By Chris Yow
Editor
CLAY — A former public works employee with the City of Clay appealed her termination with the city, and alleged she was fired after coming forward with a claim of sexual harassment. The City of Clay’s personnel board held a hearing Thursday night to determine whether the city had just cause to terminate the former employee.
Sherry Satterlee claims she was wrongfully terminated by the City of Clay, but the personnel board denied her request for reinstatement at the hearing. Testimony was heard from a number of city employees in the public works department, as well as City Manager Ronnie Dixon, who terminated Satterlee.
Satterlee was employed with the city from January 2013 until Sept. 23, 2015, when she was terminated.
Following the denial of Satterlee’s request, Saxon said they plan to appeal to the Jefferson County Circuit Court.
“On a parallel track, we will be going to the EEOC, and filing a charge of discrimination,” Saxon said. “What you heard tonight was the city manager admit that before she was terminated, Sherry complained about sexual harassment, she complained about pay equity. After he terminated her, he then asked Mr. Isbell if it was true.
“This is all going to be litigated, my guess is in the federal courts one day.”
Satterlee said that on numerous occasions, Public Works Supervisor Josh Isbell “popped her on the rear end.” Satterlee told Dixon she did not report the sexual harassment because of fear of losing her job.
Satterlee is the second employee at the city to accuse Isbell of sexual harassment according to testimony heard during the meeting. Isbell voluntarily stood to speak on his behalf during the meeting.
“If I was sexually harassing somebody, why wasn’t it brought to the light until you were in trouble? If I was a bad person, why would I be here?” Isbell asked.
Satterlee’s attorney John Saxon asked Isbell if he ever “popped her on the butt,” to which Isbell replied, “No, sir. I did not.”
At that time, it was also heard from Isbell there was no meeting privately with Dixon before Satterlee was terminated.
“Did he tell you at any time that you’d been accused of sexual harassment,” Saxon asked. Isbell answered that he was told of the accusation, but when Saxon then asked when he was told Isbell replied, “After it was all over.”
Isbell clarified that he was told of the accusation after Satterlee left the premises and confirmed he was told of the claim after Satterlee had been terminated.
Saxon asked Dixon during a later testimony if there was any investigation prior to terminating Satterlee to see if there was any truth to the allegation that Isbell sexually harassed her,
“No, sir. Not to those allegations,” Dixon said.
“Mrs. Satterlee states she believes all the public works employees are ganging up on her,” Dixon said. “She said Josh Isbell verbally abuses the entire crew. She believes Josh mistreats all public works employees.”
Satterlee stated Isbell told employees not to go over his head and complain or face punishment. She once complained to Dixon and was forced to pick up trash for an entire week, she said. She also said employee Chase Epps was punished in a similar manner.
“In the letter she was given on the day of her termination, there were six incidences or reasons that are outlined specifically in the personnel policy,” Dixon said.
Those reasons were listed as: conduct unbecoming of an employee in the public service, disorderly or immoral conduct, incompetence or inefficiency, insubordination, violation of any lawful or reasonable order given by a superior and for any reason given to be in the best interest of public service.
Satterlee denies all six charges.
“The reason for me making those charges are many,” Dixon said. “The overlying reason is the amount of disruption that one person caused within the public works department.”
Dixon said on the day of her termination the two met for five hours in what he called a disciplinary hearing. Following the meeting Satterlee said she believed she would be placed at the city ballpark and would only answer to Dixon, clocking in at the city library. Afterwards, however, Satterlee said she was given three options: paid administrative leave, unpaid administrative leave or termination.
“Mr. Dixon came in and had a talk with (the public works employees), he asked if anyone else needed to speak with him,” Satterlee said. “(Public works employee) Jason (Harris) said he did, so they went back into the office. Not even 10 minutes later, he handed me a piece of paper stating the Alabama Constable told me to pack my items, my last paycheck and termination letter will be ready the next day.”
Saxon asked why she was given a letter with Alabama Constable on it and asked if she was being terminated by an Alabama Constable.
“I don’t know,” Satterlee replied.