Supportive Housing Grievances Position Statement

In his grievance, Jeramy noted that he felt staff violated PSI’s code of conduct by engaging in unprofessional behavior towards him that amounted to severe harassment. In response to his grievance, Jeramy was almost immediately subject to significant restrictions that implied some form of retaliation. For example, on the following day, August 4th, Jeramy received a “Notice of Trespass and To Stay Away” that accused him of acting in a verbally and physically abusive manner, threatening and/or inappropriate fashion towards staff, including using derogatory and racist language. The notice mandates that Jeramy have no in-person communication with staff or vendors unless it is over the telephone. These restrictions do not appear to align with PSI’s Trauma-Informed Care policies and a supportive housing environment. Shortly after receiving this letter, Jeramy was served with notice of eviction by a Constable, which caused him a great deal of embarrassment, stress, and harm to his reputation that continues to this day, as documentation of this notice remains on record with law enforcement and other agencies to which it was communicated.  

Although the enforcement of the significant restrictions initially imposed on Jeramy was eventually rescinded, we are appalled to see that the notice of eviction was merely put on hold when video evidence clearly shows that Jeramy was a victim and did not provoke such an aggressive response from the staff member. It appears that the staff member used the term “racist” when speaking to the supervisor as a tactic to embarrass or escalate the situation further. Additionally, I am unable to find any reports in PSI’s Incident Library that support the assertion that Jeramy has ever engaged in any of the behaviors listed in these notices. It should also be noted that Jeramy suffers from mental health disabilities, including PTSD, which should have been considered and accommodated by the staff member using de-escalation techniques and Trauma-Informed Care guidelines mandated by PSI policies. If there is documentation of similar incidents, we request these be provided so we can prepare for the grievance resolution committee hearing.  

It is our belief that based on audio and video evidence submitted by Jeramy and posted online, he was subjected to aggressive behavior on the part of the staff. We call your attention to the following video: WATCH ON YOUTUBE. First, we contend that merely saying the phrase “you people” is fairly broad and is not a racist statement in and of itself; Jeramy could have been referring to staff collectively. (I was referring to the unprofessional staff they’ve been sending lately, not a specific skin color. People hear what they want to hear, but it's not my fault he misunderstood me.) Jeramy was never given the chance to provide context or explain, as he was immediately verbally attacked and intimidated by the staff member who followed him to his doorway. Second, we believe the staff member's behavior is extremely egregious, as it comes close to threatening violence.  

Request for Resolution in lieu of Grievance Committee Hearing:  

My Conditions:  

1. Clear His Name: Jeramy requests a letter formally rescinding the notices and the baseless accusations made against him, and for the notice of eviction to be vacated—not merely put on hold.  

2. Repair Damage to Reputation: In the current climate, accusing any individual of making racist comments can cause severe harm and embarrassment, potentially marginalizing Jeramy. Therefore, Jeramy demands that any agencies or persons who received the notices be copied on the above letter, including the Brookline Police Department. Jeramy also wants proof that this process has been completed.  

3. Prevention: If the staff member in question is still employed with PSI, we demand he undergo Trauma-Informed Care training within the next six months. If this training has already been completed, please confirm. Jeramy wants to ensure that no one else falls victim to the aggression and false accusations he was subjected to.  

If the above terms are not agreeable, we would like to continue with our request for a grievance committee hearing.  

Thank you!