City of Lakeland HR director leaves after investigation finds ‘legitimate concerns’ of hostile work environment toward staff

Mark Farrington, the human resources director for the City of Lakeland, has resigned after a third-party independent investigation found “legitimate concerns” regarding allegations of him harassing and creating a hostile work environment for city employees.

Farrington directed a letter of retirement on April 21 via email to City Manager Shawn Sherrouse, with an effective date of May 18. He will be on paid leave through May 17 with an annual salary of about $177,500.

Kathy McNelis, a human resource manager for the city under Farrington, also directed a letter of retirement on April 21 after the internal investigation. She is on paid administrative leave through May 17. Her annual salary of about $143,500.

The allegations stem from the resignations of two human resources employees on Feb. 17. This is the second time Farrington has been put under internal investigation after allegations of harassment and bullying of city staff since his hiring in June 2014.

Other resignations spark harassment claims

On Feb. 17, two employees of the city’s Division of Employee Engagement and Development resigned: human resource specialist Kathe Sandoval and human resource analyst Rebecca Shorter-Kliethermes.

Deputy City Manager Rob Hernandez conducted exit interviews with each staff member and decided there were claims made that warranted further investigation.

“The allegations named Kathleen McNelis, human resources manager of EE&D, and Mark Farrington, human resource director, for behaviors that may constitute harassment and the creation of a hostile work environment,” the investigative report read.

The city hired consultant Marsha Leap of Lakeland-based Leap Ahead Professional Development to investigate the allegations.

Leap found, “That harassment and creating a hostile work environment seem to be legitimate concerns according to the City of Lakeland’s policies.”

She specifically cited the city’s Hostile Work Environment Policy, which requires managers to “provide a work environment free from intimidation, fear and threats.”

Leap found Farrington was accused of using verbally abusive language, including profanity directed at city employees. Farrington admitted he “occasionally used profanity, but not in the calling of names,” according to the report. He was accused of using aggressive or threatening physical gestures.

“It is the investigator’s opinion that Kathy McNelis may not have intended for her behavior to create a hostile work environment, however, the ED&D staff members expressed to the investigator they felt intimidated, threatened, and humiliated which constitute a hostile work environment according to the COL definitions of harassment and hostile work environment,” reads the report.

Overall, Leap said the city manager’s office and Farrington should outline and agree on the purpose of the Division of Employee Engagement and Development. This includes a clear directive on what specific actions staff can take as professionals, and what tasks they need supervisor approval for.