Highlights from OIG activity from April 1, 2018 through June 30, 2018 are summarized below:
- An OIG investigation which established that a Chicago Department of Aviation electrical mechanic sexually harassed at least two non-City employees, including an incident in which the employee reached inside the shirt of a non-City employee and touched her breasts. The employee also repeatedly used disrespectful, hateful, and unprofessional language regarding multiple City employees. As a result of OIG’s findings and recommendations, the employee was discharged and placed on the ineligible for rehire list.
- An OIG investigation which established that a former Chicago Department of Transportation (CDOT) employee requested a leave of absence on fraudulent grounds, provided false information on requests for leave, and failed to disclose secondary employment. After being hired by a private company while still employed with CDOT, the employee took 10 days of paid vacation before submitting a request for a leave of absence from CDOT due to “stress.” The employee’s request was approved for 12 unpaid weeks under the Family Medical Leave Act. The employee also submitted a second request for leave of absence for “medical” reasons, which was approved for an additional 13 unpaid weeks. The employee resigned during the course of OIG’s investigation.
- An OIG investigation which established that a Chicago Fire Department (CFD) paramedic routinely failed to clock out from work before attending classes during work hours in order to complete a degree. The investigation also established that the employee’s supervisor failed to properly supervise the employee and gave the employee preferential treatment during the course of employment. As a result of OIG’s findings and recommendations, CFD imposed a 20-day suspension against the employee as well as the supervisor, moved the supervisor to a different division, and demoted the supervisor to a non-exempt rank with no timekeeping responsibilities.
- A follow-up inquiry which established that the City has paid a vendor over $22.8 million for the Chicago Lives Healthy (CLH) employee wellness program since its inception, yet makes no attempt to measure its effectiveness or report publicly on whether the program has improved employee health or reduced healthcare costs.