In any serious nonprofit, especially one entrusted with supporting soldiers and bereaved families, leaders are expected to act with integrity, professionalism, and empathy. Yet the trajectory of Jenna Griffin within Friends of the Israel Defense Forces (FIDF) raises grave concerns about whether those values are being upheld.
According to a civil complaint filed in 2019 in Los Angeles County Superior Court by a former finance manager, Griffin orchestrated and sustained a campaign of workplace mistreatment. The complaint, filed under penalty of perjury, alleges unlawful discrimination, harassment, retaliation, failure to accommodate, and intentional infliction of emotional distress.
The plaintiff, a dedicated employee from 2012 to 2019, requested intermittent leave in 2018 to care for her husband, who was battling cancer and later Parkinson’s. While HR granted the leave, Griffin allegedly reacted with hostility. The complaint states that "Griffin instructed Plaintiff to schedule as many medical appointments as possible during early morning hours, Friday afternoons, or Federal holidays," and even told her to "arrange her friends to take her husband to his medical appointments, instead of Plaintiff." The plaintiff found the comment "offensive" and "dehumanizing."
Later, when she injured her back during a fundraising setup, Griffin dismissed the injury and insisted the plaintiff continue lifting heavy items. "Griffin told Plaintiff that if she could not lift heavy items, she was terminated from employment," the filing states. When the plaintiff pushed back and reported the incident to HR, she was reinstated, but only to face escalating retaliation.
The complaint details how Griffin "shunned and ignored Plaintiff and encouraged her co-workers to do the same," including instructing staff not to speak to her or even acknowledge her birthday. "Plaintiff was no longer informed of basic information she required to perform her job," the filing reads. She was denied "bonus days" others received, suffered physical illness from stress, and ultimately took medical leave. While on leave, Griffin allegedly violated HR protocol by assigning her tasks, interfering with her recovery. The plaintiff was eventually constructively terminated.
Despite this extensive record of alleged abuse, Griffin was not truly held accountable. She was promoted. After serving as Executive Director in Los Angeles from 2017 to 2023, she applied for the Vice President role but was initially rejected due to concerns about her leadership style and management performance, according to sources familiar with the decision. Roughly a year later, she was promoted to that very position. As of this writing, she remains Vice President, Western Region.
Making the situation even more troubling, sources indicate that FIDF hired consultant Diana Judovits—allegedly a friend of Board Chairman Morey Levovitz—to help coach Griffin. This special intervention is particularly strange given FIDF's recent history of swiftly terminating dozens of employees over the past five years, often with little explanation. That Griffin, despite serious misconduct allegations and internal concerns, received coaching instead of consequences underscores a culture of favoritism and protection for those within the inner circle.
Griffin’s ascent, in spite of legal complaints and internal alarm, points to a broken workplace culture at FIDF. It appears to be a culture where loyalty is rewarded over competence and employee well-being is treated as an afterthought. The organization’s tolerance for dysfunction and its willingness to elevate controversial figures suggest an insular leadership structure more focused on self-preservation than accountability. In such an environment, fear replaces transparency, turnover replaces trust, and the mission suffers in silence.
There are many dedicated and well-intentioned people working at FIDF who believe deeply in its mission and care profoundly about the soldiers they serve. They deserve the chance to thrive in a healthy, supportive, and professional environment. A workplace built on trust, not fear. On accountability, not favoritism. If FIDF is to truly fulfill its purpose, it must create a culture where good people are protected, valued, and empowered to do their best work. The mission demands it. So do those who serve it from within.
