
South Jersey family's pool project halted by state authorities for months after wetlands discovered on property
A family in Washington Township said they went through the proper channels before installing their pool, but have been ordered to stop the project by state environmental authorities. Now, nearly two years since they first started, they're out $150,000 and their backyard is still a construction site.
Jimmy Sacco and Donny Tomczak bought a brand-new house in 2023 on two acres of property and quickly started the process of turning their South Jersey backyard into paradise. They got the required land survey, passed the inspection, got the necessary permit from Washington Township, and started to design their backyard with a contractor.
Then, just as the project was nearing the end, Sacco said state authorities showed up at their doorstep to inspect their property.
Sacco and Tomczak said staff from the New Jersey Department of Environmental Protection sent them a Notice of Violation citing them for violating the Freshwater Wetlands Protection Act and Flood Hazard Area Control Act. The notice said, "All unauthorized activities should cease immediately," and advised them that they needed to apply for permits from the state before they could proceed.
Sacco said, "Then they went and told me that I'm not permitted to apply as individuals, we had to hire an environmental firm to represent us and do the application forms for us."
A firm, the couple said, cost $15,000 plus another $5,000 for the state permits, all of that before they even know if the DEP will approve their project and let them proceed or require them to rip it all out.
Sacco and Tomczak said the DEP found out about their project after someone reported it, but they said they were blindsided, especially because Washington Township gave them approval. CBS News Philadelphia reached out to Washington Township to find out why local inspectors didn't flag the wetlands on the property. A business administrator emailed saying, "The township has no comment at this time regarding this matter."
Environmental attorney Steve Miano said, "My guess is that the township just wasn't aware of it and issued the permit on a basic construction permit."
Miano said this scenario isn't all that uncommon, as the DEP often finds out about land they need to investigate from reports from the public.
In an email to CBS News Philadelphia, the New Jersey DEP said in part, "It is the property owner's responsibility to conduct their due diligence when disturbing land on their property. Additionally, municipal construction/zoning officials refer property owners to the department for a determination of jurisdiction. Municipalities vary in their requirements for department authorization prior to the issuance of local approvals."
Sacco said there was no mention of wetlands in the 65-page title report he received when he purchased the home. Since officials with Washington Township won't comment, it's unclear if the township knew about the wetlands and whether they were required to notify the state.
In the meantime, Sacco and Tomczak said they're drowning in bills related to this pool, including plumbing and electricity to keep it clean to avoid mosquitoes and infestations. They can't tarp it because the patio isn't complete. One of their small dogs broke a disc in its back when the dog fell into a trench left behind by the uncompleted worksite.
On the DEP website, it said, "Previously misunderstood as wastelands, wetlands are now being recognized for their vital ecological and socioeconomic contributions."
They protect drinking water by filtering out chemicals and soaking up rainwater, providing natural flood control.
Had Sacco and Tomczak known they'd have to shell out another $20,000+ on state permits, Tomczak said they would have scratched the project early on, but that thought never crossed their minds, especially because there are at least a dozen pools in their neighborhood and a man-made koi pond right next door.
"We bought the house because we loved the land, and it's the land that's making our lives complete hell," said Sacco.
Miano said homeowners can prevent a situation like this by going above and beyond to understand all the details of their property.
"If you're going to do a construction project like that, you should have somebody look at the property and tell you, I don't think there are wetlands here. I mean, it's an extra expense, but to do that upfront is a lot cheaper than having to do what these guys are now having to do," said Miano.
Hashtags

Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles
Yahoo
24 minutes ago
- Yahoo
Rory McIlroy lone omission from FedEx St. Jude commitment list
The field for next week's playoff opener in Memphis will have one fewer competitor than expected. Rory McIlroy will not play. The PGA Tour released Friday the commitment list for the FedEx St. Jude Championship, which is reserved for the top 70 players in points following the Wyndham Championship. McIlroy currently ranks second in the FedExCup, so he's mathematically clinched his position in the 30-man Tour Championship, let alone the 50-man BMW Championship. With McIlroy's omission, 69 players will compete at TPC Southwind starting on Thursday. There are no alternates for playoff events. The final few spots will be finalized after the Wyndham, with the expectation of a couple players moving in and out of the top 70. McIlroy finished second-to-last at last year's playoff opener in Memphis, which came after his T-3 the previous season. This will be the fourth notable tournament McIlroy has skipped this season, following signature events The Sentry, RBC Heritage and Memorial Tournament. Despite having not teed it up since The Open and logging just 14 starts this season, McIlroy is set to collect $10 million on Sunday evening, $6 million via the Comcast Business Tour Top 10 and another $4 million from the restructured FedExCup bonus payout.


Forbes
26 minutes ago
- Forbes
Reimagining A New Era Of Entrepreneurial Leadership In A Complex World
Leadership has long been defined by the notion that solitary figures, often at the top of hierarchies, possess the vision, charisma, and authority to carry their organizations forward. We've built companies, movements, and institutions on this image of the lone decision-maker. But as the world grows more interconnected and our challenges more complex, authoritative leadership is quickly revealing its limitations. Now more than ever, transformation is urgently needed from the old hero model to a new era of relational and entrepreneurial leadership, from authority to empowerment. The Old Model No Longer Works If you've paid attention to boardrooms, government offices, or your own workplace over the last decade, you may have sensed a growing restlessness. Geopolitical turmoil, systemic healthcare issues, and rapid technological advances all share something in common: they're too big, too nuanced, and too far-reaching to be solved by one person at the top. Scott Taylor, professor of organizational behavior, and the Arthur M. Blank Endowed Chair for Values-Based Leadership at The Blank School at Babson College, describes our era as 'one of extraordinary pressure, not because leaders are lazy or incompetent, but because we're asking individuals to perform the work of many. The classic hero-leader, who makes all the monumental decisions and steers the ship alone, simply isn't enough anymore.' Dr. Danna Greenberg, the Walter H. Carpenter Professor of Organizational Behavior, also of Babson, points out that, 'No one group, or leader can resolve today's healthcare or climate crises alone. The expertise needed is multidisciplinary and collective.' So how did we get stuck in such an old hero model? The seeds were sown in the 1980s, when leadership idols like Jack Welch dominated the business landscape. We endorsed larger-than-life personalities, and for a while, this focus on individual accomplishment delivered results. But over time, the cracks began to show. When turbulence hit, single-person leadership left organizations vulnerable, unable to adapt, disconnected from the power of diverse perspectives. What Makes Relational Leadership Different? The antidote to authoritative leadership is not to simply erase strong leaders, it's to redefine strength through connection, empathy, and shared accountability. Relational leadership values collaboration over command, inclusion over instruction, and collective growth over personal glory. It asks leaders to step out of the spotlight and nurture voices throughout the organization. Professor Taylor sums up the challenge, 'modern leadership isn't about putting people in a room and hoping for results. It's about cultivating trust, belonging, and mutual respect - real, measurable drivers of innovation and performance. Vulnerability, once perceived as a weakness, is now recognized as a critical ingredient for trust. Leaders who model transparency, admit missteps, and invite feedback show that it's safe for others to do the same.' But relational models aren't just about being nice. The science supports this shift. Research into organizational psychology and neuroscience confirms that positive, trust-based environments unlock higher levels of creativity, adaptability, and results. Why Add Entrepreneurial Thinking? While relational leadership builds the foundation, entrepreneurial leadership keeps organizations agile and responsive. Gone are the days when leaders could set rigid, top-down goals. Entrepreneurial leaders experiment, learn, and adapt alongside their teams. According to Greenberg, 'An entrepreneurial mindset is necessary precisely because the final destination is often unknown. It's about moving forward together, iterating, and learning from each action.' This approach cannot thrive in isolation. Entrepreneurial risk-taking and innovation are most successful in environments where teams can take chances, share lessons from failure, and collectively build better solutions. The High Cost of Outdated Systems Despite ample evidence supporting this shift, many organizations remain mired in highly standardized, authoritative systems that are unwilling to let go. As Greenberg observes, 'Performance management rewards personal achievements. We rarely reward collaboration or celebrate learning from mistakes. The result? Rigid structures, missed opportunities, and disengaged employees, talent wasted because the system values the box more than what's inside.' Organizations that embrace leadership development as a cornerstone of their culture are already seeing the benefits of this shift. Scott Kashman, President of Ascension St. Vincent's Riverside hospital, shares how their approach is transforming healthcare delivery: In today's complex healthcare environment, shaping a culture of ownership and opportunity is how we drive consistent, meaningful results. At Ascension St. Vincent's Riverside, we believe engaged, inspired, and supported leaders transform the way care is delivered.' Kashman highlights their innovative 'Lead Like a CEO' program, a 12-month high-performance leadership lab launched in July 2025. Created and guided by their Human Resources Business Partner, the program challenges leaders to grow through four key modules: vision, strategy, influence, and impact—culminating in a final capstone project. 'When we invest in the growth of our leaders, we expect that to be reflected in the consumer experience, clinical quality, and overall outcomes. Culture drives performance, and leadership sets the tone. By focusing on our leaders' professional development and personal well-being, our patients, colleagues, and communities benefit,' Kashman explains." Taylor recounts how a Fortune 50 company initially tried to fit their leader of patents into a traditional management role, overseeing others. When the leader resisted, preferring to focus on developing others' skills rather than handling performance management, the company made an unprecedented decision. They allowed him to continue his work in developing talent while assigning another manager to handle administrative duties. This unconventional approach not only retained the leader but also fostered the growth of others with his expertise, proving the value of flexibility in leadership. To move forward, leaders must conduct their own identity work. Ask the questions: Am I leading for myself, or to empower those around me? Where does my own leadership get in the way of team progress? Without this introspection, even the best structural reforms fall flat. Confronting Modern Challenges, Together Today's problems don't pause for outdated leadership models to catch up. We're living in a time where organizations must choose to cling to the myth of heroes or build cultures grounded in collaboration and shared ambition. Brad Lea, CEO of Lightspeed VT, social media influencer and expert in entrepreneurial leadership states, 'In today's fast-paced world, leadership isn't about having the big title, it's about taking ownership, getting your hands dirty, and turning obstacles into opportunities and creating more leaders. Your mindset is critical. You must see problems as opportunities and help others do the same." If you're ready to start, here are steps to consider relational and entrepreneurial leadership: 1. Recognize the Trap of Heroes Acknowledge that relying on one person, no matter how talented, to carry an organization invites risk, bottlenecks, and disengagement. Begin by asking how voices throughout your organization can contribute to decisions and innovation. Lea, provocatively states, 'If no one on your team pushes back, you're not leading, you're babysitting. A real leader builds an environment that challenges, strengthens and sharpens - not one that submits. And if you're always the one with the best answers, it's time to start asking better questions." 2. Build Trust, Not Just Teams Building a team is not enough; nurturing a culture of trust is essential. Encourage open dialogue, embrace diverse viewpoints, and treat vulnerability as a strength. 3. Reward Collaboration and Learning Redesign performance metrics to reflect more than just individual output. Empower and acknowledge the importance of joint achievements, creative risk-taking, and the lessons learned from missteps, not just personal wins. 4. Invest in Self and Collective Awareness Develop programs that help leaders and teams identify their values, aspirations, and areas for growth. When people are clear on who they are, they're better able to support and learn from others. 5. Cultivate Entrepreneurial Spirit Organization-Wide Encourage experimentation at every level. When onboarding new team members, actively invite them to question the way things are done and bring fresh perspectives. Adopt a learn as you go mindset for teams, where small failures are steppingstones towards bigger breakthroughs. 6. Make Empathy a Leadership Imperative Move beyond seeing team members as job titles or cogs in a machine. Take time to understand their stories, ambitions, and challenges. Use that insight to craft more meaningful roles and growth paths. Why This Transition Matters Now Skeptics may wonder: Does this shift drive results? All evidence points to yes. Organizations that embrace relational and entrepreneurial leadership report lower turnover, better engagement, and a stronger pipeline of future leaders. Perhaps most importantly, they become magnets for the rising generation of employees, for whom meaningful work, purpose, inclusion, and collaboration are prerequisites. Teams that share trust and accountability experience significant financial benefits. They make more innovative decisions, respond more quickly to crises, and build long-term momentum. Relational accountability isn't about avoiding responsibility—it's about expanding the circle of ownership so that everyone can rise together. The Urgency of Now Our collective future doesn't belong to lone heroes. It belongs to organizations willing to let go of the myth of authoritative leadership and step into the reality of shared, connected, and entrepreneurial growth. As Greenberg puts it, 'Leadership today is not about the title you hold, but the impact you make with your team.' The real question isn't whether we should evolve, it's how soon we are willing to start. In a world that won't wait for slow progress, the shift to relational and entrepreneurial leadership is more than a choice, it's an imperative. Leadership for the future means letting go of old stories so more of us can rise together.


Fox News
26 minutes ago
- Fox News
Economy still ‘roaring' despite Dems pouncing on ‘disappointing' unemployment data
'The Big Weekend Show' looks deeper into new economic reports and discusses President Donald Trump's economy.