The Palatka City Commission restored the city manager to her position on Oct. 15, 2025, and approved a 30‑day opportunity to cure deficiencies identified in an external investigation, following several hours of public comment, testimony from the city manager and extended discussion among commissioners.

The action requires the manager to submit a written plan for addressing the investigator's findings, to identify an experienced city‑manager coach within 30 days, and to schedule employee workshops on workplace relations. While the cure period is underway, Chief Shaw will serve as acting assistant city manager and be the primary point of contact for staff. The commission also scheduled a special called meeting for Oct. 20, 2025, at 6 p.m. to finalize written expectations and next steps.

Why it matters: The commission's decision follows a law‑firm investigation into multiple complaints by city employees that the city manager had created a hostile or confusing workplace. Commissioners said they were balancing the commission's contractual obligations and the need to protect employees and the city's operational stability. The motion passed and was recorded in the meeting minutes; the commission set a timetable for the manager to document corrective actions and for the body to reassess after the cure period.

Commissioners and staff spent several hours weighing competing concerns: providing due process to the city manager, minimizing liability for the city, and protecting employees who had filed complaints. Commissioners repeatedly noted the limits of the commission's options under the manager's employment agreement and said the contract requires written notice and an opportunity to cure deficiencies before a termination vote. The city attorney confirmed the contract language and that some of the investigator's findings, as presented in the report, could constitute policy violations.

City Manager's response and tone: The manager addressed the commission in a name‑clearing hearing and repeatedly denied many of the specific allegations while acknowledging she may have offended some employees. "What does matter is the fact that it is perceived that I offended someone, and perhaps I did," she told the commission. "I really regret that we're here. It just hurts my heart." She described several instances that the report cited, provided context for decisions, and said she had begun leadership training offered through professional organizations.

Commission discussion: Commissioners emphasized three priorities: protect employees, ensure due process for the manager, and preserve city stability. Commissioner Jones framed the issue in terms of leadership responsibility: "To whom much is given, much is required," he said. Commissioner Borom urged caution and employee protections, saying the commission should "do the very best we can to make sure we protect our staff." Several commissioners recommended bringing in an experienced coach (from the Florida League of Cities or ICMA) and bolstering HR support.

Operational safeguards and timeline: The commission directed the manager to deliver a written corrective plan; the 30‑day cure period will run from the date that plan is received in writing. During that period the commission directed that Chief Shaw serve as acting assistant city manager and that staff report to him to avoid direct supervisory interactions between the manager and employees named in the investigation. The commission scheduled a special called meeting for Oct. 20 at 6 p.m. to review the written plan and decide next steps at the end of the cure period.

Public comment and context: Dozens of residents and current and former city employees spoke during public comment, with some urging leniency and process and others backing complainants and expressing concern about retention and morale. Several speakers cited prior turnover and earlier grievances dating to earlier in 2025. One resident urged the commission not to terminate the manager immediately and recommended using the city's employee assistance and training resources.

What did not happen: The commission did not vote to terminate the manager and did not accept any recommendation to remove her at this meeting. Commissioners requested additional written documentation of the manager's plan for remediation and set a near‑term meeting to review progress.

Next steps: The manager will submit the written cure plan; the commission will review that plan at the Oct. 20 special called meeting and decide whether the plan satisfies the contract‑specified cure requirements or whether further action is warranted.

Ending: The commission concluded the session after approving the restoration and setting the Oct. 20 follow‑up; members said they intend to use the period to assemble coaching, HR and supervisory arrangements intended to stabilize the workplace while preserving employees' protections.