I Will Continue to Advocate for Full-Time DPW Employees
The Mayor’s reliance on seasonal laborers to address staffing shortages in the Department of Public Works (DPW) is fundamentally flawed. Seasonal workers are, by definition, temporary and lack the consistency and dedication that full-time employees bring. This transient workforce cannot provide the stability and reliability that our DPW needs to operate efficiently. As we have already seen, the fluctuating availability and varying levels of experience among seasonal workers create inefficiencies and potential service disruptions. Also, I respectfully request the Mayor to acknowledge exactly how many applicants have been denied the job, considering she is “adding suitable candidates”. Please watch the May 24 council meeting, our Business Administrator (BA) explains the drastic instability currently taking place in our DPW.
Contrary to the Mayor’s assertions, the DPW Superintendent did request additional help from our previous BA. This request was based on a clear understanding of the department’s operational needs and was not adequately addressed in the subsequent budget processes. Ignoring this professional assessment and failing to allocate the necessary resources undermines the effectiveness of our DPW.
Prior to the absence of two additional employees due to workers’ compensation this year, seasonal help had already been employed at the DPW. The decision not to hire or replace the two resignations in 2022 was not based on a lack of necessity for assistance but rather to afford the Mayor the potential option of privatizing garbage collection without necessitating layoffs. This is the case. I have written numerous articles regarding this issue, and it is still an open option until we replace our staff.
The Mayor’s narrative around the long-term financial implications of hiring full-time employees is misleading. While it is essential to consider future costs, it is equally important to recognize the immediate operational needs of the DPW. The Mayor has previously stated that this issue is not about money, yet her focus on long-term salary costs suggests otherwise. This inconsistency reveals a deeper issue of financial mismanagement and the weaponization of contracts against our employees. Using contracts as a tool to justify understaffing is both irresponsible and detrimental to our community.
Mayor, I pose this question to you: how can we justify hiring a recreation director with a salary of $74,000 per year, along with benefits, and then claim that we cannot afford to adequately staff our Department of Public Works?
True transparency involves presenting all relevant facts, not selectively sharing information to support a specific narrative. The Mayor’s statement lacks crucial details about the Superintendent’s request for additional help and the limitations and reliability of seasonal labor. It is imperative that the public has access to all the facts to form informed opinions.
The challenges facing the Garwood DPW are multifaceted and require a well-considered, balanced approach. While long-term financial sustainability is crucial, it must not overshadow the immediate need for operational efficiency and the wellbeing of our current employees. Reliance on seasonal laborers is a temporary measure that does not address the core requirements of the DPW. Unfortunately, my colleagues will call this ‘noise, distraction, Facebook fodder, silly season, or dramatic’ but Garwood this is the TRUTH.
Therefore, I will continue to advocate for full-time employees, regardless of the number of articles published or falsehoods created.
Councilwoman Kimberly Salmon
Candidate for Reelection
Garwood
