SAVANNAH-CHATHAM COUNTY BOARD OF EDUCATION P.D.
The music in the video. Made by SOS
PUBLIC INDECENCY
https://www.sccpss.com/district/boepd
Records in this case are still outstanding, we are waiting on the body cam of his arrest.
City of Savannah Government Facebook https://www.facebook.com/cityofsavannah/
My friend in the Savannah area Malik Jones.
Who is Todd Michael Desautels?
Todd used to be a manager for code compliance for the city of Savannah. He started September 19, 2017 Here is a run down of his previous experience before the “BIG slhong” incident on January 28, 2023.
Todd was fired from his position with the city based on the following
He walked away with a $14K severance!
**March 24, 2021 – Internal Investigation #1 – Civic Center Weapon Incident.
“A group of emails were sent anonymously ot the City Manager’s office citing a plea for help as alleging a hostile work environment due to email communications.”
**August 5, 2021 – Inquiry made into M.r Todd Desautels’s tape recording of an employee conversation. While it’s legal ni Georgia, the Office of Human Resources discouraged the Department Director from allowing the Manager ot practice this behavior. The Office of Human Resources cited that the practice does not build rapport and creates an environment of distrust. Counseling was recommended to the department to administer.
Savannah employee brings gun to work. So why is he still on the job?
**September ,2 2021 – Verbal Counseling Document Issued by Kevin Milton addressing:
Image below, Keven Milton far left and Todd Desautels far right (Unknown female) in front of City Hall
Employee survey comments from staff, citing M.r Desautels’s email communications and tone as disrespectful.
The investigation initiated by the City Manager’s Office, citing a hostile work environment due to Mr. Desautels’s email communications.
Disrespectful conduct during a Disciplinary Action Appeal Hearing towards the Assistant City Manager.
Hostile comments made during an HR investigation interview.
Unacceptable response to an ongoing investigation directly to the complainant.
Mr. Desautels’s conduct and communications, citing they were damaging his reputation and limiting his effectiveness as a Manager in the Department.
•Concerns with Mr. Desautels’s communications and behaviors, citing no improvement in his actions and communications after months of discussions.
•Recent conduct as unacceptable as a Manager.
Al forms of communication by establishing clear expectations for M.r Desautels moving forward.
**Signifies the dates in which the final determination, information, or recommendation was issued ot the Department Directorot administer disciplinary or corrective action.
**September 20, 2021 – Internal Investigation #3 – Determination cites Mr. Desautels for emailing and using confidential information during an ongoing HR investigation in a response to the complainant.
On August 2, 2021, a Code Compliance employee received a case review from Mr. Desautels of a Westside B team officer, where his critiques were made in red font. The employee asked him to refrain from using red font. The same employee previously filed a discrimination complaint to the Office of Human Resources. Mr Desautels replied by making the employee aware it has been a normal practice to use red font and further stated in an email, “Since you have made complaints to HR about my dislike for people of color and older individuals, I want you to know I took it upon myself to let them know your dislike for the color red emails. They have not indicated I need to stop.” The response was a form of intimidation and retaliation towards the complainant. Two-day suspension was recommended but not administered by the department.
**December 21, 2021 – Follow-up employee survey confirms ongoing behavior, communications and cites “Managers as not having no respect for officers and the work they do, and this is exemplified by how they speak to employees during court prep, and the questions they ask regarding cases.” As a part of the resurvey, in February & March 2022, al Code Compliance employees were also provided the opportunity to meet with HR representatives anonymously in addition to the written surveys. Many employees interviewed in February/March shared instances where they were publicly reprimanded or felt disrespected in public or by email.
**April 2022 – After the follow-up survey, the Office of Human Resources scheduled a meeting to share the results with the Code Compliance leadership team. During the meeting and after reviewing the results, Mr. Desautels verbally expressed with Human Resources and Code Compliance leadership members that the results made him want to make some changes “to show them (code employees) how good they really have it.” Others in attendance expressed concerns that, despite being cautioned not to take any resulting action based on the survey results, punitive measures were later implemented. The Office of Human Resources, HR Director was made aware of these instances on April 8, 2022. As result, a comprehensive review M.r Desautels’s ongoing misconduct was initiated.
Strive to develop respect, trust, honesty, and integrity with our citizens and each other. Inspire and ensure cooperation and teamwork.
retaliatory, hostile, and communicate in a way that does not build trust or rapport with his Department. Kevin Milton, Director of Code Compliance, even summarized and documented Mr. Desautels’s ongoing behavior due to its impact on the overall well-being of department employees and the organization. As a result, Mr. Milton stated that M.r Desautels has damaged his reputation and performance as a Manager in the Department and the organization. Mr Milton also outlined clear expectations for Mr. Desautels moving forward.
Despite receiving clear directions on how to communicate as a leader, Mr Desautels expressed in an open meeting amongst Code Compliance leaders and Human Resources staff that the resurvey results made him want to make some changes “to show them (code employees) how good they really have it.” Code Compliance leadership members in attendance expressed concern of Mr Desautels retaliatory remarks. Employees recently interviewed, also shared similar sentiments of feeling uncomfortable for fear of losing their job or retaliation. Furthermore, City policy prohibits any form of retaliation against employees.
It is evident the following conduct and behavior continues ot adversely impact the Code Compliance work environment and overall well-being of department employees. After reviewing the documents and timelines of the ongoing misconduct, I recommend M.r Desautels be terminated from the City of Savannah.
CITY OF SAVANNAH SALARY RANGE PROPERTY MAINTENANCE
$29.61 – $45.89 Hourly
$2,368.77 – $3,671.58 Biweekly
$5,132.33 – $7,955.08 Monthly
$61,588.00 – $95,461.00 Annually
So where did Todd work before the city?
Read Todd’s entire file from the city of Savannah
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Court Documents
Evidence screenshots 1
JANUARY 28, 2023
OPEN RECORDS ISSUES
Todd Michael Desautels Savannah-Chatham County Board of Education Police Department public indecency law enforcement misconduct school police officer Savannah police scandal teacher misconduct school safety officer public indecency arrest Georgia police news police accountability law enforcement ethics police officer arrest Savannah school district educational institution scandal school district police Savannah crime news public safety scandal officer misconduct Savannah Chatham County police school police ethics law enforcement scandal Georgia Georgia education news Savannah community news teacher arrest Savannah police conduct investigation police department scandal public safety officer arrest law enforcement news Savannah Savannah-Chatham County Board of Education
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