ANNA MARIA – Former public works department employee Benzard Holland alleges he was subjected to a hostile work environment and discriminatory behavior at the city.
During the Aug. 22 city commission meeting, Anna Maria Mayor Dan Murphy addressed the allegations and the ensuing investigation.
“On July the 25th, I received a copy of a complaint regarding discrimination from an ex-employee. The ex-employee has alleged that he was discriminated against. I took that very seriously. I think each one of you commissioners was given this complaint. I wasn’t, but you were. A copy was sent to me by Commissioner (Mark) Short,” Murphy told the commission.
On July 25, Holland, a Black man, sent an email to all five city commissioners that said in part, “Dear city commissioners, I am writing to formally report the hostile work environment and discriminatory behavior I experienced during my employment with city of Anna Maria, which led to my resignation on 7/16/2024.
“My supervisor, Dean Jones, consistently subjected me and other employees to verbal abuse, including racial slurs and aggressive behavior. This created a toxic work environment that made it impossible for me to continue in my role,” Holland stated in his email.
Jones, who recently returned to the city staff after a two-year stint with the city of Bradenton, serves as the city’s general manager and oversees the building department and the public works department.
investigation of the workplace allegations. – Joe Hendricks | Sun
In his email, Holland stated he informed Public Works Manager Roosevelt Jones of a verbal altercation that allegedly occurred between himself and Dean Jones, but did not notify City Clerk LeAnne Addy, who also serves as the city’s human resources director.
“I loved my job and the task that I was performing at the city of Anna Maria; unfortunately, due to a toxic environment, I could not withstand anymore,” Holland stated in his email.
Holland asked the city to take the following immediate actions:
• “Investigate these allegations and take appropriate disciplinary measures;
• “Provide training on diversity, equity and inclusion to prevent future incidents; and
• “Ensure a safe and respectful work environment for all employees.”
Holland’s letter did not mention any potential legal action.
Upon receiving the complaint, Murphy contacted the Tampa-based Allen, Norton & Blue law firm seeking an independent labor attorney to investigate the allegations. Murphy said he asked the firm, which the city has used before, to conduct an independent investigation to determine if discriminatory or hostile workplace behavior occurred, the basis of the discriminatory or hostile behavior if such behavior occurred and what could be done about it.
Between Aug. 8-13, labor attorney and independent investigator Matt Stefany conducted interviews with former and current city employees at a neutral location not on city property.
Stefany hoped to provide Murphy and Short with his findings, final analysis and, if needed, corrective recommendations on Aug. 20, but he requested more time to conduct additional follow-up interviews. That meeting was rescheduled for Tuesday, Aug. 27.
“We’ll see where it goes from there,” Murphy said, noting the allegations may or may not be substantiated and disciplinary action may or may not be required.
Murphy said the city is also open to recommendations as to how curtail any workplace environment problems if such problems exist.
Short he was impressed with Stefany’s investigative approach and he noted Stefany was unencumbered by the city and allowed to conduct his investigation without any direct input from the mayor or anyone else associated with the city.
“This was a very independent process that was followed and continues to be followed,” Short said.
