By David Kroman
The Seattle Times
SEATTLE — The Seattle Fire Department’s former head of human resources has filed a $2.5 million claim against her former employer, alleging she was fired in retaliation for addressing pervasive workplace misconduct, discrimination against women and unsafe behavior.
In her complaint, Sarah Lee lodged a litany of allegations against the department. They range from drinking on the job, failure to investigate sexual harassment, refusal by leadership to put high-ranking employees on leave and one incident in which a female employee found her uniform slashed with a box cutter, leading to an investigation by the Seattle Police Department.
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In many cases, Lee says the department’s brass either waved off or downplayed the significance. They then punished her for persistently raising the issues, the claim states.
Rather than listen to her advice, Lee’s claim says, “she herself was subject to retaliation for bringing these issues to the forefront and trying to get the department to properly and legally handle these issues.”
A Fire Department spokesperson declined to comment on any of the allegations because the claim is pending.
Lee, a lawyer of nearly 30 years who used to work in the Seattle city attorney’s office and once served as a pro tem judge, started with the Fire Department in 2022. Over her first three years, she received positive performance reviews, including being nominated for “civilian of the year” in 2024. She was also selected by the department to participate in an executive leadership academy through the University of Washington’s Foster School of Business.
Lee’s filing speaks of a department that broadly mistreats women.
In one case, a female firefighter reported being sexually harassed and discriminated against by a lieutenant. An equal employment opportunity investigation concluded the lieutenant violated department policy. Lee recommended a demotion, but he was instead given an eight-day suspension, the claim says.
Months later, the firefighter who complained of being harassed found her work uniforms had been shredded by a box cutter. Seattle police were brought in for a criminal investigation and Lee hired a lawyer from the law firm Davis Wright Tremaine to investigate.
The lawyer, however, could not make any factual determinations because all but one firefighter at the station refused to cooperate, according to the claim.
In another investigation into sexual harassment by a captain against a young female firefighter, Lee’s claim states she recommended the captain be put on paid leave but management refused, pointing to staffing shortages.
Lee reported on more general concerns among female employees of the department, including two meetings between the SFD Women’s Alliance and Chief Harold Scoggins. In those meetings, women conveyed feeling unsafe around certain men, including the captain not put on leave, as well as the larger sentiment that they were being subjected to a hostile work environment and inequitable treatment compared to their male colleagues.
Lee’s lawyer also lays out a host of concerns she raised that she believes ultimately led to her firing.
In one, Lee’s claim says she found a fire engine driver with a known history of alcohol use drinking on duty. She said she informed a supervisor who did not immediately take him off the job, instead saying staffing shortages meant they would have to look at options. He was later allowed to drive again before the employee took “unauthorized leave,” using sick days he didn’t have.
Lee also tells of a 911 dispatcher taking calls “while inebriated.” Her claim says she recommended having his fitness for duty evaluated, but never heard a response. Several months later, she said the dispatcher was again working while intoxicated. But the dispatcher retired before an investigation could take place.
Last spring, a driver reportedly backed into a fellow crew member, injuring her and spurring her to file a lawsuit against the department. Lee’s claim states the driver then went on to have two more “preventable collisions.” She advised a department chief the person should not be allowed to drive again, but was met with reluctance because of a shortage of drivers, she alleged.
Lee details a total of 14 allegations.
According to the complaint, Lee was ultimately fired because she filed a request for records from the city’s human resources department that might have implicated one of her superiors in a misconduct investigation. She was placed on paid leave in early September and fired near the end of September.
Lee alleges the firing constituted retaliation.
“Ms. Lee’s termination was traumatic both because it was done without legal backing and she was terminated for properly doing her job and doing her best for the City,” her claim reads.
The city has a minimum of 60 days to respond before the claim could become a lawsuit.
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