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Council debates code-enforcement pay and whether code work should attach to fire or planning
Summary
Council discussed compensating staff member Danielle for months of code-enforcement work, the need to establish a permanent code-enforcement position, and whether that function should be placed in planning, police or the fire marshal’s office; members asked for a funding plan before approving a full-time hire.
The council spent an extended session on Sept. 8 weighing next steps for code enforcement after Danielle (staff) has performed the duties since April 2025. Danielle and staff described the workload: hundreds of letters and many field visits. The mayor said he would pay Danielle administratively for the extra hours already worked but council asked for a formal plan before creating a funded, permanent position.
Arguments for a standalone code-enforcement officer included faster response to nuisance complaints and building/structure issues and better alignment with planning and building-code expertise. Several council members suggested alternative structures — embedding the officer under the fire marshal (where fire-code and building-code knowledge resides), or under police — but legal and privacy implications were raised: police involvement can involve search-warrant issues and perceived conflicts of interest. Chief (fire) told council that building-code and fire-code expertise are important and noted many jurisdictions house building officials in the fire or building-inspection offices.
Council members also linked code enforcement to broader personnel discussions: some members argued for pursuing a gradual increase in full-time fire staffing while others insisted on a fiscal plan to pay any new hires. The mayor and chief asked staff to produce a five-year pro forma and a recruitment/retention plan showing how additional personnel would be funded. Multiple council members expressed support in principle for a permanent code-enforcement hire but withheld immediate approval pending a budgeted staffing plan.
What’s next: staff will document hours worked by Danielle, provide a clear job description and salary recommendation, and prepare a budget-cycle proposal showing funding sources and timeline. Council asked specifically for statutory checks regarding paying a salaried employee for an additional role, and for documentation supporting any retroactive compensation.
