This article highlights real accounts, not just from former or current residents, but also from past and present staff members. These are genuine, unembellished stories that expose the raw and pressing issues facing Independence House South Federal. I have yet to receive any comments from Rodriguez’s family, and I don’t think they fully grasp that you can run, but you can’t hide—eventually, the truth will come to light on a larger scale. They’ve had ample time to act proactively, not reactively, and they need to stop taking taxpayer money. Let’s not forget the role of Hispanic Democrats in this—yes, I’m making this political because it’s time for change. I believe that with the new Department of Justice director, Republicans will take a closer look at this situation, and it needs to end. If that’s what it takes to shut down this facility, then so be it. This article also addresses the PREA investigator who conducted an investigation in 2023. According to her, nothing was wrong with the house, and she claimed to have spoken with Sam’s employees, though I was present at the time and this didn’t happen. The question remains: Did she leave with a fat white envelope, or is she just incompetent in her job? Maybe it’s both
The Struggles of Residents: Safety, Sobriety, and Stability at Risk
The road to reintegration after incarceration is fraught with challenges, but for many, it is a path that leads to new opportunities for growth and redemption. Unfortunately, there are instances where the systems designed to help individuals on this journey fail them, leaving them feeling unsupported, frustrated, and at risk of further harm. This article explores the troubling issues faced by residents of halfway houses and those on home confinement, highlighting specific examples of neglect, retaliation, and systemic failures that impede progress and jeopardize rehabilitation.
My Story.
“My husband has been on home confinement without any issues—until now. He calls in as required, yet in the past month, his calls have failed to be logged on three separate occasions. What steps does he need to take to ensure proper logging? He is following all of his requirements, so we’re left wondering who is being logged when he calls. This is causing significant disruption in his life and extreme anxiety for me. After four years with no issues, it’s unacceptable that we’re now dealing with multiple incidents in such a short time. We simply ask that people do their jobs, as these errors are deeply affecting our lives.”
“You don’t know me, but I wanted to bring some important issues to your attention in the hope that they can be addressed without further retaliation. I currently reside at the 7Np federal halfway house in Denver, Colorado, and have experienced troubling incidents that I believe warrant further investigation. Recently, I filed a PREA (Prison Rape Elimination Act) complaint against a security staff member, Colby, due to several incidents. He once hugged me without my consent, followed me into my kitchen, looked me up and down, and said, “You’re looking good today, and I mean damn good.” Another resident also reported him for inappropriate comments, including referring to her child as looking like him and calling her “my love.” Following my complaint, I was the only one who had my phone confiscated and was later written up for engaging in inappropriate behavior with another resident. I acknowledge my mistake in that situation, but I was only issued the disciplinary report after requesting documentation regarding Colby’s conduct and the outcome of my PREA complaint. I was informed by Director Matthew Brandt that I would receive documentation but was ultimately denied access. Both Matt and Anastasia stated that Colby’s behavior was “staff misconduct” but did not follow PREA guidelines. I further requested that Colby not enter my room, as I live alone and do not feel safe around him. Matt told me, “I will not tell a staff member how to do their job, and he will come into your room.”. When I reported this behavior to my case manager, as well as Anastasia and Director Brandt, nothing happened. Whenever I request documentation, I seem to receive disciplinary action in response. Several past and current staff have advised me not to let Matthew “sweep my PREA complaint under the rug,” confirming that I have indeed faced retaliation. Additionally, there are ongoing issues with the facility, such as malfunctioning washers and dryers. Despite my emails to the Director, I have not received a response. I am also not granted the full two hours of travel time to and from work, which has been challenging. It seems that residents who follow the rules and fulfill their responsibilities face greater scrutiny, while others who frequently cause problems or engage in prohibited activities are catered to.”
“My boyfriend is currently staying. The lack of communication is extremely frustrating, whether for personal or professional matters. For instance, his case manager recently quit, but no one informed the residents assigned to her, leaving them in the dark about their case status. Additionally, matters are not handled in a timely or professional manner, which only adds to the challenges of their reentry process. It seems the staff could benefit from guidance on effectively managing a halfway house, especially when it comes to clear communication with residents.”
“Why is independence house punishing folks on home detention? “
“This email is a follow-up to my previous message sent within the last 24 hours, addressing an ongoing issue involving a security staff member, Chris. On the morning of November female room, I experienced an encounter that left me feeling very uncomfortable. While making coffee for work, Chris entered my room unannounced and attempted to pass behind me in the kitchen area. I politely requested that he use the living room route instead. His response was dismissive—he sighed loudly and questioned why I would make such a request. His close proximity behind me made me feel unsafe and unsure of what might happen. Chris’s dismissive attitude was unsettling. When I calmly asked him to leave the kitchen area, he responded in a way that felt intimidating and belittling, implying that I had no right to request his cooperation. His tone suggested an inappropriate level of authority and almost felt accusatory, as though I was being treated as a criminal rather than a resident. After I repeated my request, he eventually left, but not before turning to stare at me, again without any announcement. I want to stress the importance of staff announcing their presence when entering residents’ rooms, particularly male staff members, even during nighttime. Announcing can be done quietly and respectfully, and I have raised this concern before, yet the problem persists. Chris’s unprofessional conduct, including his unnecessary attempts at conversation, close proximity, and lack of attention to hygiene, has created an uncomfortable environment for me. I had a similar experience a few months ago with another male staff member, which left me feeling fearful and distressed. No resident should feel this way, and it’s troubling to encounter such behavior again. It is essential to establish clear guidelines for staff on the importance of announced entries and professional conduct, particularly during night hours, to prevent such incidents in the future. I hope that you will take this matter seriously and implement appropriate measures to ensure a safe environment for myself and other residents. I am available to discuss this further if needed and to provide any additional details.”
“They all think you are some type of criminal for your substance abuse problems, even after being clean of criminal records and spending some time with them. I NEVER GOT AN APOLOGY for their judgmental attitude”
“For those who don’t know, Independence House on South Federal is a halfway house where people recently released from incarceration are supposed to be building a new life in society. It is essentially a rundown, tenement-like building (think of a crackhouse). They pack five men or women into a single one-bedroom, 600-square-foot apartment that is utterly unfit for living. The conditions likely violate multiple safety and compliance codes, with crumbling safety rails, broken stairs, leaking air conditioners, moldy carpets, and makeshift fire suppression systems. The bathrooms are deteriorating, with filthy showers, sinks, and toilets, and I am certain black mold is widespread. Beyond the conditions, there seems to be no mission or intent to assist anyone in reintegration. Rather than helping, Independence House South Federal in Denver appears to work against its residents. There is no directive or operational organization; communication is poor, with no coordination. Staff at the security desk are often rude and lack understanding of their daily responsibilities, showing little respect for residents. The office manager operates with a power-trip mentality, exhibiting disdain for residents and showing no leadership qualities. Case managers, when available, do not fulfill their roles; they often seem jaded, judgmental, and largely incompetent, doing only the bare minimum and lacking an understanding of their responsibilities. Rebecca G. behaves unprofessionally, as if dealing with a middle schooler. Andrea G. is jaded, assuming dishonesty and manipulation from residents. Only Chris shows genuine care and handles his responsibilities competently. Adrian and, at times, Kat offer the only other rays of hope, listening to residents and treating cases fairly. However, do not expect real help from Independence House. The facility garners 20% of residents’ income, based on pre-tax gross earnings, effectively taking around 38 cents from every dollar. For this, residents live in deplorable conditions, while Independence House also receives government and state subsidies as a prison-selected rehabilitation facility contracted to the Bureau of Prisons (BOP). A simple calculation shows that a basic job at $15 an hour results in $480 taken each month per person. With five residents per room, that’s $2,400 monthly per room—or $60,000 for an estimated 25 rooms—spent on a facility resembling a mold-infested crackhouse. This place is supposed to help people get back on their feet financially and reintegrate them into society. Independence House should be a supportive environment for formerly incarcerated men and women. Instead, if you’re assigned to Independence House South Federal in Denver, expect a frustrating, uncomfortable, and chaotic experience. This facility lacks a clear mission, does the bare minimum for reintegration, and is a prime example of poor business management. It does little more than contribute to high recidivism rates and is in dire need of a full audit and complete overhaul.”
“I need to bring to your attention some serious concerns regarding my current case manager, A, as I fear her actions may inadvertently put me at risk of being returned to prison—not due to any non-compliance on my part, but because of her handling of my case. During my intake, my original case manager, clearly emphasized the importance of my continuing treatment, especially since my release was through the RDAP program. She reviewed all my special conditions, highlighting that aftercare was mandatory, and explained that failure to attend would result in non-compliance, which could lead to my return to prison for an additional 18 months. Unfortunately, A has not issued any passes for my treatment, making it impossible for me to attend my mandatory aftercare. When I brought this up, her response was simply, “You should just go,” but leaving the RRC without a pass would be considered escape from custody. I am following all rules and procedures, but without her support, I am unable to meet this critical requirement. Additionally, I’ve been placed on HOLD and am unable to attend work, putting my employment—and therefore my stability and ability to support my family—at risk. I am dedicated to staying sober, maintaining a healthy lifestyle, and being a positive role model for my children. Case Manager is lack of support is severely jeopardizing my efforts and making it nearly impossible for me to fulfill my obligations and goals. I am reaching out to request your assistance in addressing this matter. Perhaps A is not the best fit as my case manager, given these ongoing issues. I am fully committed to complying with BOP rules, but I am unsure of what else I can do to protect myself from the consequences of non-compliance through no fault of my own.”
“ I am writing to you in confidence, as we fear potential retaliation from the staff at Independence House South Federal. Many of us residents have experienced retaliation, both direct and indirect, and feel that these ongoing issues urgently need to be brought to the attention of the USPO, especially as most of us will transition to probation after our time here. A significant concern is the ongoing drug use within the facility. Many of us are dedicated to positive reentry and sobriety, yet we’re exposed to an environment that jeopardizes our progress. The case managers appear uncertain about effectively addressing and managing these issues with residents, which is contributing to an increasingly difficult and discouraging situation. We want to report these issues, but fear that filing grievances or contacting the Bureau of Prisons (BOP) could result in retaliation or even a return to custody. As recovering drug addicts, the presence of drugs here is a real threat to our recovery and rehabilitation. We are all committed to a healthy, drug-free life and are only asking for support from our case managers and the facility’s leadership. One specific issue we are facing is being forced to share a room with a resident who consistently violates facility rules, bringing methamphetamine and drug paraphernalia into our shared space. Her actions put all of us at risk of disciplinary action, such as 100 Incident Reports, which could result in being sent back to prison. She openly uses these substances, leaves paraphernalia in common areas, and is on the phone throughout the night. This affects our ability to rest, focus on our jobs, and maintain the clean, lawful lifestyle we are striving to achieve. We have reported this issue to staff members, yet no corrective action has been taken. We believe the best course of action would be to remove this individual from the facility, as her behavior is detrimental to the well-being and success of those of us who are working hard to follow the rules and make a fresh start. In this situation, we feel caught in an unjust cycle where rule-abiding residents face potential punishment, while those causing issues often seem to receive leniency. We simply ask for fair treatment and a supportive environment. Thank you for your time and attention to these urgent concerns. Any support you could provide would be deeply appreciated, as we are simply trying to create a stable, productive life for ourselves. “
“I will say that the job does give you good experience and it definitely is an entry level job. That’s it. Don’t get too comfortable because you will become bitter and jaded like the other employees who have been there too long. The owner of the company does not care about its employees. He only cares about money and will fire you, simply because he doesn’t like you. Training was minimal but was expected to know everything. the facility is disguisting and the environment is incredibly toxic. Just do yourself a favor and do not work at independence house. It’ll save you from stress and little support.” – former employee.
“Not a good place to work. Avoid working here. If you choose to work here keep your head down until you find other employment. The management is horrible and they do not train employees. Training for security consist of watching others work for 40 hours without explaining what they are doing and then they expect you to know how to handle everything. Asking for help will get you yelled at or you will receive attitude from upper management. If you are new you will get the worst shifts. Case Manager training will be watching the case manager supervisor for 40 hours then be left to carry case load with little help. Management will not back you up even when you express issues you may face with clients. You will risk losing your job over issues that do not involve you. Most of the staff is unprepared, unprofessional, and uneducated in this type of work. They will find a way to terminate employment if they do not like you, even if you are good at your job. Most of the employees are friends of friends and some were related to eachother. They do not pay well for what you will have to put up with. Your job will always be on the line. Has a horrible director who will not stand up for you when you need it. The owner does not care about problems and will not ever take the time to acknowledge you as an employee. Please dont make the mistake of accepting a position with the location on south federal in Denver.” – former employee.
“As an employee (security front desk) I seen first hand how case managers make jokes about their clients behind their back. Telling us to Target certain clients. For people that are supposed to be in a position of power and trust, they clearly take advantage of that position knowing that they are playing with people’s lives. I don’t understand how they are getting away with this. Somebody definitely needs to check this place!!!!”- former employee
“This company is not good at all all they do is hold people back from success and keep them locked up longer. The management is liars and only cares about them selfs”. – forme employee.
“They have no management. They all talk about their clients and make fun of them. It’s all a joke and they don’t want to improve. There is no structure, and they pick and choose who to make a priority. Clients deserve better. I wouldn’t even recommend this location for any treatment. Counselors literally copy and paste all there notes, but ask them about lunch and they are super concern about there meal. Just a horrible place to work at.”. – former employee.
“There is no stability. Prejudicial, narcissistic program director is only looking for people to agree with him. His managers are not even allowed to offer their opinions. Very high turnover.” – former employee.
“This job pays extremely well for how easy it is. The job itself is very manageable and easy to pick up on. Very simple stuff like filing, checking clients in, receiving payments. However the owner and the management here is the worst. For a treatment center filled with psychologists everyone there is extremely immature and completely incapable of handling a situation in a professional manner. Conflict is handled like children. Nobody respects one another. And if you get in trouble even for something you weren’t involved in, prepare to be threatened your job. If you are looking for a positive work environment avoid at all costs. If you’re looking for an easy job that pays well and you can ignore drama easily and keep your head down, try it out. But I would never recommend this place to anyone to work at. It is a terrible environment with tons of drama (I think because there is so little to actually do in the office that everyone has to do something with their time). The therapists working at this center for the most part are amazing. Most of them genuinely care and want to help improve the lives of the clients. The only thing that gets me through the day is how fast PTO accumulates you end up getting 3 weeks of PTO (for personal and sick days) plus paid holidays. The management here also doesn’t appreciate hard working employees. They let the ones who show up late every day and sit around get away with anything yet the ones who work get reprimanded for things that shouldn’t even be an issue. This place is so backwards in every way, avoid at all costs.” – former employee.
“I feel like management sets you up for failure. They rely on shift managers to train you, but they aren’t good at it, and lack proper communication skills. Very unprofessional environment. When upper management came in to check on the facility, they never asked how things were going, or if I had any issues/concerns. Further, I brought numerous things to their attention, and they never wanted to really discuss that stuff, or otherwise would deflect and make it about me, and try to point out areas where I need to improve. (Apparently, the standard is different if you actually have a psych degree and social services experience, and are not afraid to voice issues you encounter that are not helpful to clients, or staff alike.) Here are some of the things I observed working there: staff mocking religion; staff playing favorites with certain clientele; shift managers going in the back office to watch movies for hours; staff showing pornographic material to clients; staff popping in an hour late; paychecks not arriving on time (or lost); and a broken stool that just sat there for weeks, which I just thought was really disrespectful. I think the scariest part of working there was the fact that we had a client with HIV there, and I wasn’t informed about it. It’s hard to be on alert, and take necessary precautions, when you’re in the dark about someone carrying a deadly, communicable disease. Very unprofessional environment. Management needs to work on communication, being organized, and looking out for employees.” – former employee.
If I could give this place zero stars, I would. To anyone considering entry into this community correction facility, as well as to family members, judges, attorneys, and federal probation officers, here’s my warning: avoid this place at all costs. If you’re able to remain in prison and wait out a shorter sentence, do it. This is not a step forward—it’s a trap house, a drug den, and an absolute nightmare.
Anyone hoping to stay sober or keep their recovery intact will find this environment nearly impossible. The chances of relapse are high, and many residents leave here struggling with new addictions or even worse. Some have faced overdoses, and some lives have been tragically cut short. Case managers here seem more invested in power games than in supporting residents. Instead of offering guidance, they create roadblocks, making your life difficult, discouraging progress, and even driving some residents to despair. I’m calling on former and current residents to stand up. Advocate for yourself. Reach out to senators, the Department of Justice, and anyone who can make a difference. It’s time to push for the closure of this place and the establishment of a facility focused on real reentry support—one that gives everyone a fair chance, fosters consistency, and provides a safe, positive environment. Reentry should mean stability, safety, and encouragement, not fear and despair. Mistakes will happen, but residents are here to rebuild, not to be broken down. To those working at this house and engaging in unethical behavior—romantic relationships with residents, drug sales, and more—the ATF is already watching, and it’s time for this to end. This place has been targeted before, and it’s time for a real, lasting change.
https://fighttheunjust.com/2024/11/11/independence-house-south-federal-senator-robert-rodriguez-and-the-conflict-of-interest-in-colorados-criminal-justice-reform-unveiling-the-truth-behind-independence-house-and-the-flaws-in-c/
Independence House South Federal, Senator Robert Rodriguez, and the Conflict of Interest in Colorado’s Criminal Justice Reform: Unveiling the Truth Behind Independence House and the Flaws in Community Corrections. The Hostile Encounter: Shedding Light on Matthew Brandt’s Tactics. – former employee.
Prison Rape Elimination Act (PREA) Final Audit Report for Independence House Federal
From April and 2023.
- “The auditor selected employees to interview using the list of specialized staff provided. All specialized staff provided answers based on specific interview protocols for their position and responsibilities. The auditor interviewed eight (8) employees utilizing eight (8) protocols. The auditor interviewed the agency head, PC and PCM, and facility director. During interviews with specialized staff, the auditor learned that PREA investigations could be initiated in several ways, including mailing confidential letters out of the facility, written notes given to trusted staff, verbal reports, or third-party reporting. Additionally, any resident or staff member may write a note, letter, grievance, or other correspondence and place it in the locked “Director’s Box” outside the administrative area. Utilizing Covid-19 pandemic precautions, the auditor interviewed agency leadership, supervisory, and some specialized staff and volunteers (i.e., case managers) pre-onsite.
- Interviews with the facility director and PREA coordinator revealed that staffing patterns are reviewed annually and they ensure the staffing needs are met in compliance with the correct gender and shift per building on an ongoing basis. The auditor reviewed the facility staff schedule and determined that the staff-to-resident ratio is sufficient, which includes a male and female security staff on each shift. PAQ information indicated the staffing plan is predicated on 105 residents and the ADP is 85. Additionally, during the facility tour, the auditor observed numerous cameras in the facility used to detect and prevent sexual abuse and harassment. The auditor reviewed the facility’s 2022 and 2023 staffing plans and found them to be compliant with the intent of the standards. The auditor recommended amending its staffing plan to tailor it to the Community Confinement standards rather than the Prisons and Jails standards. The facility updated it staffing plan while the auditor was on site. Provision (b): In response to the PAQ, the facility reported no deviations from the staffing plan. The interview with the facility director revealed that supervisors and off-duty staff cover shifts to remain compliant if the facility is short-staffed. The facility documents deviations from the staffing plan on a Deviations from Staffing Plan log. Provision (c): At least once every year, the facility is required to review its staffing plan to see whether adjustments are needed in the plan itself, prevailing staffing patterns, the deployment of video monitoring systems and other monitoring technologies, or the allocation of facility/agency resources to commit to the staffing plan to ensure adequate staffing levels. An annual review of the staffing plan is conducted by facility executive staff with input from the agency PC. Interview with the PREA Coordinator indicated she is communicated with regarding the staffing pattern. “
Of course, I emailed PREA Investigator Julie Salmi, who I believe completely misrepresented this investigation. Her report is a fabrication, showing dishonesty and a lack of understanding. The question is, who paid her off? Who gave her the ‘fat envelope’ to make sure everything looked good on paper—Rodriguez, the senator, or maybe the 80-year-old father? Aiding and abetting, influencing a public servant, and conspiracy are all felonies. It doesn’t matter if you’re 80, 60, or 30; you will be prosecuted. I was present when this woman approved the investigation, but I can confidently say I did not speak with her, and I know for a fact she only spoke to one or two people. When she refers to the PREA house investigator, she’s talking about a ‘sexy Latina’—the same case manager who was fired for exposing herself on social media for money and attention. She wants everyone to know that walking a certain way and degrading herself is somehow acceptable. This same person was involved in asking questions about potential sexual harassment or assault at the house. I hope Julie Salmi realizes how foolish she looks now. She was played like a violin by a group of people who have no business running anything, let alone conducting serious investigations. Instead of sitting down and talking to the real residents and case managers to understand the actual issues, she chose not to look in the right places. She knows full well that this house is meant to be shut down. I emailed you, and now I’m wondering if you’ll respond, but if you don’t, I’ll take the 5th on this one, stay silent, and contact your supervisor. I will expose you and the outcome of this investigation, which was a total lie from start to finish.
For the sake of those who are working hard to re-enter society, it is imperative that we address the flaws in the systems of home confinement and halfway houses. The failures outlined in this article are not isolated incidents—they reflect a broader issue of neglect, retaliation, and mismanagement. If we are truly committed to reducing recidivism and giving people the opportunity to rebuild their lives, it is time to hold these facilities accountable and demand the support that residents so desperately need. Only then can we hope to create a system that truly works for the individuals it is meant to serve.
Disclaimer:
The content of this publication is based on personal observations, professional experiences, and publicly available information. All opinions expressed are solely those of the author and do not reflect the views of any affiliated institutions or organizations. This publication is intended for informational and educational purposes only and does not constitute legal advice. Any statements regarding individuals, agencies, or events are made in good faith and are supported by factual evidence or personal witness accounts. The author has taken reasonable steps to ensure accuracy, but makes no guarantees regarding completeness or future developments. Any resemblance to persons or situations beyond what is expressly stated is purely coincidental. If any party believes that any content is inaccurate or misrepresented, they are encouraged to contact the author for clarification or discussion.
If you or someone you know has been impacted by inadequate services from any community corrections organization in Colorado, whether at the state or federal level, please reach out to me. I would like to give you a platform to share your story and highlight your experiences.
Justice Unlocked. 
Leave a comment