Jefferson County approved a settlement agreement with Philip Morley on his last day as county administrator that included a severance payment of more than $70,000.
Morley abruptly resigned April …
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Jefferson County approved a settlement agreement with Philip Morley on his last day as county administrator that included a severance payment of more than $70,000.
Morley abruptly resigned April 30 as county administrator, a post he had held for nearly 13 years.
His end-of-the-day departure on a Friday was foreshadowed by an email he sent county workers the day before, saying, “It has been an honor to serve the community and to work with all of you as county administrator through all of these years. With a new board of commissioners, and the opportunity to build a new team, now is the perfect time for me to make room for a new county administrator to seize the opportunities we have all built together.”
Morley’s new employment contract, approved in late December by commissioners, provided the potential for a payout if Morley was terminated from his position.
The county agreed to give Morley a cash payment equal to six months of salary, plus additional money for health insurance premiums, according to the 10-page settlement, obtained by The Leader through a public records request.
While the settlement agreement did not cite the actual payment amount, half of Morley’s base salary — based on the employment contract approved Dec. 21 — is $70,976.
According to the settlement agreement, it was reached “to resolve any outstanding issues between Morley and the county because of Morley’s decision to resign.”
The agreement was signed at 5:01 p.m. Friday, April 30.
It also said Morley would be placed on paid administrative leave the next day. His paid leave would stay in place until his official termination date of June 30.
It noted: “Morley shall immediately cease performing the functions of county administrator and shall do what is necessary to transition his functions to an interim county administrator.”
Along with the salary and benefits that Morley would have received over six months, the severance document also noted he would get a “cash out” of unused paid time off, not to exceed
60 days.
Morley’s separation agreement also contains a mutual “non-disparagement clause.”
Under the agreement, neither Morley nor the county can make disparaging comments about Morley’s employment, his termination, the agreement and “discussions or negotiations related to this agreement.”
The contract also sets out provisions that neither side take legal action against the other from his time as a county employee. Future disputes could be resolved through binding arbitration, if necessary.
How Morley’s departure from his position is also detailed: “The county shall characterize Morley’s termination as a voluntary resignation.”
“If asked, the county shall state that Morley ended his employment with the county in good standing and is eligible to be rehired,” the agreement notes.
The agreement also said it would be kept separate from Morley’s personnel file, “along with any documents describing his termination as an involuntary termination, any documents related to related to the alleged reasons for Morley’s termination of employment that could suggest otherwise, along with a document reflecting his resignation.”
