In Kevin Craver’s article in the Northwest Herald Saturday, he reports that McHenry County Board Chairman is backing off on his announced plan to put proposals for three non-binding advisory referendums on the agenda for Tuesday night’s meeting.
Allen Skillicorn
Gone will be the one asking whether County voters want to keep the Recorder of Deeds as an elective office.
As is obvious by the election of Joe Tirio on a platform to save future salaries, benefits and pensions of that elected official, the voters have given a pretty good indication that they agree.
All that remains is putting a binding referendum on the ballot as was done in Cook County last November.
Gone also is the referendum asking if voters want to cut the size of the County Board in half and have future districts be composed of only one member.
Jack Franks
Remaining will be the one mimicking the ones put on the ballot in Lakewood by Paul Serwatka and in Cary and Fox River Grove by Andrew Gasser.
And, just coincidentally, of State Rep. Allen Skillicorn’s referendum proposal that was kicked of the ballot in McHenry County upon the petition challenge of Chief Deputy Clerk Linda Fitzgerald, represented by attorney and County Board member Joe Gottemoller.
The municipal referendums passed overwhelmingly.
So will any similar countywide referendum.
As I suggested to the County Board when they put on their November advisory referendums,
“Why not ask the voters something you don’t already know the answer to?”
Joe Tirio promised to erase the recorder and now he is saying we already know.
Now he waffles.
He promised to go to County Board and get this question on the ballot or he would pass petitions to get enough signatures.
Instead the County comes to him to offer to put it on the ballot and he says NO.
Seems he likes the paycheck and is not willing to do what he promised.
Ad hoc committees will be avenue to workaround the Board and taxpayers.
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
Joseywhales if you are Joni Smirh as some claim:
How does it feel to have worked at the county so long, and have Jack Franks hire 2 campaign workers for more than you earn?
You’re a manager, yet earn less than new hires– what classification are they???
I totally agree with Xout42, the faker ‘JoseyWhales’ is a Democrat hack of some type given his childish topics, lame distractions, and incessant pro-Franks drivel.
Like the name he chose, the ‘real’ Josey Wales of Hollywood was a purely fictional character …. and our little pest JoseyWhales…can’t even get the spelling right.
He pretends to be some kinda rebel like the fictional Wales, but in reality he’s (or she’s) just a establishment accomplice and leftist provocateur.
Given the inanities from “Whales’ I wouldn’t be a bit surprised if he was Franks himself or one of his paid minions.
Expect a new commenter now that Jack Franks has a “Communications Specialist.”
Haha yeah OR TWO new commenters Cal!
Franks hires TWO campaign workers and plans to hire a third only a month into his term.
Didn’t take long to show his agenda to turn the county admin bldg into his personal campaign office!
The board needs to pull together and shut this noise down ‘like a boss!’ Because they are in Escense his boss as they vote on and ‘approve’ or ‘not approve’ what he puts on the agenda.
If they don’t nip this in the bud, it’s only going to get worse and the voters will have the board members to blame!