Franks Trying Second Time to Make Only Democrat a Committee Chairman

Jack Franks

McHenry County Board Chairman is trying a second time to make Lake in the Hills County Board Democrat a committee chairman.

Paula Yensen was nominated by Franks to head the Public Health Committee, but a majority of Republicans on the Board decided they wanted Republican Chuck Wheeler instead.

Republicans do have 23 out of 24 of the voting Board members.

Now, with Woodstock’s Michael Rein’s having resurrected the Human Resources Committee, Franks picked his fellow Democrat to head the committee.

Paula Yensen

This comes just as there is a Human Resources issue.

Franks hired his former district legislative office manager to be his “Executive Assistant.”

In addition, he hired a Democratic Party operative (managed a 2014 state rep. campaign in DuPage County) to the new post of “Communication Specialist.” (The Northwest Herald reports that part of his salary will come from the Transportation Department.)

That’s two patronage hires for positions that no former Republican County Board Chairman has required.

And, now Woodstock’s Susan Handelsman, has discovered that County government has no rules for hiring employees.

Michael Rein won the fight to reconstitute the Human Resources Committee.

What do you think the odds are that the GOP majority will want Jack Franks to have a fellow Democrat heading that committee?

The other proposed members of the reconstituted Human Resources Committee are

  • District 1 – Tom Wilbeck
  • District 2 – Donna Kurtz
  • District 3 – Don Kopsell
  • District 4 – Kay Bates
  • District 5 – Michael Rein
  • District 6 – Mary McCann


Franks Trying Second Time to Make Only Democrat a Committee Chairman — 8 Comments

  1. There may be no ‘rules in the county’ but almost certainly there are rules within the county board, no?

  2. That’s odd. Craig Wilcox, the one I’d consider most appropriate, isn’t on that list.

  3. No rules for hiring ?

    Just wait til Jack’s scummy friends in the Democratic Parties identity politics crowd find out.

    I can almost see the LGBT queers picketing in Woodstock now.

    There is one quick way to bring this to a head and it’s been posted before; here it is again.

    Surely some brave ‘Computer Commando’ will step up and file an EEOC complaint against ‘Lying Jack Franks’ recent patronage hires.

    It’s so easy:

    Who Can File a Charge of Discrimination?

    Any individual who believes that his or her employment rights have been violated may file a charge of discrimination with EEOC.

    In addition, an individual, organization, or agency may file a charge on behalf of another person in order to protect the aggrieved person’s identity.

    How Is a Charge of Discrimination Filed?

    A charge may be filed by mail or in person at the nearest EEOC office.

    Individuals who need an accommodation in order to file a charge (e.g., sign language interpreter, print materials in an accessible format) should inform the EEOC field office so appropriate arrangements can be made.

    Federal employees or applicants for employment should see Federal Sector Equal Employment Opportunity Complaint Processing.

    You may want to discuss your case with a reputable EEO attorney prior to filing a case.

    What Information Must Be Provided to File a Charge?

    The complaining party’s name, address, and telephone number; The name, address, and telephone number of the respondent employer, employment agency, or union that is alleged to have discriminated, and number of employees (or union members), if known; A short description of the alleged violation (the event that caused the complaining party to believe that his or her rights were violated); and The date(s) of the alleged violation(s). Federal employees or applicants for employment should see Federal Sector Equal Employment Opportunity Complaint Processing.

    What Are the Time Limits for Filing a Charge of Discrimination?

    All laws enforced by EEOC, except the Equal Pay Act, require filing a charge with EEOC before a private lawsuit may be filed in court. There are strict time limits within which charges must be filed:

    A charge must be filed with EEOC within 180 days from the date of the alleged violation, in order to protect the charging party’s rights.

    This 180-day filing deadline is extended to 300 days if the charge also is covered by a state or local anti-discrimination law. For ADEA charges, only state laws extend the filing limit to 300 days.

    These time limits do not apply to claims under the Equal Pay Act, because under that Act persons do not have to first file a charge with EEOC in order to have the right to go to court. However, since many EPA claims also raise Title VII sex discrimination issues, it may be advisable to file charges under both laws within the time limits indicated.

    To protect legal rights, it is always best to contact EEOC promptly when discrimination is suspected.

    Federal employees or applicants for employment should see Federal Sector Equal Employment Opportunity Complaint Processing.

    What Agency Handles a Charge that is also Covered by State or Local Law?

    Many states and localities have anti-discrimination laws and agencies responsible for enforcing those laws. EEOC refers to these agencies as “Fair Employment Practices Agencies (FEPAs).” Through the use of “work sharing agreements,” EEOC and the FEPAs avoid duplication of effort while at the same time ensuring that a charging party’s rights are protected under both federal and state law.

    If a charge is filed with a FEPA and is also covered by federal law, the FEPA “dual files” the charge with EEOC to protect federal rights. The charge usually will be retained by the FEPA for handling.

    If a charge is filed with EEOC and also is covered by state or local law, EEOC “dual files” the charge with the state or local FEPA, but ordinarily retains the charge for handling.
    How Is a Charge Filed for Discrimination Outside the United States?

    U.S.-based companies that employ U.S. citizens outside the United States or its territories are covered under EEO laws, with certain exceptions.

    An individual alleging an EEO violation outside the U.S. should file a charge with the district office closest to his or her employer’s headquarters. However, if you are unsure where to file, you may file a charge with any EEOC office.

    You may want to discuss your case with a reputable EEO attorney prior to filing a case.

    Source: US Equal Employment Opportunity Commission

  4. Wizard, my wife thinks I’M long winded!

    Geez you have me beat!

    Kurtz and Rein should be considered or flip a coin on who should be chairman of that committee.

    Yensen, Bates and Wilbeck are freshmen.

    And frankly, after the juvenile hissie fit Yensen threw last time she was voted down, shows she’s not ready or she’s not to be taken seriously!

    It was a Very unprofessional, self-serving, and unattractive display.

    Anyone who insists on being called “Dr.” had better be able to save my life if I unexpectedly keel over!

    I replayed the recording and noticed she never did answer Chuck Wheeler as to what kind of “Dr.” she was.

    That’s telling!

    Kopsell and McCann just don’t have the energy.

    Either do I mind you, just observing the lot and stating my opinion.

    Well, past my bedtime…

    Good night, Gracie

  5. As these people are already employed (based on the info provided in another post), who will fund the lawsuit if the Board somehow ‘grows some’ and ‘sanctions’ the hiring actions?

    The voters in this County created this mess when they voted for Chairman at Large and when they voted for the “little liar” to fill that position.

  6. If Jack gets away with this then it’s all over for the county.

    May as well start looking for boxes at Jewel and Meijer.

  7. There are steps concerned citizens should take.

    1. Contact your Board representative and insist that a protocol be established for posting any and all open positions for some customary period on some widely accessible jobs website.

    2. Resolve to withdraw all but most vigorously won protection from officials who insist on violating this protocol.

    3. Any Board member who is disinclined to establish a hiring protocol shall be assumed to be in favor of protecting patronage hiring.

    This is not a political position, this is sheer self-defense against inevitable EEOC lawsuits which will cost County taxpayers millions$$.

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