Thursday, January 16, 2014

“Mr. Manager”…..moving on


We’ll have more to say on this subject in an upcoming post, but we decided to pass along the ‘hard data’ we have on the subject right now, for those who like to study the subject.

First, there’s this article, from which the above photo is lifted.

Then there are these documents that pertain to his employment and his separation:

The severance agreement

and the original contract under which he was employed:

Having taken a pass through all three linked items, we’re left with only a few questions.  This passage in The Forecaster article would seem to suggest that Brown could end up with a severance payment amounting to a year’s salary along with some other ‘benefits.’ 

We couldn’t confirm that from the employment related documents, though we note that the term “accrued compensation time” seems to be totally unspecified, which suggests it is up to the ‘discretion’ of those involved.  Not that there’s ‘anything wrong with that,’ as the old Seinfeld show quip always said.

We did, however find two things of more than passing interest in these documents.  The first is the rather exhaustive listing of statutes and regulations cited in the severance agreement, which gives an alarming glimpse into the state of employment law, at least as far as we’re concerned.  

Unless you’re most concerned about full employment for labor attorneys, which is what seems to be the primary focus of these details.  We’re sure our local officers of the court, especially Johnny Protocols and Jacquie Piranha, hail this language as central to employment ‘justice.’

We were also uplifted by the language in the contract relating to “ESSENTIAL FUNCTIONS” of the Town Manager, to whit:

Ability to see well enough to do job requirements.

Ability to read, speak, and write in English.

Ability to hear well enough to do job requirements.

Ability to learn at fast rate.

Strong knowledge of English language and how to communicate using it.

Ability to work independently.

Ability to supervise.

Ability to hear well enough to use phone.

Ability to handle mentally and emotionally disruptive or disquieting influences.

Ability to arrange or deal with tasks in order of importance.

We don’t see how anyone, having read these essential qualifications for a Town Manager, could have any doubts in the least about who we might employ to fill this role in the future, or who we might have employed in the past.  These ultra-discerning terms were obviously written by experts in human relations, with the advice of those determined to protect the interests of town residents.

Add to this the fact that no matter what led to the decision to sever employment, the town will provide a glowing reference for Mr. Manager, and Mr. Manager will not disparage the town.  We are confident this is the ‘standard’ for such circumstances.

Which makes us all the more confident in the search process that is about to unfold to find a replacement.  We’ll surely be employing and paying expert consultants, who will no doubt scrupulously avoid being influenced by similar contrived references from other towns for the candidates they put before us for consideration.

Which reminds us of the ‘old’ Times Record Building, for some reason.

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