La Plata County settles with former deputy county manager over ageism claims

La Plata County Settles Lawsuit with Former Deputy County Manager

Introduction

The La Plata Board of County Commissioners recently reached a settlement of $45,000 with former Deputy County Manager Mike Segrest. Segrest had threatened to sue the county, claiming wrongful termination based on age and gender discrimination.

Background

Mike Segrest, who is 76 or 77 years old according to voter registration records, served as deputy county manager from May 2019 through March 2023. In May 2023, Segrest’s attorney sent a letter to the county detailing a year’s worth of conflict between Segrest and county officials regarding his job performance. The letter included a request for back pay, front pay, damages, and attorney’s fees, which could have amounted to over $650,000.

The Settlement

The settlement agreement states that neither party admitted wrongdoing. The county agreed to pay Segrest $36,000 in wages, while his attorney will receive $9,000 in fees. Both the county and Segrest’s attorney declined to comment on the settlement.

Allegations and Contradictions

Segrest and County Manager Chuck Stevens were finalists for the county manager position in 2019, with Stevens ultimately being chosen. Segrest’s attorney alleged that his client had more experience than Stevens and faced age discrimination from the start of his employment. However, documentation provided by the county contradicted many of Segrest’s claims.

According to the county’s records, Stevens had addressed Segrest’s concerns about ageism and offered to take action if Segrest desired. Other claims made by Segrest were also contradicted by meeting notes and emails from Stevens.

Job Performance Issues

Documentation showed that issues with Segrest’s job performance persisted, leading to a 360-degree performance review initiated by Stevens. Although Segrest expressed a willingness to improve, conflicts continued. Segrest’s annual performance review stated that he was successful in some job functions but needed improvement in others.

Termination and Resignation

In January 2023, Stevens informed Segrest that he had not regained the organization’s trust and offered him the opportunity to resign, which Segrest declined. Stevens initially allowed Segrest to remain employed until March 3 but placed him on paid leave shortly thereafter. As part of the settlement agreement, Segrest is required to submit his resignation.

Conclusion

The settlement between La Plata County and former Deputy County Manager Mike Segrest highlights the importance of addressing age and gender discrimination in the workplace. It also emphasizes the need for fair and thorough performance evaluations to ensure the success of employees and organizations.

SDGs, Targets, and Indicators Analysis

1. Which SDGs are addressed or connected to the issues highlighted in the article?

• SDG 5: Gender Equality – The article mentions that former Deputy County Manager Mike Segrest claimed he was wrongfully terminated based on his age and gender.
• SDG 8: Decent Work and Economic Growth – The article discusses Segrest’s employment and the settlement related to his termination.
• SDG 10: Reduced Inequalities – Segrest alleges age discrimination and wrongful termination, which relates to reducing inequalities in the workplace.

2. What specific targets under those SDGs can be identified based on the article’s content?

• SDG 5.1: End all forms of discrimination against all women and girls everywhere – Segrest’s claim of wrongful termination based on gender suggests a violation of this target.
• SDG 8.5: By 2030, achieve full and productive employment and decent work for all women and men, including for young people and persons with disabilities, and equal pay for work of equal value – Segrest’s claim of wrongful termination based on age could be seen as a violation of this target.
• SDG 10.3: Ensure equal opportunity and reduce inequalities of outcome, including by eliminating discriminatory laws, policies, and practices and promoting appropriate legislation, policies, and action in this regard – Segrest’s claim of age discrimination and wrongful termination highlights the need to address discriminatory practices in the workplace.

3. Are there any indicators mentioned or implied in the article that can be used to measure progress towards the identified targets?

• No specific indicators are mentioned in the article. However, indicators related to the targets could include the number of discrimination claims filed, the number of successful settlements or legal actions related to discrimination, and the presence of policies and practices promoting equal opportunity and non-discrimination in the workplace.

4. Table: SDGs, Targets, and Indicators

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Source: durangoherald.com

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