Professional Documents
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Document 8 Palmer Nov. 15, 2006 PDF
Document 8 Palmer Nov. 15, 2006 PDF
Document 8 Palmer Nov. 15, 2006 PDF
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Registered Mail and E-mair to Susan.Mairer@psrrb+rtfp.gc.ca
Novembcr 15,2006
Susan J. Mailer
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I also still have other important concerns. One concern is that a prcrequisite for
employment with CSIS is a Top Secret security clearance, meaning if the Employer is
scrious about denying the reinststement of my Top Secret clearance, then re employmcnt
*'ith CSIS would not be possible, even if the PSLRB sides that my dismissalwis
wrongful and was actually camouflaged discipline for my voicing conccrn over criminal
activity that was condone by QR management.
These concrns over illegal tactics, was even provided by Mr. Roussy in his evidcnce,
he can no choice that it was so widely documented that he could only exclude primarl,
sourcs to date. The questions that necd to be answered by ttre Employer and possibly
for
the Security Intelligence Rcvicw committce (SIRC) arc: can the Employer prcvcnt
someone from obtaining a security clearance for no specific rcason ottrcr than wanting to
supprEss evidencc and prcscnting ttre casc? Should the Employer considercd any of x;1g
criminal allcgations to be untue without even investigating them, would this be cause to
deny a clearance? Sincc when someone in the history of Canadian sccurity clearance
program be considered only marginally reliablc/discrect and toyat to only have a Sccret
cleamnce rather then a Top Secrct clearance . Eitlrer you are reliable and loyal or you are
not.
The granting of sccurity clcarance levels is bascd on the necd to know principle, which
the Employer isclf conccdes that I would normally have access and a necd to know for
this case. These questions should help answcr how credible is the Employer's assertion
that I do not need or should not be givcn a Top Secrct clearance.
To recap this issue from a two-yar perspcctive, in Mr. Roussy's lcttcr dated Septcmber
26,2004 and during the prc-confcrcncc hcaring on september 30, 2004, Mr. Roussy
provided during this moeting that bottr hc and the Employer were invcstigating my
"allcgations" from thc agrecment of facts and that they would be in a position-to soon
advise the Board on its findings. During the pre-conference meeting on September 30,
2004, Mr. Roussy, on behalf ofthe Employer, provided security clcarance forms for Top
Secrct clearances for both mysclf and my lawyer at the time. These wcre scnt dircctly to
thc Employer the following day as rcquested.
In a follow-up letter in October 2004, Mr. Roussy stated that the Employer now bclieved
that it was no longer neoessary for neither my lawyer nor I, to have a security ctearance
for the hearing. Since October 2004, Mr. Roussy and the Employer rcfused on scveral
occasions to providc their findings of their internal invcstigation to cither the Board or
myselfi, cven to undermine my credibility. At the hcaring on Timeliness in Novernber
2005, Mr. Roussy argued that Section 20 ofthe CSIS Act sufficed in dealing with
criminal matters within CSIS, and that the Employer did not need to provide any internal
investigative reports to the PSLRB, as it deerned this to be irrelevant to my case . As well,
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tlc cannilae b saisfud tlut tlu conplalu
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irvolvcmenr, by refcrring.to-scctions
4l urd 42 0f the csIS Act. As
sccrim 1r (a) rris iedei,
,o oar. Roussy is arso
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the
oqlalnts for the rcqucsted evidence, the rpinstatement of my Top Secret'clearance and
& qroval for one for Mr. Duggan, Mr. Roussy's request for a closed hcaring on this
rdcr
uill
Ib
qpropiarc soursc of action would be best decided aftcr the Director's decision;
brra/cr rmtil thcn I rrquest fiat thc Employer be forthooming in at lcast providing all
rcgcsOa infornation up to thc Secret level. Furthennore, I rcquest that Mr- Duggan's
Eity
liimcly,
IIn
Pelmer
(st1)72s-26t3
(5t1r421-70nExt.249
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