One notable issue at hand involved the allegations against Miss Cardi, which included claims of creating a toxic work environment, micromanagement, and inappropriate comments. The investigation was conducted by an external law firm, lending credibility to its findings. Miss Cardi was present at the meeting to address the allegations, firmly denying any misconduct and expressing her commitment to the city. She emphasized that her actions had been mischaracterized and maintained that she had always acted in the best interest of her team.

Despite these assertions, the commission was divided on how to proceed. There was a consensus that Miss Cardi should be afforded a 30-day period to address the deficiencies noted in the investigative report, as outlined in her employment contract. Commissioner Davis underscored the importance of adhering to the contractual obligations, emphasizing that the 30-day opportunity was non-negotiable. This “cure period” was seen as a chance for Miss Cardi to rectify the issues raised, while Chief Shaw was suggested to oversee operations during her absence.

The discussion also delved into procedural matters, with a focus on ensuring due process and transparency. Commissioner Campbell highlighted the need for clarity regarding the expectations during the cure period, advocating for a structured approach to address the grievances. The commission struggled with defining clear guidelines and actionable steps, a recurring theme throughout the meeting.

Wendelyn Asia proposed conducting an employee morale survey to identify underlying issues, while Alan Sheffield suggested that coaching and mentorship could aid Miss Cardi in her role. Pam Garris raised questions about the investigation’s integrity, emphasizing the necessity for a fair assessment before any employment decisions were made.

The commission was faced with the challenge of balancing accountability with the procedural requirements of Miss Cardi’s contract. Legal considerations were also scrutinized, with the city attorney confirming that some allegations could lead to termination. However, the provision for a 30-day cure period was reiterated as a new practice for city management contracts, highlighting the gravity of the situation.

As the meeting progressed, the commission debated the potential outcomes for Miss Cardi’s future. Some commissioners advocated for immediate restoration to her position, contingent upon addressing the issues raised in the investigation. Others emphasized the importance of a thorough and cautious approach, with Commissioner Jones questioning the prudence of extending her pay if termination was the likely outcome.

Ultimately, a comprehensive motion was proposed. These included enlisting a city manager coach, scheduling employee workshops to improve morale, and ensuring her continued certification efforts. A special meeting was scheduled for October 20th to further discuss these arrangements.