ANNA MARIA – During the Oct. 22 city commission meeting, Anna Maria Mayor Mark Short issued a statement regarding how city employees’ workplace complaints are investigated and acted upon.
Short’s statements came in the wake of statements City Planner Ashley Austin made during the Oct. 8 city commission meeting, and the four-page letter she handed the mayor and commissioners that day before addressing some of her workplace concerns.
Austin’s public comments and her accompanying letter addressed the complaints she and three other city employees submitted to the mayor in May. The complaints primarily addressed the workplace behavior of city clerk and human resources administrator Amber LaRowe and Code Enforcement Manager Tom Collins.
Collectively, the complaints referenced alleged workplace hostility, retaliation, favoritism, the disparate treatment of employees, the discussion of employee performance within hearing range of other employees, nepotism and possible sexual harassment.
The ensuing investigations conducted by the mayor and the city labor attorney resulted in LaRowe and Collins receiving written reprimands that required corrective action but allowed them to continue their employment with the city.
Austin’s Oct. 8 comments, and her accompanying letter, questioned the findings of the city investigations and the results of those investigations not being shared with those who filed the complaints.
Austin also referenced workplace comments vacation rental program administrator Ryan LaRowe allegedly made on Sept. 22 after the May complaints resurfaced in an email city employee Jeff Charles sent the mayor and other staff members that day. Charles’ email allegedly prompted a response from Ryan LaRowe (Amber LaRowe’s husband) that Austin considered to be potentially threatening – which prompted another city investigation.
Amber LaRowe tendered her resignation on Sept. 28. Ryan LaRowe and Tom Collins remain city employees.
MAYOR’S STATEMENT
During the Oct. 22 meeting, Short said, “I want to take a moment to address the concerns that have been raised regarding the city’s handling of employee complaints. First, I want to assure our employees and the public that the city takes these concerns very seriously. When complaints are brought to our attention, we have a responsibility to review them carefully, investigate as appropriate, and take whatever corrective action is warranted. We take that responsibility seriously.
“It’s also important to understand that personnel investigations and disciplinary decisions are handled by those responsible. Personnel matters are intended to be personal. Other employees are not necessarily informed of the details of an investigation, its findings or any corrective or disciplinary actions that may have been taken as a result. The fact that an employee is unaware of a particular action does not mean that no action was taken,” Short said.
“It is not appropriate to discuss or debate individual personnel matters, or make judgments about employees in a public meeting, or by sharing such information publicly. It’s unfortunate that some individuals feel differently about that.
“The city’s commitment is to treat all employees fairly, address legitimate concerns appropriately and maintain a workplace where everyone is treated with dignity and respect. That commitment has not changed,” Short said.
“I would like to also briefly discuss the investigation process, when done internally or with outside professional assistance. Information is gathered and individuals are interviewed, with the goal to properly evaluate the information presented and the statements made by individuals. When outside professional assistance is provided, the scope of that work is unencumbered by the city.
“An investigation identifies and determines the facts and findings that can be corroborated. Conclusions are based solely on those findings, and sometimes those conclusions are not the answer an individual may want to hear. An investigation scope does not include imagining things, nor does an investigation speculate on what-ifs,” Short said.
“Once complete, an investigation’s results and its conclusion stand and are not revisited unless subsequent substantive information is provided which could change the conclusions previously reached. There has been no subsequent substantive information provided to warrant any changes to the findings and decisions made on previous investigations performed,” Short said.
Short also addressed his past discussions with Holmes Beach Mayor Judy Titsworth regarding that city’s potential assistance with Anna Maria’s higher-level human resources matters, including assistance, when needed, with employee complaints.
“As you are aware, we began discussions with Holmes Beach regarding HR systems back in June shortly after complaints were filed. The draft interlocal (agreement) was in process of being finalized. This matter has been put on temporary hold – or on hold for now. The city has, however, initiated an investigation into options to outsource the HR function. I have three proposals sitting in my office. So, we’re in the initial stages of that, and more to come on that,” Short said.
When addressing the mayor and commissioners on Oct. 8, Austin questioned some of the changes made to the employee handbook under Amber LaRowe’s guidance.
“I’d like to assure the commission that any changes made to the city’s employee handbook, or any changes to city ordinances, requires this commission’s approval. While employees of the city are involved in drafting those changes, those changes are only made with the approval of this commission,” Short said.
Regarding Austin’s four-page letter, Short said, “Finally, I’d like to mention that the document that was presented to the commission two weeks ago has a couple of things that we are still in motion, and still in process of revealing. So, there’s still some loose ends related to that. And that is my comment,” Short said.
The city commissioners did not respond to the mayor’s statement.
Related coverage: Workplace concerns discussed at commission meeting
