Wilkes County Department Of Social Services, RE: Edith Bullis CPS Supervisor Team II Wilkes County DSS's Continuing employment of Edith Bullis as a CPS supervisor after her arrest for misdemeanor drug possession and interfering with an arrest, failure to protect, policy violations Wilkesboro North Carolina

Edith Bullis, The "mother" in the following newspaper article is a CPS supervisor at the Wilkes County Department of Social Services. (This can be verified by visiting this site:

http://www.dhhs.state.nc.us/dss/local/dir_wilk.htm

Mrs. Bullis's continuing employment as a CPS supervisor at the Wilkes County Department of Social Services, even without a conviction at this time, is a conflict of interest and impairs her ability to do her job. DSS removes children from homes due to drug use, how can Mrs. Bullis possibly stand behind a decision to remove a child from a home for drug abuse when it is clear from the newspaper article that she condones her own sons drug use as evidenced by her trying to hide his drugs for him under her foot and interfering with his arrest.

Furthermore, Mrs. Bullis may have to work with the arresting officers in the course of her duties as a CPS supervisor. These officer's are going to remember her conduct and I feel it will and should hurt her credibility with them and make them question her role in the removal or protection of a child.

Lastly, Mrs. Bullis arrest could directly effect any and all court cases, abuse/neglect petitions that she is involved in where the child or children are being removed for drug abuse. The first thing I would do if she was trying to remove my children for drug abuse would be to point out her own arrest for possession and resisting an officer. How could she even step in and expect people to respond to her as a state employee when her behavior outside of work is that of a common criminal.

Mrs. Bullis's continuing employment IS a conflict of interest and she should be dismissed immediately, she should have been dismissed when this event occurred. Her conduct is unbecoming of a state employee and detrimental to state service.

The Wilkes County Department of Social Services is, by continuing to employ Mrs. Bullis, failing to protect the children of Wilkes County. The people who are employed by the Wilkes County Department of Social Services should be required to meet a certain criteria, which with her arrest, Mrs. Bullis does not. You cannot continue to employ someone, who breaks the law in this manner and expect them to perform their duties as required. The Wilkes County Department of Social Services and their employee's should be held to a higher standard because of their position in the community as Child Protective Workers. To continue to employ Mrs. Bullis reflects badly on the enire office and especially the director. Mrs. Bullis should be terminated.

You cannot behave like this and work as a supervisor in a social service department. READ ON....NEWSPAPER ARTICLE.

Monday, September 29, 2008

Mama and Son Arrested in Drug Case

http://12403wc.blogspot.com/search?q=Edith+Bullis

Wilkes sheriff deputies arrested two family members Saturday evening, after they chased one of them to the other's house, had to use a Taser on him multiple times, and found her trying to hide a of marijuana until they left. It started when a deputy was dispatched to a suspicious vehicle call shortly after 7pm near Glen Ridge and Rock Creek Road, where a caller said they'd seen drug activity of some sort. On the way to the area, the deputy spotted the car that had been described and was able to get the driver to pull over. What started as a routine stop turned into a high-speed chase when the deputy told the driver he could see what looked to be baggies of drugs in his left-hand jacket pocket. Having identified the driver as 39-year old Gene Bullis, Junior, the deputy followed at some distance and pulled up behind Bullis as he was getting out of the car at his parents' home on Skyview Drive.

Once he got worked up, Bullis never seemed to calm down. A six-page crime report describes the deputy repeatedly shocking him with a Taser to no effect, Bullis being able to fight off multiple deputies, and other activity generally telling of being high on something, according to the deputy. During the confrontation, Bullis' mother Edith came out of the house and stood between the deputies and her son, refusing for quite a while to allow them any access to him. When she did finally step aside, it was only because there were several deputies and a Lieutenant she knows at the scene. Still, she would not go further than arm's reach from him, and after a while it became obvious she was trying to help him hide something. When a search of his jacket pocket turned up only one baggie of marijuana and deputies could not find any drugs by walking the driveway and some distance along the road, they confronted Mrs. Bullis, who was standing in one spot very firmly planting one foot. When she was told to move by one of the deputies, Mrs. Bullis allegedly started faking back pain as a distraction and tried to kick something under the nearby car. It turned out to be another baggie of drugs.

She was arrested for simple possession and resisting an officer, while her son was charged with fleeing to elude arrest, resisting an officer, and drug possession.


Wilkes Counties continuing employment of this Supervisor is in direct violation of DHHS POLICIES AND PROCEDURES:

http://info.dhhs.state.nc.us/olm/manuals/dhs/pol-50/man/Pol2_ER_DisciplineAct1.htm


13. Conduct - The term unacceptable personal conduct is defined as:
A. Conduct for which no reasonable person should expect to receive prior warnings;
B. Job-related conduct which constitutes a violation of state or federal law;
C. Conviction of a felony or an offense involving moral turpitude that is detrimental to or impacts the employee's service to the state;
D. The willful violation of known or written work rules;
E. Conduct unbecoming a state employee that is detrimental to state service;
F. The abuse of clients, patients, students, or persons over whom the employee has charge or to whom the employee has a responsibility, or an animal owned by the state;
G. Absence from work after all authorized leave credits and benefits have been exhausted; or
H. Falsification of a state application or other employment documentation.


14. Examples of Unacceptable Personal Conduct
A. Insubordination (defined as willful failure or refusal to carry out a reasonable order from an authorized supervisor);
B. Violation of criminal statute on the premises or in conjunction with work which adversely affects the employee's ability to perform assigned duties such as using or selling illegal drugs at the work site;
C. Misuse of state property such as excessive use of state equipment for a non-state purpose, and willful or reckless abuse of state equipment, state vehicles, or state monies, such as illegal use of telephone, unauthorized use of credit card and reckless driving in a state vehicle;
D. Violation of criminal statute not on premises but where conduct adversely impacts ability to do work such as conviction of a social worker for child abuse and conviction of a courier driver for DWI;
E. Patient, client, resident, and student abuse and neglect as defined by agency policy;
F. Workplace harassment as defined by law and state personnel and department policy;
G. Unauthorized practice of professional services;
H. Intoxication or drug impairment while at work;
I. Willful disclosure of confidential information;
J. Fighting or instigating a fight in the workplace;
K. Excessive use of abusive or vulgar language in the workplace;
L. Conflict of interest or self-dealing;
M. Failure to follow known call-in policy or to report for work as scheduled;
N. Smoking in a non-smoking area after having been warned not to do so;
O. Willful failure to obtain approval before engaging in secondary employment;
P. Failure to report abuse or neglect;
Q. Willful or habitual violation of safety, health, or security rules or regulations;
R. Failure to follow procedures for signing out equipment;
S. Sleeping on the job;
T. Willful unauthorized release of individually identifiable health information;
U. Intentional disruption in the workplace; or
V. Falsification of documents.

Mrs. Bullis is an employee covered under the above mentioned policies as defined in NCGS 125-5(2)(b)

http://www.ncga.state.nc.us/EnactedLegislation/Statutes/HTML/ByChapter/Chapter_126.html

126-5. Employees subject to Chapter; exemptions.

(a) The provisions of this Chapter shall apply to:

(1) All State employees not herein exempt, and

(2) All employees of the following local entities:

a. Area mental health, developmental disabilities, and substance abuse authorities.

b. Local social services departments.

c. County health departments and district health departments.

d. Local emergency management agencies that receive federal grant-in-aid funds.

An employee of a consolidated county human services agency created pursuant to G.S. 153A-77(b) is not considered an employee of an entity listed in this subdivision.

(3) County employees not included under subdivision (2) of this subsection as the several boards of county commissioners may from time to time determine.

Lawdoll
State Road, North Carolina
U.S.A.