Can Sonya Be Trusrted When It Comes BUDDY ???

ethicsThe grand Riverwalk promoter,   aka the Mayor’s  BUDDY  is  downright  nasty in his business dealings.

Indeed doing business with his operation has been likened to swimming in a shark tank …. With the former as dangerous to your pocket book as the latter is to your health.

The attached demand letter is  devoid of any concern for taxpayer interests as might be expected from an attorney taking his money.

BUT WHAT ABOUT  A  CANDIDATE TAKING HIS MONEY.

I would hope candidate Laney  would take this opportunity to offer a credible explanation as to why the taxpayers of Port Orange should trust her to place their interest ahead of her BUDDY’S  interest.

OR   at least advise that  no explanation is necessary because she believes

BUDDY  IS ETHICAL JUST LIKE HER.

 

Ted Noftall

 


 

LaCour3

38 Opinions on “Can Sonya Be Trusrted When It Comes BUDDY ???

  1. I understand that a debate or more likely a “candidates forum” is set for October 15th at 7 pm in City Hall Council Chambers ?

      • This voters mind is 95% made up unless an intensive debate drastically changes something. Mr Ford and Mr Stiltner took the time to provide well thought out answers to the questions asked on the Q&A section of this blog.

        At this point, Ms Laney and Mr McKinney appear to have opted for a non reply. That speaks volumes to this voter. I have no idea where they stand on issues !

  2. No one should be surprised that McKinney has not answered any questions. He doesn’t have any answers. In fact he hasn’t spent spent enough time in Port Orange to even know where the City limits are as evidenced by his signs along A1A in the Shores.

    Neither should anyone be surprised that Laney the stealth candidate has not provided any answers. The only way she can win is by having absolutely nothing to say about anything. The Mayor and his BUDDY put her in this race to try and foil their opponent Bob Ford, the same way she was put her on the Audit and Budget Board to try and foil Ted Noftall.

    In both instances Laney’s role has been to foil proponents of open and transparent government. I wonder who benefits most by that ?

  3. Yes, I wondered about McKinney’s signs posted outside the city limits of Port Orange. I noticed that too.

    Also, although I have my mind made up, I would like him to answer if he is a home renter in PO as opposed to a property owner. If he is not a true stakeholder in our city that has a bearing on his candidacy in my mind. He is hiding and the only time he was visible was at the Chamber forum.

    I predict Stiltner in a landslide – 70% of the November vote.

    • I cannot find Larry McKinney or Sonya Laney listed as property owners in Port Orange or anywhere in Volusia County on the Volusia County Property Appraiser’s Website.

      Please correct me if I am wrong.

      Dianne

      • Larry does not own property in Port Orange, his Mother rents a home. He lists that home as his residence but rumor has it he DOES NOT live there. It is said that he lives with his girlfriend in another city.

        • I guess it’s Larry McKinney whom we voters really don’t know much about.

          Can he come out and answer us ?

    • One of Larry’s priorities on his web page was the redevelopment of A1A. The city limits in PO don’t reach A1A.

  4. Speaking about property ownership has anyone else noticed that Sonya Laney does not own any property In Port Orange or anywhere else in Volusia County for that matter
    Maybe BUDDY will give her a condo in one of those 30 story monstrosities that she intends to support with taxpayer dollars if she is elected. Her vote would certainly be worth that much to him.

  5. LETS GET IT ALL OUT IN THE SUNSHINE!

    Dysfunctional Government
    Many believe that the quality of government merely reflects the excellence of the individuals holding office. All you need to do is to elect “good people”, and government will serve the public effectively.
    The Founding Fathers knew that it was not that simple; the natural inclination of government is to acquire more and more power until its sole purpose is to serve itself. That’s why they went to such lengths to design a government with built in checks and balances whose structure would tend to prevent the problems that had arisen throughout history.
    A key part of their design was the concept of a balance of power between three co-equal branches of government. Abuse of power by one branch would be offset by one or both of the other two.
    What would the Founders think of the City-Manager form of government as practiced in Galveston, Texas?
    Is the structure of local government designed to create a balance of power that can maintain an efficient government, or does it allow the uncontrolled growth of an unelected bureaucracy that absorbs more and more resources as it becomes less and less efficient?
    Population growth represents the sum total of all the individual decisions on whether to live in a particular location, or not. From 1884 to 1900, Galveston used an Aldermanic form of government and the population grew 60%. Between 1901 and 1960, this city employed the Commission form of government and the population increased 78%. However, from 1960 to 2010, the City used the City-Manager form of government and population declined 29%.
    2
    Is the City still recovering from Hurricane Carla, or has this form of government been a failure in this city?
    Did people leave the City, or decide not to become new residents, simply because they didn’t like the form of government? Of course not! They left this city, or failed to immigrate, because of the results that it produced; public housing, blight, failing infrastructure, poor schools, and a declining economy.
    What are the major problems with the current form of government?
     The Chief Executive Officer is appointed not elected.
    Congress does not appoint the President, the Legislature does not appoint the Governor, and Commissioners do not appoint the County Judge; so why should a City Council appoint a City Manager?
     No one is clearly responsible for the vision and leadership of the City.
    Is it City Council or the City Manager?
     Balance of Power.
    The City Manager and the permanent bureaucracy accumulate power while the City Council loses power as it changes every two years. The City Manager has a large staff; City Council has very limited staff. The bureaucracy is full time and well-paid; the City Council is part time and unpaid.
     No orderly transition of power.
    If the City elected its CEO, the new CEO would have been chosen on Election Day 2010; with certainty and finality. Contrast that to the process to select a new City Manager which will drag on for months.
    What needs to be done to fix local government?
     Elect the Chief Executive Officer.
    3
    The Mayor should be the CEO of a Strong-Mayor form of government who can be voted out if the people are unhappy with the results. The Mayor/CEO should be subject to term limits.
     Make City Council a full-time paid position.
    This is not a sleepy little village that can be run by part-time volunteers. It is a small city with all the problems and issues of a big city.
     Absorb the Agencies.
    This form of government would have the resources and ability to eventually absorb the functions currently delegated to the City’s agencies (GHA, Park Board, and Wharves Board). They are run by unelected directors; their functions need to be accountable to the voters. As problems at the Agencies grow, the voters have no way to make corrections.
    Imagine a federal government with a President, appointed by a part-time unpaid Congress, who is not subject to term limits; a Congress with very limited staff, dependent on information from the executive branch, and that is the equivalent of Galveston city government!

  6. Do you ever wonder why we have a long term southern plantation type mayor and a wannabe yes man vice mayor? Do you ever wonder why we have a long term mindless yes man as a councilman? Do you ever wonder why we have an old senile egocentric pseudointellectual as a councilman that perpetually contradicts himself and comports himself as someone slipping into Alzhiemers disease? Read the following and understand why we are up shits creek without a paddle.

    How Did that Idiot Get Elected?

    apathy in politics: Ever sit at home and watch the evening news or read the paper and see a story about some elected official who does something so incredibly stupid that it makes you mutter (or yell) to yourself, “How did that idiot get elected?” If so, you’re not alone.

    So how did they get that job? The short answer is usually, “he (or she) showed up” – plus “apathy”.
    •They went to the meetings nobody else wanted to go to.
    •They volunteered to do the things nobody else would do.
    •They were then asked to serve on some committee.
    •Eventually they were put in charge of something because there were so few people willing to do anything.
    •When that vacancy for school board or some other commission opened up, there they were. Somebody decided they should get promoted (or just wanted to get them out of the job they were in to be rid of them).
    •When a city or county council seat opened up, there they were.
    •Then it was the state legislature…and before you know it, they’re a congressman, governor…or even President.

    The Result of Apathy in Politics
    It’s sort of a political version of the “Peter Principle”, which states that “employees tend to rise to their level of incompetence”. I call it the “Unified Theory of Political Incompetence”: people in politics rise beyond their level of incompetence due to the apathy of others.
    Apathy in politics is why only around sixty percent of the people in our country register to vote, and about half of those bother to vote in the average election. Fewer still will vote in primaries, local or special elections. And only a fraction of those people bother to participate any further, which leaves political parties and other civic groups starved for participation.

    Politics, like everything else in nature, abhors a vacuum. Of course suffering under incompetence is one thing, but it can be worse. As Edmund Burke put it, “All that is necessary for the triumph of evil is that good men do nothing”.

    “Apathy plus showing up” is not a formula for good leadership.

    Everyone started somewhere. Whether we like it or not, the lower ranks of American politics serve as the “farm team”.

    Don’t abandon the lower ranks to idiots and you’ll have less to complain about.

    • Good piece that has some merit but it didn’t work for Newton White or John Junco (yet).

      I say yet because maybe they need to pay more dues under the apathy theory you write about.
      ie: this board, that committee, speak at council meetings.

      How would you explain an unknown individual like McKinney with higher vote total than those two guys ? Don’t get me wrong, I like your post and agree that in many cases that is the route taken. Either that or deep pockets and an open checkbook.

  7. This message will probably not sink into the minds of the city council because they are one of the roots of the problem

    Lookout: 8 Signs of Dysfunctional Management

    Great businesses depend on people, ideas, communication, and vision to drive consistently desirable outcomes. Built on the back of hard work, clear objectives and determination success can be within the reach of any organization. Of course all of these things must be coupled by a leadership team that knows how to get the best from their teams each and every day. But what about when this doesn’t happen? What about when the management team doesn’t drive performance, or worse they create dysfunction?

    There may be no faster death of a great idea or business than a dysfunctional management team. But do you know the signs to watch for? If you catch them early then perhaps you can do something to improve the situation, but once more than a few of them have struck there may be no turning back.

    Is your management team dysfunctional? Here are 8 signs to look for as well as some thoughts on how to address the issue for business owners, managers, and employees.

    Because I Said So: If the only reason that you are given to complete a task is that it was because management said so then you are in a bad situation. This behavior is an iteration of fear based leadership which is never going to drive high level performance and can often yield to employee paralysis as they become afraid to act due to the potential for repercussion.

    Passive-Aggressive: Whether it is showing up late to meetings, forgetting to share important details, or consistent excuses for not getting things done. These behaviors are damaging in all cases. For instance, the late arrival to a meeting once can be an accident. Regularly showing up late is a sign of indifference and can likely be a sign that the person doesn’t care about or for what the meeting is about. In strong cultures this behavior is nipped in the bud, but in a dysfunctional environment this can be seen throughout the workplace.

    Narcissistic: When management (individual or as a whole) is obsessed with their individual success, it is a huge red flag. To lead, management must serve those on the front line. Upon driving performance, management will get their due recognition. However, when the sole purpose is to feed the ego and support the growth of management you can count on rampant dysfunction and less then desirable results.

    Non-Committal: Strategy of the week, the day or the hour? It is a terrible feeling for an employee to feel like their direction is changing faster than the weather in Chicago. While change can be adapted more rapidly in a stronger culture, in a weak or dysfunctional culture the fragile nature of the employees can be broken by even positive change.

    Turn-Over: Are you seeing a revolving door of people coming and going? This is a really bad sign and something that needs to be quickly rectified. If employees are leaving, whether by choice or not, then you can be fairly certain that management is dysfunctional. Hiring is never an exact science and the elimination of low performers is important. However, companies with high turn-over are often seeing this due to weak culture and poor leadership. The rapid change of people is a Band-Aid by management to cover up for a much bigger problem which they can find in the mirror.

    Division: When members of the management team intentionally or even unintentionally drive division between members of teams or functions you are staring dysfunction in the eye. Even though companies are generally divided into cross functions to cover the various areas of operations, synergy is still the great whole rather than the sum of its parts. Creating division within teams is often done with negative intent and may be used to cover up larger problems and to protect agendas which never yields improved performance.

    Politics: Interoffice politics are like the plague for businesses. I refer to this sign as “exponentially dysfunctional management.” A management team or individual driven by political gain which can be a promotion, visibility or other may be the absolute worst. When it becomes obvious that management is acting on an agenda that isn’t in the best interest of meeting its goals/mission then you have a big problem.

    (Mis)Communication or Lack thereof: If the respective leaders of the organization do not know what is going on, you can be certain that the dysfunction has spread to the core of the operation. When the leadership team stops speaking and communicating to one another or they are trying to collect information from the rank and file it is time to worry. Strong leadership teams communicate early and often. They understand important messaging and they know what and when to share. When leadership teams become out of sync due to dysfunction you will see massive breakdowns in communication that start at the top and radiate to the bones of the company.

    Addressing The Issue

    For business owners and employers: If you are seeing these behaviors throughout your organization then you need to quickly grab a hold of the problem and address it heads on. These problems will almost never rectify themselves, and as I mentioned they will tend to spread like disease until they kill the business either literally or metaphorically.

    Every business deals with small cultural challenges from time to time. These can be brought on by a plethora of reasons. However, allowing them to fester within the company is highly problematic.

    While the biggest culprits of these transgressions are probably not reading this and certainly not doing anything about their organizational problems. There are always those in high places that seek to be the agent of change. To change dysfunction you must seek it out, address it, and eliminate it. Sometimes that means hard decisions like eliminating managers who have perpetuated this even if they were once very effective.

    One guaranteed way not to improve the situation is to think it will take care of itself.

    For employees: These should serve as warning signs that your position and organization is in bad shape. Great companies rarely have great dysfunction. While changing positions is not always an option, I do highly recommend an attempt to address the problem with leadership (if possible) and to otherwise have a backup plan. Working within a dysfunctional environment is a surefire way to stunt your professional development and limit your opportunities moving forward.

  8. 10 Reasons Why Your Employees Hate You

    Employees Value Effective Management Practices

    By Susan M. Heathfield
    Human Resources Expert

    In the world of employees, a good boss is differentiated from a bad boss by the way the boss makes the employees feel. They also assess the boss based on his or her contribution – or lack thereof – to their ability to get their jobs done successfully.

    Employees tolerate a lot of bad boss behavior. Many bosses are untrained, uncaring, and not held accountable for their actions and interaction with employees. Some were promoted to jobs above their competence to perform. Bad management practices weigh heavily in whether your employees hate you.

    If any of these practices spell out your actions and behaviors as a manager, it is true. Your employees probably hate you. Oh, they may like you as a person and hate you as a boss, but that’s treading on a narrow line. If you bungle management long enough, or badly enough, they will hate you as a person, too.

    • You Don’t Know What You’re Doing
    Are you competent at your job? This is the first consideration when your employees look at your work. Do you provide them with the leadership they need to succeed? Are you leading and managing in a way that makes your employees know that you know what is going on in the organization.

    They have to be able to see that your department’s goals are part of something bigger and that they help move the something bigger forward. The worst manifestation of not knowing what you’re doing is to give employees the wrong information and then lie when confronted with the truth.

    You also demonstrate incompetence when you present information that is wrong or you interpret the numbers incorrectly when talking or presenting to your reporting staff. They will always catch you out when you don’t tell the truth, pretend to know what you don’t know, or withhold information that made them fail. And, they will hate you.

    • You Treat Them Disrespectfully
    When you demonstrate a lack of respect for employees, you injure their feelings, their self-confidence, and their self-esteem. Furthermore, if you treat them disrespectfully, you will never garner their respect in return. Employees are feelings-oriented people who are like radar machines scoping out the work environment.

    When you talk over them, belittle their ideas, ignore their input, and criticize them unfairly, they feel disrespected. Calling last minute meetings with no regard for their prior commitments, refusing to okay vacation time use that was appropriately requested, and failing to commit needed resources in a timely manner are hallmarks of disrespectful behavior. Employees know when they are not respected and they will hate you.

    • Work Is All About You
    Are you the center of the employees’ world? Everything starts with you and ends with you? Do you formulate expectations for employees based on whether their outcomes will make you look good? Worst, do you chastise employees for errors or unmet goals because they made you look bad? When everything is all about the manager, employees know and they hate you.

    • You’re a Blockhead or a Jerk
    Insert negative name of choice. Take your pick. Are you unreasonable, selfish, manipulative, or stupid in your behavior toward your reporting staff? A prima donna that requires their attention and approbation – constantly? Do you think about their feelings or the impact of your decisions on their work? Do you tell tales about one employee to his or her colleagues in your department?

    Do you play one employee against another by offering a prize for the best project? Think about a time when you thought of another individual as a jerk? Was he or she a lot like you? If so, you know why your employees hate you.

    • You Over Manage Good Employees
    Even earnest managers can make an incorrect assessment about how much managing an employee needs. When you trust your employees and let them figure out how to accomplish their job, you call forth their significant contributions. If you micromanage and nitpick their ideas and work, you will never tap into their discretionary energy or the best they have to offer.

    Sure, new employees, employees in training, and employees who change jobs or acquire new responsibilities need more guidance. But, if you don’t watch your need to guide them lessen over time, you are the problem. Micromanage good employees and they will hate you – or run away as far as possible as quickly as they can.

    • You Don’t Know What They Are Doing
    You don’t have to know how to do every employee’s job to be a good manager. But, you have to understand enough about their work to guide them. You need to communicate with the employee often enough to know how he is progressing and what challenges he experiences.

    If you make decisions about his work, you must know more than the minimum about the project or job. If you tell him what to do or how to do it, which is not recommended, you better know more than the employee does, or he will hate you.

    • You Don’t Act As If They Have a Life
    You don’t need to know everything about the lives of your reporting staff, but you need to act as if they have lives. Asking employees to work late, work more, and assigning more work than they can do will stress out the employees. They want to do well at work, but they also have myriad responsibilities with home, family, friends, volunteering, sports events, and so much more. Offering some flexibility and understanding will earn their respect.

    In fact, the youngest generation of employees, unlike their older coworkers, demands flexibility and free time to pursue all of their other interests. Put barriers in their way and you will find yourself without an employee. And, who you lose will be your most skilled, highly valued employees who have the skill set necessary to network and leave. If you make them feel guilty, object to what they need to do, or act as if you are put out every time they pursue their other priorities, your employees will hate you – and the best will leave.

    • You Don’t Give them Credit When Credit Is Due
    Employees enjoy recognition and credit for their accomplishments. They like having coworkers praise their work and think highly of them. Where managers mess up in this arena is by taking credit for their employees’ ideas and accomplishments. Not mentioning that the idea was Mary’s is the fatal omission a manager makes. You may think that you are currying favor from upper management, but your employees will find out.

    A senior manager will mention your idea in an employee meeting and everyone will know it wasn’t your idea. You’ll get credit for a job well done – and the job was done by your reporting staff – but no one recognizes the team – which employees know means that you didn’t. Your employees won’t trust you and, when this happens repeatedly, they will hate you.

    • You Don’t Have Their Backs
    When you throw your employees under the bus, you will not recover. The minute an employee knows that, rather than supporting her and offering reasons why a project or timeline may have failed, you blamed her, it’s all over. Even if you are disappointed in the employee’s performance, you publicly blame them to your shame. Rather than earning the approbation of senior managers, you will be known as the manager who throws employees under the bus. And, those employees will hate you.

    • You’re a Bully
    Bullies reside in boss’s clothing more often than you’d ever think possible. In fact, bully behavior is one of the bad boss indicators that is shared on this site most frequently. Bully behavior encompasses bosses who yell and cuss at employees, physically intimidate employees by physical proximity, and block employees from getting away either from their desk or the room.

    Bullies intimidate employees with words, threaten employees and their jobs, and have even been known to throw objects at employees. Bullies belittle employees and chip away at an employee’s self-confidence and self-esteem with criticism, name calling, and ridicule. Bullies are condescending, demeaning, and cruel. It’s tough to describe bully behavior, but employees know when they are being bullied and they will hate you.

    All of these behaviors are unacceptable at work. Yet, they occur daily in workplaces worldwide. My best advice to an employee who is experiencing any of these behaviors? Get out of there. You do not need to spend your life or your career being subjected to behaviors like these. Begin your stealth job search now.

  9. DOES THIS SOUND FAMILIAR? This is what happens when CEO’s place the wrong person in jobs they are not qualified or suited for because of political reasons. This is total assurance that the organization will continue to implode.

    Consequences of Poor Human Resource Planning

    Human Resources (HR) Planning is integral to the efficient running and continued success of businesses, enterprises and even start-up companies. At times, many corporations and business owners due to circumstances, certain business factors or extraneous issues have a badly mismanaged top management tier and inconsequential HR departments. The resultant poor human resource planning has an immediate and long-term impact on organizational functioning, employee recruitment and management policies and corporate profitability.

    Poor HR Planning and Management

    An incompetent and poorly functioning human resources department reflects the overall state of affairs of an organization and its possible uncompetitive position in the marketplace. There is a disconnect between the HR department and the executive management leading to miscommunication, poor decision making on operational aspects and critical mistakes. Employee training and development programs are not properly budgeted for and hiring practices are skewed. Bad HR planning ensures that the HR assets of the organization are not aligned to organizational goals and objectives.

    Unmotivated Employees

    The indifferent attitude of top management and HR quickly filter across organizational levels and employee hierarchies. Work ethics get affected, there are personality conflicts and teamwork becomes non-existent. There is gross underutilization of skills and capabilities of experienced employees. Other talented professionals are not groomed in a generally negative working environment. Poor motivation and lack of incentives and recognition lead to poor performance and even production of poor quality of goods and services.

    Employee Demand-Supply Mismatch

    Recruiting and selecting employees is a continuous cycle. Based on business growth, expansion plans and requirements for specific projects and assignments, employees need to be hired. In a mismanaged organization, HR personnel with a lackadaisical attitude and lack of communication with departmental managers and supervisors are hard-pressed to address workforce requirements. Vacancies and job postings don’t get filled in time and key business functions and operations get affected–having a knock-on affect across the organization.

    Higher Staff Turnover

    Poor human resource planning begins to reflect on the corporate ethos of an organization. The working culture is affected and is generally negative. Performance reviews and performance appraisal systems are badly managed and employees uncertain about their immediate and future prospects. Employee safety practices and working conditions can be compromised at factories and manufacturing facilities. Poor working conditions force many workers to quit. Many other employees are also forced to leave the organization.

    Impact on Bottom Line

    A dysfunctional HR roadmap or ineffective HR management strategy has long-term consequences for an organization. It affects the performance of a business and the productivity levels of employees. Customer service on all fronts gets affected. The loss of customers and medium-term revenues is quite immediate. Over a period of time, the freefall leads to an impact on the bottom line of an organization.

  10. Blog Reader I still can’t see any property records on Sonya at http://www.clerk.org. but there sure are a lot of ugly court cases. After looking through some of them I am betting there must be a ton of POLICE REPORTS on Sonya to go with these cases. Wouldn’t it be a large dose of karma if those reports detailing Sonya’s wicked behavior were used the same way she and her hatchet lady Judy Anderson used the 15 year old Ford material.
    Guess Sonya never heard the one about people living in glass houses not throwing stones.
    If Green does not do the decent thing and put her privacy ahead of his mad desire to retain control of Council by taking her out of this race we are all going to see Sonya go into full meltdown mode when this becomes public.

    • If you check under Document Inquiry you will see the recorded deeds and mortgages for the name you put in the search box.

  11. This is what happens when a short term failure of a CEO gives an Assistant CEO who’s contract is running out and has done his dirty work a retirement linchpin job that they are not qualified or suited for. This kind of a political accommodation severely damages the entire organization. It amazing that our city officials will sacrifice the entire workforce and organizations health to accommodate one administrative crony.

  12. When you own property jointly both names are on the deed, Mrs. Laney put her business address on her financial reports, not her home address. If you look closely at all the records in her former name Stonitsch it says she divorced her former husband John in 1999. Look at her currents husbands records and he divorced his wife as well about the same time. It is said that they were involved while still married, and yet Sonya preaches about ethics, what a joke.

  13. Bob Pohlman has stated repeatedly that he is not in the tank for the Mayor, He has also stated he is supporting Sonya Laney. He has never told us why and I would like to know. What qualities, or experience or ideas cause him to support Laney over Ford. If he cannot offer a credible answer I will conclude he is towing the Mayor’s line now as he did while on Council.

  14. Hey I found some cheap labor for Mayor Green to excavate a few million extra cubic yards out of the reuse lake that he might have plans for.

  15. Mr. Pohlman, As a woman that was referenced as a goon by you , and thank you for your recognition by your apology on this blog, I am curious on your stance on Sonya. I understand you are butt hurt with Drew and the union situation. I am apathetic. Please…..Tell me why I should vote for her since she won’t speak out and tell me for herself. You seem to have motive. I would personally like to know Mr. Pohlman why?? If you don’t answer……I will expose the truth!!!!!

  16. Why would it be odd for her not to be on the deed?

    “It is said” Hawkeye, rumors? Do you really know?

    Come on guys! You are making things up as you go!

    • The source is a reliable one, why don’t you ask her if she and her current hubby got together while they were both still married. If a home is jointly owned by a married couple both names appear as owners on the deed and or mortgage, that’s probably why it would be odd to not be listed, but I am just guessing on that one.

  17. Sonya’s current husband was divorced in 1995 some 4 years before Sonya ….. so if there was any ‘involvement’ by a married person at the time of Sonya’s divorce it was by Sonya herself.
    While Sonya filed for divorce in 1999 she has never let it reach a conclusion. It is still ongoing 15 years later with the latest docket entry dated yesterday 09-22-2014
    Court records detail that proceeding as particularly bitter and depict Sonya not as the professional consensus builder her handlers are portraying but rather as a vengeful authoritarian incapable of reaching closure despite the toll it has taken on her family.
    Sonya is a bad news bear and we haven’t even gotten to the most revealing aspect of her behavior.

    • Thanks for sharing the info, I must have read it wrong, it does appear that she was married at the time. In any event they are both adults, the thing that bothers me is that she is always preaching about having integrity and being ethical.

    • Is this relevant to her running for City Council ?

      Sure as hell is, as it relates to character and integrity. Politics is a dirty game.

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