MAPE steward in action: Solidarity during an investigation proves powerful

MAPE stewards support members through challenging situations. While our stewards never enter an investigation assuming it will result in a termination, sometimes that is the result and according to Region 9 steward, Marla DeVault, “It often feels like it didn’t have to end that way.”

“Most of the time, termination does not feel like it needed to happen, but when two people disagree and one is a supervisor, the supervisor is the one with the power,” explained DeVault, a research scientist at the Minnesota Department of Health (MDH). “Resources like the Employee Assistance Program (EAP) will get thrown out as an idea in passing, yet not many members know how it could be beneficial in cases where something happening in your personal life is impacting your work performance or when there’s ongoing issues with a supervisor.”

The EAP is a risk management program designed to help employees identify and resolve challenges that may impact work performance. This voluntary program can provide professional counselors to the employee, the employee’s spouse and dependents with difficult personal issues. EAP counselors can also act as mediators between the employee and supervisor through the Leadership and Team Dynamics group.

“I would also recommend that members reach out to stewards before it gets to the point of an investigation. Let your steward know if you are having communication issues with your supervisor, send an email flagging concerns you have or something that happened that you feel your supervisor could turn into a disciplinary action,” they continued. “A Letter of Expectation (LOE) is not grievable; however, if you receive one, you should absolutely contact a steward. Knowing who the steward is that you work closest with in your agency or section is really useful.”

DeVault recently assisted in a case alongside Region 6 Steward Director Mary Heim.

“Human Resources (HR) confused Regions 6 and 9 within MDH and they reached out to the wrong region. Region 9 Steward Director Dereck Richter received the information and asked who was available. I said I was and then realized Mary had been working with this member for a while,” DeVault explained. “It worked out, though, because Region 6 was swamped and Mary asked if I could come to an investigation interview and take notes.”

One meeting turned into four meetings over a week and a half.

“This is one time I am glad HR made a mistake and reached out to the wrong region. Marla was a calm, knowledgeable and empathetic presence for the member and me, taking notes during a four-part investigation,” said Heim.

“This was a particularly egregious and emotional situation of management setting up a member for failure and Marla ensured this member was not alone during this difficult time,” continued Heim. “No one wants to go through a situation like they did. But if they do, they deserve someone like Marla to be there with them.”

DeVault became a steward in January 2025 after encouragement from Region 9 leadership to take the Basic Steward Training (BST). They did not know if they would become a steward before taking the training, but they were interested in learning more about the work and the MAPE contract. After the training,  DeVault saw their opportunity to be helpful, so they signed the affirmation to become a steward.

Being a steward has “made my work as a public servant feel more fulfilling on the whole, which I wasn’t expecting. There is power in bearing witness, even in situations where there is not a lot we can do; being there and being supportive can make the difference for a member who is going through what could be their hardest professional experience. There is power in standing in solidarity.”