||| FROM DAN GOTTLIEB |||
In June of 2024, my wife was assaulted in the parking lot of Eastsound Water. In October 2024, Eastsound Water’s insurance company acknowledged the claim. In March 2025, the insurer sent us a letter saying they were still waiting for two documents from Eastsound Water Users Association so they could wrap this up. The reason they were taking this approach was that Eastsound Water had hired a private investigator to assess Grace’s claim and the conclusion was Grace’s claim was “credible”.
Since then, Grace has been waiting, and pushing, for a response but nothing has happened on her claim. Today, I sent an email to Teri Nigretto, Board President, asking for her help in finding a contact person at EWUA’s insurer so this could be completed amicably.
It has been 18 months since the assault. In that time Grace voted to join the union, was harassed, and later terminated in October 2025—by Eastsound Water Users Association.
In 2024, Grace was awarded the “Most Valuable Player” trophy for Eastsound Water Users Association.
Attempts by Grace’s attorney, the union representatives, and the union attorney, to solve this mess, have been met by delay, disregard, and a general lack of response. As a result of the “stonewalling” that has taken place, we are forced to pursue effective legal actions against the Association—something we have tried to avoid these last 18 months.
This could have all been settled in an “island way,” but the Eastsound Water Users Association Board would not discuss the issues in good faith so we could reach a fair solution.
We apologize to the membership for needing to take legal action against the Association and the resulting costs to membership.
Might you consider talking to the Board about this? I believe we can solve this as neighbors.
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I want to express my support for Grace and her family, and to share that what’s described in this article closely mirrors my own experience at Eastsound Water Users Association.
I worked at EWUA for four years. During that time, and especially toward the end of my employment, I experienced a persistent pattern of intimidation, undermining, and targeting after raising concerns. There was no clear grievance process, no updated employee handbook, and no independent HR support. Instead, concerns were often met with interrogations by both the Board and the General Manager, rather than fair or neutral review.
I ultimately resigned because the work environment became toxic and unsustainable. The stress of trying to do my job while navigating fear of retaliation and lack of basic workplace protections took a real toll.
What concerns me most now is that employees who remain at EWUA appear to be dealing with the same conditions: no meaningful grievance pathway, unresolved HR issues, and a culture where raising concerns can result in pressure or scrutiny rather than solutions. That environment makes it incredibly difficult for staff to speak openly or advocate for safety and accountability.
Grace’s situation stands out not only because of the seriousness of the underlying incident, but because of the prolonged inaction that followed. When issues linger for months or years without resolution, it affects not just the individuals involved, but the health of the organization as a whole.
I hope the Board recognizes the human impact of these patterns and takes meaningful steps to address them—for employees, members, and the broader community.