Lower Paxton approves employment agreement for manager Mike Gossard; vote 4–1

The Lower Paxton Township Board of Supervisors voted 4–1 on June 9 to approve an employment agreement for Township Manager Mike Gossard, setting his base salary at $210,000 retroactive to March 1, 2026, and including a six-month severance payment if his employment is terminated without cause.

Solicitor Mr. Sten summarized the key terms at the start of the new-business discussion, noting that under the Second Class Township Code the township manager remains an at-will employee and that the contract term cannot extend past the reorganization following the next municipal election; the draft agreement therefore runs until the January 2028 reorganization meeting. The agreement covers duties in conformance with section 44-8 of the township code (as amended going forward), health insurance parity with other employees, use of a township vehicle for business, leave and holiday provisions, payout of unused vacation and sick time, and a six-month severance benefit if termination is without cause.

The solicitor said the salary in the agreement is $210,000 and is retroactive to March 1, 2026. He also noted the agreement does not require the manager to live in Lower Paxton Township.

Supervisors praised Mr. Gossard’s work in managing staff and said retention was a priority. Supervisor Lindsay said she had negotiated the figure down from $225,000 and supported the $210,000 salary. Supervisor Shy described the contract as the result of extensive executive-session negotiations to balance retention and township interests. Supervisor Thompson said she opposed offering the contract and referenced recently filed HR complaints as a basis for her vote; the chair cautioned that personnel matters should not be discussed publicly.

Members of the public generally supported Mr. Gossard and asked whether the increase was budgeted and whether the township should consider hiring an assistant manager to handle economic-development duties and workload growth. John Packer asked whether the retroactive pay was budgeted; the board responded that there was room in the budget but did not provide a line-by-line accounting at the meeting.

Miss Smith conducted a roll-call vote on the motion to approve the employment agreement: Lindsay (yes), Shy (yes), Campbell (yes), Thompson (no), Dr. Stewart (yes). The motion passed 4–1. The solicitor said the contract provides for either a lump-sum severance payment or continued regular salary payments for six months if the manager is terminated without cause, in addition to payout of unused leave.

Next steps: the solicitor will finalize contract paperwork and effectuate the retroactive compensation and administrative details; the agreement will remain subject to the town-code limitations that the solicitor described.