraging perspective on the team and management. She
would not disuss any concern at any time with me.
Other reps including Brad Allen, have had very open disagreements with her in the past as well, although I have
not been privy via 1:1's to the details of them.
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