City officials discussed the need for an ombudsman position to handle issues with human resources during Monday’s work session. Pictured, from left, are Mayor Eddie Sundquist, Acting Director of Public Works Mark Roetzer, City Council President Anthony Dolce, R-Ward II, and Deputy Fire Chief Matthew Coon. P-J photos by Timothy Frudd

City officials claim that an ombudsman position capable of handling the city’s day-to-day issues with human resources would alleviate the current workload of the corporation counsel, allowing the city to better address various legal matters.

The City Council discussed the position once again during Monday’s work session, with Elliot Raimondo, corporation counsel, and Mayor Eddie Sundquist providing answers and clarification for City Council members.

The ombudsman position is expected to be fully funded in the 2023 budget, due to the position replacing the associate corporation counsel’s position for the remainder of this year.

While Sundquist said the top number of the anticipated salary range or salary schedule is slightly higher than the associate corporation counsel’s position, he said the salary is “approximately the same range.” Raimondo added that the ombudsman position would be a management position instead of a confidential position.

“The only concern I would have moving forward is it’s kind of going back to the way it was, which is fine, but I think historically, we had an ombudsman,” City Council President Anthony Dolce, R-Ward II, said. “We did away with it when the individual retired. We then retained a full time Corporation Counsel to take that position.”

While Dolce acknowledged that the ombudsman position’s salary would not be a problem for the remainder of 2023, he said the council would have a “decision to make” as it moves closer to the 2024 budget cycle regarding whether or not the city should fund two full-time positions in light of its previous decision to combine the positions. Dolce added that with the higher salary range for the ombudsman position, the council would have to be consider the financial impact in future budgets.

“That obviously is going to have a long-term effect down the road on the budget to have a full time corporation counsel and full time ombudsman.” he said. “It could be at some point doubling the costs that you have, so just to consider those things as we move forward into 2024 that if we’re going to keep this model we’re going to have to consider some other type of arrangement financially if we want to maintain that level of financial compensation.”

Based on Raimondo’s clarification that the associate corporation counsel’s salary was $57,000 for 2023, Dolce and Sundquist agreed that a potential ombudsman would receive roughly $40,000 in compensation for the rest of 2023, depending on the date of hire. Dolce said he personally did not have a problem with the proposal for an ombudsman position; however, he suggested that the city administration ensure that the salary remains consistent with the remaining salary of the previous associate corporation counsel salary. He added that as the council prepares for the 2024 budget, Council members should consider how the city can move forward with the positions, how the positions will be structured after this year and what the salary for the positions will be moving forward.

Sundquist also provided City Council members with his administration’s rationale behind the proposal for an ombudsman position.

“The reason why we have sought to resurrect the ombudsman really more as an HR generalist for us is that the human resources needs of the city have changed tremendously,” he said. “In fact, we’ve even seen most of our manufacturers bring back HR positions, but we’re seeing more and more mental health issues, we’re seeing more and more disputes between employees that we have not seen in many years, and our EAP only covers so much of that.”

Sundquist said the city is attempting to create a human resources position that will help assist with the variety of human resources issues in addition to the litigation Raimondo is currently working on, which Sundquist said will involve a significant time commitment.

City Councilwoman Marie Carrubba, D-Ward IV, agreed with Sundquist that human resources is quickly becoming “more and more complicated” and that it would be “very difficult” for one individual to handle both legal matters and the management of human resources.

“To stay on top of it, it probably isn’t fair to corporation council,” she said. “If the purpose is to really deal with litigation and all these other things and claims, it’s very difficult to wear both hats.”

Carrubba warned that the liability can be “tremendous” if issues and disputes with human resources are not handled properly.

Dolce echoed Carrubba’s comments, explaining that various issues with human resources have changed significantly since the ombudsman position was replaced over two decades ago.

If the resolution was approved by the City Council, City Councilwoman Kim Ecklund, R-At Large, questioned whether the city administration would be looking for a potential candidate with previous human resources experience

“Our main goal is to have an HR specialist,” Raimondo said. “This individual would also cover concerns from council members when they reach out to departments, as well as concerns from the public.”

Following concerns by City Council members regarding qualifications for a potential candidate, Raimondo expressed his desire for a potential candidate to be vetted by both the mayor and the City Council. Raimondo also admitted to the possibility of the city struggling to find the “right individual” for the position.

“This is, in my experience, a key position because it’s something that if it’s going very well, you’re not going to notice it’s there, but if it’s not going very well, you’re very much going to notice,” he said.