The 05/08/17 Brooksville City Council meeting was a special meeting to hear from the four candidates seeking the Interim City Manager position. The council members selected Lyndon Bonner, with more than 20 years of both city and county managerial experience.
On 05/09/17, Brooksville Mayor Robert Battista offered the position to Bonner via email. He also sent a copy of the proposed employment contract, indicating that the negotiation would occur on 05/15/17. Bonner returned to the City Council with the proposed contract, and some changes and additions.
The public negotiation of these kinds of contracts is interesting, since everything must be discussed openly. Council members, attorneys, and the potential employee discuss the contract.
The first item discussed was the employment term, as no start date was entered on the form. The contract end date is scheduled for 11/15/17, unless the City Council is unable to hire a permanent City Manager by that time. Extensions are then written into the contract, as well as a severance package if a replacement is hired before the end of the contract date.
In the severance package is a salary equal to “x” number of weeks, paid time off which was accrued (since it is considered an earned benefit and cannot be withheld without cause). The salary is $1800 per week (gross), and would be paid every two weeks (biweekly). That’s $7,200 per month, before taxes and other deductions. Bonner would also be granted four weeks of vacation/sick leave for a six-month temporary contract.
Both Vice Mayor Betty Erhard and Council Member William Kemmerer disagreed with the provision of cost of living increase since the term or the contract was so short. Bonner would also not be required to become a resident of the city. He asked for a vehicle allowance of $750/month, since he will be driving 100 miles round trip daily to the city. If the contract should be extended to more than 12 months, he would be required to find a residence in Brooksville.
Kemmerer expressed concern about establishing “new policies from interim contracts.” One example given was to pay Bonner almost $700.25 per month in lieu of providing medical insurance, an option not granted to other city employees, in addition to paying into the Florida Retirement System for Bonner. This would bring the total of additional compensation to approximately $1,000 each month.
Bonner countered this objection by committing to adjust the salary so that it would be as “revenue neutral” as possible. But according to Kemmerer, the council members were essentially self-insured, using a “claim pool” and there was no way to determine how much was actually needed each year. A net-reimbursement would be acceptable to the council, however, provided Bonner showed proof of his monthly premium.
Erhard liked two options: take the city’s insurance, or don’t. With all that the city was offering already, and the generous compensation for the interim position, Erhard felt that was enough.
Four weeks of vacation (and Paid Time Off accrual) for a six-month contract were also items Kemmerer believed were a “little excessive”. As the number of items grew, Kemmerer reminded the council and Bonner of the city’s budget constraints, but looked for areas of compromise.
Council member Natalie Kahler was concerned about the four weeks of vacation, stating that though she appreciated what Bonner would do for the city, he was still a temporary employee. As for paying for Bonner’s professional development, Kahler agreed that his presence was essential at conferences and to represent the city, but paying for training was not.
Deciding a termination date for the contract also took time, as Bonner wanted to help get the city through the next budget. If a “permanent” city manager is hired before the end of the contract, then the severance package would apply. Kahler noted that the city was still paying the severance package for T. Jennene Norman-Vacha, the previous City Manager whose contract was not renewed.
Bonner recommended that the city begin the search for the permanent city manager now, and offered to help once he settles in. As he gets to know the city and what it needs, and as the council determines what it really wants in a city manager, they will be able to search effectively.
Jennifer Rey, of the Hogan Law firm which represents the city, reviewed the changes to the proposed contract:
- Effective date of the contract – 05/16/17
- Removal of a sentence advising that all background screens had to be completed prior to beginning work. (This was to ensure that Bonner could begin work immediately. Any negative screen would terminate the contract.)
- The contract will end 11/15/17.
- Base salary will be $1800 weekly. No cost of living increase will be given.
- Bonner will be eligible for medical insurance which he may accept or deny.
- One week of vacation will be given, but Bonner will accrue Paid Time Off.
- Bonner will not be required to live in Brooksville.
- The City will allow $750 per month for travel since Bonner will travel 100 miles round trip daily.
- The severance package will be four weeks of salary only.
- Bonner will be provided with technology which will allow him access to his desktop remotely.
- Finally, if Bonner should pass away prior to the end of the contract, all benefits end at that date.
Bonner requested two weeks of vacation rather than one week to fulfill previous commitments, which the Council agreed was reasonable.
Kemmerer proposed a motion to amend the contract and authorize Battista to sign the contract on 05/16/17 with Bonner. Kahler seconded the motion, which passed unanimously. Bonner agreed to meet to sign the contract following his walk-in drug screen the following day.