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Here’s The Scoop … What Benefits…Who Benefits?… Part 4 …

LBTS EMPLOYEES ZIP..ZILCH…ZERO /BALDWIN…COLON …CHA CHING….

Dear Readers … In part 4 of the Town Manager series this writer takes the “hood” off the difference between the “At Will” Employee contracts drawn up by former LBTS Town Manager Esther Colon and the contracts for the former Town Manager herself and for her predecessor and former boss Bob Baldwin ( and 1st version TM Colon contract collaborator ) who walked away with $150,989.06 & $176,371.47 respectively …

The Town employees we know of thus far, were “hoodwinked”… in this writer’s opinion …They were offered none of the benefits and severance they were entitled to under the 1988 Personnel Policy Manual and the Resolution to amend the manual in 1991!… According to the policy manual they were entitled to a percentage of the unused and accrued vacation/sick leave with a cap and per the 1991 Resolution #1161 …

“Section 1. The Personnel Policy shall be amended to read, any employee who retires, or is separated without cause or disability shall receive a severance equal to two weeks salary upon termination of their employment.”

The “At Will” Employment Agreements for former Asst. John Olinzock (along with his prev. agreement for Asst.TO the TM)..Town Clerk June White and former Fire Marshal Alex Stevenson all state the following…

“This Appointment may be terminated by unilaterally, at any time by the Town Manager, and need not reflect performance-related reason.

If this Appointment is terminated by unilateral action by the Town Manager, you shall be entitled to base salary earned through date off termination.”

But it appears quite a different story with the role she played for her former boss…She approved the payout that included according to Kathy O’Brien, Human Resource/Risk Mgr. $30,027.00 dollars in a July 29,2009 memo to Comms. the following……

“1) During Mr. Robert Baldwin’s leave of absence (ten weeks) to perform a consulting assignment, Mr Baldwin was compensated the following” ..it included dates 02/23/07-03/09/07- 03/23/07-04/06/07-04.20/07 for the total amt. stated above..(Bob Baldwin along with former Comms. have stated in writing and from the dais his 10 weeks was to be “unpaid”…He also received 480 SCK hrs/ 1,152.57 VAC hrs /GROSS $120,962.06 over the course of approx. 12 years of service…

Town Manager Colon as previously posted, walked away with 4 checks ….for one years severance…$160,541.94 and  537.41 VAC hrs. /729.35 SCK hrs/  377.52 COMP. hrs/  GROSS $126,911.49 …DEF COMP. $7,499.96…and more…

Fire Marshal Alex Stevenson not only received no severance or leave hrs. as he would have been entitled to by the Personnel Policy Manual, he received repeated attempts to stop him from getting unemployment benefits ..(prev. post)…as the Town Manager relentlessly appealed them all the way until this January…losing each time…

JohnO has spent a few weeks now without a job or pay which he will not be getting until the Commission reviews and signs off on the payout inquiry being made by the Interim Town Manager and Town Attorneys… Did he know he was cut off from what the manual offered to him at the time he signed on to any of his Employment Agreements?…Did he know when he signed the Ocampo Contract for the Town Manager in December 2009…or any others he may have signed for her as well?.. Did he know when he signed off for the 4 checks to go to his former boss despite being directed not to proceed by the Commission and the Town attorneys?…Did he know when he was terminated without cause and without pay?…

He and his fellow staff employees should have known what they were entitled to when they signed the Town Clerk’s Personnel Policy Manual, they were still “hoodwinked” by their former boss… and if by slim some chance they are finding out now …that while their former boss is sitting pretty with the big bucks they will most likely be collecting unemployment along with only their Employment Agreement base salary earned to termination only…they might just want to start talking…Hmmmm…

We are told the former Town Manager is now in receipt of a letter per her contract from the Commission concerning her termination stating an inquiry is being done and stating any overpayment issued which exceeds what she was entitled to will be expected to be promptly reimbursed to the Town.

Next…Part 5….

more to come…

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