Hello, could you please me rephrase and communicate this letter for complaint.

I will be review by the board?

Could you help me edit this?

Dear board members : My name is Clinton Taylor, and I am the assistant manager for the Provincial Settlement Services (also known as Pathways) in the Regina and Catchment regions. I report directly to the current executive director, Ijeoma . As the performance review for Ijeoma was distributed to personnel relatively soon after the contract's start, I am using this communication channel to express my concern. Due to Ijeoma aggressive, condescending, negative speaking, mental, emotional, psychologically abusive, and sometimes harsh style of leadership that she has cultivated and fostered in her leadership experience at IWS, I have not had the opportunity to have a number of scenarios and significant concerns adequately assessed or addressed since I joined the organization in March 2022. Before I offer additional circumstances and emotional experiences, I want to state that IWS is an exceptional supplier of settlement services and that its fundamental beliefs, mission, and goals have a direct and beneficial impact on the lives of Saskatchewan's newcomers. Considering this comment, it is evident that Ijoema is capable of multitasking and strategic thinking and planning. As I write this email to you, I am currently absent from work on the advice of my doctor and counsellor due to mental stress, negative one-on-one interactions with often outbursts, secret planning with other members of the management team with the exclusion of certain members of the group, and the unhealthy working environment. Unfortunately, I am not the only staff member advised by a medical professional to take sick leave to cope emotionally with Ijeoma's leadership style, hostility, and covert methods for achieving goals. Ijeoma made it evident from the start of my employment at IWS that she did not have high aspirations for the Regina project. I was reminded in practically every conversation that I was heading a "pallet project," of which I was well aware. Ijeoma declared, "I regret accepting the contract in Regina," during an online staff meeting attended by all managers. Having been in the position for only two weeks, you can only imagine how hearing that statement from a top supervisor, particularly in front of other employees, might make someone feel.

In the same interaction, it was evident that Ijeoma had issues with a board member. Her comment in that meeting was unprofessional and lacked the characteristics associated with an emotionally intelligent leader, such as self-awareness, empathy, self-control, and social skills. Ijeoma's public declaration was, "If they mess with me, I will f*** them up!" Ijeoma was fighting with another employee during another online meeting with the supervisory staff. The scenario was that the employee had a conversation with another manager and promised to review the meeting notes with Ijeoma after she had had the opportunity to contemplate and formulate a strategy. Ijeoma yelled at the worker in the session, "did you call me? Did you call me? Did you call me? Did you call me? Did you call me? Did you call me? Did you call me? Did you call me? Did you call me? Did you call me?" "No, you don't call me unless you want to take your grandchild to the doctor early from work. It goes without saying that this employee melted as her shoulders sagged and her eyes whelped. I watched as her human spirit collapsed when Ijeoma vowed to snap a screenshot of all her encounters with that employee and send it to the members of the management team.

A few minutes later, to my amazement, Ijeoma submitted a screenshot of the staff's call record to all the supervisors to prove that the staff does not frequently talk with that employee. (well, I wonder why). Would you want to contact someone with this attitude for a matter that was not of the utmost importance? In that session, I requested permission to speak and was granted permission. As Ijeoma's usual method of putting others down with phrases like "I don't like your writing, you're all over the place," etc., I suggested that the staff may have wanted her to collect her ideas before contacting her, as I have had to do several times in the hopes of not being insulted by Ijeoma. Although I did not express my feelings at the time in-depth, it was clear that Ijeoma was angry. The following day, after calling her for almost two weeks to provide me with feedback on my quarterly review submission, while she was driving, she stated, "The reason I didn't respond to your email is because I have to edit some of your work because you are not at the manager's level." I am a political science and history graduate, and my grade point average was in the 1980s. I do not have a writing issue. I merely required assistance from an expert to better comprehend the organization, the level of detail that should be shown in my report, and the purpose of the desired communication style.

I requested that Ijeoma schedule a coaching session in which she may point out my flaws to help me better my work, but she has yet to respond to my email. Instead, she changed some of my work's substance and instructed me to send it out. It has been argued that coaching sessions go a long way in improving the skills and competencies of staff and help with high turnovers, especially in this kind of business where accessing and maintaining funds is usually a challenge. Yes, there may be areas of my work that require improvement. Still, this statement was made to me out of Ijeoma's anger that I got involved in the conversation the night before. Since then, Ijeoma has sabotaged my efforts in this role and made it extremely difficult to perform my responsibilities through her planning techniques and sending staff to Regina to speak with team members behind the manager's back while asking them to say anything. Due to the absence of two managers at the Regina office in August of 2022, I was responsible for planning a summer social gathering for 21 employees on August 19, 2022. To ensure the success of this event, I assembled a team of planners who decided on appropriate activities, games, food, etc. Having copied Ijeoma on all of our correspondence, I emailed her two days before the event to notify her that we had already completed the preparation; but I needed a little more information concerning the summer social's finances. Ijeoma realized that I needed to be given information on budgeting, so she promised to contact me. Ijeoma wrote me an email stating, "Clinton, here are my detectives"... You will spend $450 for the event's meals and different supplies. Ijeoma did not inquire whether I could make this amount on such short notice. However, I drew money from my account to ensure a flawless experience (while needing clarification as to why Ijoema did not allocate a budget to this event). I purchased all the essential materials, and as the group's testimony indicates, we had a terrific summer gathering. I asked Ijeoma on August 22 whether I could be reimbursed the following week, but she informed me that I would be compensated in two weeks, which would have been on September 5, 2022. After waiting an extra week, I contacted Ijeoma one week later to inquire about the status of the refund. Ijeoma sent an email asking if a cheque had been issued, and she was informed that it had not been. At that time, I asked if another method could be accommodated in that particular situation, as I had been willing to wait to be reimbursed more than five times before. Ijeoma poured it on me during our conversation and remarked, "Why are you chasing me down for money"? Next time, I'll ask Jessica to buy stuff because she doesn't mind waiting for her money. I hate when people chase me around for money. Ijeoma was unaware that I required those funds to pay for my school books before courses began in September and that I relied on them. Can you imagine... Following this interaction, Ijheoma blocked my phone number! Can you picture working and prospering in an environment where the management treats individuals this way? This is, in fact, totally unacceptable! There are other difficulties I could bring to your attention, but my intention is not to harm Ijeoma; instead, I am getting this to your attention so that she can receive additional training/coaching so that these issues and others like this can be mitigated.