In a recent city commission meeting, officials discussed a proposed resolution to settle a discrimination claim involving former Assistant City Manager Catherine Matos for $100,000. The claim, filed with the Equal Employment Opportunity Commission (EEOC), alleges that Matos's private health information was improperly disclosed by the former HR manager, potentially violating the Florida Civil Rights Act and the Americans with Disabilities Act (ADA).

The item was initially tabled, but after a unanimous vote to remove it from the table, city attorney representatives explained the rationale behind the settlement offer. They noted that the EEOC does not determine guilt or innocence but can issue a right-to-sue letter, allowing Matos to pursue legal action if mediation fails. The city attorney emphasized that settling could mitigate potential litigation costs and reputational damage, as Matos's initial demand was over $275,000.

Commissioner Hay expressed concerns about the lack of detailed information regarding the EEOC's findings and questioned how the settlement amount was determined without broader input from the commission. He argued for waiting until the EEOC made a determination before proceeding with the settlement, suggesting that the city could face significant financial risks if the case went to court.

Other commissioners echoed Hay's sentiments, advocating for a cautious approach and emphasizing the importance of understanding the EEOC's position before making a financial commitment. They raised concerns about setting a precedent for future claims and the implications of settling without a clear understanding of the case's merits.

Despite the discussions, some commissioners supported the settlement as a prudent business decision to avoid the uncertainties and potential costs of litigation. The city attorney reiterated that the settlement was negotiated to protect taxpayer interests and avoid prolonged legal battles.

The commission ultimately decided to defer the resolution until further information from the EEOC is received, highlighting the need for transparency and careful consideration in handling such sensitive matters.