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March 30, 2009 Dear Mr. Malinen: am in receipt of your letter of March 24, 2009. You accuse me of making a false statement when I identified myself as a city employee at the Feb. 23, 2009 Roseville City Council meeting. Your assertion is false. I'm sure you will agree that typically in the public or private sector, the employer- employee relationship is dissolved with a written termination notice, and that is often accompanied by findings -the reasons for termination. Unless this documentation is received, the employee can only assume status quo. I have never received any written documentation of this kind, nor have I been asked to return key(s) and ID Badge (until your letter of March 24, 2009). As city manager, I request that you investigate as to why this was never done. It would seem that disciplinary action against Tim Pratt, my supervisor, should be considered for letting something like this go unresolved for nearly 2 1/2 years. This kind of job performance is unsatisfactory. Mr. Malinen, you really should do your own investigation of the facts rather than rely solely upon the verbal comments of Mr. Pratt, who clearly is trying to explain away this episode of unsatisfactory job performance on his part. Let me give you some facts to begin your investigation with: Fact: I started employment in August 2003. Fact: Tim Pratt refused to give me my 2006 annual performance review which would have been scheduled in August 2006. Fact: After doing one meeting in early December 2006, my name was no longer found on the work schedule posted in the control room. Fact: I requested by a-mail to Tim Pratt that I be sent a weekly work schedule for control room operations. Refused and ignored. Fact: Repeated attempts to request work schedule. Refused. Response from Pratt was that he would a-mail me only my work schedule, when and if needed. No such e- mails ever came. 1 of 2