DEMOREST, Ga. – An independent investigation into the Demorest Police Department (DPD) uncovered a toxic work environment among civilian employees. The review focused on the office handling background checks and municipal court reports. The investigation was initiated after non-law-enforcement personnel reported favoritism and an unpleasant atmosphere.
Teacher’s pet, alleged touching, toxic environment
According to the administrative investigation report, the problems escalated in late 2025 when DPD Chief Casey Chastain promoted Rachel Blasberg from part-time to full-time and gave her additional duties. The report notes that four employees work in a small office and “some rarely so much as speak to certain others.” The investigator reported that even when forced to communicate for work, “the interactions are strained and few.”
Blasberg told Now Georgia that she could not comment on the situation and referred us to her lawyer. Now Georgia did, however, uncover an email from Blasberg to city officials that was able to shine some light on her separation from employment. The document calls into question whether she was terminated or voluntarily resigned. Blasberg’s attorney did not return calls for comment.
The investigation revealed that employees accused Chief Chastain of favoritism toward Blasberg, calling her the “teacher’s pet.” Some employees alleged physical interactions between the chief and Blasberg. Both Chastain and Blasberg were offended by the accusations. The investigator concluded that any physical encounters were innocuous and not sexual in nature. The root of the issue was identified as conflicts between individuals with very different personalities.
Now Georgia made several attempts to connect with Chief Chastain for a comment on the report and its findings, but were unsuccessful.
Interview notes with staff highlight the depth of the division. Assistant Chief James Minutello noted that tensions were high and questioned whether the atmosphere was “too fractured to fix.” One of the city employees involved, Amy Payne, stated that the office was a “toxic environment” and that she felt management did not care. Chief Chastain stated that he believed the issues stemmed from “personality differences” and that it did not affect the quality of their work.
Press Release vs. Reported Reality
Despite these significant internal conflicts, a press release issued by the City of Demorest softens the reality of the reported situation. City Manager Mark Musselwhite appeared to underplay the severity of the workplace issues in the release. The statement described the situation merely as “management challenges and interpersonal conflicts,” omitting the documented claims of a toxic environment, accusations of favoritism, and the complete breakdown in communication among staff members.
Musselwhite also included in the city’s press release that “The review did not involve the Department’s certified law enforcement officers, and no information was identified suggesting any concerns related to sworn personnel.” The claims of favoritism, physical touch, and management challenges were specifically directed at Chastain, a certified law enforcement officer.
City Manager Musselwhite’s press release closes with “For additional information, please contact Demorest City Manager Mark Musselwhite.” Now Georgia reached out via email, phone, and text. As of the time of this article’s release, he had yet to respond, other than to ask that we submit our questions in writing.
Recommendations
The investigation recommends decisive action from management. Suggestions included installing cubicles as a first step to reduce proximity, followed by team-building exercises. The investigator warned that “an environment where people dread going to work every day is a recipe for failure.”
A source tells Now Georgia that Musselwhite and Chastain are attending “some type of counseling sessions”. City expense records indicate that mediation was attended by other staff in 2025, but there are no current expense records reporting mediation or counseling this year.
Now Georgia called and emailed Demorest City Mayor Jerry Harkness for comment, but he has not responded to those requests.
More fallout
Following the investigation, former city employee Miranda Kemp was served with a disciplinary report by Chief Chastain, citing failures to complete assigned tasks and to maintain required procedures. The report specifically identifies late assignments; however, Kemp says, “some of these issues are directly related to the problems identified in the audit”. Kemp goes on to say that the disciplinary report was presented to her with no opportunity to respond or provide clarification. Clarification that included being off for vacations, a death in the family, and the very communication challenges employees report to the auditor.
Kemp’s 2025 evaluation describes her as a highly capable and dependable court clerk who generally exceeded expectations. She was praised for her job knowledge, accuracy, adaptability, communication, and ability to stay current with GCIC, court, and legal requirements. Her supervisor emphasized that she supports officers, the court, and the judge, often going above and beyond her assigned duties. The only lower-rated area was attendance/punctuality, though the review notes she still completes work from home, weekends, holidays, and vacations. Overall, Kemp was described as a true asset to the police department and court system.
Two days following the proposed discipline, Kemp resigned, citing the “recent events within the department”.
The hope now is that the unrest within the City of Demorest can be addressed honestly and eventually laid to rest. However, the gap between the city’s public statement and the details contained in the investigation leaves legitimate questions unanswered. Kemp’s resignation, coming just two days after proposed discipline, adds to those concerns and raises questions about whether the matter was fully and fairly resolved. Until city officials provide clearer answers, the public is left to wonder whether this was simply an internal personnel dispute or a sign of deeper management issues still needing attention.
