Author: Jason Guinasso
In small communities like Incline Village, public institutions often form the backbone of civic life. The people who staff these institutions are more than just employees—they’re our neighbors, fellow parents at school functions, and faces we recognize at the grocery store. Their dedication builds the fabric of our community.
This reality makes the recent settlement between my client, Shelia Leijon, and the Incline Village General Improvement District (IVGID) all the more significant. After 31 years of dedicated service as Parks & Recreation Director, Mrs. Leijon found herself in an untenable position that ultimately led to her resignation and subsequent complaint with the Nevada Government Employee-Management Relations Board.
The facts of the case illuminate an alarming pattern that should concern all Nevadans who care about good governance and employee rights. The evidence suggested that after Mrs. Leijon exercised her constitutionally protected right to sign a recall petition regarding certain IVGID trustees, she became the target of a systematic campaign of retaliation and hostility.
When Political Differences Become Personnel Issues
The case materials revealed a particularly troubling email from September 2023, in which a trustee explicitly stated she “would not be able to work with staff who signed the Recall Petition.” This statement strikes at the heart of our democratic values. Public employees do not surrender their civic rights when they accept government employment. Their right to participate in political processes—including recall efforts—is protected under Nevada law and the U.S. Constitution.
What followed this declaration of intent appears to have been a coordinated effort to pressure Mrs. Leijon out of her position: exclusion from meetings central to her department’s functions, manufactured allegations of policy violations that were later retracted when no evidence could be produced, and the startling revelation that “two trustees want you gone and one has made it personal.”
The settlement—which includes a $105,000 payment, commitments for favorable references, removal of negative personnel file entries, and mandatory board training on retaliation prohibitions—represents not just compensation for one employee, but an acknowledgment that the system failed.
Lessons for Public Entities
As both an attorney and observer of Nevada’s public institutions, I see several critical lessons emerging from this case:
1. Political neutrality in personnel matters is non-negotiable. While elected officials naturally have political viewpoints, those perspectives must never influence their treatment of public employees. Staff members have every right to support or oppose elected officials through legal democratic processes without fear of workplace consequences.
2. Clear boundaries between governance and management are essential. Board trustees and elected officials should establish policy and provide oversight, but micromanaging staff or targeting individuals they disagree with politically crosses a dangerous line. When trustees become involved in operational decisions about specific employees, the environment quickly becomes toxic.
3. Documentation matters. In Mrs. Leijon’s case, the paper trail of emails, meeting notes, and formal complaints proved invaluable in establishing the pattern of conduct. Public entities should ensure all adverse actions are properly documented and justifiable for legitimate business reasons.
4. Whistleblower and anti-retaliation protections need teeth. Nevada law prohibits retaliation against employees who exercise protected rights, but enforcement often depends on employees being willing and able to navigate complex legal processes. Many lack the resources to pursue justice when wronged.
A Path Forward for Public Employers
How can Nevada’s public entities prevent similar situations? I recommend several concrete steps:
First, implement comprehensive anti-retaliation policies that explicitly protect political activity. These policies should include clear reporting procedures, independent investigation protocols, and meaningful consequences for violations.
Second, provide regular training for both board members and management on the boundaries of their authority and the legal protections afforded to public employees. The mandatory training included in Mrs. Leijon’s settlement is a step in the right direction.
Third, establish ethics committees or ombudsman positions that give employees safe channels to report concerns about improper conduct by elected officials without fear of direct retaliation.
Fourth, create governance structures that separate personnel decisions from those with potential political motivations. Human resources professionals should have sufficient independence to resist improper influence from elected officials.
Fifth, develop a culture of respect for diverse viewpoints. Public institutions should model the democratic values they are meant to uphold, including tolerance for different political perspectives among staff.
The resolution of Mrs. Leijon’s case represents both justice for one individual and an opportunity for reflection for all Nevada’s public entities. When an employee with over three decades of service feels compelled to resign due to political retaliation, it signals a fundamental breakdown in governance.
As citizens, we deserve public institutions that respect the rights of their employees. As community members, we should demand that qualified professionals like Mrs. Leijon can serve our towns and counties without their careers being jeopardized by the political winds of the moment.
The settlement reached in this case is not merely the closing of one chapter, but a reminder that the principles of fair treatment, respect for constitutional rights, and proper governance are essential to maintaining public trust. When these principles are violated, we all lose the benefit of dedicated public servants who improve our communities daily.
See the press release related to this issue:
FORMER PARKS & RECREATION DIRECTOR REACHES SETTLEMENT WITH INCLINE VILLAGE GENERAL IMPROVEMENT DISTRICT
INCLINE VILLAGE, NV — June 27, 2025 — After filing a complaint with the Nevada Government Employee-Management Relations Board (EMRB), former Incline Village General Improvement District (IVGID) Parks & Recreation Director Shelia Leijon has reached a settlement with the District in her employment dispute case.
Following negotiations, Mrs. Leijon and IVGID have agreed to resolve the matter with a comprehensive settlement package that includes:
- A $105,000 payment to Mrs. Leijon
- A commitment from the District to provide favorable job references for Mrs. Leijon’s future employment opportunities
- Removal of any negative comments in her personnel file related to the allegations in the complaint
- Implementation of mandatory training for Board members on the District’s prohibited retaliation policy and the protections afforded to public employees under Nevada Revised Statute Chapter 288
- Mutual full releases between the parties
The settlement follows Mrs. Leijon’s complaint, which alleged constructive discharge and retaliation after her 31+ years of service to the District. She had served as the Director of Parks & Recreation until her resignation in May 2024.
“This settlement represents a significant acknowledgment of Mrs. Leijon’s concerns and her valuable contributions to the Incline Village community throughout her three-decade career. The agreement not only provides appropriate compensation but also includes important policy reforms that will benefit all District employees moving forward.”
Jason Guinasso, attorney for Mrs. Leijon
Mrs. Leijon expressed satisfaction with the resolution:
“After dedicating more than 31 years of my professional life to serving the Incline Village community, I’m pleased that we’ve reached a resolution that addresses the circumstances of my departure. I remain proud of the work accomplished during my tenure, including the development of innovative programs and facilities that will benefit community members for years to come.”
The mandatory training for Board members included in the settlement represents an important step toward ensuring proper governance and protecting employee rights within the District.
Both parties have agreed to move forward with mutual respect and consideration for the best interests of the Incline Village community.