Council approves limited payout to former city manager following outside counsel opinion

Kyle City Council voted June 16 to authorize payment of accrued leave to former City Manager Brian Langley after hearing a legal analysis finding the city was required to pay accrued vacation and sick leave but not additional severance tied to termination. Outside counsel Frank Garza told council the amendment to Langley’s contract made the former manager “whole if terminated,” but that the record and the amendment language indicate the city’s intent was to pay accrued leave only when an employee resigns, not expanded severance benefits tied to termination. “It is my opinion that the city is only legally required to pay for the acred vacation and sick leave and nothing more,” Garza said.

That opinion grew out of contract amendments the council approved in 2025 after state law limited severance for municipal executives. Garza reviewed the contract’s history, explained that the severance provision had been reduced to 20 weeks to comply with state law, and said the amendment also included credited leave that the city intended not to treat as severance for resignation. Langley resigned effective May 15, 2026.

Council members debated whether a 40‑hour credited sick time added by amendment should be treated as earned leave; some members argued it was credited and not earned, while others said the amendment granted the time and the city should pay. The council ultimately voted to authorize payment for an accrued vacation balance of 635.55 hours and an accrued sick balance of 265.43 hours, with the interim city manager directed to make the payment. The motion passed 6–0.

The council and members of the public had raised broader concerns earlier in the meeting about contract language, the city charter and whether other contracts required review; those questions were noted and council asked the city attorney and staff to follow up with any needed policy or procedural clarifications. The council recorded no finding of criminal or intentional misconduct during its discussion; the action was limited to interpreting and applying the contract and applicable state law.

What happens next: the city will process the approved payout for accrued leave and staff said any additional claims or challenges may proceed to mediation under the contract’s dispute provisions.