The primary focus of the meeting was the contested severance pay for the former town manager, who had been on administrative leave. Special counsel Janica Simpson updated the council on the negotiation process, detailing that initial discussions had begun with a proposed two-week severance, which was countered by the manager’s attorney with a request for 16 weeks, inclusive of unpaid PTO. The town had responded with a counteroffer of 10 weeks.

Amidst these negotiations, a council member sought clarity on the waiver of a 30-day notice for dismissal without cause, confirming this was part of the town’s counteroffer. The council weighed the implications of terminating the manager with cause, which would necessitate establishing grounds such as misfeasance or nonfeasance, potentially leading to investigations and litigation.

Concerns were voiced about the financial and reputational costs associated with pursuing a termination with cause. One council member strongly opposed using taxpayer money for what they termed a “witch hunt,” advocating instead for a swift and amicable resolution. Others shared apprehensions, highlighting the need to resolve the matter with minimal disruption to both the town and the former manager.

Financial implications were a recurring theme, with discussions around the severance amounts—$55,000 for 10 weeks versus $73,000 for 16 weeks. The total potential financial impact, considering the ongoing contract and administrative leave, could reach approximately $103,820. Moreover, questions arose regarding the town manager’s adherence to an April 7th motion dictating communication protocols during administrative leave. A violation of this motion was confirmed, adding another layer to the negotiations and serving as a basis for potentially reducing the severance pay.

The council explored options to halt accruing costs during negotiations, with a member querying the special counsel for strategies to “stop the meter” on ongoing expenses. The special counsel expressed confidence in guiding the council but withheld specifics, emphasizing the importance of reaching an agreement swiftly, given the five-week duration of the administrative leave.

The council considered a motion to empower the acting town manager and special counsel to finalize an agreement if the counteroffer was accepted, thereby avoiding extended mediation. A proposed resolution involved terminating the employee’s contract without cause, effective at the end of the pay period.

Discussion ensued on whether to include specific language regarding the employee’s file status in the motion, with suggestions that mutual indemnification might be more feasible. The council aimed to conclude discussions efficiently, agreeing to a motion approving the 10-week severance offer, inclusive of paid administrative leave.

As the meeting wrapped up, attention briefly shifted to a forthcoming public meeting on a master transportation plan scheduled for June 30th, urging community engagement on important local issues. A motion to adjourn was seconded and accepted, bringing the session to a close.