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🚨 Watch: Berwick Leadership Meeting (Sept 3, 2025) 🚨
 

A one-hour meeting with the Town Manager (Arthur Capello) and Police Chief (Timothy Towne) was cut short after just 30 minutes — filled with deflection, retaliation, and stonewalling. The Chief refused to address false reports, mocked accountability, and even twisted my words about seeing my children.
 

I recorded the entire meeting. 🎥 Watch it here and decide for yourself if this is the leadership Berwick deserves

The Bigger Story Behind This Recording
 

This meeting was supposed to be a turning point. It was scheduled for one hour, with both the Town Manager and Chief agreeing in advance that it would be recorded for transparency. Instead, it ended 30 minutes early — after a series of deflections, dismissals, and refusals to answer direct questions.

The video shows a pattern that has been building for months:
 

  • Uncorrected false reports. Officers have filed reports containing statements that are demonstrably false. Even after audio evidence was provided, leadership refused to correct the record.
     

  • Broken commitments. Follow-up calls, promised meetings, and assurances from multiple officers were simply never honored.
     

  • Selective enforcement. No-trespass orders requested against me were blocked or scrutinized, while every no-trespass order against me was served without question — even when I flagged them as unlawful.
     

  • Retaliation and deflection. When I filed complaints, I was told that made the Chief “burdened” and unable to speak with me. Instead of addressing misconduct, leadership diverted the conversation to my personal life, including my children and mental health.
     

  • Dismissive or mocking conduct. On August 14, when I returned to the station after yet another ignored complaint, Sgt. Pilkington repeatedly drove away while I tried to speak, and mocked me by saying: “Oh, I’m so scared.”
     

This is why the recording matters: it captures the same behavior in real time. You’ll hear the Chief refuse to discuss inaccuracies in reports, declare issues “over” without review, and then suddenly offer to supervise visits with my children — only to twist my response into suggesting I don’t want to see them.
 

The pattern is clear: instead of accountability, Berwick leadership offers stonewalling, retaliation, and deflection. Instead of addressing evidence, they minimize, mock, or shift blame. And instead of ensuring the accuracy of their own records, they leave false statements uncorrected.
 

Below, you’ll find the full set of exhibits — emails, FOAA requests, complaints, summaries, and transcripts — that provide the documentary record of this pattern.

Exhibit A – Email Chain & Harassment Complaint Submission (Aug 9, 2025)

 

 


What this is
 

A full email chain documenting the submission of a formal harassment complaint to Berwick PD on August 9, 2025, including attached exhibits and a summary sheet. The emails involve Chief Timothy Towne, Detective Brendan Reil, Officer Edison Odess, Captain Jerry Locke, Town Manager Arthur Capello, Administrative Assistant Denise Dunn, and external oversight contacts such as the York County DA’s office and the Maine Child Welfare Ombudsman.

 

What it shows
 

  1. The complaint was filed properly and with exhibits. On Aug 9, a detailed harassment complaint packet was physically handed to Berwick PD and then circulated via email so that leadership and outside oversight had identical copies.
     

  2. Officer Odess’ mishandling. The officer who took the complaint, Odess, had previously failed to follow up on a promised call (Aug 2). During the Aug 9 interaction, he told Ryan he was instructed to “hand everything to Captain Locke” — the same captain who previously served an unlawful no-trespass order and admitted to “barely skimming” emails.
     

  3. Chief Towne’s broken promise. On July 31, Chief Towne promised in writing he would “for sure” meet with Ryan that week. By Aug 9, Odess admitted the Chief was away on vacation, with no meeting scheduled — directly contradicting the earlier promise.
     

  4. Town Manager & Chief sidestepping. When Ryan requested a joint meeting with both officials, Arthur Capello said he “could not join on the 19th,” and later stated he had “complete confidence in the Chief” meeting alone. This ignored the repeated, explicit request that both attend together.
     

  5. Delays and shifting responsibility. The back-and-forth shows a pattern: emails forwarded through Denise Dunn rather than direct responses, claims of junk mail or mistakes, and repeated refusal to schedule a joint meeting until at least September.
     

  6. Evidence of retaliation and bias. On Aug 21, Ryan wrote that while trying to file a harassment complaint, Officer Schiessler hung up on him. Days later, when he went to the station in person, Denise Dunn told him his difficulty seeing his children was his “perception” — and then claimed she had personally viewed evidence from the Feb 23, 2023 assault case, even denying he had been shot, despite medical documentation.
     

  7. Improper denial of FOAA rights. On Aug 22, when Ryan attempted to request records through a FOAA form, Denise Dunn refused to provide the form, saying he “already had everything” and that because he complained about the Chief, all requests must go through the Town Manager. This was captured on video and shows direct retaliation and obstruction of lawful access.
     

Why it matters
 

This exhibit proves that:
 

  • The harassment complaint was filed, but the department immediately rerouted it to individuals with conflicts (Locke, Dunn).
     

  • Chief Towne broke a written commitment to meet, reinforcing the pattern of false assurances.
     

  • The Town Manager and administrative staff inserted delays, deflections, and outright refusals rather than honoring lawful obligations.
     

  • Retaliation was blatant: denying FOAA forms, dismissing complaints, and improperly accessing sensitive evidence.
     

Together, this chain demonstrates that Berwick leadership not only failed to act on a harassment complaint but actively obstructed accountability, creating a paper trail of broken promises and retaliatory treatment.

Exhibit B – Email Chain: Unauthorized Service Signups & Ongoing Harassment (July–August 2025)



 

This exhibit documents a sustained harassment campaign involving fraudulent online service signups using my personal email address. The pattern is clear: someone repeatedly used my email to register for sexually explicit, humiliating, or mocking services — from dating and pornography sites to “therapy” programs and even organizations like the Church of Scientology.
 

Key Evidence & Timeline:
 

  • July 2, 2025 – I received confirmations for accounts I never created, including Squirt.org, Gay for Good, The Center, Gay Therapy Center, and CourseForParents.com. I immediately reported this to the Berwick Police Department and provided attachments of the signup confirmations.
     

  • July 4, 2025 – A new signup appeared on Squirt.org using the explicit username “babybitchboy”, a phrase directly tied to Marisol Guerrero, my ex-wife. In December 2021, after I served her with divorce papers, she repeatedly called me this same phrase in text messages — a unique insult only she has used against me. I supplied screenshots of those texts to the police, making it clear this was not a random choice.
     

  • Mid-July 2025 – Additional malicious signups included Fagabond (an LGBT travel site) and later MensGroup.com, where my name was registered as “Ryan cries” with the submitted note: “I need resources for emotional regulation skills.” These were not just random signups — they mocked both my disability and my ongoing fight for my children.
     

  • Late July 2025 – Harassment escalated with three more incidents in two days:
     

    1. Plastic Surgery SMS – I received a disturbing message requesting graphic photos of my body for “surgery” signups.
       

    2. Gaydar Signup – An unsolicited confirmation email from another sexual site.
       

    3. Scientology Signup – A submission in my name to the Church of Scientology.
       

  • August 26, 2025 – I was signed up under the alias “SadLilBaby” for the Center for Domestic Peace. The mocking nickname fits the ongoing pattern of ridicule and psychological harassment.
     

Connection to Prior Abuse
 

The insults (“babybitchboy,” “sadlilbaby,” “Ryan cries”) are not random. They directly mirror Marisol’s language and past attacks on me. Combined with the timing of new custody motions and CPS surveillance of my social media, this campaign appears coordinated to discredit me, provoke emotional distress, and undermine my credibility during active legal disputes.
 

Police Response
 

While Detective Brendan Reil acknowledged receipt of evidence and added reports to the case, systemic issues plagued the process:
 

  • Critical emails to Chief Towne bounced because his mailbox was “full” at the height of these complaints, preventing proper recordkeeping.
     

  • Other officers offered little engagement, with Captain Pilkington admitting he often “skims” my emails — undermining confidence in whether my documented evidence was ever being properly reviewed.
     

Why This Matters
 

This is not just spam. It’s targeted harassment that:
 

  • Weaponizes sexual orientation and disability to humiliate me.
     

  • Escalates in tandem with legal actions, showing coordination.
     

  • Reflects retaliation from both private actors (like Marisol) and state employees (OCFS staff like Chelcie Stewart and Christina Codere, who simultaneously monitored my social media while ignoring my formal reports).
     

The failure of Berwick PD to treat this as serious harassment — despite clear evidence and repeated updates — demonstrates neglect, selective engagement, and possible willful blindness to retaliation connected to broader custody and CPS conflicts.

Exhibit C – Email Chain: Meeting Scheduling & FOAA Record Accuracy Dispute (Aug 25, 2025)


 

What this is
 

An email exchange between Town Manager Arthur Capello, Chief Timothy Towne, and myself, confirming the Sept 3, 2025 meeting and addressing outstanding FOAA requests. It also contains my correction of a serious inaccuracy in Officer Edison Odess’ July 30 report.
 

What it shows
 

  1. Meeting scheduling confirmed. On Aug 25, Capello confirmed a one-hour meeting (Sept 3, 11:00–12:00) at Berwick PD, with both him and the Chief present. Importantly, Capello confirmed that recording would be allowed, and that he himself would record for transparency.
     

  2. FOAA obligations acknowledged. I reminded the Town Manager that multiple FOAA requests were due by Aug 29 under Maine’s five-day rule, including one I hand-delivered the same day. I noted that both Sanford and Biddeford PD had accepted my FOAA requests without incident, but Berwick PD staff created obstacles when I submitted mine.
     

  3. Chief’s report misrepresented my words.
     

    • Officer Odess’ July 30 narrative report states: “When Ryan contacted the AG’s office to make his complaint against DHHS, they sided with DHHS.” (highlighted in the image on page 7 of this exhibit).
       

    • This was false. What I actually said was that I had been submitting documented evidence to the AG’s office for months and received no acknowledgment or response. My concern was neglect, not that the AG had “sided” with anyone.
       

    • I explicitly explained this distinction to the Town Manager in writing on Aug 25, and even offered to provide my full audio recording of the Odess conversation to prove what I really said.
       

  4. The importance of accuracy. In my correction email, I explained why details matter: “It is the accumulation of false details that has cost me my children, and cost my children their father.” I highlighted that these inaccuracies are not trivial — they directly influence custody, credibility, and due process.
     

Why it matters
 

This exhibit captures in real time:
 

  • Town leadership acknowledging transparency (agreeing to a recorded meeting).
     

  • Evidence of FOAA obstruction compared to neighboring towns.
     

  • A clear, provable falsehood in a police report, and leadership being notified before the Sept 3 meeting.
     

  • The stakes of inaccuracy: small changes in wording accumulate into false narratives that damage my parental rights and credibility.
     

Despite raising this issue in writing and offering proof, the false language remained in the official record. And, as seen in the Sept 3 meeting recording, the Chief later refused to revisit these inaccuracies — declaring them “over.”

Exhibit D – FOAA Request: BPD Salaries & Disciplinary Records (Aug 22–27, 2025)

 

​

What this is
 

An official Freedom of Access Act (FOAA) request submitted on August 22, 2025, asking the Town of Berwick to provide payroll and disciplinary history records for all Berwick Police Department staff. The correspondence includes:
 

  • My initial FOAA request for salary and payroll records (2020–2025).
     

  • Town Manager Arthur Capello’s response acknowledging the request.
     

  • A follow-up on Aug 27 requesting disciplinary records for four key individuals: Kevin Ledoux, Sgt. Pilkington, Chief Towne, and Denise Dunn.
     

What it shows
 

  1. Scope of request. The FOAA asked for full transparency: names, titles, base pay, overtime, stipends/allowances, and annual salary history from 2020–present.
     

  2. Deadline for compliance. Under Maine FOAA law, the Town was required to respond by Aug 29, 2025 (five business days). The request explicitly noted this deadline.
     

  3. Town response. On Aug 27, Capello replied that he was “working on [the] FOIA request” and would have the information “next week,” pushing delivery past the statutory deadline.
     

  4. Expansion to disciplinary records. On Aug 27, I also requested all disciplinary actions, records, or findings for Ledoux, Pilkington, Towne, and Dunn, to ensure the Sept 3 meeting could be grounded in accurate personnel information.
     

Why it matters
 

  • Transparency tool. This FOAA was not just about salaries; it was about connecting public money with patterns of misconduct. Payroll data later confirmed that Sgt. Pilkington earned more than the Chief for three consecutive years, thanks to extraordinary overtime, raising questions about how his time is being used given his admitted failure to thoroughly review emails or properly investigate complaints.
     

  • Disciplinary oversight. Requesting discipline histories for Pilkington, Towne, and Dunn was essential, given their documented misconduct in other exhibits — from Pilkington mocking residents and serving unlawful no-trespass orders, to Dunn blocking FOAA forms and inserting herself into case evidence.
     

  • Deadline evasion. By saying records would come “next week,” the Town signaled its intent to delay compliance beyond the legal requirement. This continues a broader pattern of stonewalling and avoidance seen across multiple complaints.
     

The bigger picture
 

This exhibit demonstrates my effort to use lawful, documented channels to obtain transparency, and the Town’s resistance to meeting even basic statutory deadlines. It also directly ties to the salary spreadsheet (later provided), which revealed the overtime red flags now central to the public accountability conversation.

Exhibit E – Formal Complaint & Renewed No-Trespass Request (Aug 13, 2025)


 

What this is
 

An email sent on August 13, 2025 directly to Officer Steven Schiessler, with copies to Chief Towne, Town Manager Capello, Administrative Assistant Denise Dunn, and oversight agencies. It documents Officer Schiessler’s misconduct during a harassment complaint call on Aug 12, and formally renews my no-trespass request against Chelcie Stewart. Attachments include screenshots of text messages and a police report excerpt proving prior misrepresentation.
 

What it shows
 

  1. Improper handling of a complaint. On Aug 12, when I called dispatch to request an officer come to my home to take a harassment complaint, Schiessler instead called me, refused to come in person, refused to set another time, and ultimately hung up on me. When I called dispatch back, they promised another officer would come. No one ever did.
     

  2. Bias and selective enforcement. In his earlier police report, Schiessler wrote there was “never an incident” tied to my original no-trespass request concerning Chelcie Stewart. Exhibit attachments directly refute this, showing text screenshots where:
     

    • I explicitly set a boundary, requesting only written communication.
       

    • Stewart violated this by repeatedly showing up unannounced at my home.
       

    • These visits were not emergencies; they were to deliver paperwork or talk — exactly what I had said must be done in writing.
       

    Under Maine law, this constitutes an incident and justifies a no-trespass order.
     

  3. Double standard in enforcement. In my email I explained:
     

    • Every no-trespass order against me has been served “without hesitation,” even when unlawful.
       

    • But when I request one, the department applies heightened scrutiny, delays, or outright denies it.
       

    • Schiessler even contacted Christina Coderre (a person I sought protection from) and discussed my constitutionally protected social media advocacy with her — a blatant conflict of interest.
       

  4. Formal renewal. I renewed my no-trespass request against Stewart, stating: “The facts are clear, the violation is documented, and the standard has already been established by your own department’s actions when the request is made by anyone else.” I asked for written confirmation that this request would be acted upon without further delay.
     

Why it matters
 

  • Unequal treatment. This exhibit lays bare the selective enforcement: Berwick PD enforces no-trespass orders against me without question but scrutinizes, delays, or denies them when I request protection.
     

  • Misuse of authority. An officer dismissed documented evidence, refused to respond in person, and even shared my advocacy work with the very people I sought protection from.
     

  • Direct retaliation. My efforts to protect myself were twisted into further vulnerability — while unlawful no-trespass orders against me were enforced instantly.
     

This email is both a formal misconduct complaint against Officer Schiessler and a renewed request for equal enforcement of law. It demonstrates, in writing, the double standards and retaliation at the heart of my case.

Exhibit F – Transcript: Sept 3, 2025 Meeting

 

What this is
 

A full transcript of the Sept 3, 2025 meeting between myself, Chief Timothy Towne, and Town Manager Arthur Capello. The meeting was scheduled for one hour (11:00–12:00) but was cut short after ~30 minutes. It was recorded in full, and this transcript captures every exchange.
 

What it shows
 

  1. Early dismissal of evidence. When I presented a one-page timeline of dates, names, and missed commitments, both officials refused to address it directly. The Town Manager said he would “look at it later,” while the Chief flatly declared certain issues “over” without review.
     

  2. Retaliatory framing. The Chief told me that because I had filed a complaint about him, he was now “burdened” and “not able to talk” until it was resolved. He added, “Every time somebody talks to you, it becomes more and more and more involved,” framing my persistence as the problem instead of their broken promises.
     

  3. Minimization of my rights. The Chief compared my complaints to “six cases” he could be working on instead, asking if I was “happy” he was spending his time on me — implying my harassment and record-accuracy concerns did not merit equal attention.
     

  4. Weaponizing personal issues. The Chief shifted the discussion from police accountability to my custody and mental health, asking “Do you like seeing your kids, Mr. Michaels? … You need to get mental health evaluation. That’s the judgment.” This was irrelevant and deeply inappropriate in the context of a meeting about official misconduct.
     

  5. Refusal to correct false reports. When I asked why Officer Pilkington’s March 14 report falsely labeled me “not cooperative,” despite my recording showing the opposite, the Chief dismissed it: “I watched that audio and video and my officer, I would’ve written the exact same thing.”
     

  6. Last-minute diversion. Near the end, the Chief abruptly offered to personally supervise visits with my children — a subject not on the agenda. When I explained this was a “band-aid” and did not solve the systemic issues, both he and the Town Manager twisted my response into suggesting I didn’t want to see my children.
     

  7. Meeting terminated early. After this exchange, Capello declared the conversation was “going in circles” and unilaterally ended the meeting about 30 minutes early, promising only a vague written reply “in two weeks”.
     

Why it matters
 

  • Live evidence of the pattern. The transcript shows the exact same problems documented in priorexhibits: deflection, refusal to correct the record, retaliation, and personal attacks.
     

  • Abuse of power dynamics. Instead of accountability, the Chief and Town Manager diverted the conversation to unrelated issues, used my personal struggles against me, and ended the meeting prematurely.
     

  • Misrepresentation in real time. My clarification that visitation supervision was only a temporary “band-aid” was immediately twisted into “apparently you don’t want to see your kids” — showing how facts are distorted on the spot.
     

This transcript is the clearest single piece of evidence of how Berwick leadership treats residents who ask for accountability.

Exhibit G – Summary Pattern of Neglect & Retaliation (July–August 2025)


 

What this is
 

A four-page summary created in late August 2025 that compiles the sequence of events, officer interactions, broken promises, and retaliatory behavior by Berwick PD. It distills what had been happening across multiple complaints into a single timeline and pattern report.
 

What it shows
 

  1. Detective Reil (July 2–31): Initially responsive to a harassment complaint, adding evidence and contacting the DA. But after I requested a follow-up call on July 31, he never responded again.
     

  2. Officer Odess (July 30–Aug 25):
     

    • Filed a July 30 report falsely claiming I said “the AG sided with DHHS.”
       

    • On Aug 25, I obtained that report via FOAA, immediately corrected the record in writing, and offered my audio as proof.
       

    • Despite that, neither the Chief nor the Town Manager responded; the false record remains on file.
       

  3. Chief Towne (July 31–Aug 9): Promised in writing on July 31 to “for sure” meet by the end of the week, but by Aug 9 I was told he was on vacation instead.
     

  4. Officer Odess (Aug 2–9): Promised to call me back on Aug 2 but never did, even after I reminded him in person a week later.
     

  5. Officer Schissler (Aug 12–13): Hung up on me when I tried to file a harassment complaint by phone. Dispatch promised another officer, but no one ever came. On Aug 13, I filed a formal misconduct complaint against him, citing selective enforcement of no-trespass orders and his conflict of interest in discussing my social media with the person I was seeking protection from. As of Sept 3, no response had come from him, the Chief, or leadership.
     

  6. Officer Pilkington (Aug 14): When I went to the station to follow up, he dismissed me by saying he was “on a detail,” repeatedly drove away as I tried to speak, and mocked me when I warned that the department’s behavior could cost jobs, saying: “Oh, I’m so scared.”
     

  7. Context – March 14, 2025: Pilkington had earlier served me a Biddeford no-trespass order after admitting he “barely skims” my emails, including the one warning him the order was unlawful. He served it anyway, filed a nearly empty report labeling me “not cooperative,” and body-cam footage later confirmed his lack of investigation.
     

The pattern
 

  • Commitments from multiple officers and leadership were consistently broken.
     

  • Reports from Odess and Pilkington contained false or misleading details I could disprove with recordings.
     

  • When I calmly requested corrections, leadership ignored me entirely.
     

  • Treatment escalated from ignoring me to mocking and retaliatory behavior.
     

Why it matters
 

This exhibit lays out the cumulative evidence of neglect and retaliation. It shows a department where facts are dismissed, promises are meaningless, and residents who insist on accountability are treated with hostility. It also makes four reasonable requests:
 

  1. Written confirmation that my harassment complaint is filed and under review.
     

  2. A clear timeline and single point of contact for follow-up.
     

  3. Written assurance that retaliation and improper gatekeeping will cease.
     

  4. Correction of inaccurate records when proof is provided, so facts — not false statements — guide outcomes.

Exhibit H – Unasked Questions from Sept 3, 2025 Meeting


 

What this is
 

A 20-question list I prepared in advance of the Sept 3 meeting with Chief Towne and Town Manager Capello. These questions were designed to address the most pressing issues: the status of my harassment complaint, broken commitments, improper conduct, Officer Pilkington’s actions, selective enforcement of no-trespass orders, and the need for clear safeguards moving forward.
 

What it shows
 

  1. Complaint filing & follow-up. The first questions pressed for written confirmation that my harassment complaint was officially filed, who was responsible for reviewing it, and what the timeline was for that review. I also asked for a single point of contact to ensure accountability.
     

  2. Broken commitments. I asked why the Chief broke his written July 31 promise to meet me “for sure” by the end of that week, why Officer Odess never returned his promised call on Aug 2, and why Officer Schissler hung up on me on Aug 12 with no follow-up despite dispatch assurances.
     

  3. Improper conduct & retaliation. I asked why Administrative Assistant Denise Dunn had access to evidence from my Feb 23, 2023 incident and under what authority she commented on it. I also asked why she refused to provide me a FOAA form on Aug 22, telling me that because I had complained about the Chief, I now had to go through the Town Manager “for everything.” These questions went to the heart of retaliation and improper gatekeeping.
     

  4. Officer Pilkington’s actions. I asked why he admitted to “barely skimming” emails before serving me with an unlawful Biddeford DHHS no-trespass order on March 14, 2025; why he ignored my specific request to review its lawfulness; and why his report falsely described me as “not cooperative” despite body-cam and my own recordings showing the opposite.
     

  5. Selective enforcement of no-trespass orders. I asked why every order against me was enforced immediately, while my own legitimate requests were denied or undermined by officers contacting the very people I sought protection from. I pressed them to explain this double standard and to commit to equal enforcement moving forward.
     

  6. Closing commitments. Finally, I asked for written confirmation of outcomes from the meeting, a timeline for follow-up on my harassment complaint, and a written commitment that retaliation, stonewalling, and improper handling of my complaints would cease, and that I would be treated with the same respect and seriousness as any other resident.

     

Why it matters
 

This exhibit demonstrates that I entered the Sept 3 meeting with clear, direct, reasonable questions designed to resolve long-standing issues. Instead of answering, the Chief and Town Manager deflected, dismissed, and ended the meeting early. None of these 20 questions were addressed in full, meaning the most basic points of accountability — from confirming a complaint is on record to ensuring equal enforcement of the law — remain unanswered.
 

This list is proof that the Sept 3 meeting was not just unproductive; it was deliberately steered away from addressing the very issues Berwick leadership had been asked to resolve for months.

Exhibit I – FOAA Payroll Data: Berwick Police Department Salaries (2020–2024)


 

What this is
 

Payroll records for the Berwick Police Department, obtained through a FOAA request. The spreadsheet lists each employee’s base pay, overtime, stipends, and total annual compensation from 2020 through 2024.
 

What it shows
 

  1. Sgt. Jeffrey Pilkington consistently out-earned the Chief of Police.
     

    • 2022: Pilkington $120,583 vs. Chief Towne $114,268
       

    • 2023: Pilkington $115,386 vs. Chief Towne $107,359
       

    • 2024: Pilkington $121,710 vs. Chief Towne $115,346

      This was achieved by logging 660+ overtime hours per year, equivalent to 12+ extra hours every week.
       

  2. Detectives earning command-level salaries.
     

    • Detective Brendan Reil: $106,154 in 2024
       

    • Detective Steven Schissler: $102,588 in 2024

      These totals rival the Chief’s pay in a small-town department.
       

  3. Administrative staff at near-patrol pay.
     

    • Executive Admin Denise Dunn: $59,384 in 2024 — close to patrol officer compensation, despite her role being clerical.

      Dunn is the same staffer who refused to provide FOAA forms, claimed she “doesn’t have to” speak with me, and improperly accessed case evidence.
       

  4. Officer Edison Odess approaching $87k in 2024.

    Despite his salary level, Odess filed a report with demonstrably false statements and failed to correct it even after audio proof was offered.
     

Why it matters
 

  • Taxpayer accountability. Residents are funding six-figure salaries and inflated overtime for staff who openly dismiss citizen complaints, misrepresent facts, or mock accountability efforts.
     

  • Incentives misaligned with duty. A patrol sergeant making more than the Chief through excessive overtime raises red flags about oversight and workload distribution. Especially troubling when that same officer admits he “barely skims” emails and mislabels cooperative residents as “not cooperative.”
     

  • Misconduct tied to pay. The individuals making the most — Pilkington, Reil, Schissler, and Dunn — are the same ones appearing across exhibits for misconduct: ignoring follow-ups, hanging up on residents, blocking FOAA requests, and retaliating against complaints.
     

  • Pattern of reward without accountability. Instead of discipline or correction, these staff members are compensated at premium levels, showing the system rewards those who do less — or worse — when it comes to public service.
     

The bigger picture
 

This payroll data connects the dots: Berwick PD’s highest-paid employees are the same individuals most frequently documented in complaints of neglect, retaliation, and misconduct. It demonstrates that this is not just about poor service — it’s about public resources being used to reward misconduct while accountability is actively avoided.

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