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Commissioners approve short suspensions for maintenance employees after heated executive-session debate
Summary
After multiple executive sessions, the Trumbull County commissioners approved a five-day suspension for a Job and Family Services employee and one- and two-day unpaid suspensions for maintenance staff; commissioners and HR disagreed on procedural completeness and possible collective-bargaining risk.
The Trumbull County Board of Commissioners approved multiple personnel suspensions following executive sessions called to consider discipline of county employees. The board ratified a five-working-day unpaid suspension for an employee in the Department of Job and Family Services and later approved a one-day and a two-day unpaid suspension for employees in the building maintenance department.
The five-day suspension (item 29) was described in the agenda as a penalty for violating department personnel policy and the collective bargaining agreement; the suspension is to be served Sept. 26 through Oct. 2, 2024. The motion passed by roll call after a brief public reconvening.
Several commissioners expressed concern about process and fairness when maintenance-discipline items were discussed. Commissioner Nikki Frenchko argued the disciplinary actions were being applied disparately and predicted grievances and arbitration, calling some procedures "improper" and at one point saying the approach was "racist"; she warned the county would lose in arbitration if punishments were applied inconsistently. Other commissioners affirmed that an outside legal investigator and HR had reviewed evidence and recommended the actions. Courtney Hatt, human resources coordinator, told the board that multiple people were interviewed (including the department head) and that summaries were prepared by legal counsel; she offered to provide documentation to commissioners who requested it.
Votes: The one-day suspension (item 32) was approved by a 2–1 roll call (Cantalamasa yes, Malloy yes, Frenchko no). The two-day suspension (item 33) was similarly approved by majority vote. Commissioners and staff emphasized differing views of the sufficiency of the packet materials and the need for complete documentation when discipline is considered.
Why it matters: Personnel discipline raises legal and labor-relations risks for the county, especially when collective-bargaining agreement requirements and potential disparate treatment are alleged. The exchange in open session revealed a sharp disagreement among commissioners over process, evidence, and proportionality of discipline.
What happens next: Suspensions will be served on dates specified in the agenda; commissioners directed staff and legal counsel to provide the relevant documentation to any commissioner requesting it, and the suspended employees or union representatives may file grievances or seek arbitration as allowed under the bargaining agreement.
