Spokane County commissioners have taken the unusual step of ordering a review of the county’s human resources director.

The action follows complaints from some of Ben Duncan’s employees that he downplayed a sexual harassment charge against his deputy director and threatened employees, saying they could be “immediately fired” for releasing confidential information to the media.

In October, Duncan wrote a letter of reprimand for Deputy Director Gary Carlsen for “inappropriate contact with another person in the Human Resources Department.” The specific allegations are not outlined in the letter.

Courthouse sources said the woman who filed the complaint, along with her supervisor, recently told county commissioners they didn’t think a reprimand was punishment enough. In recent months, other county employees charged with sexual harassment have been placed on unpaid leaves of absence.

In the days following that meeting, someone told a television reporter about the Carlsen complaint.

During an April 9 staff meeting, Duncan announced he was launching an investigation to find the source of the television report.

Whoever released the information would not face punishment if he or she came forward within two days, Duncan told his staff. If the informant didn’t come forward and was later discovered, he or she would be “immediately fired,” according to Duncan’s meeting notes, obtained by The Spokesman-Review under the Freedom of Information Act.

Human resources employees met again with county commissioners, sources confirmed, this time to complain that they felt threatened by Duncan’s edict.

Employees contacted by a reporter refused to discuss the complaint against Carlsen or Duncan’s handling of that complaint. Jim Lindow, the county’s chief administrative officer, would not comment, citing confidentiality.

The review of Duncan’s actions will probably take about two weeks, said Fran Boxer, assistant chief administrative officer, who is interviewing each of Duncan’s 14 subordinates. Boxer said it’s the first such review she’s been asked to perform in the 2-1/2 years she’s held the position.

On Thursday, Duncan acknowledged that firing employees requires a lengthy process that can’t be done “immediately.”

The April 9 meeting stemmed from frustration that rumors about several confidential matters apparently started in his department before spreading to other county departments.

“It comes down to the staff having common decency and respect for (other) employees,” he said. “I expect my staff to be professional.”

Duncan said other counties have been sued for more than $1 million for defamation of character for releasing confidential information about employees.

County Clerk Tom Falquist said that while he’s heard complaints from some county employees, “I don’t have specific complaints against (Duncan).”

Falquist cited a recent, confidential matter involving an employee and said, “I was impressed with the way Ben handled it.” Two other county managers who talked on condition of anonymity said there are widespread complaints that Duncan is not qualified for his job.

Duncan first was passed up for the $56,000 job during an initial screening in 1995. Eight months later, he was hired over three other finalists after the county twice reopened the position and raised the salary $4,000 to attract better applicants.

About 50 people applied. Duncan scored the best among four finalists interviewed by a three-member search committee that included two people who aren’t county employees.

Duncan has bachelor’s and master’s degrees in social work, but lacks degrees in business or public administration, which were required for the job. He was head of human resources at Fairchild Air Force Base for two years and has 17 years’ experience in administration, quality improvement and social services.

, DataTimes