Former City Manager Vicky Gaynor’s Dismissal Prompts Lawsuit Threats and Public Outcry at Lynn Haven Meeting

Lynn Haven commissioners faced repeated public criticism on Sept. 2 over the abrupt termination of former city manager Vicky Gaynor and how the city allowed her back into City Hall after her dismissal.

The city heard several residents and attorneys describe the termination as unequal treatment and discriminatory and they said litigation is forthcoming. Alvin Peters, an attorney identifed in public comment as counsel for Vicky Gaynor, said the termination “was abrupt, it was severe, and it was discriminatory in its effect.” He argued Gaynor had been paid less than a predecessor and cited that pay difference as part of an Equal Pay Act claim.

Public commenters said Gaynor was permitted to return to City Hall on Aug. 21 and collect boxes of personal materials without the tracking or escort that speakers said is standard after a termination. Gaynor, who spoke during public comment, listed personal documents she said she removed and described them as “My FRS retirement documents, those are my personal ones… my evaluations, my personal ones… my pension documents.” She said staff reviewed benefits with her and that she left items she deemed city property.

Interim City Manager Chris Lightfoot told commissioners he received a letter from Gaynor’s attorney requesting a folder of personnel and pension files on Aug. 19, and that staff coordinated with Jennifer Hodges to provide those records. Lightfoot said Gaynor “was escorted the entire time as the video shows.” Several residents disputed that characterization and asked for a detailed public inventory of material taken from City Hall.

Speakers also raised questions about whether the city applied its own policies consistently. Cecile Schoon, who identified herself as counsel for Gaynor, told the commission she saw “a tale of two cities” in how employees were treated, saying the charter requires equal pay for equal work and alleging that Gaynor — a Black woman with a master’s degree — was paid less than a male predecessor with fewer credentials.

Commissioners and staff repeatedly told the public that formal policies and procedures would govern any further action by the commission. No formal personnel action by the commission was recorded at the meeting; multiple speakers said attorneys were preparing or had filed claims and that they intended to return to future meetings with updates on litigation.

The meeting’s public commentary also included requests for a public records list identifying items removed from City Hall and calls for clearer procedures for allowing former employees to access records or collect belongings. Several residents urged the commission to require escorted retrievals, written inventories and consistent application of suspension-with-pay procedures pending independent investigations.

The commission did not vote on any personnel-related motions during the meeting. Commissioners discussed forming a charter review committee and broader policy reviews that some speakers said could address the procedures at issue.

The controversy drew sustained public attention at the meeting and multiple speakers urged greater transparency and clearer written rules for handling terminated employees’ access to city facilities going forward.