A group of members recently circulated a letter making a series of inflammatory claims about Eastsound Water’s operations. Many of those claims – a combination of rumor and innuendo — are factually wrong. We owe it to the dedicated men and women who keep this utility running — and to our members — to respond with facts. Here they are.
| What Is Being Claimed | What Is Factually Accurate |
| Eastsound Water is in a labor crisis. | We are not in a labor crisis. Like water utilities across the country, recruitment is an ongoing challenge — especially when the utility is on an island, but we are making great headway. We have recently onboarded a new OIT and brought on a second new person to support office operations. Our existing staff is performing well and actively leveling up their skills under Operations Manager Ryan Wynn. Operations are running smoothly. |
| Five of 12 staff members left in less than six months. | EWUA has experienced some turnover, but our experience is that this is cyclical. We currently have 10 employees and are recruiting to fill the remaining open positions. Recent hires include Ryan Wynn (Operations Manager, 25-year industry veteran), Kevin Thacker (OIT), and Nick Johns (Billing and Membership). |
| Two of the most experienced operators have left, and we have no replacements on the horizon. | This is not true. EWUA has five certified operators actively covering all four water systems — Eastsound, Doe Bay, Olga, and Rosario. Kevin Thacker joined as OIT in March 2026 and is coming up to speed. Ryan Wynn was hired specifically to provide experienced leadership to the team, which should help our recruitment efforts. |
| One operator is running Rosario water and wastewater alone, 365 days a year, which puts the operation at risk. | This is not true. Five certified operators and one OIT collectively cover four water systems. Seth Davis continues part-time weekend support at Rosario through July 1, 2026. We continue to use supporting contractors to manage non-water maintenance needs. No single operator is working alone or unsupported. |
| Morale at Eastsound Water is at an all-time low. | Facts do not support this claim. We have taken concrete steps to improve the work environment: hiring an experienced Operations Manager to provide direct daily support to the team, negotiating a first-ever union contract that includes a formal grievance process, and working to ensure fair compensation. Staff are engaged and developing their skills. We take workplace culture seriously and continue to invest in it. |
| The organization has no reporting structure. The GM is the only one running the show. | This is not true. Ryan Wynn was hired as Operations Manager to provide direct, day-to-day supervision of the operator team. He has served in this role for seven months. The union agreement also includes a new formal grievance process. |
| Eastsound Water fails to compensate staff fairly, especially in paying staff members for being ‘on call.” | This is not accurate. Washington State Labor & Industries investigated this claim and its investigator has concluded it is without merit. As part of our ongoing union negotiations, we have taken additional steps to define the on-call role and the compensation structure more clearly. |
| Eastsound Water is the target of a long list of L&I charges and is paying large fines. | L&I plays an important role in safeguarding worksites and protecting employee rights, a mission we support. Over the past few years, we have had five significant L&I investigations. Three were settled or are being settled through productive engagement. One has been recommended for dismissal, with L&I ruling in our favor. One remains in process. The volume of investigations does not constitute an indictment of Eastsound Water’s operations. |
| People are calling the Department of Health because they are concerned about the water systems. | Our water systems are operating smoothly and continuing to provide safe drinking water to all members. We are aware that contacting the Department of Health can be used as a pressure tactic by those who want to be disruptive. There is no operational basis for these calls and no cause for concern about the safety or reliability of our systems. |
| If nothing changes, Eastsound operators will all walk out. | This is speculation, not fact. While an employer cannot guarantee that any employee will stay indefinitely, we can create the best possible workplace. We have made concrete, documented improvements: adding experienced operational leadership, negotiating a first union contract that includes a formal grievance process and a modified standby wage program, and continuing to invest in our team’s workplace environment and their development. Our operators are working well, and we intend to keep it that way. |
| Eastsound’s General Manager is guilty of financial mismanagement. | These allegations were thoroughly investigated by the Board of Directors when they were first raised a year ago. The Board conducted an extensive review of every aspect of Eastsound Water’s finances, including a specific review of the General Manager’s conduct. That review found no evidence of financial wrongdoing — none. The current allegations recycle claims that have already been examined and found to be without merit. |
Some have suggested that EWUA faces a serious, unresolved pattern of labor violations. That’s not accurate. EWUA navigated five L&I matters over the past year — a mix of safety reviews, a workplace injury claim, a retaliation complaint, and a wage dispute. In every case, EWUA engaged directly and cooperated fully, and either resolved the matter or achieved a favorable outcome. The number of complaints directed at Eastsound Water and the amount of the fines are entirely consistent with an organization of this size and complexity. Here’s exactly where each one stands.
| Matter | Where Things Stand | Status |
| Flagging Safety | L&I reviewed EWUA’s flagging operations, safety meetings, and PPE practices. EWUA addressed every required abatement through staff training, updated procedures, and equipment purchases, then paid the associated penalty. L&I closed this matter in full. | CLOSED |
| Safety & Industrial Hygiene Review | A broader L&I review of safety practices and industrial hygiene conditions identified two tracks. EWUA fully corrected and paid all items in the safety track, which L&I formally closed. The industrial hygiene track is substantially complete — improvements are already in place — and is pending final closure documentation from L&I. | NEARLY CLOSED |
| Workplace Injury Claim (Nov. 2025) | An employee filed a workplace injury claim in November 2025. EWUA recognizes it as legitimate and is handling it through standard workers’ compensation procedures. No one disputes the injury. The claim is moving through normal administrative channels. | IN PROCESS |
| Retaliation / Discrimination Claim | Following the injury claim, the same employee filed a complaint alleging retaliation tied to prior reporting and subsequent employer actions. L&I is reviewing whether Eastsound Water retaliated against the employee — a claim we strongly refute. EWUA is cooperating fully with L&I’s investigation. This matter is nearly resolved. | NEARLY CLOSED |
| Standby / On-Call Wage Claim | Three employees filed a wage complaint alleging unpaid compensation for standby and on-call time. The L&I investigator has reviewed the facts from both parties and recommended that the Department issue a Determination of Compliance, finding no wage violations. This is consistent with the fact that EWUA has always paid employees for active callout work, and employees have always been free to use on-call time for their own purposes. We are awaiting the official Determination Notice from the Department. The union contract now in negotiation includes a standby wage program, reflecting EWUA’s commitment to clear, fair compensation practices. | FAVORABLE INITIAL DECISION |