Professional Documents
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Erin Gardner Petition
Erin Gardner Petition
EF2021-00000293
NYSCEF DOC. NO. 1 RECEIVED NYSCEF: 02/05/2021
-against-
CITY OF WATERTOWN,
Respondent.
Petitioner, ERIN GARDNER, by her attorneys, Gleason, Dunn, Walsh & O’Shea, as and
for her Verified Petition, respectfully alleges as follows upon information and belief:
INTRODUCTION
1. This is a proceeding brought pursuant to Article 78 of the New York Civil Practice
Law and Rules (“CPLR”) challenging the acts of Respondent, the City of Watertown (“City”), in
terminating Petitioner, Erin Gardner (“Gardner” or “Petitioner”). This proceeding seeks to vacate
and annul the City’s Final Determination (“Determination”) to terminate Gardner’s employment,
reinstate her to the position of Superintendent of Parks and Recreation for the City of Watertown
and immediately reinstate her to the payroll with full back pay and benefits.
2. Petitioner asserts that Respondent’s Determination of guilt and its imposed penalty of
termination made by the City’s Manager, Kenneth A. Mix (“Mix”), is based on error of law, is
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3. In addition, Petitioner asserts that Respondent failed to meet its burden to prove any
of the charges upon which Respondent found her guilty, and that the charges did not state facts upon
which discipline could be based. Based on all of these above-mentioned problems, the penalty of
4. Petitioner further asserts that she was terminated as Superintendent of Parks and
Recreation in retaliation for her filing a complaint with the City alleging inappropriate actions by her
immediate supervisor, Richard A. Finn (“Finn”). This retaliatory termination violates New York Civil
5. The New York State Supreme Court is a court of general and original jurisdiction
pursuant to the New York State Constitution, Article 6, §7, and New York Judiciary Law §140-b.
This Court has jurisdiction to determine the claims under Article 78 of the CPLR and Civil Service
6. Venue lies in Jefferson County where the Respondent has its offices and where
Respondent’s acts that are being challenged (termination of Petitioner) actually took place.
PARTIES
7. Petitioner, Erin Gardner, was named Superintendent of Parks and Recreation for
the City of Watertown in April 2012. She remained in this position until Respondent terminated
8. At all relevant times herein, Petitioner was a “public employee” within the meaning
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corporation and/or political subdivision formed and existing under the laws of the State of New
10. At all relevant times herein, Respondent was a “public employer” within the
RELEVANT STATUTES
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FACTS
16. Petitioner was employed by the City as Superintendent of Parks and Recreation
since April 2012 (Hearing Transcript [“T.”] 257).1 She never received any discipline of any kind
whose job responsibilities included inter alia, reserving facilities, contracting with different people
for events that were being held on the City grounds or in the City facilities, attending City Council
18. The position of Superintendent of Parks and Recreation is created by and subject to
the protections found in the New York State Civil Service Law.
19. Respondent suspended Petitioner without pay from her position as the
Superintendent of Parks and Recreation on May 27, 2020 when City Manager Mix sent a letter to
Petitioner notifying her of the suspension (Hearing Officer Ex. 2) and served documentation
entitled “Charge and Specifications” (“Charge”) against Petitioner, pursuant to New York State
Civil Service Law §75. Attached hereto as Exhibit “A” is a copy of the May 27, 2020 letter with
1
The City’s record produced on its return will include the hearing transcript and exhibits. References to the transcript
will be referred to as T.___. References to the hearing exhibits will be referred to as Respondent Gardner Ex. __,
Hearing Officer Ex. ___, and City Ex. ___.
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20. The Charge and Specifications allege conduct of insubordination and misconduct
due to Petitioner’s direct contact with City Council members and those outside her chain of
command, as well as her alleged disclosure of her complaint to the media (Id.).
21. Petitioner submitted an Answer to the Charge dated June 5, 2020, and then on June
25, 2020, an Amended Answer containing a Demand for Hearing was filed by Petitioner’s counsel
on her behalf. The Answer and Amended Answer containing the Demand for Hearing are attached
Recreation including being placed on administrative following suspension until she was terminated
23. Portions of the City of Watertown’s Employee Handbook are relevant to the Charge
and Specifications at issue given that they allege improper contacts and discussions with members
of the City Council. The Employee Handbook is attached hereto as Exhibit “D”.
Retaliation – Under Section 75-b of New York State Civil Service Law,
New York State Public Sector Whistleblower Law, an employee, who in
good faith, discloses to a governmental body information regarding a
violation of law, a substantial and specific danger to the public health or
safety, or an improper governmental action which the employee reasonably
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26. The Provisions of the City’s Employee Handbook gave Petitioner the legally
protected right to contact City Council members to discuss and disclose misconduct by the City
Manager.
27. Despite the protection afforded by the City Employee Handbook, the City’s claim
against Petitioner is that she was prohibited from going outside her “chain of command” and
speaking to Council Members about her supervisor Finn’s inappropriate conduct towards her.
Almost all of the City’s Specifications allege that Petitioner’s “direct contact with a member of
PETITIONER’S COMPLAINT2
28. The main focus of the City’s Charge and Specifications against Petitioner stems
2
Petitioner’s November 6, 2019 complaint (Respondent Gardner Ex. 2) was sealed at the hearing.
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29. Finn was hired by as the City Manager in and around July 2018 (T. 258-259). As
30. On or about September 4, 2019, Petitioner met with Matthew Roy (“Roy”), the City
of Watertown’s Human Resource Manager, to advise him of concerns she was having regarding
the way Finn was treating her (T. 262-263). Despite this actual notice that a claim of discrimination
existed in the workplace, nothing was done to investigate Petitioner’s claims (T. 116, 263).
31. On September 12, 2019, Petitioner once again communicated with Roy about
Finn’s inappropriate conduct and she put her complaint in writing via an email to Roy (Respondent
Gardner Ex. 1). Roy never responded to Petitioner’s email, nor were any of her concerns
32. On November 6, 2019, Petitioner filed a formal complaint via a “City of Watertown
Discrimination or Harassment Complaint Form” with Roy (Respondent Gardner Ex. 2).4 The
complaint set forth significant allegations regarding Finn’s inappropriate conduct towards her on
multiple occasions. Specifically, Petitioner complained that Finn created a hostile work
environment and engaged in discriminatory behavior (Respondent Gardner Ex. 2). These were the
same concerns that Petitioner had notified Roy about on both September 4, 2020, and September
12, 2020 (Respondent Gardner Ex. 1). Her complaint also advised that several other employees,
33. Petitioner had made statements to her longtime friend, Jeffrey Cole (“Cole”),
involving her concerns of the discrimination and hostile work environment that she was suffering
at work (T. 274-275, 277-278, 314). Ultimately, it was Council Member Cody Horbacz
3
Mr. Finn subsequently resigned from this position as City Manager following Petitioner’s complaint.
4
The hearing record does not include evidence establishing the outcome of the subsequent investigation that was
conducted at Roy’s request in response to Petitioner’s complaint. At the hearing, Petitioner’s counsel requested
production of the entire investigation report that had been prepared, which the City has refused to produce.
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(“Horbacz”) and not Petitioner that disclosed information related to her complaint to the media. In
fact, Horbacz agreed to speak to the media and did so out of his own free will (T. 65, 68-69).
UNTIMELY CHARGES
35. Civil Service Law §75 does not permit the issuance of charges for conduct that
occurred more than 18 months prior to the date of the charges, absent the charges amounting to a
crime.
HEARING
36. Pursuant to Civil Service Law §75(3), a post-suspension hearing to review and
determine Petitioner’s disciplinary charges was held on June 26, 2020 before Respondent’s
37. A factual record was created with exhibits and the sworn witness testimony of six (6)
witnesses, including that of Petitioner who testified on her own behalf. Farley also allowed the parties
38. The record established that the City’s Employee Handbook explicitly allowed for
Petitioner to speak to City Council members and to notify them of Finn’s improper actions (Ex.
5
Mix’s Determination confirmed that he did not consider the parties’ closing briefs.
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39. The hearing record established that various members of the City Council as well as
the Human Resource Manager testified that Petitioner’s actions were exactly what the Employee
40. Witness testimony confirmed at the hearing confirms that Petitioner had a right to
file her complaint against Finn. (T. 56, 140, 202, 247).
41. The record established that the City violated the section of its Employment
Handbook that prohibits retaliation for Petitioner’s permitted conduct (Ex. D).
42. The record established that upon Petitioner’s initial discussions with Roy regarding
her concerns about Finn, Roy failed to advise Petitioner that there was an official City complaint
form that she needed to file (T. 313-314). It also established that it was Councilwoman Lisa
Ruggiero (“Ruggiero”) that advised her about the official complaint form that she needed to file
(T. 266).
43. The record testimony established that Petitioner did not have the intention to
deceive or embarrass Finn, as she did not want to publicize her complaint that she had filed against
44. The record established that Petitioner’s alleged “disparaging remarks” about Finn
and other employees were not actually disparaging and/or were not confirmed by the testimony of
45. The record did not establish that Petitioner’s alleged actions regarding disparaging
remarks were within the required 18-month period (T. 77, 78)
46. The record established that no other employees other than Petitioner were
disciplined upon speaking to Council Members about complaints they were having in the
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47. In summary, the record proof established that none of the proven conduct warranted
48. On November 4, 2020, Hearing Officer Farley issued a Report setting forth his
recommendations for each of the ten (10) Specifications that were addressed during the hearing.
Farley found that each Specification appeared to turn on the issue of insubordination. A copy of
49. Overall, Farley concluded that decisions proposed by management and not
Petitioner’s claims of discrimination appeared to be the primary reason behind her actions that
50. Farley found that Specification 5, which alleged that Petitioner attempted to lay
blame for a leak to the media, did not constitute misconduct. Farley recommended that for the first
concluded that the remaining six Specifications (4, 6, 7, 8, 9, and 10) did not warrant termination,
FINAL DETERMINATION
51. On November 10, 2020, City Manager Mix issued a letter addressed to Petitioner,
which constituted his Final Determination. Mix stated that for the reasons stated in Farley’s Report,
he adopted Farley’s findings that Charge 1, Specifications 1, 2 and 3 were proven, along with his
recommendation of termination for these Specifications. Mix thus terminated Petitioner effective
November 10, 2020. A copy of the letter constituting Mix’s Final Determination is attached hereto
as Exhibit “F”.
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52. Mix acknowledged that Farley did not find that Specification 5 was proven. Mix
admitted that he did not consider the Hearing Officer’s recommendations of suggested discipline
for the other Specifications, which included penalty less than termination (Ex. F).
53. Petitioner challenges the City’s determination to terminate her employment based
or misconduct for Petitioner’s direct contact with City Council Members was not supported by the
record evidence.
55. The City’s Employee Handbook allows all City employees to report inappropriate
conduct directly to “any council member” and even encourages such communication (Ex. D). The
hearing testimony of various City Council members including Horbacz, Ruggiero, Mayor and
former Council member Jeffrey Smith, as well as that of Human Resource Manager Roy support
that Petitioner’s actions of direct contact were allowed by the Employee Handbook (T. 53-55, 119,
190-191, 245-246). This testimony is consistent with Petitioner’s own testimony regarding her
56. Although Farley did acknowledge in his Report the fact that Petitioner’s direct
contact with City Council Members could arguably be allowable pursuant to the Employee
57. This fact regarding the Employee Handbook is material to the analysis of whether
Petitioner’s actions were proper. The wording of the Employee Handbook itself, together with
witness testimony, demonstrate that Petitioner’s actions in speaking to Council members about
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Finn’s inappropriate conduct was appropriate and even encouraged (Respondent Gardner Ex. 7;
Sec. 1001; T. 53-54, 190-191). As such, the City’s conclusion to terminate Petitioner is not
58. The recommendation to terminate Petitioner is arbitrary and capricious given that
no other employees, including Council Members, were disciplined in any way for reporting Finn’s
inappropriate conduct (T. 55-56, 70, 189, 193-194, 286-288). Respondent’s termination of
59. The recommendation to terminate Petitioner was also affected by error of law in
that Farley disregarded the significance and timing of Petitioner’s repeated verbal and emailed
complaints to Roy about Finn’s creation of a hostile work environment and his discriminatory
actions (Respondent Gardner Ex. 1). Farley improperly stating in his Report that Petitioner had
direct contact with City Council Members, while at the same time she was “declining” to make a
formal complaint with the Human Resource Manager (Ex. E). Farley also improperly stated that
Petitioner failed to file her complaint in accordance with the City’s procedures.
60. What the evidence actually demonstrates is the fact that after Petitioner expressed
her concerns about Finn’s behavior both verbally and via email, Human Resource Manager Roy
failed to advise her that there was an official complaint form that she needed to file (T. 265), and
it was actually Councilwoman Ruggiero who eventually made her aware of the form and how to
fill out the form (T. 266). Roy’s own testimony supports that he expressly offered Petitioner the
opportunity to go outside of her chain of command, and that he would facilitate the complaint
process of her filing her complaint against Finn (T. 95, 118-119, 154). Thus, the City’s imposition
of discipline based on allegations claiming Petitioner improperly went outside her chain of
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61. The record testimony of Councilman Horbacz established that Petitioner’s alleged
“disparaging” comments were not disparaging but rather expressions of Petitioner’s concerns
about inappropriate behavior, which is consistent with and allowed by the Employee Handbook
62. Petitioner’s actions also did not constitute any intentional insubordination or willful
disobedience. Rather, Petitioner’s actions were specifically authorized by the language of the
63. The recommendation and decision to terminate Petitioner was affected by error of
law because she was disciplined for exercising her First Amendment Rights. Petitioner spoke to
her longtime friend Jeffrey Cole in the capacity of a personal friend, and not as the media, about
her various problems regarding Finn’s discrimination against her and his creation of a hostile work
environment (T. 274-275, 277-278, 314). Notably, she declined to speak to the media about these
problems, and the record is devoid of evidence that Petitioner purposely sought to “publicize her
complaint” or sought to embarrass City Manager Finn. She made her statements to Cole as a
private citizen about a matter of public concern, which included the discrimination and harassment
that both she and some of her other co-workers were experiencing. It was an error of law to base
discipline against Petitioner on her action of having expressed protected speech under the First
64. Section 803 of Respondent’s policy in the City’s Employee Handbook seeks to
N.Y. Gen. Obligations Law §5-336, Section 803 is void and unenforceable because it seeks to
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prevent Petitioner’s disclosure of the information related to Finn’s discriminating actions against
65. The record testimony confirms that it was Councilman Horbacz who ultimately
agreed to speak to the media about Petitioner’s work-related complaint (T. 68-69).
UNTIMELINESS
Specification 4 against Petitioner, as it concerned alleged conduct that occurred beyond the 18-
67. Specification 4, which alleges that Petitioner’s conversation with City Councilman
Horbacz involved “disparaging remarks’ about other City employees, was untimely. Testimony
supports that the conduct being alleged occurred more than 18 months after the Respondent’s Charge
68. Hearing Officer Farley’s Report fails to include any discussion as to whether the
Charge and its Specifications are timely pursuant to the 18-month statute of limitations.
69. It was an error of law, arbitrary, capricious, an abuse of discretion for Mix to issue a
determination that failed to dismiss Specification 4 due to its untimeliness in violation of Civil Service
Law §75(4).
DISCRIMINATION COMPLAINT
70. Farley’s conclusion that Petitioner filed her complaint against Finn as part of “an
Petitioner had significant and ongoing complaints about Finn’s actions that resulted in
discrimination and a hostile work environment, and she had very valid reasons for filing her
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complaint, regardless of the alleged timing of such filing. Petitioner’s complaint expressed various
reasons for filing a formal complaint against Finn, and any existing policy issues are distinct and
separate from Petitioner’s justified right to file her claim (Respondent Gardner Ex. 2).
EXCESSIVE PENALTY
71. The termination of Petitioner by Respondent was affected by error of law, was
arbitrary and capricious, was made in an irrational manner, constitutes an abuse of discretion in
recommending a penalty of termination for the proven conduct, and is not supported by substantial
evidence.
Petitioner had been employed by the City since 2012 and had a clean disciplinary record, never
having faced any disciplinary allegations before (T. 258). Respondent’s claims of Petitioner’s
insubordination stem from legitimate concerns that she had and complaints that she made of a
hostile work environment and discrimination in the workplace. These complaints are serious in
nature and should have been given immediate attention. Both Farley’s and Mix’s disregard for the
73. Petitioner had the right to discuss her important complaints about Finn’s conduct
to City Council Members, and even the media if her actions are considered as having done so.
Farley improperly found that Petitioner’s actions were only due to her attempt to derail changes in
the City’s policies and recommended Petitioner’s dismissal for Specifications 1, 2 and 3. The
nature of her complaint against Finn. Respondent’s decision to terminate Petitioner was harsh and
excessive.
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74. Mix on behalf of the City disregarded the Hearing Officer’s recommendations of
lesser penalties for other specifications, including his acknowledgement that he did not consider
Farley’s recommended discipline that included penalties that were less than termination. This
complete disregard shocks the conscience, and Respondent’s termination of Petition should be
annulled.
75. Petitioner began to experience retaliation from her coworkers after she filed her
formal complaint against the City Manager on November 6, 2019 (T. 149-152, 271-272). As a
result, Petitioner than filed a retaliation complaint with Roy, as well as a separate complaint dated
December 12, 2019, with the New York State Division of Human Rights (“NYSDHR”) (T. 271).6
Roy admitted that he had received the retaliation complaint Petitioner filed with him, and thus the
Parks and Recreation was an “adverse personnel action” within the meaning of that term as defined
79. There is a clear nexus between Petitioner’s protected legitimate statements she
made and the City’s adverse employment action of terminating her from her position as
6
Petitioner’s NYSDHR complaint remains pending.
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80. It was error of law for the Hearing Officer not to admit into evidence at the hearing
a copy of Petitioner’s December 12, 2019 New York State Division of Human Rights Employment
Complaint Form filed by Petitioner. It was also error of law for the Hearing Officer not to admit
into evidence at the hearing the City’s response to her Human Rights complaint.7 Both documents
were relevant to the disciplinary matter that was heard by the Hearing Officer, especially given the
fact that Petitioner asserted that Respondent’s act of terminating her employment was retaliation
for her act of filing a complaint against Finn. As such, Farley should not have excluded these
RELIEF
Recreation for the City of Watertown and reinstating her to the payroll;
c) Awarding Petitioner full back pay and other emoluments associated with
the position of Superintendent of Parks & Recreation, retroactive to November 10, 2020, including
d) Awarding Petitioner the cost and disbursements associated with this proceeding,
The marking of the exhibits in the hearing transcript does not correspond with the hard-copy exhibits that were
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admitted.
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