HomeMy WebLinkAbout2024-11-19; City Council; ; City Manager Employment AgreementCA Review JRT
Meeting Date: Nov. 19, 2024
To: Mayor and City Council
From: Scott Chadwick, City Manager
Staff Contact: Judy Von Kalinowski, Human Resources Director
judy.von.kawlinowski@carlsbadca.gov, 442-339-2438
Subject: City Manager Employment Agreement
Districts: All
Recommended Action
Adopt a resolution approving the Amended and Restated City Manager Employment
Agreement with Scott Chadwick and a corresponding amendment to the Appointed Officials
Salary Range Schedule
Executive Summary
The City Council is being asked to approve amendments to the city’s employment agreement
with the City Manager and a corresponding amendment to the Appointed Officials Salary Range
Schedule.
Explanation & Analysis
Background
•June 12, 2018 – The City Council approved an employment agreement with the City
Manager, effective Aug. 1, 2018.
•Sept. 10, 2019 – The City Manager’s employment agreement was amended and
restated; the City Council increased the City Manager’s annual base salary from
$295,581 to $306,813, effective July 1, 2019.
•2020 – The City Manager did not receive a compensation increase.
•Dec. 14, 2021 – The City Council increased the City Manager’s annual base salary to
$326,756, effective July 1, 2021.
•Dec. 6, 2022 – The City Manager’s employment agreement was amended and restated.
The City Council authorized the City Manager’s receipt of a one-time stipend of $14,565
and increased the City Manager’s city-provided life insurance benefit to $500,000.
•Oct. 10, 2023 – The City Manager’s employment agreement was amended and restated.
The City Council authorized the City Manager’s receipt of a one-time stipend of $30,000.
New terms of employment
The City Council held a closed session meeting on Oct. 22, 2024, to evaluate the City Manager's
performance and negotiate his terms of employment.
Nov. 19, 2024 Item #1 Page 1 of 15
The City Manager agreed to the new terms of his employment, including a 2.5% increase to the
City Manager’s base salary. The City Manager’s new salary will increase to $334,924.90
In addition, a change is being made to the wording of the severance provision to ensure legal
compliance.
The changes in the City Manager’s terms of employment are reflected in the amended and
restated City Manager Employment Agreement included as Attachment A to Exhibit 1.
Fiscal Analysis
The annual cost of the changes in the terms of the City Manager’s employment is $9,400. The
fiscal year 2024-25 impact will be funded by the existing General Fund budget.
Next Steps
Staff will obtain the necessary signatures to finalize the agreement. The amended Appointed
Officials Salary Range Schedule will be posted on the city’s website.
Environmental Evaluation
The recommended action does not require environmental review because it does not
constitute a project within the meaning of the California Environmental Quality Act under
California Public Resources Code Section 21065 in that it has no potential to cause either a
direct physical change in the environment or a reasonably foreseeable indirect physical change
in the environment.
Exhibits
1. City Council resolution
Nov. 19, 2024 Item #1 Page 2 of 15
Exhibit 1
Nov. 19, 2024 Item #1 Page 3 of 15
RESOLUTION NO. 2024-251
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CARLSBAD,
CALIFORNIA, APPROVING THE AMENDED AND RESTATED CITY MANAGER
EMPLOYMENT AGREEMENT WITH SCOTT CHADWICK AND A
CORRESPONDING AMENDMENT TO THE APPOINTED OFFICIALS' SALARY
RANGE SCHEDULE
WHEREAS, the City Council of the City of Carlsbad, California desires to approve the Amended
and Restated City Manager Employment Agreement with Scott Chadwick (Attachment A); and
WHEREAS, the Amended and Restated City Manager Employment Agreement adjusts the City
Manager's annual base pay by 2.5% to $334,924.90.
WHEREAS, the City Council desires to amend the Appointed Officials Salary Range Schedule to
indicate the City Manager's revised maximum annual salary of $334,924.90.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Carlsbad, California, as
follows:
1. That the above recitations are true and correct.
2. That the Amended and Restated City Manager Employment Agreement with Scott
Chadwick in Attachment A is approved.
3. That the Amended Appointed Officials Salary Range Schedule in Attachment B is
approved.
4. That the Mayor of the City of Carlsbad is authorized to execute the Amended and
Restated City Manager Employment Agreement with Scott Chadwick on behalf of the
City of Carlsbad.
5. That the fiscal year 2024-2025 impact of $9,319 will be funded by the existing General
Fund budget.
Nov. 19, 2024 Item #1 Page 4 of 15
PASSED, APPROVED AND ADOPTED at a Regular Meeting of the City Council of the City of
Carlsbad on the 19th day of November, 2024, by the following vote, to wit:
AYES:
NAYS:
ABSTAIN :
ABSENT:
BLACKBURN, BHAT-PATEL, ACOSTA, BURKHOLDER, LUNA.
NONE.
NONE.
NONE.
KEITH BLACKBURN, Mayor
SHERRY FREISINGER, City Clerk
(SEAL)
Attachment A
CITY OF CARLSBAD AMENDED AND RESTATED
CITY MANAGER EMPLOYMENT AGREEMENT
This Amended and Restated City Manager Employment Agreement ("Agreement") is
entered into as of the date this Agreement is approved by the City Council for the City of
Carlsbad, by and between the City of Carlsbad, California, a municipal corporation (the "City"),
and Scott Chadwick, an individual (the "City Manager"). The City and City Manager are
sometimes individually referred to as a "Party" and collectively as " Parties."
RECITALS
WHEREAS, Chapter 2.12 of the Carlsbad Municipal Code provides for the Office of the
City Manager who shall be appointed and retained by the City Council wholly on his
management ability and experience, particularly in the municipal management field, and shall
hold that office for and during the pleasure of the City Council; and
WHEREAS, on June 12, 2018, the City Council adopted Resolution 2018-101 establishing
an employment agreement with Scott Chadwick as City Manager, effective August 1, 2018; and
WHEREAS, on July 9, 2019, the City Council conducted a performance review of Scott
Chadwick and authorized changes to his employment agreement; and
WHEREAS, on September 10, 2019, the City Council adopted Resolution No. 2019-167
that amended and restated the employment agreement by authorizing an increase in salary;
and
WHEREAS, on November 16, 2021, the City Council conducted a performance review of
Scott Chadwick and on December 7, 2021, the City Council authorized changes to his
employment agreement; and
WHEREAS, on December 14, 2021, the City Council adopted Resolution No. 2021-284
that amended and restated the employment agreement by authorizing an increase in salary;
and
WHEREAS, on November 8, 2022, the City Council conducted a performance review of
Scott Chadwick and authorized changes to his employment agreement; and
WHEREAS, the City Council adopted Resolution No. 2022-274 that amended and
restated the employment agreement by authorizing a one-time stipend of $14,565, an increase
in city-paid life insurance to $500,000, and other changes to the terms and conditions of the
City Manager’s employment; and
WHEREAS, on August 29, 2023, the City Council conducted a performance review of
Scott Chadwick and on September 12, 2023, authorized changes to his employment agreement;
and
Nov. 19, 2024 Item #1 Page 5 of 15
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WHEREAS, on October 10, 2023, the City Council adopted Resolution No. 2023-255 that
amended and restated the employment agreement by authorizing a one-time stipend of
$30,000.
WHEREAS, on October 22, 2024, the City Council conducted a performance review of
Scott Chadwick and authorized changes to his employment agreement; and
WHEREAS, it is the desire of the Parties to act as a deterrent against malfeasance or
dishonesty for personal gain on City Manager’s part; and to provide for terminating his services
at such time as he may be unable to fully discharge his duties or when the City Council may
otherwise desire to terminate his employment; and
WHEREAS, it is the desire of the Parties to enter into this Agreement on the terms and
conditions set forth below.
NOW, THEREFORE, in consideration of the mutual covenants contained in this
Agreement, the Parties agree as follows:
SECTION I - DUTIES
The City Council agrees to employ Scott Chadwick as City Manager and to exercise the powers,
duties and responsibilities set forth in Carlsbad Municipal Code Chapter 2.12 and applicable
state law and such other applicable ordinances and resolutions now in effect or subsequently
adopted by the City Council. City Manager is subject to and shall comply with the provisions of
California Government Code Title 5, Division 2, Part 1, Chapter 2, Article 2.6, entitled "Abuse of
Office" (California Government Code Sections 53243-53244).
SECTION II - TERM
Effective August 1, 2018, Scott Chadwick is appointed as City Manager and shall continue in
that capacity and shall continue to fulfill the powers, functions and duties of City Manager and
shall serve in that capacity until such time as this Agreement is terminated pursuant to Section
IV below. The purpose of this paragraph is to ensure compliance with Government Code
Sections 53260-53264. Nothing in this Agreement shall prevent, limit or otherwise interfere
with the right of City Manager to resign at any time subject only to the provisions set forth in
Section IV below. City Manager agrees to remain in the exclusive employ of the City and neither
to accept other employment nor to become employed by any other employer without the
express written permission of the City Council; provided, nothing contained in this Agreement
shall be construed or interpreted to prohibit City Manager from engaging in such occasional
activity such as teaching, writing or consulting which activity shall only be conducted apart from
his normal and regular functions and duties.
Nov. 19, 2024 Item #1 Page 6 of 15
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SECTION III - COMPENSATION
A. Base Salary
Effective as of July 1, 2024, the annual base salary for City Manager shall be
$334,924.90, which shall be paid bi-weekly, $12,881.72 per completed pay cycle. This
includes the compensation for the additional positions of Executive Manager of the
Carlsbad Water District and/or other boards or commissions that assemble and
require the services of City Manager.
B. Work Schedule
The City Manager may work a 9/80 work schedule as provided for in Administrative
Order No. 57.
C. Deferred Compensation
The City shall make an annual contribution on behalf of City Manager to a Section 457
Deferred Compensation Plan in the maximum amount allowable, prorated over the
number of pay periods in the calendar year.
E. Retirement
City Manager will be enrolled in the miscellaneous CalPERS retirement system under
the City's "Tier 2," which consists of a 2% at 60 years of age formula with a three-year
final average earnings and pensionable compensation cap. The City Manager will be
responsible for the CalPERS employee contribution.
SECTION IV - SEPARATION FROM EMPLOYMENT
A. Termination of Employment
Upon termination of City Manager's employment by the City for any reason other
than City Manager's voluntary resignation, the City shall pay City Manager the sum of
$3,500 to compensate City Manager for costs incurred by City Manager in obtaining
legal review, benefits review, or other professional advisory or personal counseling
services which City Manager elects to utilize in connection with the termination,
including the review and negotiation of any separation related agreements with the
City.
B. Resignation /Retirement
City Manager may resign at any time and agrees to give the City at least 60 days’
advance written notice of the effective date of City Manager's resignation, unless the
Parties otherwise agree in writing. If City Manager retires from full-time public service
Nov. 19, 2024 Item #1 Page 7 of 15
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with the City, City Manager may provide six months' advance notice. City Manager's
actual retirement date will be mutually established.
C. Termination & Removal
1. City Manager is an at-will employee serving at the pleasure of the City Council as
provided in Government Code Section 36506.
2. The City Council may remove City Manager at any time, with or without cause,
by a majority vote of its members. Notice of termination shall be provided to City
Manager in writing. Termination, as used in this section, shall also include a request
by City Council for City Manager to resign, a reduction in salary or other financial
benefits of City Manager, a material reduction in the powers and authority of City
Manager, or the elimination of City Manager's position. Any such notice of
termination or act constituting termination shall be given at or effectuated at a duly
noticed meeting of the City Council.
3. The City Manager shall not be removed during the 120-day period preceding or
following any City election for membership on the City Council, or during the 120-day
period following any change in membership of the City Council, except upon
unanimous vote of the City Council.
4. Given the at-will nature of the position of City Manager, an important element of
the employment agreement pertains to termination. It is in both the City's interest
and that of City Manager that any separation of City Manager is done in a
professional manner. The parties agree that, except as otherwise required by law,
any public statement made related to the separation will be made by mutual
agreement. No further statements will be made. Should the City violate this
provision, the City shall compensate City Manager in the amount of $5,000 per
instance.
D. Severance Pay
1. In the event the City Council terminates this Agreement during such time as City
Manager is ready, willing and able to perform City Manager's duties under this
Agreement, the City agrees either to pay City Manager a lump sum cash payment
equal to 12 months' base salary in effect at the time of separation or to continue the
City Manager’s base salary for a period of 12 months. This decision will be made upon
mutual agreement of the parties.
2. The City shall extend to City Manager the right to continue health insurance
(health, dental and vision) as may be required by and pursuant to the terms and
conditions of the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA).
The City agrees to pay City Manager's COBRA coverage for the same number of
months for which City Manager is entitled to a lump sum cash payment or until City
Nov. 19, 2024 Item #1 Page 8 of 15
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Manager either secures full-time employment or obtains other health insurance,
whichever of these three events first occurs. City Manager shall notify the City within
five days of securing new full-time employment or insurance.
3. In the event the City refuses, following written notice of non-compliance, to
comply with any provision in this Agreement benefiting City Manager, or City
Manager resigns following a suggestion, whether formal or informal, by a majority of
the City Council that City Manager resign, then City Manager may, at City Manager's
option, be deemed to be terminated as of the date of such refusal to comply or
suggestion to resign and this severance pay provision shall be actuated.
4. All payments required under this agreement are subject to and shall be
interpreted to comply with the limitations set forth in Government Code Sections
53260-53264.
5. The Parties agree that if the City were to fail or refuse to promptly and fully
provide and pay to City Manager all of the severance and other benefits due upon
termination as provided by this Agreement, City Manager would sustain material
damages. These damages could include, among other losses: the loss of the
opportunity to transition employment, the loss of alternate employment
opportunities, the loss of income, the loss of opportunities for retraining or further
education, the erosion of personal investments and savings, the loss of retirement
benefits, physical displacement or the loss of a residence, the loss of insurance and
medical benefits, expenses for professional counseling, the loss of standard of living
including educational opportunities for children, and the resultant emotional distress
to City Manager and City Manager's family. These damages are, and will continue to
be, impracticable and extremely difficult to ascertain. Accordingly, in the event that
the City shall fail or refuse to promptly and fully provide and pay to City Manager all
of the severance benefits or other benefits due upon termination as provided by this
Agreement, then the City shall pay to City Manager, as liquidated damages, a lump
sum cash payment equal to 18 months' current base salary as provided above in
addition to all other severance benefits provided by this Agreement. Any such
payments shall constitute liquidated damages only and not additional severance pay
or benefits subject to the provisions of Government Code Section 53260.
E. Involuntary Resignation
1. In the event that the City Council formally or a majority of the City Council
informally asks City Manager to resign, then City Manager shall be entitled to resign
and still receive the severance benefits provided above.
2. City Manager has relied upon the provisions of the Carlsbad Municipal Code
upon entering into this Agreement, as it pertains to City Manager’s role, powers,
duties, authority, responsibilities, compensation and benefits. If the City Council
adds, deletes or amends the Carlsbad Municipal Code related to City Manager’s
Nov. 19, 2024 Item #1 Page 9 of 15
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duties and responsibilities without the consent of City Manager, and such addition,
deletion or amendment is inconsistent with the terms of this Agreement and City
Manager's role, powers, duties, authority, responsibilities, compensation and
benefits as currently provided, then City Manager shall have the right, at City
Manager's sole discretion, to give the City Council notice that such amendment(s)
constitute a request by the City Council for City Manager's involuntary resignation.
3. Upon receipt of such notice the City Council shall have 30 days in which to do
one of the following:
a. rescind the amendment(s);
b. renegotiate this Agreement to City Manager’s satisfaction;
c. confirm that City Manager is being asked to involuntarily resign; or
d. take no action.
If either c. or d. occurs, or the City is unable to accomplish b., then City Manager shall
be entitled to resign and still receive the severance benefits provided above.
F. Separation for Cause
1. Notwithstanding the provisions above, City Manager may be terminated for
cause. As used in this section, "cause" shall mean only one or more of the following:
a. Conviction of a felony;
b. Continued abuse of non-prescription drugs or alcohol that materially
affects the performance of the City Manager's duties; or
c. Failure or refusal to carry out lawful duties assigned to the City Manager.
2. If the City terminates City Manager for cause, then the City may terminate this
Agreement immediately, and City Manager shall be entitled to only the
compensation accrued up to the date of termination, payments required by Section G
below, and such other termination of benefits and payments as may be required by
law. City Manager shall not be entitled to any severance benefits provided above.
3. If the City terminates City Manager for cause, the City and City Manager agree
that, except as otherwise required by law, neither Party shall make any written or
oral statements to members of the public or the press concerning City Manager's
termination except in the form of a joint press release which is mutually agreeable to
both Parties. The joint press release shall not contain any text or information that
would be disparaging to either Party. Provided, however, that either Party may
verbally repeat the substance of any such press release in response to inquiries by
Nov. 19, 2024 Item #1 Page 10 of 15
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members of the press or public.
G. Payment for Unused Leave Balance
On separation from City employment, City Manager shall be entitled to all benefits,
rights, and privileges related to the payout of all unused leaves during the course of
his employment with the City of Carlsbad.
SECTION V - VEHICLE ALLOWANCE OR PROVISION OF VEHICLE
City Manager's functions and duties require him to have use of an automobile during his
employment with the City. The City shall provide City Manager the monthly sum of $1000 for
the expense of owning, operating, maintaining and insuring his personal automobile. City
Manager shall keep and maintain in full force and effect personal liability and property damage
insurance in the minimum amounts of $250,000 per person and $500,000 per occurrence and
property damage of $100,000, and shall name the City of Carlsbad as an additional insured. The
amounts received under this section are in addition to the base salary and shall be considered
as part of the total cash compensation discussed in Section III, above.
SECTION VI - OTHER SUPPLEMENTAL BENEFITS
City Manager shall accrue vacation leave and sick leave as provided for under existing City
policy. City Manager shall be credited for twenty years of service credit in calculating leave
accrual rates and City Manager shall be permitted to earn and accrue up to 400 hours of
vacation. All other actions taken by the City Council relating to fringe benefits for management
employees shall be considered actions granting the same to City Manager, except that City
Manager may decline any fringe benefits to the extent permitted or authorized by law, City
policy, or this agreement. As used in this Agreement, fringe benefits include but are not limited
to vacation, sick leave, educational benefits as they existed on the date of the approval of this
Agreement, holidays, retirement (CalPERS), benefits and payments, health insurance, dental
insurance, long-term disability insurance and life insurance as set forth in the Performance
Management and Compensation Plan and elsewhere. City Manager may elect to participate in
any of the medical insurance programs offered by the City. The City will provide for a life
insurance benefit of $500,000 for the City Manager.
SECTION VII - ANNUAL REVIEW
The City Council shall review and evaluate the performance of City Manager in July of each
year. This review and evaluation of performance and salary shall be in accordance with the
criteria developed jointly by the City Council and City Manager. The Mayor shall provide City
Manager with a summary written statement of the findings of the City Council and provide an
adequate opportunity for City Manager to discuss his evaluation with the City Council. The
Mayor shall report out and authorize the Human Resources Director to make changes to the
salary or other agreed benefits to this or subsequent employment contracts in accordance with
all applicable laws.
Nov. 19, 2024 Item #1 Page 11 of 15
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SECTION VIII - STRATEGIC PLAN
On October 11, 2022, City Council approved its first 5-year strategic plan. It is the duty and
responsibility of the City Manager to ensure the City follows the strategic plan. The City
Manager shall periodically update City Council on the implementation status of the City’s
strategic plan.
SECTION IX - PROFESSIONAL AND ORGANIZATIONAL DEVELOPMENT
All normal business expenses, such as attendance at the League of California Cities, ICMA, or
other association or industry association meetings and conferences as well as business lunches,
dinners, etc., will be provided for separately in the operating budget of the City Manager's
Office. The City Council continues to support and encourage continuing development and
professionalism of the City organization and its employees. As such, the City Council supports
City Manager's organizational development efforts, including but not limited to employee
development, department development, and organization-wide development. These efforts
shall support the City Council Vision and Goals and provide for the ongoing development of a
high-performing organization.
SECTION X - ICMA CODE OF ETHICS
The Parties acknowledge that City Manager is a member of the International City Management
Association ("ICMA "). The Parties mutually desire that City Manager be subject to and comply
with the ICMA Code of Ethics as follows:
Tenet 1 – We believe professional management is essential to efficient and democratic
local government by elected officials.
Tenet 2 – Affirm the dignity and worth of local government services and maintain a deep
sense of social responsibility as a trusted public servant.
Tenet 3 – Demonstrate by word and action the highest standards of ethical conduct and
integrity in all public, professional, and personal relationships in order that the member
may merit the trust and respect of the elected and appointed officials, employees, and
the public.
Tenet 4 – Serve the best interests of the people.
Tenet 5 – Submit policy proposals to elected officials; provide them with facts, and
technical and professional advice about policy options; and collaborate with them in
setting goals for the community and organization.
Tenet 6 – Recognize that elected representatives are accountable to their community
for the decisions they make; members are responsible for implementing those
decisions.
Nov. 19, 2024 Item #1 Page 12 of 15
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Tenet 7 – Refrain from all political activities which undermine public confidence in
professional administrators. Refrain from participation in the election of the members
of the employing legislative body.
Tenet 8 – Make it a duty continually to improve the member's professional ability and to
develop the competence of associates in the use of management techniques.
Tenet 9 – Keep the community informed on local government affairs; encourage
communication between the citizens and all local government officers; emphasize
friendly and courteous service to the public; and seek to improve the quality and image
of public service.
Tenet 10 – Resist any encroachment on professional responsibilities, believing the
member should be free to carry out official policies without interference, and handle
each problem without discrimination on the basis of principle and justice.
Tenet 11 – Handle all matters of personnel on the basis of merit so that fairness and
impartiality govern a member's decisions, pertaining to appointments, pay adjustments,
promotions, and discipline.
Tenet 12 – Public office is a public trust. A member shall not leverage his or her position
for personal gain or benefit.
SECTION XI - EFFECTIVE DATE
The effective date of this Agreement is the date this Agreement is executed by all parties.
SECTION XII – SEVERABILITY
If any clause, sentence, part, section, or portion of this Agreement is found by a court of
competent jurisdiction to be illegal or unenforceable, such clause, sentence, part, section, or
portion so found shall be regarded as though it were not part of this Agreement, and the
remaining parts of this Agreement shall be fully binding and enforceable by the Parties.
SECTION XIII - NOTICES
Notices pursuant to this Agreement shall be given by deposit in the custody of the United
States Postal Service, postage prepaid, addressed as follow or as such address may be changed
from time to time upon written notice to the other:
CITY CITY MANAGER
City of Carlsbad Mayor
City Hall
1200 Carlsbad Village Drive
Carlsbad, CA 92008
Scott Chadwick
1200 Carlsbad Village Drive
Carlsbad, CA 92008
Nov. 19, 2024 Item #1 Page 13 of 15
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IN WITNESS WHEREOF, the City and the City Manager have caused this Agreement to be
executed on ____ day of __________________, 2024.
CITY OF CARLSBAD
A Municipal Corporation
By: _________________________________
Keith Blackburn, Mayor
CITY MANAGER
By: __________________________________
Scott Chadwick
ATTEST:
By: _________________________________
Sherry Freisinger
City Clerk
APPROVED AS TO FORM:
By: __________________________________
Allegra Frost
Sr. Assistant City Attorney
Nov. 19, 2024 Item #1 Page 14 of 15
Attachment B
Appointed Officials Salary Range Schedule
Effective July 1, 2024
Annual Salary
Min Max
City Manager --- 334,924.90
City Attorney --- 290,080.00
Nov. 19, 2024 Item #1 Page 15 of 15
Tammy Cloud-McMinn
From:
Sent:
To:
Subject:
Mary Real <anewday4me2020@gmail.com >
Tuesday, November 19, 2024 10:35 AM
All Receive -Agenda Item # _L
For the Information of the:
CITY COUNCIL
Date!l/.Li/2!L CA ~ cc _:::::
CM v ACM vDCM (3) L
City Clerk; Council Internet Email; Scott Chadwick; Sheila Cobian; Mary Real
Item one comments, Cbad city council meeting 11-19-2024
To all of the concerned people in the area about the city of Carlsbad focus and the city manager:
Overlooking The residency requirement to keep a qualified city manager who can get along with everyone
is fine as long as you require that the City Manager spend one week per quarter in the city of Carlsbad.
The city manager will be much more able to advise (should the council want advice?) if he has a better
feel for the community and talks to people of all colors and socioeconomic classes who are interested in
contributing to the overall value of Carlsbad. It is also a tax deduction and at his economic salary level it
might be a good thing and his family can enjoy being in Carlsbad. It is said that left to their own devices
people will take the path of least resistance much like electricity! It may be time to overlook some things
but to bring back other things to serve the community. If the city manager were out and about he would
listen to the regular people who want the library to be open on Sunday. The mayor is in charge along with
the city council of determining the direction and what to do in any situation. ;_•) The library has done
many fine things to upgrade and serve the community but overlooking the spirit of service to the general
community which is under the scrutiny of the city manager to maintain the proper goals set by the mayor
and Council. Overlooking the opportunity to serve the community is not in the spirit of Carlsbad
according to their PR and yet the council has to listen and value and evaluate all information. The city
manager is more valuable when they are out and about and the general public and the visitors from
surrounding cities can freely Express their opinion without fear of the legal department telling them
they're speaking at the wrong time! Presumably the rule of living in the area was valuable for a reason so
changing it to keep a smart and qualified city manager is fine as long as YOU serve the community and do
not become inbred in your thinking as did Hitler when he blamed the Jews for everything and killed 8
million people of Jewish descent! So please stick to the spirit to fix this regulation so that we can keep
qualified and heartfelt people who are brave enough to speak up politely to end fuzzy thinking or self
justified promotions so that all people are entitled to the best services and the benefit of the doubt and
INCLUDED in this wonderful community. Thank you Mary Lucid -~
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